Applicability of Six Sigma in Human Resource Management

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Author(s): Nagaraj Shenoy (Dayananda Sagar Junior Business School, India)
Copyright: 2018
Pages: 19
Source title: Harnessing Human Capital Analytics for Competitive Advantage
Source Author(s)/Editor(s): Mohit Yadav (BML Munjal University, India), Shrawan Kumar Trivedi (Indian Institute of Management Sirmaur, India), Anil Kumar (BML Munjal University, India)and Santosh Rangnekar (Indian Institute of Technology Roorkee, India)
DOI: 10.4018/978-1-5225-4038-0.ch012

Keywords: Business and Organizational Research / Business Science Reference / Data Analysis & Statistics / Library & Information Science

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Abstract

The role of HR has become like that of a firefighter, remembered only in emergencies. Their presence is felt only in their absence. HR is seen as a reactive staff function and a cost centre. The message is clear. Despite its best effort to keep organization together with uniform policy, norms, and values, HR is compelled to prove its financial worth to the organization. HR is under constant pressure for showing their results in quantifiable and financially measurable terms. Introducing Six Sigma in processes of HRM functions seems to be a solution to this problem. However, in some of “Total Six Sigma Organizations,” the human resources department has been practically untouched by Six Sigma. The main reason being the difficulty in quantifying and measuring the financial returns of HR processes. But, some others feel that this is as easy as identifying the gaps and using the right formula. The real problem therefore lies in the perception of an individual HR professional. It takes an HR manager to think statistically and analyze how a process can be quantified.

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Applicability of Six Sigma in Human Resource Management

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