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Question - A forensic expert walks into a room with a bunch of dead Six Sigma Black Belts who show no visible signs of injury. What's the first thing he should check for? Answer: Poisson distribution.

What would you prefer in your process - a false alarm or a missed alert? I am assuming that you are collecting data from your process and viewing it to judge abnormal behaviour so that corrective action can be taken. I am also assuming that the data you are collecting is continuous data, each value is independent of others and the data is normally distributed. False Alarm - A false alarm occasionally may be okay or you may never want it. It depends. However, too many false alarms can lead to the assumption that something is wrong leading to an unwarranted change in a well behaving process. Missed Alert - A missed alert may never be acceptable or may be sometimes okay. It depends. The text in bold requires a discussion and convergence to a logical conclusion. What do you think are the factors on which "it depends".

Here is good example for 80-20 rule. Here, it is even more lopsided. Apple owns 4% of the mobile phone market but controls a large share of the profit in the industry.

I completely agree with VK... in addition, one can utilize the structured methodology of Lean Six Sigma in following HR activities. 1) Reduce Appraisal cycle time 2) Improve E-SAT 3) Reduce Recruitment cycle time 4) Better utilization of resources 5) Employee Query resolution Accuracy/Turnaround times 6) Payroll process improvements and many more.... As VK mentioned, one needs to see the process/activity behind HR function. In my view, Lean Six Sigma is applicable rather can be utilized across functions and industries. Hope this helps...

We may look at it this way. Do the following have a role to play in an HR professional's profile? Data driven decision making Problem solving Process improvement. If any of the above three seems relevant, there is a case for usage of Lean Six Sigma.