Applicability of Six Sigma in Human Resource Management

2022 ◽  
pp. 680-694
Author(s):  
Nagaraj Shenoy
Keyword(s):  
Human Resources ◽  
Human Resource ◽  
Six Sigma ◽  
Real Problem ◽  
Best Effort ◽  
Norms And Values ◽  
Staff Function ◽  
Uniform Policy ◽  
The Right

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.

Applicability of Six Sigma in Human Resource Management

2018 ◽  
pp. 226-244
Author(s):  
Nagaraj Shenoy
Keyword(s):  
Human Resources ◽  
Human Resource ◽  
Six Sigma ◽  
Real Problem ◽  
Best Effort ◽  
Norms And Values ◽  
Staff Function ◽  
Uniform Policy ◽  
The Right

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.

scholarly journals THE ROLE OF HUMAN RESOURCE MANAGEMENT IN THE REVITALIZATION OF MORIBOND ENTERPRISE

2021 ◽  
pp. 96-102
Author(s):  
Fanisi Babatunde
Keyword(s):  
Resource Management ◽  
Human Resources ◽  
Human Resource Management ◽  
Human Resource ◽  
Human Resources Management ◽  
X Rays ◽  
Organizational Goals ◽  
Resources Management ◽  
The Right

Human resources management plays a significant role in the actualization of organizational goals. It provides the organisation with various strategies and design policies to sustain the organisation. Aside from its known general purposes of getting the right sets of people with acquired skills and knowledge to man strategic positions that will ease the flow of work, it is also of great importance to the survival of existing businesses and resuscitation of failed businesses. It is suggested that human resources management plays substantial role in the revitalization of failed entities therefore this paper x-rays its input in the entire processes.

scholarly journals Perceived Organizational Support (POS) and Organizational Commitment

2008 ◽  
Vol 1 (2) ◽  
Author(s):  
Dian Ekowati ◽  
Mirza Andini
Keyword(s):  
Organizational Commitment ◽  
Human Resources ◽  
Human Resource ◽  
Organizational Support ◽  
Random Sampling ◽  
Affective Commitment ◽  
Perceived Organizational Support ◽  
Continuance Commitment ◽  
Strategic Processes ◽  
The Right

Human resource is critically important aspect of organizations. The functions and roles of human resource have developed from administrative matter into supporting the organization to run the managerial and strategic processes. Expertise, knowledge, and experience of existing human resources in organizations should be suitable and allocated at the right time and place. By properly manage the human resources, organization would be able to obtain qualified human resources that have high commitment to organization. High commitment to organizations will lead to a higher effort in supporting organizational success. In order to gain employees’ commitment to the organizations, management should put some efforts that ensure all aspects of employees’ commitment are fulfilled. This paper is intended to find the significant influence of perceived organizational support (POS) on the dimensions of employee’s commitment, comprising of the affective commitment, continuance commitment, and normative commitment, and to find which one of those dimensions are dominantly influence by POS. This paper employed 50 respondents that were sampled using convenient random sampling. Result showed that there were significant influences of POS on employee’s commitment either in affective commitment. POS can influence the employees’ organizational commitment in all dimensions. This implies that in order to improve organizational commitment, management should provide appropriate managerial supports and ensure that the supports are in line with employee’s aspirations and needs.

scholarly journals THE ROLE OF HUMAN RESOURCE IN ORGANIZATIONAL PERFORMANCE IN THE AUTOMOTIVE INDUSTRY

2021 ◽  
Vol 37 (1) ◽  
pp. 19-28
Author(s):  
Endre Szabó ◽  
Katinka Bajkai-Tóth ◽  
Ildikó Rudnák ◽  
Róbert Magda
Keyword(s):  
Human Resources ◽  
Organizational Performance ◽  
Human Resource ◽  
Automotive Industry ◽  
Structured Interview ◽  
Training System ◽  
Preventive Action ◽  
The Impact ◽  
And Training

