Six Sigma and Its Unconventional Use in Human Resources (HRD)

The Human Resources Department, or HRD, is best equipped to handle specific Six Sigma projects in two ways. First, the implementation of projects within human resources, and second, the involvement of the department in carrying out these projects. This is all achieved through Six Sigma Project management, and is executed at the organizational level of business.

Human resources is not a very large aspect of many businesses, although it does have a critical role encompassed within it. The HR department is responsible for the human capital. This has to be first considered before good returns on certain investments can be made. Within the department, these processes are very important, and as a result, have a major impact on the effort of employees whether they be delivering a product or a service.

The department takes on the responsibility of hiring and keeping employees while also balancing the company’s financial needs. The HRD also takes care of several benefit areas and compensations including stock options, leave policies, and time and attendance and payroll administration, just to name a few. These processes often need several project based tools which aim to better these activities within the human resources department. Projects such as performing faster review of systems, studying ESOPs, and automating the deposition process for payroll are just some of the projects needed within the department. As it relates to human resource management, there is often the need for integrating both the payroll systems and employee information.

Labor relations are one of the most important aspects of the HR department. Labor relations define employee absenteeism, union negotiations, discrimination and harassment complaints, interpersonal communication, health and safety issues, and general dispute resolutions. Several projects are performed in order to address these issues. For instance, any discrimination or harassment complaints are monitored and audited. Additionally, human resource professionals work to improve communication amongst employees and employers. Lastly, if needs be, the DFSS (Design for Six Sigma) process for dismissal or termination is used.

Staffing, training, and retention is also another important aspect of Six Sigma and its relation to the human resources department. One very important responsibility if the HRD is staffing, performing background checks, selecting and training individuals, and retaining them. Six Sigma is used to design and schedule a training and development program which helps to gain new employees and keep existing ones. Human resource professionals are also given the responsibility of handling employee contracts for both temporary and permanent workers as well as smoothing out their both relocation and outsourcing issues and plans.