Using Six Sigma Tools for Talent Acquisition

I used to work for a training center of a placement agency. Every day, people seeking jobs overseas would crowd the office. And so I thought, recruitment work or the placement business is fast and easy. But that was a misconception. I knew about this when the HR of that agency approached me for help in looking for engineers for a steel company in the Middle East.

I found that there was pressure from employers to fill certain positions with highly qualified people, and the agency was having a hard time accomplishing that task. Maybe for those companies facing the same dilemma, you can learn from what Volta Asia Enterprises is doing.

Volt Asia Enterprises, is a world class leader in the staffing service industry based in Malaysia. To improve efficiencies, the company is going into Six Sigma and using Six Sigma tools such as DMAIC and SIPOC.

Speaking before the American Chamber of Commerce Human Resources Committee workshop in Taipei, Excelsis Magno, regional general manager of Volt Asia Enterprises, said that “Six Sigma is a business philosophy that matches a company’s basic strategies to customer needs and expectations.”

At Volta for example, she further said:

The basic approach is to understand the current performance level. To improve existing processes, the DMAIC roadmap is applied to define, measure, analyze, improve and control. For redesigning a process, the technique is define, measure, analyze, design and verify. She then defined the various roles, before discussing concepts and sharing possible applications.

Statistical metrics are used to describe the quality of a process in a state of near perfection with only 3.4 defects per million opportunities (DPMO). To emphasize the benefits of working towards Six Sigma, here are two examples: For every opening out of 10,000 total that are not filled in a year,” posited Magno, “at 93 percent (three sigma), there are 58 openings a month; at 99 percent (four sigma), there are 19 a month; at 99.9997 percent (six sigma), there are merely three every 100 years.

Continue reading…

Source:
China Post

*Photo from Stock.Xchng

Filed under: DMAIC, Human Resource, SIPOC, Six Sigma, Six Sigma Organizations

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Human Sigma: The Heart and Soul of Employee-Customer Relations

For those of you here in Metro Manila, here’s some good news.

Deming Management Systems(R), a division of Kairos Management Technologies, is bringing you the management benchmarking forum on Human Sigma: The Heart and Soul of Employee-Customer Relations.

Below are the complete details.

February 21, 2008, 1:00pm, Hotel Intercontinental, Makati City

Designed for corporate managers in human resources, marketing, sales, total quality, and customer relations, this forum introduces the participants to proven methods of using employee-customer interaction as one strategic measure to drive financial performance.

LINE-UP OF RESOURCE SPEAKERS

Theoretical Framework: Prof. Nenette Barrios, Professorial Lecturer, De La Salle – Professional Schools

Best Practice 1: Mr. Reuben San Jose Pangan, Vice President, Customer Relations, Sun Cellular

Best Practice 2: Mr. Florendo G. Maranam, Vice President, Human Resources, Bank of P.I.

Best Practice 3: Mr. Emmanuel A. Aligada, Head for Customer Relations, Globe Telecom

Best Practice 4: Ms. Cristina Fe N. Arevalo, Vice President, Human Resources, Toyota Motor

REGISTRATION RATE POLICY

Investment is P5,000/person to cover the cost of participation, snack, training kit, and certificate of participation. A special P4,000 rate is extended to all participants who are currently based in Visayas and Mindanao.

Participants are entitled to get a free copy of the 305-page book – “The Buzzword-Centric Workplace” written by Reylito A. H. Elbo, business columnist of Business World and Manila Times. This special edition of management buzzwords is not available in popular bookstores.
No difficult registration forms to fill-up. To register, simply send an e-mail with the subject line “HUMAN SIGMA”to kairoshq@info.com.ph with the participant’s information:

1. Name you want to appear in the registration and certificate
2. Nickname (for the name tag)
3. Job title
4. Company
5. Address
6. Industry class
7. Contact person
8. Telephone
9. Fax number
10. Mobile phone of contact person in case of emergency announcements

As soon as we receive your registration, a billing statement will be sent to the contact person. All payments should be made via bank deposit in favor of Kairos Management Technologies, Union Bank C/A 00126-000339-8.