In the course of the research, we examined the impact of the selection and training system of a Hungarian automotive company on organizational performance, which together ensure the future development of the company. It contributes to the optimization of sales, purchasing and logistics processes, ensures customer satisfaction and the success of the company. In this fast-paced and globalized world, it is essential for companies to be aware that one of the most important factors of production is human resources themselves, whose proper selection and training are a key element in maintaining and developing economic competitiveness. Human resources play the biggest role in the operation of an economic organization. Process quality and process orientation reduce costs, increase profitability, and improve processes to always meet growing requirements. This is the basis of the quality strategy. Therefore, it consistently applies preventive quality assurance methods, learns from failures, eliminates the causes of mistakes without delays and transfers its experience to all areas of the company for preventive action. It is customer-oriented and strives for excellence in all areas, and thus makes it an obligation for everyone to aim for the highest level of customer service. Due to the special peculiarities and characteristics of the labor force, it cannot be compared to any of the production resources. Taking this as a basis, the human resource management used to be more of a functional purpose, while in recent decades human factors have become an essential source of competitiveness. The market operation and performance of an organization depends significantly on how we can select the most suitable workforce. We need to see what the strategic points that determine the role of HR are, and we are also looking for the answer in which direction the needs, expectations and professionalism given by the generational difference move the activities of human resources. The aim of the research is to get an answer to how the employees of one of the leading Hungarian players in the automotive industry perceive the importance of the selection and training of the workforce in maintaining and improving competitiveness. To this end, we used a semi-structured interview, with the help of which we evaluated the current selection and training processes in the light of competitiveness and made suggestions for the improvement and refinement of these processes.

The Role of Human Resource Management in Agriculture Sector Enterprises

2020 ◽  
pp. 378-400
Author(s):  
Nemanja Berber ◽  
Agneš Slavić
Keyword(s):  
Resource Management ◽  
Human Resources ◽  
Human Resource Management ◽  
Human Resource ◽  
World Wide ◽  
New Technologies ◽  
Human Resources Management ◽  
Practical Implementation ◽  
Agriculture Sector

Agribusiness firms are faced with several challenges like globalization, internationalization of business, the introduction of new technologies, especially the digitalization process, higher competitiveness of foreign agribusiness firms, etc. One of the very important challenges is the effective management of human capital. Although it is one of the most important management activities in each firm, human resource management (HRM) in the agribusiness sector is still unexplored in terms of scientific research and practical implementation. This chapter explores the nature and specifics of human resources management in agribusiness enterprises, and presents the practice of the basic and most important HRM activities in agribusiness firms in Serbia, on the example of 12 organizations that were investigated. The methodology used in the research is based on a theoretical investigation of available literature and data from worldwide databases but also from Cranet project, one of the largest and well-known, world-wide HRM projects.

scholarly journals Recruiting digital talent: The strategic role of recruitment in organisations’ digital transformation

2020 ◽  
pp. 239700222095273
Author(s):  
Phyllis Messalina Gilch ◽  
Jost Sieweke
Keyword(s):  
Human Resources ◽  
Human Resource ◽  
Absorptive Capacity ◽  
Digital Technology ◽  
Digital Transformation ◽  
Target Group ◽  
Sensory Organ ◽  
Resource Base ◽  
Strategic Role

Recruitment plays a central role during digital transformation because companies in many industries need to hire employees who possess IT-related knowledge, skills and abilities to digitalise their products, services and processes. However, extant research so far mainly has focussed on the use of digital technology in recruiting processes and its outcomes, whereas strategic aspects have received little attention. Based on 26 interviews with recruiters in 22 organisations, this study examines the interplay between recruitment and digital transformation beyond the use of digital technology in recruitment, focussing on more strategic aspects. The study examines recruitment’s role in organisations’ digital transformation. We found that the recruitment of digital talent as a new target group triggers change within the company, and does so in three ways: First, recruiters have realised the necessity to adapt their measures and processes to the new target group. Second, recruiters have developed a new self-understanding. Third, recruiters have recognised the need to support the organisation’s digital transformation by taking on a bridging function. Our study makes two contributions: First, we identified two new roles for recruitment during digital transformation: It acts as a ‘sensory organ’ that enhances the organisation’s absorptive capacity; and it takes on the role of a ‘mediator’ between external and internal groups. Second, this study builds on the human resources (HR) literature by analysing the strategic implications that digital transformation imposes on recruitment, highlighting recruitment’s part in renewing an organisation’s human resource base, which is crucial for its digital transformation.

