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Six Sigma is a methodology that focuses on understanding and meeting customers' needs
by using a variety of tools, especially statistical analyses, to drive performance metrics.
Motorola in the 1980s--breaks down processes, maps them out and constantly works to
improve them, simultaneously improving the company's overall performance. This Six
Sigma process is known as DMAIC--define, measure, analyze, improve and control.
HR professionals with the right skills can contribute to a Six Sigma initiative at both
strategic and tactical levels.
Although HR is not a big department in most organizations, HR processes have a major
impact on the employee's efforts for delivering services or product.
The Human Resource department is suited in two ways for Six Sigma projects. One is
implementation of a project in the HR activities, and the second is the involvement of the
HR department in carrying out some of the activities in the execution of Six Sigma
project at the organizational level.
It has to be understood that though HR is not a huge department of the organization, it
has a huge effect on every organization.
Human resource is human capital and has to be considered for good returns on
investment. The processes have a major impact on the employee’s efforts for delivering
services or product.
Six Sigma is a management technique that seeks to drive defects to less than 3.4 defects
per million. Defects are defined as any non-conformance to customer specifications.
Once the causes of defects are identified, processes are modified to avoid the causes.
However, many companies fail to have systems and processes to assure the human
performance component of the processes!