For an on-the-spot decision, group discount, or further details, please call/send SMS to:

REYLITO A. H. ELBO, FPM, CESO
Chief Strategist and Convenor
Kairos Management Technologies
5/F Builders Center, 170 Salcedo Street, Legaspi Village, Makati City 1223
Tel. 822-6660, 751-6730 Fax. 823-3532 Mobile 0919-808-7023 or 0915-406-3039

Filed under: Events/Announcements, Human Resource, Human Sigma

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Using Six Sigma for Employee Promotion

I have written quite a number of posts about the use of Six Sigma in human resource. Some of the posts touched on fast-tracking recruitment process, others on providing training for employees. Not one touched on promotion.

If Six Sigma can improve recruitment and training processes, I believe it can also be used for evaluating employees for leveling up.

Cummins is actually doing it. An article on Information Week narrates how the company will be using Six Sigma to determine of IT employees can be managers.

CIO Gail Farnsley shares how she will apply process improvement method, particularly Six Sigma, to identify and develop the manufacturer’s IT management talent. Right now, she’s looking into the following:

• starting with the VOC survey, asking business-unit heads about the strengths and weaknesses of the IT division
• ranking and prioritizing the qualities of a future IT leader
• looking into IT management candidates’ experience in non-IT roles
• tracking how many of them actually make it to leadership positions

Read more…Source:
InformationWeek.com, a Six Sigma Zone featured link

*Photo from MorgueFile

Filed under: CIO, Deployment, Human Resource, IT, Software/Technology

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Empowering Employees Through Lean Six Sigma Training

Lean Six Sigma is not only used to remove barriers to smooth operations, or to reduce processes, but it can also be used to involve employees and empower them.

Fort Leavenworth did exactly this. When they started their Lean Six Sigma training, they used Lean Six Sigma to encourage their employees to share their ideas on how to improve processes.

This is because Leavenworth management believes that it is the employees who are the frontliners of a business, and thus know better as to how to serve customers or clients.

At first, Garrison employees were hesitant to put out their ideas for fear that they could be fired for them or that their suggestions would be ignored. They were wrong. In fact, many of them got rewards for good ideas, which were actually put into use.

Here are some of the brilliant ideas from employees:

• getting a trainer to Fort Leavenworth instead of taking employees to train somewhere
• streamline passport approval
• express check-in at the lodging facility
• use fewer hours to light the airfield
• improve the profitability of the Havana Beach Club
• streamline the process for getting safety glasses
• reduce overtime worked by civil servant officers

Read more…

Source:
The Fort Leavenworth Lamp Online, an iSixSigma featured link

Filed under: Benefits and Savings, Human Resource, Lean Six Sigma, Military, Services, Six Sigma Organizations, US Army

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National Aviation Services Introduces Six Sigma to Selected Kuwait University Students

The initial project of National Aviation Services Kuwai (NAS) and Kuwait University was to have some students study the high turnaround of employees at NAS.

With the right guidance, the students went down to work. Using the Cause and Effect Approach method the students presented a number of solutions to improve human resource functions and also gave the management a SWOT Analysis with a process map on the way forward.

NAS was so impressed with the work of the students that it decided to sponsor the selected students to a Six Sigma training course.

As a reward NAS will also be sponsoring the students in attending the world renowned Six Sigma Development program. The program that has been developed by Motorola university has been designed to improve business performance and companies all over the world use the program to enhance customer satisfaction, maximize process efficiencies, increase competitive advantage & market share and make savings on operating expenses.

