Benchmark Six Sigma Institute...One of the best institutes to explore cosmos of Six Sigma

Benchmark Six Sigma Institute...One of the best institutes to explore cosmos of Six Sigma...

Benchmark Six Sigma, best institute I have ever experienced. I started my six sigma educational journey in 2006 with Six Sigma Green Belt and end it in 2009 with Six Sigma Master Black Belt Trained.

Benchmark Six Sigma courses are very effectual and simple way to get acquainted with six sigma concepts & methodology.

The best part of the course is facilitator ‘Vishwadeep Khatri’; very energetic, extremely knowledgeable, maintains the sequence of program – course chapters – real case studies and makes it quite interactive. He understands the pulse of participants and accordingly they manage to handle each one’s requirement.

Is our HR Department is Environmental Sensitive...?

HR plays a critical role in handling Environmental responsibility, implementing, spreading the significance of Go Green, fostering a culture of social responsibility, assist in environmental waste reduction, better corporate ethics, and encouraging long-lasting green practices to promote both personal & corporate accountability. 

Here are ways to start:

HR Calendar…

HR Calendar…

Like any other planner; it’s important to prepare an HR Calendar of what Human Resources activities should be penciled in on appointment book or marked on outlook/ Lotus calendar, to proactively prepare to address each event timely. Take listed activity; place it in the month that needs to begin the activity. You can add or suggest more…

JANUARY

Commence Annual Performance Management Reviews.
Important Payroll dates for new processing year.
Employee Vacation Schedules for year, it helps to plan on the dates that everyone wants off.
List of Holidays
Performance Management dates – setting mutually agreed upon goals for the year/creating career development plans and distributing a Performance Management.
Review calendar of ‘Pay for Performance’ guidelines communicated.
Review Central & State Laws – ensure compliance and updated postings.

FEBRUARY

Roll out Employee Engagement Survey.

Review existing & create new job descriptions.

Training Schedule – to determine which training should be conducted internally vs. externally.

Facilitate a quarterly HR meeting – review policies, procedures and celebrate.

Conduct a market survey on Compensation pay ranges.

Is Our HR playing BOLD ROLE…?

Is Our HR playing BOLD ROLE…?

There are some organizations; wherein HR is only into hiring, firing, Payroll, R&R, PMS, Engagements etc....very basic routine functions, and being conquered by organizational legacy and assumed like a back end support function. Or sometimes HR management is not strong enough to bring the Change.

On the other hand, HR is playing a big role of:

• Change Management,
• Individual Personality/ Professional Development,
• Adapting a concept of seeing employees as important internal customers,
• Creating HR Help desk to reach out in the organization for any HR queries,
• Believing in making difference in Employee Experience from day one till he/ she resigns – Using Quality tools & methodology to reach process at excellence – and ensuring Good Governance at all aspects,
• Getting HR process automated to make it employee user friendly,
• Conducting HR Process/ Policies Workshops/ Campaigns & Communications to create transparency within the organization,
• Converting business managers into People Manager successfully; as numbers are with people…etc.

How effective and important is Lean/Six Sigma implementation in Human Resource area in today’s scenario?

"I am a fan of many of the principles and methodologies that Six Sigma & Lean promote, however, it is widely acknowledged that they are not always effective in dealing with "softer" aspects of certain disciplines, services or industries. They can be excellent tools for dealing in absolutes that involve metrics and processes, such as manufacturing and production, however, having had experience in these applications within a service industry (health & social care) they can often fall short when factoring in "soft" skills, such a perception, intuition, judgement and general gut feelings. For instance, a nurse or social worker can follow process, but can quite often be faced with a situation that requires them to override due process in favour of using their best judgement. An excellent, knowledgeable and insightful process facilitator (green/black belt) can factor these in when building and developing processes, but they can often be missed.

I prefer to "cherry pick" some of the robust and applicable components and principles of Six Sigma/Lean and apply them appropriately when building a bespoke process for a service-style working practice or function. I may be wrong here (as a non-subject matter expert in HR) but my perception of HR is that a portion of the working practices fall into what I call "vocational" applications, i.e the HR advisers use best judgment, perception and intuition when dealing with certain HR issues. Process methodologies would be fine in guiding an advisor on how to procedurally deal with a grievance or disciplinary situation, but allot of the actual undertaking will require soft skills and these cannot be factored into a process per se.

