Lean Six Sigma - 7 Quality Control tools to reduce attrition in HR
When Sreenath’s HR team was asked to monitor recruitment processes and attrition in his company, they would try to manually assess each process through methods which can rather be considered as out dated. He was petrified with the results and called for a team hurdle. Under such circumstances, his team suggested him to call in their friendly neighborhood Prof. SK.
Lean Six Sigma expert Prof. SK was invited to their office and was served a cup of filter coffee from the local canteen. He realized that the quality of the coffee was extremely bad. While, trying to control his temper and moving towards trashing the coffee, he came to a startling realization! Quality and control! They could use the7 Quality Control tools which would cater to every process in their firm. He primarily assessed each process –
- The HR team wanted to know the reasons for attrition in their firm.
Based on the trends in attrition, taking into account areas such as Years of experience, whether desired raise was given or not, Background qualification, Behavioural background and Relationship with manager, Prof. SK prepared a Checksheet. A classic tool which is commonly used for data collection. The checksheet would give them a better picture of reasons for attrition.
Click here to learn how Prof. SK implements Lean and management tools
- The next task was to understand the distribution of recruitment time in their firm,
Luckily, the Histogram is used for distribution analysis. It came to their aid as it provided an excellent solution to analyze the recruitment time for a L3 level employee on a scale of number of days.
- Sreenath’s major concern was with the lack of engagement in employees on continuous improvement initiatives. Prof. SK suggested that they brainstorm with their team using the Cause and effect diagram, which is deployed to understand the various causes to a particular problem. This diagram made Sreenath’s life easier!
- Following this, the HR team had received 1000 profiles for initial scrutiny which would usually contain a lot of missing information. To ease the process, Prof. SK suggested that they use the Pare to diagram. It is also known as the 80-20 rule, in other words 80% effect contributors are hardly a few categories, rest all categories contribute to the 20% of the effect only.
While explaining the Pareto principle, he showed them how they could categorize the missing information into particular fields and identify the fields which are significant contributors.
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- The HR team wanted to know if the performance depends on years of experience.
A Scatter Diagram was used, which shows us whether there is a relationship between two variables. Performance on a scale of 5 was plotted on the Y-axis, years of experience was plotted on the X-axis.
Based on the diagram it was established that there wasn’t much evidence to establish a relationship between performance and experience.
- They finally had to gauge the performance of individuals on a recruitment process. They subsequently used a Control Chart, which is used to measure how the process is performing.
Data was collected and plotted for the last 100 candidates processed.
(Want to learn how to apply Lean Six Sigma in Human Resource Department?)
After a hard day’s work, Sreenath and team decided to show their appreciation to Prof. SK for his timely wisdom by treating him to a cup of coffee in Star Bucks, which he seemed to have relished with a broad smile and a stroke of cream on his mustache!
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