scholarly journals Human Resource Management and Quality Assurance System to achieve Competitive Advantage

2021 ◽  
Vol 4 (1) ◽  
Author(s):  
Salim Keffane ◽  
Hocine Bachioua ◽  
Ahmed Zerzour
Keyword(s):  
Quality Assurance ◽  
Resource Management ◽  
Human Resources ◽  
Human Resource Management ◽  
Competitive Advantage ◽  
Human Resource ◽  
Human Resources Management ◽  
Quality Assurance System ◽  
Assurance System

This study aims at the role of human resources management and quality assurance system to achieving the competitive advantage for the organization. Human resource management are the most important component among the organization's components, because, even an organization owns all other resources (materials, financial, technological) without the appropriate, skilled and experienced human resources, failure will be the expected result. Addressing By the Mobilis Telecom company, the study and through exploring the recruitment resources and methods that used by the company, in hiring the best employees, and the role of these methods in achieving the competitive advantage in Telecommunications sector. The findings of the study were that the company success in the recruitment process was rely on the employment agencies, firstly and on the universities, secondly. Also the company aimed on maintaining quality assurance system through recruiting method that based on Telecommunications experience and advancement in studying. In order to achieve the competitive advantage, the Company focused on innovation and creating new products and services for its clients. The statistical analysis proved that there is a strong relationship between recruitment resources used by the Company and achieving the competitive advantage, Also a relationship between the quality assurance system of the employees and the ability to gain the competitive advantage.

scholarly journals THE ROLE OF HR AUDITING IN INCREASING THE LEVEL AND POTENTIAL OF HUMAN RESOURCES MANAGEMENT

2020 ◽  
pp. 114-115
Author(s):  
Shukhrat Sattarov
Keyword(s):  
Resource Management ◽  
Human Resources ◽  
Human Resource Management ◽  
Human Resource ◽  
Human Resources Management ◽  
Resources Management ◽  
The World ◽  
Management And Development

In the recent years, the world has undergone many positive changes and reforms in the field of human resource management and development. There is a growing tendency for organizations to view their employees as a revenue-generating resource. In this regard, changes are taking place in the world, especially in our country, and new terms are being used in the lexicon. Transitioning to a new stage of activity, open, transparent mechanisms of recruitment and hiring are being implemented.

scholarly journals The Management of Indonesian Navy Personnel Based on Competence to Achieve More Optimum Performance

2018 ◽  
Vol 6 (06) ◽  
Author(s):  
Heribertus Yudho Warsono ◽  
Budiyanto . ◽  
Akhmad Riduwan
Keyword(s):  
Resource Management ◽  
Human Resources ◽  
Human Resource Management ◽  
Human Resource ◽  
Descriptive Analysis ◽  
Optimal Performance ◽  
Performance Support ◽  
Optimum Performance ◽  
Navy Personnel

The importance of the role of Human Resource management that is closely related to performance, in this case is the Indonesian Navy personnel. There is a must-have for every personnel to improve the optimal performance of competence development. The problem discussed in this research is how to improve the performance of Navy Personnel. The purpose of this research is to know the relation of competence to Navy performance support instrument and to analyze the influence of Human Resources on Navy performance. The method used is descriptive analysis of the influence of Human Resources on performance. Based on the results of the study, a person with adequate experience and technical qualifications, not necessarily have good performance, if the concerned is unable to show the behavior that supports the implementation of the task.

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