These software systems were non-existent at the time when Six Sigma was used for the first time in the late seventies by Motorola Corporation, but now they have become an inseparable part of each and every Six Sigma quality improvement project. This is mainly because business processes have become more complex over the years, generating mountains of raw statistical data that is virtually impossible to compile and analyze manually.
This is why it has become necessary for businesses to invest in advanced software systems that automate the whole process and make available the requisite information quickly and accurately.
What Makes Six Sigma Software Systems So Effective?
Well, its simply because most of these software systems are quite versatile. They can handle different types of raw data generated by different business processes in different functional departments that might exist in a business organization. Most of these software systems have essential inbuilt functionalities such as data repositories that enable Six Sigma professionals to gain access to critical data as and when needed.
The best part is that accessing data from the repositories is quite easy and in most cases, does not take more than a few seconds. By using these essential functionalities, implementation team members are thus able to make the most accurate assessments of ongoing Six Sigma implementation projects. The functionalities also enable them to gauge the exact level of process improvements that might have been effected by the ongoing Six Sigma implementation projects.
Businesses are thus in a better position to identify potential mistakes and take corrective action as soon as possible.
How They Are Being Utilized?
Apart from data collection, storage, retrieval, and analysis, Six Sigma software systems also perform many other critical tasks such as selecting quality improvement projects that can be implemented in the least possible costs. The thing to remember here is that the software does this by analyzing data based on different criterions as might have been set by the Six Sigma professionals.
After analysis, the software generates crucial reports and results that make it easier for Six Sigma professionals to take the most appropriate decisions regarding project selection. This also helps in reducing interpersonal conflict - because when a decision is based on scientifically generated facts and figures, most organizational members associated with the implementations readily agree to it.
In most cases, the absence of interpersonal conflict helps to promote unity and harmony among those who might have been chosen to work as a team to achieve Six Sigma quality improvement goals and objectives.
Six Sigma software systems may be quite effective, but businesses should never forget that the effectiveness of these software systems depends a lot on the level of expertise of those who might be using them. This is why businesses should make it a point to provide the right training to everyone who might use the software.
It will help businesses to realize the full potential of these software systems, which in turn will go a long way in ensuring the success of the ongoing Six Sigma implementations.
In the present scenario where customers demand much more than just quality products and services, the role of Six Sigma now encompasses all the various aspects of a business such as selling, marketing, production, logistics and others. Another interesting development that has taken place in recent years is the increasing involvement of HR professionals in Six Sigma implementation projects.
To understand why this new trend is fast becoming the norm, let us discuss the emerging profile of HR professionals and how they contribute towards the success of Six Sigma implementation projects.
HR Professionals Contribute Towards Internal Benchmarking
Internal Benchmarking basically refers to the process of identifying critical-to-quality factors (CTQs), which in turn are used by the implementation team to make the necessary changes in business processes. HR professionals are now increasingly being preferred for this job because CTQs relate mostly to the needs and expectations of customers. The main job of HR professionals is to cater to the needs and expectations of the employees and as such it is not difficult for them to use the same expertise for identifying the CTQs.
Keeping Scorecards
HR professionals have plenty of experience in keeping a scorecard of employee performance, something that is ultimately utilized by the management for annual appraisals, promotions and incentives. Now, keeping scorecard of employee performance may be completely different from keeping track of the performance of a business process, but if the HR professionals improvise just a bit, they will have no problems whatsoever in completing the task with veritable ease. HR professionals normally have cordial relations with employees, something that makes it easier for them to seek inputs and suggestions from the employees regarding the performance of the business process.
Selecting Implementation Team Members
Project Sponsors or Champions usually select Six Sigma implementation team members, but the role of HR professionals in team selection can still not be undervalued because they are ones who provide the list of candidates eligible for the job. HR professionals know most of the employees in and out and as such it is not a problem for them to make the right recommendations. The final decision, however, rests with the Project Sponsor.
Managing Change
Most HR professional command the respect of the employees and as such they are in a better position to handle employee distrust and dissatisfaction that might occur due to the ongoing Six Sigma implementations. During most implementations, employees are asked to share new responsibilities and engage in new behaviors, things that often lead to dissatisfaction towards company policies. An expert HR can easily eliminate such problems by communicating the real purpose and benefits of the implementations to the employees.
Getting the involvement of HR may have become a necessity, but organizations should not put undue pressure on HR professionals, because that could have a disastrous affect on the recruitment process, vital for the long-term success of the organizations. Hiring additional HR personnel during the implementation phase may then be the best way out for organizations.
Both Ben Needles & Tony Jacowski are contributors for EditorialToday. The above articles have been edited for relevancy and timeliness. All write-ups, reviews, tips and guides published by EditorialToday.com and its partners or affiliates are for informational purposes only. They should not be used for any legal or any other type of advice. We do not endorse any author, contributor, writer or article posted by our team.
Ben Needles has sinced written about articles on various topics from Business Credit Cards, Anger Control and Business Credit Cards. About the Author (text)Tony Jacowski is a quality analyst for The MBA Journal. Aveta Solution's Six Sigma Online ( ). Ben Needles's top article generates over 550000 views. to your Favourites.
Tony Jacowski has sinced written about articles on various topics from University, Six Sigma and Information Technology. Tony Jacowski is a quality analyst for The MBA Journal. Aveta Solution's Six Sigma Online offers online and certification classes for lean six sigm. Tony Jacowski's top article generates over 90500 views. to your Favourites.