Bloom, D: Achieving HR Excellence through Six Sigma

We Measure the VOC Issues? Question 2: What Is the Source for the Process Data? Question 3: Do the Data Tell Us about the Real Current State? Question 4: What Does the Existing Process Tell Us? Question 5: How Does the Current Process Operate? Question 6: How Does the Current State of the Process Match the VOC? Analyze Stage Question 1: How Does the Process Perform? Question 2: What Areas Are Causing the Problem? Question 3: What Does the Current State Show Us?. Question 4: What Do the Data Indicate? Question 5: Does the Root Cause Affect the VOC Issues? Improve Stage Control Stage Summary Endnotes In Plain Sight: Sources of Wastes Introduction Waste Type 1: Overproduction Waste Type 2: Waiting Waste Type 3: Unnecessary Transport Waste Type 4: Overprocessing Waste Type 5: Excess Inventory Waste Type 6: Unnecessary Movement Waste Type 7: Defects Waste Type 8: Unused Employee Potential Waste Type 9: Material Underutilization Endnotes Applied Six Sigma and Human Capital Management Introduction Functional Area 1: Human Resources Business Management and Strategy Mergers and Acquisitions Human Resource Audits Functional Area 2: Workforce Planning and Employment Accurate Tracking of Family Medical Leave Frequently Asked Questions in the Employee Handbook Job Posting Rates Increased Retention Application Response Time Removal of Unnecessary Steps in the Process Functional Area 3: Human Resource Development The Measure Stage: How Bad Is the Problem, and What Might Be Causing It? The Analyze Phase: What Are the Vital Few Causes of the Problem? The Improve Phase: What Changes Should We Make to the Process to Eliminate or Reduce the Impact of the Cause? Pilot and Acceptance Testing The Control Phase: What Process Monitoring Should Be Put in Place to Ensure the Process Changes Are Sustained? Conclusion Functional Area 4: Compensation and Benefits Functional Area 5: Employee and Labor Relations Complaint Procedures Incident Reports Control Charts to Show What Benefits Are Most Effective for the Employees Control Charts or Pareto Charts to Show the Variation between Work Time and Leisure Time Tracking Complaints that Most Likely Will Lead to Employee Assistance Programs Functional Area 6: Risk Management Data Analysis Regarding Accident Incidents Creating a Kanban System in the Workplace Kaizen Events to Correct Workplace Issues Endnotes Business Model Canvas and HR Management Introduction Business Canvas Segment 1: Value Proposition Business Canvas Segment 2: Customer Segments Business Canvas Segment 3: Customer Relationships Business Canvas Segment 4: Channels Business Canvas Segment 5: Revenue Streams Business Canvas Segment 6: Key Partners Business Canvas Segment 7: Key Resources Business Canvas Segment 8: Key Activities Business Canvas Segment 9: Cost Structure Endnotes Bringing It All Together Introduction Long-Term Planning to Optimize Service Delivery Corporate Culture Value of the Human Capital Assets to the Organization Corporate Management Style Corporate Decision Process Future State of the Corporation Continuous Improvement (There Is Always a Better Way) Transformational Leaders Poka Yoke (Mistake Proof) Educate and Train Change Managers into Leaders Drive Out Fear (Employees Empowered to Express Ideas and Ask Questions) Break Down Silos (Create Teams That Reach across Units) Focus on Process, Not People (Avoid the Blame Game) Avoid Numerical Quotas for People in Management Go and See Gain Knowledge Do It Now Coach Endnotes Achieving HR Excellence through Six Sigma Introduction Customer Centric Customer-Centric Strategic Initiative Organizational Alignment Organizational Alignment Initiatives Quality Management ISO 9001 Section 6.2.2a: The Necessary Competence for Personnel Performing Work Affecting Conformity to Product Requirements ISO 9001 Section 6.2.2b: Where Applicable, Provide Training or Take Other Actions to Achieve the Necessary Competence ISO 9001 Section 6.2.2c: Evaluate the Effectiveness of the Actions Taken ISO 9001 Section 6.2.2d: Ensure that its Personnel are Aware of the Relevance and Importance of their Activities and How they Contribute to the Achievement of the Quality Objectives ISO 9001 is Section 6.2.2e: Maintain Appropriate Records of Education, Training, Skills, and Experience Endnotes Bibliography Further Reading Index

customer of business you patronize) then this book is for you. Dan knows the functional side of HR and with the quality lens and lean sigma tools explained in the book, can help you forge a path to a vastly improved and significantly more effective HR function. -Kent Linder, Consultant to Organizations It may be that the greatest area for improvement in our organizations today is in the functions - the enabling processes of human resources, finance, and information services. Dan Bloom has written a very helpful book that directly applies lean and Six Sigma thinking to the HR function. Every HR professional will benefit by reading this book, but more importantly applying its wisdom. -Lawrence M. Miller, Author of Getting to Lean - Transformational Change Management Corporate departments from IT to HR try to avoid Six Sigma by saying: 'Oh that works for manufacturing, but it won't work in HR because we don't manufacture anything.' Daniel Bloom lays bare the silliness of that statement. Six Sigma can be applied to any business process and Dan shows how easy it can be to apply Six Sigma to HR. If you want to get the 'right people on the bus', Six Sigma is the way to do it. -Jay Arthur, Author of Lean Six Sigma Demystified and The QI Macros for Excel