• excellence,
• customer focus,
• continual process improvement and
• the rule of measurement rather than gut feel.

This is the place where most HR professionals start to get an upset stomach, especially when you mention statistics. Six Sigma targets four
main areas;

• Improving hiring manager/candidate satisfaction (ie: retention)
• Reducing cycle times (ie: time to hire)
• Reducing defects (ie: cost per hire — perm or temp)
• Increasing workforce flexibility (% of contingent workforce)

Six Sigma for HR does not require any great skill or background in statistics. In fact, Six Sigma for HR can be described as:

• A statistical MEASURE of the performance of a process
• A GOAL that reaches for near perfection for performance improvement (99.9999% defect free process)
• A SYSTEM OF MANAGEMENT to achieve lasting Human Capital Management leadership and world-class performance

That is probably enough information for now about Six Sigma for HR. Think about it’s implications to your HR or Staffing organization, talk
to the Supply Chain experts within your own company and read your Human
Capital Supply Chain handbook. This is just the beginning of the
REVOLUTION !!!