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