Is HR afraid of Six Sigma? if yes, Should we?

“Measurement is the first step that leads to control and eventually to improvement. If you can’t measure something, you can’t understand it. If you can’t understand it, you can’t control it. If you can’t control it, you can’t improve it.” - H. James Harrington

I have often observed that most of the HR professionals have a mental blockade of using Six Sigma methodology in their day to day operations. 

HR professionals strongly feel that Six Sigma requires too much of analysis and playing with numbers. In a way it’s true, but it helps us streamline the gaps and the process. This results into judicious use of resources, savings and certainly reflects into overall performance. Is it the need of the hour? - YES indeed it is! Off late, HR leaders have started using the Six Sigma tools for their process optimization and rationalization. Those who are still conventional in their thought process will be left far behind in the race. I do not think that we have a choice here, do we? Think about it!! Six Sigma approach is critical to drive cost optimization and enhance productivity.

Six Sigma essentially is a methodology which focuses on understanding and meeting customers' needs by using a variety of tools, especially statistical analysis, to drive performance metrics. Although its roots are in manufacturing, there's no reason we can't adopt Six Sigma for our service environment. The concept of Six Sigma is much related to its mathematical definition - to reduce deviations to meet the standards. The Six Sigma training is applicable to all the sectors in today’s context. However, following points would make it clear as to how it will be related to the HR function -

• Six sigma approach can reduce the time required to hire an employee and also can reduce the hiring cost
• It improves employee orientation processes
• It improves timeliness and the value of employee performance review
• It also helps in improving employee satisfaction
• Identifies and correct retention issues
• Reduce Incentive Compensation errors
• Eliminate over payments to Employees
• Improving grievance handling process
• Consolidation of employee information databases
• Integration of multiple payroll systems for remote locations
• Increase job posting hit rate
• Increase retention using exit interview information
• Optimize TAT for employee query resolution

HR professionals generally find it difficult to quantify their achievements in measurable terms. Six Sigma approach is a definite answer in the quest. Forget about transactional spectrum of HR, even softer aspects i.e. performance management and their impact can be objectively measured.

In my view, if we as HR Professional wants to make our mark, it is imperative that we have P&L outlook and change management ability to drive business efficiencies.  

To contribute in a positive manner to the bottom line of the company, it is inevitable that we develop and aclimatize ourselves with process methodologies with strong analytical and interpretation skills.