Module 1: Introduction to Six Sigma for HR

Objective: Provide a foundational understanding of Six Sigma principles and their relevance to HR.

• Overview of Six Sigma: Introduction to the Six Sigma methodology, including its history and key concepts (DMAIC).
• Importance in HR: How Six Sigma can be applied to improve HR processes and outcomes.
• Roles in Six Sigma: Understanding the roles of Green Belts, Black Belts, and other Six Sigma practitioners in an HR context.
• Key Six Sigma Metrics: Introduction to metrics like Defects Per Million Opportunities (DPMO) and Sigma levels in HR.

Module 2: Defining HR Problems and Opportunities

Objective: Teach HR professionals how to define and scope HR-related problems using Six Sigma tools.

• Problem Identification: Techniques for identifying HR process inefficiencies and opportunities for improvement.
• Project Charter Development: Crafting a clear and concise project charter that aligns with business goals.
• Voice of the Customer (VOC): Gathering and interpreting customer (employee) feedback to define project goals.
• Critical to Quality (CTQ): Identifying key HR factors that are critical to the quality of outcomes.

Module 3: Measuring HR Processes

Objective: Equip HR professionals with tools to measure and analyze current HR processes.

• Process Mapping: Creating detailed process maps to visualize HR workflows and identify bottlenecks.
• Data Collection Techniques: Methods for collecting and organizing data relevant to HR processes.
• Descriptive Statistics in HR: Using statistical tools to analyze HR data (mean, median, mode, standard deviation).
• Baseline Measurement: Establishing a baseline for current HR process performance.

Module 4: Analyzing HR Process Data

Objective: Provide skills to analyze HR data and identify root causes of process inefficiencies.

• Root Cause Analysis: Techniques like the 5 Whys and Fishbone Diagram to identify root causes of HR issues.
• Pareto Analysis: Applying the 80/20 rule to prioritize issues that have the most significant impact on HR outcomes.
• Correlation and Regression Analysis: Exploring relationships between different HR variables and their effects.
• Hypothesis Testing: Conducting tests to validate assumptions and hypotheses in HR scenarios.

Module 5: Improving HR Processes

Objective: Guide HR professionals through the process of designing and implementing process improvements.

• Brainstorming Solutions: Facilitating effective brainstorming sessions to generate potential solutions.
• Lean Tools for HR: Introduction to Lean concepts like 5S, Kaizen, and Value Stream Mapping in HR.
• Piloting Improvements: Planning and executing pilot programs to test process improvements.
• Change Management: Managing organizational change effectively during the implementation of process improvements.

Module 6: Controlling HR Processes

Objective: Teach methods to sustain improvements and control HR processes over time.

• Control Plans: Developing control plans to maintain process improvements.
• Statistical Process Control (SPC): Using control charts and other SPC tools to monitor HR processes.
• HR Dashboards: Creating HR dashboards to track and report process performance metrics.
• Continuous Improvement: Establishing a culture of continuous improvement within the HR function.

Module 7: Six Sigma Project Implementation in HR

Objective: Provide a step-by-step guide for implementing Six Sigma projects within HR.

• Project Selection: Criteria for selecting HR projects suitable for Six Sigma implementation.
• Project Management Techniques: Tools and techniques for managing Six Sigma projects in HR.
• Case Studies: Review of successful Six Sigma projects implemented in HR departments.
• Lessons Learned: Analyzing common challenges and best practices in Six Sigma project implementation.

Module 8: Advanced Six Sigma Tools and Techniques for HR

Objective: Explore advanced Six Sigma tools and techniques applicable to HR professionals.

• Design of Experiments (DOE): Applying DOE to test multiple variables in HR process improvements.
• Failure Mode and Effects Analysis (FMEA): Identifying and mitigating risks in HR processes.
• Benchmarking: Using benchmarking to compare HR processes against industry standards.
• Simulation and Modeling: Using simulation tools to predict the impact of changes in HR processes.

Course Activities

• Method:

  Interactive sessions, case studies, group projects, and hands-on exercises with Six Sigma tools.

• Assessment:

  Continuous assessment through quizzes, assignments, and a final project focusing on a real-world HR problem.

Duration: 10 Classes
Contact Hours: 20 Hours
Method: Activity-based online sessions Interactive sessions, case studies, group projects, and hands-on exercises with Six Sigma tools.

Assessment Method: Continuous assessment through quizzes, assignments, and presentation focusing on a real-world HR problem.