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

"PCMM can help you evaluate your existing processes and the gaps. But the question is what if you don't have the metrics and data to use this model? In that case, you need to start from scratch capturing information and data/metrics like EEI, attrition, Competency Index, Leadership Index, Utilization, resource allocation etc.
Once you stabilize the reporting process then you can look at process improvement methods like Lean/Six Sigma to go for optimization" – Ashutosh Pandey Global IT & Process Manager (Master Black Belt) at Nokia Siemens Networks

"Quality should focus on the ROI vis a vis the HR tools used for various HR functions.To this extent it should be a useful input both ways when carrying out an HR Audit as well as being an instrument of affect and accountability of the various HR interventions". – Sharad Dua Certified Trainer of Neuro Linguistic Programming, Coach, Management consultant,Visiting faculty and Quality Auditor

"Focus in response by SLAs as one quality aspect. This is for HR as a supplier for services to other functions / individual employees. The other quality role can be in fostering acquisition of good talent, retention of talent and bringing about a social atmosphere for best team work" – Sowmyan Tirumuri Consultant

"The Quality Role and Approach in HR is very similar to that of other support functions in an organization.

1) The strategic goals and tactical objectives for HR are defined such that they line up with - and help enable - those of the overall organization.
2) Tactical measures should be defined and agreed upon with HR and Quality (if not self-monitored by HR). Examples are Diversity Hiring, Cycle Time for New Hires, Retention Rates by organization and job type, Salary ranges relative to the particular industry and job type, etc.
3) Establish goal ranges for each of the measures (minimum acceptable, target, stretch).
4) Setup the system to produce these measures on a meaningful periodic basis (monthly, quarterly, etc.) and report their progress to the goals.
5) Identify opportunities for continuous improvement via any gaps". – Richard Powers Operations Executive, Lean Six Sigma Consultant

  

- Thanks to all my Linkedin members for their valuable inputs.