In summary, Six Sigma/Lean principles are fab at guiding a person through a critical path and ensure a high degree of efficiency and compliance (i.e. process milestones, such as updating/populating documentation, liaising with other parties or agencies and communicating at the right time) but they may not integrate core "soft " skills and factors that are required to complete the task. However, with good process development and management, these can be factored in to provide robust working practices for your HR Department." – Hayley Jaffrey Global Subsea QMS Leader at GE Oil & Gas

How to benchmark HR Shared Services globally?

"Carefully - to make sure you compare apples with apples. In my view there is too much reliance on secondary benchmarking (look it up on a database) instead of primary benchmarking (asking the questions directly to the contributors) these days. You need to understand what's behind the answers to gain the best insights. Get an independent research firm to do it for you. One or two good ones in India, to keep the cost down."  – Tim Lux MD, Pathfinders; Strategic change, outsourcing & low carbon specialist. Non-exec in startup and SME scale up support.

What should be the Quality Role/Approach in HR Function.

"Have a look at the People Capability Maturity Model (People-CMM), from the Software Engineering Institute. It provides a framework for process improvement in HR". – Chris O’Brien Director at Avoria

"The approach should be two fold - Metrics Driven & Policy driven. Functions like hard core transactional & volume oriented (HR Shared Services or HR operations - it will be a combination of adherence to SLA with measurement through various metrics etc. On the other hand, non transactional functions like (Corp HR etc.) should have a policy driven approach mainly to ensure the clarity & communication around the policy & adherence". – Deepak Mendiratta Managing HR Shared Services at Aricent

What can be business continuity back up plans for HR Shared Services?

 “In any BC plans, HR needs to be one of the first areas to be continued or recovered.
The impact of the incident requires the expertise, especially if there are people to be laid off in any way, as well as benefits questions etc. – Ray McTier Management and Technology Strategist

“If the HR shared services is for the internal organization, then the critical functions according to the due dates need to be analyzed and a way found to be able to function with the back up data in the same location or alternate location.
For example, there are specific due dates for payment of salary, tax deducted at source, provident funds etc. which need to be complied to. So either the option is in the case of IT disaster i.e. data not being available, employees can be paid advance salary, and PF, TDS etc, a lumpsum can be paid on the basis of previous payments which can be later adjusted.
If you are looking for other disasters also, then for each you need to determine a recovery strategy and what processes will be impacted.” – Sonia Jaspal Risk Management & Corporate Governance Consultant

What is most important? 1. To be Good Team Leader or Best People Manager? 2. To make people feel as Employee of org or an Entrepreneur of org...

"Good Team Leader…Leading from Front…show all the way and lead all the way...
TO make people feel as Employee of Org and there importance" – Dinesh Ramkrishna  Business Development Manager - Quality Assurance Services at NeST Technologies

"Every employee is different. You need to manage each employee individually". – Scott Messinger Oracle Application Analyst at Atmos Energy

For HR Professional, being HR Process focused is equally important as to be a People Person...?

For HR Professional, being HR Process focused is equally important as to be a People Person..?

“The weakness with many HR professionals is that they become part of internal organization politics and thereby dilute the integrity of HR processes. A good HR person is one who is above Organization Politics and therefore is able build integrity into the HR Process and thereby also becomes an excellent 'People Person'. An 'HR' manager does not really become one just by designation, but by personal integrity on the desire to help people” - Raju Swamy Principal Consultant at PROMAG Consultancy Services

“Being a People's Person is not wrong as long as you are within the ambit of the HR processes. Organization Legacy may have a role to play while deciding the HR process but with a evolution of time and with changes in the global HR process ...and with the kind of network that we all are into ..Boundaries cease to exist and best practices are always adopted.” - Padmanav Kundu  DGM-HR at Bharti Airtel Limited

Do you know about your Résumé and Interview…Hear from HR’s Desk

1.     When getting a job, it’s important who you know. No matter how nice is your résumé or experience.
2.     If trying to get a job at a specific company, the best thing is to avoid HR. Find someone at the company you know, or go straight to hiring manager.
3.     If you assume, someone’s reading your cover letter. I haven’t read one in 8 years.
HR may judge you based on your e-mail address. Especially if it’s something like bodyshop101@hotmail.com or iliketoeat@gmail.com

People/ Reporting Manager's Checklist for their New Employees...