“As a local company that is expanding at a rapid pace, we lay a huge emphasis on corporate social responsibility and this includes encouraging the local youth to pursue exciting careers in the fields of aviation, medicine, IT, engineering and business,” commented Eng. Naji Al-Ajmi, CEO of NAS who was present at the ceremony at which the students were presented with certificates in addition to the Six Sigma Sponsorships to commemorate the completion of their training. “It was a pleasure for us to have these young people in our midst and we are glad they got to learn a little about our business. We will definitely look into their finding and recommendations and we wish them the very best in their endeavors in the future,” he concluded.

Read more…

To me the gesture of NAS is commendable. It’s good to start them young so that when these students get out of university, they bring with them the concept of quality and continuous improvement.

Source:
AME Info, a Six Sigma Zone featured link

*Photo from Stock.Xchng

Filed under: Benefits and Savings, Human Resource, Six Sigma Organizations, Team Dynamics, Training

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Raytheon’s Six Sigma^TM Employs Persons with Disabilities

Another featured article of iSixSigma caught my attention. It says, Raytheon helps carve new employment paths for people with disabilities through Six Sigma.

Six Sigma can actually be used to improve processes and find room for employing persons with disabilities. This is such great news!

How does Raytheon Six Sigma^TM do it?

A team of Raytheon Six Sigma(TM) experts used the Raytheon Six Sigma process to validate and prioritize issues, determine root causes of barriers and identify and document optimal system changes and implementation actions required to truly remove barriers for people with disabilities to be competitively employed.

Raytheon’s unique application of Raytheon Six Sigma uses a knowledge-based process to transform culture, maximize customer value and create business growth. Unlike “traditional” Six Sigma applications, Raytheon’s six step process integrates stakeholder analysis, facilitation, high-performance teaming, data-driven tool sets and committed sponsorship to solve problems and foster innovation across many functional business areas. As a direct result of this retreat, the Raytheon Six Sigma experts identified a variety of solutions that can greatly improve the system for employment and support services for people with disabilities.

Read more…

Filed under: Deployment, Human Resource, Raytheon, Six Sigma Organizations, Team Dynamics

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Why HR Should Be Involved in Six Sigma

If there is a department that is so used to trainings or giving trainings, that will be the Human Resource (HR). So how effective the department can be if on top of their HR trainings, they are also involved in Six Sigma?

Terra Vanzant-Stern shares the advantage of an involved HR in Six Sigma. According to Terra, an HR professional who is able to present a business case with a compelling return on investment will be respected. Having a true handle on cost/time estimates, analytical thinking process and fact-based strategies will open doors.

The following are the benefits:

1. Six Sigma methodology provides a solid path to implementing new projects.
2. Learning to use the statistical information promoted in Six Sigma, allows the HR professional to make better, more informed decisions.
3. Studying Six Sigma principles provides for better communication with project managers, technical staff, and executive management.

Not only that, there is more value in understanding and using statistics to address such issues:

• Legal compliance related to human resources management
• Developing a recruiting and retention strategy
• Performance management
• Job design
• Knowledge management
• Human resource information systems

Read more…

Source:
iSixSigma, “Every Reason That HR Should Be Involved in Six Sigma”

Relates Stories:
Six Sigma & Human Resource

Filed under: Benefits and Savings, Human Resource, Processes, Training

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Six Sigma Reference Feature: 36-Hour Six Sigma Course

Time and again, we are told that training plays a vital role in Six Sigma deployment. There are many books that can guide us what goes into a Six Sigma training, and one of those good books is Greg Brue and Rod Howes’s book, The McGraw Hill 36 Hour Six SIGMA Course.

Express Computer Online shared excerpts of the book. It highlights how the training of executives, Champions, and Black Belts should go.

For executives, this group should include the finance, which determine the dollar impact of the projects and create a system to track the tangible results. Human resources should also get involved as it is responsible for the reward and recognition systems, and plot the career paths of the champions, master black belts, and green belts. Then the IT people who develop computer systems to collect measurement data from the projects and provide technological support for improvements.

