Hi,

I would like to know more in terms of where & how can six sigma help in terms of employee relations role wherein we have to do wide range of activties like retention, policy communication, induction, exit interviews, mis of employees, attendance etc. Also can we start with something smaller which may fall in yellow belt category?

 

Regards,

Rushab

Excellent qustion even I wana know the answer

Hi Rushab,

When you say ' Employee Relations ', you essentially are referring to HR's professional relation with the employees of the company. Further drill down into this relation leads you to understanding & maintaining high employee motivation & morale which are imperative to arrest most of the employee / personnel related problems like heavy attrition, irregular attendance, etc., few as mentioned by you.

In a Corporate scenario Low employee motivation & morale are a fallout of the following factors, identifying which is essential for necessary corrective action & improved functioning in future :-

1) No job satisfaction, ie job profile doesn't commensurate with the employee's knowledge, capability & skill sets. More often employee finds this after joining the job.

2) Poor pay scale/standards. Employee feeling that he / she's not being adequately compensated for the work done. This may pertain to a specific job/dept or across the entire work force.

3) Stressful work environment. This refers to both the people (boss &/or colleagues) at work & place (work comforts) of work.

4) Improper provision of fringe benefits to employees like health insurance, transport, subsidised food, delayed/no reimbursements, etc.

5) Improper Rewards & Recognition programs. In short not giving credit for the work done by the employee. This is over & above the usual salary paid to them.

6) Inadequate Induction & improper new policy communication (your point) & other training programs leading to poor knowledge of employee about his/her work & the company, leading to poor performance.

7) No Intranet (company web portal for employee & internal purpose(s) only) facility having all employee database (employee MIS, excluding financial & other confidential information) for work related access of regular employees.

8) Last but not the least is the prevalence of Favouritism/Nepotism, Bootlicking & Office politics leading to selection of employees by choice (of the selector) over merit, often being responsible for the company losing its valuable talent/employees.

9) Absence of any other relevant employee welfare program/policy.

Apart from the above, there could be more that one could think of & try to find solutions to the same by taking example from model companies/employer in similar industry, periodic interactive session with the employees, getting an external/third party to interact with the employees in an informal session to gauge their mindset through their (third party) feedback, appointing a qualified counsellor to address employee related issues (professional & personal) affecting work, organising skip level meetings every quarter, having an opendoor policy wherein employees are free to report anything wrong they may come across in the company without fear of any senior per the situation, having an ethics hotline telephone no for employees assuring confidentiality about their identity for reporting serious issues transgressing work & professional ethics, coaching & mentoring on professional & work maturity (being above all work related egos) & dealing strictly with any deviations found in subsequent (after the coaching) employee behaviour, etc.

Once you are able to bring reasonable control over the HR functions (through the above & more that you can think of), you would be in a better position to improve it further through the application of Six Sigma, per need.

As sought by you (something on the lines of a SS YB), you can start with VOE (Voice of Employee) program / initiative by seeking responses (through an objective type Questionnaire) from employees on a variety of issues related to their work, which will give you a fair idea of the company's current standing on the HR & related front & to proceed further accordingly.

Hope, I was able to answer your question.

Thanks & rgds.

Hi,

Besides  recruitment , which would be the other  areas in  Deployment  HR which a SIX SIGMA Greenbelt project can be held.  

Vaidehee,

To get the answer to your question, click on the link:http://forum.benchmarksixsigma.com/topic/696-six-sigma-for-hr-professionals/

Currently i am pursuing HRM course from symbiosis (distance learning).I want to do six sigma course in the coming year.Can someone please guide me about this? will it be helpful? if yes then from where should i do this?

Dear Gargi,

Six Sigma Green Belt is specially useful for those pursuing Management Courses. For training details have a look at www.benchmarksixsigma.com/cal.html

We at benchmark Six Sigma have trained more than 5500 professionals on Six Sigma (including management students)

Hi.

I consult in leveraging People CMM in streamlining the people processes, human capital management systems and talent transformation initiatives.

Some of the typical application of 6Sigma in HR/People processes are as follows:

Reducing the cycle time of performance appraisal, Compensation Adjustments, Recruitments, Career development planning etc

Accuracy in the fitment decisions vis a vis compensation bands of the firm

Similarly wherever transactional context exists within HR arena, 6Sigma is eminently feasible to be deployed.

Srini