People/ Reporting Manager's Checklist for their New Employees:
Being a people manager is the major responsibility in terms of first impression for new hire and he/ she can also be the best buddy for their new employee. Henceforth; this checklist will help to assist reporting managers to orient each new employee. It serves as a structure for communicating all relevant dept.-specific policies, administrative procedures, position responsibilities and expectations, and other essential information.

HR Landscape of routine activities

List of basic HR Routine Activities:
1. Recruitment:

1. Get the Job Description finalized by Person requesting the position
2. Get the position approved from Resource Manager
3. Prepare Process (First Round Interviewers, Interview Time, Second Round Interviewers)
4. Screening Profiles
5. Get profiles Shortlisted from Interviewers (if needed)
6. Scheduling Telephonic Interview, update recruitment sheet
7. Taking feedback from Interviewers,update recruitment sheet
8. Rescheduling / Scheduling Personal Interview,update recruitment sheet
9. Get Employee Information form filled by Candidate
10. Taking feedback from Interviewers,update recruitment sheet
11. If Shortlisted, Inform Seniors,update recruitment sheet

HR Quality Framework_Scorecard

HR Scorecard:

1. Headcount – No. of employees / No. of approved employees in budget

2. Attrition – Voluntary Attrition = Attrition Count / Headcount

3. Talent Acquisition –

·         Open Position vs. Closed

·         Direct/ Ref. / Portal vs. Consultant (against closed positions)

4. Payroll/ Statutory –

·         Payroll Payment Defects = Live Employees who have not been paid through Payroll

·         Payroll vs. Vendor defects = Payroll data as maintained by Vendor not equal to data as maintained in Company Payroll department

·         Reimbursement Payment defects = Live Employees who have not been paid their Reimbursement Claim (Vol vs. defects)

·         Statutory = Timely & Correct deposits with joining forms & exit forms (Vol vs. defects)

5. Exit and F&F –

·         Exit Checklist = Vol vs. defects

·         Exits not initiated by employee = Vol vs. defects

·         F&F - Processing Pendencies from LWD = Vol vs. defects

·         Exit Log in >Last Working Day defect = Exit initiated after Last working day of the employee / Total Exit initiated for the month

·         Financial Leakage of Exit Cases (in lakhs) = Financial leakage due to late initiation

·         Exit Closure > D+ (TAT) defect = Full & Final (F&F or exit closure) paid after TAT days of employees last working day / Total F&F processed for the month

                                   

HR Quality Framework_Use LEAN methodology in HR Processes

Lean methodology in HR Processes:

VSM – Value Stream Mapping is required for mapping each HR process to identify Value Added and Non Value Added activities

KAIZEN – To establish flow in end to end process movements

5YS – for root cause identification

HR Quality Framework_Process Change Request

Process Change Request/ Improvement 
 Business Requirements
Process customization requests
Process study/benchmarking etc 
Identify Projects 
Lean/ Six Sigma approach

HR Quality Framework_Training

Training

·         Process/ Policy training

·         Behavioral training

·         Quality Awareness

HR Quality Framework_Audits

Audits

·         Process Audit Plan

·         IT infrastructure audit

·         Timelines

·         Kaizen technique

HR Quality Framework_Measurement & Control

HR Quality Framework is to ensure that HR achieves its purpose & supports business excellence

Measurement & Control:

Key Productivity Parameters
Service Level Agreements

Customer Satisfaction Index

HR PARADISE

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Introducing Innotal...

An upcoming HR Solutions firm based in North India ; specializes in Talent Management, Career Counseling, HR Process Service, HR Quality projects etc...