The Champions’ training should touch on

• Project selection methods
• Basic statistics
• Capability analysis
• Measurement systems analysis
• Process mapping
• XY matrix
• Hypothesis testing
• Design of experiments

A typical Black Belt training should involve the following:

• Measure (week one)—Black belts are introduced to Six Sigma. They are assigned projects, and they are taught process mapping, FMEA matrices, statistics, capability studies, measurement systems, and project application. They are also assigned regular homework.
• Analyse (week two)—Black belts learn how to analyse distributions, graphically plot data, analyses, do hypothesis testing, and plan project applications while completing regular homework assignments.
• Improve (week three)—Black belts learn the design of experiments method, understand correlation studies, conduct full factorial experiments, and continue to plan and execute project plans.
• Control (week four)—Digging into all the control tools, black belts now review the methodology, learn how to implement statistical methods of control and mistake proofing, and finalise their project work.

Six Sigma training may be expensive, and takes away people from their regular job, but the fruits of such training will more than compensate the cost.

Filed under: Deployment, Finance, Human Resource, Six Sigma References, Training

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Six Sigma News Round-up

For today’s Six Sigma news round-up, we’ll see some movements.

Alton D. Johnson has been appointedGeneral Manager of Dallas Airmotive‘s Premier Turbines division in Neosho, Missouri. He will be responsible for the day-to-day operations and P&L for the engine repair and overhaul facility. A licensed A&P mechanic, a Six Sigma Green Belt and certified in Kaizen and Lean flow process manufacturing, Johnson has an extensive experience in operations and personnel management, having worked for GE and US Army Aviation.

Cindy Cullen is now Chief Technology Officer of SAFE-BioPharma Association. She will oversee and administer all aspects of technology for SAFE-BioPharma and will be the Chief Systems Architect for SAFE. Cullen is a CISSP (Certified Information Systems Security Professional), CISM (Certified Information Security Manager) and SSBB (Six Sigma Black Belt).

Ingersoll Rand has chosen PowerSteering for enterprise-wide Project Portfolio Management comprising multiple strategic initiatives. Once implemented PowerSteering will deliver business benefits such as corporate information technology, shared services PMO, enterprise innovation, and Lean Six Sigma.

Source: iSixSigma.com

Filed under: Events/Announcements, Human Resource, Lean Six Sigma, Pharmaceuticals, US Army Aviation, iSixSigma

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Six Sigma at Home Depot

Perhaps one of the biggest news that opens 2007 is Robert Nardelli’s, Home Depot‘s CEO, departure from Home Depot. Viewed as among the highest paid CEOs in the world—and at the helm of the world’s largest home improvement retailer no less—his leaving may have come as a surprise.

When Nardelli came to Home Depot, he brought with him the exacting management and leadership style he learned from GE and Case Corp. He was already a Six Sigma guy. However, it took him three years after joining Home Depot to unfold the Six Sigma carpet so to speak. His reason was that (to use his exact words) he wouldn’t want to push the concept down everyone’s throats.

Eventually, Nardelli made Six Sigma became the formula for Home Depot’s success. Everyone was involved in ensuring efficiency of strategic processes: making the supply chain as lean as it can be, using scale to unseat competitors, leveraging IT to reduce costs, and finding the right marketing formulas. Its focus was on quality of human interactions. The 325,000 shop assistants interact with customers about 3 billion times per year, and often at a very personal level, helping them select items like kitchen sinks and toilets. Every month, the volume of activity rises. The retailer opens a new store every 48 hours, and receives more than 10 million job applications every year.

What went wrong, then?

A banner story on Wall Street Journal, Nardelli’s leaving Home Depot was also seen as a case of Six Sigma failing to put the company move forward and maintain the lead.

We may have to wait a few days to know the full story.

Sources:
Strategy+Business: Winning Hearts and Minds at Home Depot
Wall Street Journal Online: The ‘Six Sigma’ Factor for the Home Depot

Filed under: Human Resource, Retail, Six Sigma Organizations

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