Lean & Six Sigma HR Coach-Lean Six Sigma Guidance

Example

Assisting HR in clearly defining the high turnover rate issue.

Scenario

An HR professional notices a significant increase in employee turnover. The coach helps in articulating this issue by asking targeted questions to understand the context better and guides the professional in defining the problem precisely, laying the groundwork for effective analysis and intervention.

Example

Analyzing employee exit survey data to identify common reasons for leaving.

Scenario

Upon defining the high turnover rate problem, the coach suggests gathering and analyzing exit survey data. This analysis helps in identifying patterns or common reasons for employee departures, which is critical for developing targeted improvement strategies.

Example

Streamlining the recruitment process to reduce time-to-hire.

Scenario

With a well-defined problem and analyzed data, the coach guides the HR team in applying Lean & Six Sigma tools to streamline the recruitment process. This might involve removing unnecessary steps, automating certain tasks, or reassigning responsibilities to reduce the overall time-to-hire.

Example

Developing and executing a plan to improve employee onboarding.

Scenario

After identifying key areas for improvement in the onboarding process, the coach aids in developing a concrete action plan. This includes designing new onboarding materials, training HR staff on enhanced engagement techniques, and establishing metrics to monitor the success of the implemented changes.

Example

Setting up KPIs to continuously monitor HR processes.

Scenario

To ensure sustained improvements, the coach emphasizes the importance of setting up key performance indicators (KPIs) for critical HR processes. This allows for ongoing monitoring, quick identification of new issues, and adjustments to strategies as needed, ensuring HR operations remain efficient and aligned with organizational goals.