Anger !

Anyone can become angry that is easy

But to be angry with the right person to the right degree at the right time for the right purpose and in the right way …..that is not easy”
Aristotle

Starting from the Begining ! - साम्राज्य

Creating this platform to share,link and explore ideas, thoughts and co-build perspectives on anything that i see, hear, feel and seems simple yet important and hence internalizing it to make it as part of my world of perspectives called " SamRajya "  or " साम्राज्य " which in Sanskrit means "perfect empire or  mastery of one's environment and circumstances"

Blog conceptualized in India | Born in Singapore 

01 Jan 2013

Six Sigma + +

Six Sigma is a management philosophy that can radically change the way you treat mistakes in the workplace. It is focused on eliminating these mistakes,teaching personnel how to improve the conduct of business in the process.

What is Six Sigma?
Six Sigma represents a statistical measure and a management philosophy. The Greek letter Sigma, used mathematically to designate standard deviation, is the measure used to determine how good or bad the performance of a process is. In other words, it represents how many mistakes a company commits while accomplishing its tasks. On the other hand, the Six in “Six Sigma” represents the levels of perfection each company attains. One Sigma equates to making about 700,000 defects per million opportunities, or doing things right 30% of the time. Two Sigma is better with a little over 300,000 mistakes per million opportunities. Most companies
operate between Three and Four Sigma, which means they make between approximately 67,000 and 6,000 mistakes per million chances, respectively. If you’re operating at 3.8 Sigma, that means you’re getting it right 99% of the time.

Two Misconceptions about Six Sigma

1. That the be-all and end-all of Six Sigma is to improve quality. In Six Sigma, improved quality is a means to an end. Not the end itself. The goal is not simply to improve quality for the sake of improving quality, but to make customers happier and add money to the bottom line. If you’re improving quality but still upsetting customers or losing money, you’re missing the point.

2. Most companies think improving quality costs money. Six Sigma companies turn that thinking around. They know that quality saves money, because there are fewer throw-outs, fewer warranty payouts, and fewer refunds. And doing all that, in turn, increases profit.

Everyone tries to minimize waste and eliminate mistakes.What’s so new about that?
The way Six Sigma addresses those issues is what’s new. It’s not just a quality initiative. It’s a management philosophy that covers a lot more than just defect rates. Instead of just getting rid of the bad end products, Six Sigma tries to solve WHY the bad results are occurring. It doesn’t try to manage the problem. It tries to eliminate it.

How do we identify the problems in the first place?
Since the goal of Six Sigma is to make customers happier and increase profits, managers who employ the Six Sigma philosophy identify company problems by locating problematic areas through customer feedback. From here, they work their way back to the root of the problem. Once problems are identified, Six Sigma managers choose a particular problem to solve, which becomes the “project” that he or she will work on.

Which problem do you pick?In more vivid terms, a manager using Six Sigma chooses the most “problematic problem” of the lot. He goes for the most cost-guzzling problem that has room for the most improvement and input. Once the problem is chosen and turned as a “project,” a team composed of top-level managers, mid-level managers, and a rank-and-file support staff is chosen to work on it.

Who does What?
One of the most important elements of Six Sigma is the role each member of the team plays in solving the problem, or accomplishing the project. As any good football coach will say: Every player in the team must have a specific role, clearly defined, with consequences for not coming through and rewards for doing their particular job well. So is the case with a Six Sigma team, which is comprised of the following players:

• Black Belt – the Black Belt is the most important player in the team since he will be assigned to run the project and be its point-person. Notably, the Black Belt is a mid-level manager and not a top-ranking officer. They will deal with top management down to the guys in the mailroom to ensure the success of the project.

• Executive Champion – the primary force behind adopting the Six Sigma philosophy from day one. The Executive Champion is usually a top-ranking manager who is appointed by the CEO to oversee and support the entire project. He chooses the players who will comprise the team.

• Deployment Champion – chosen by the Executive Champion, he provides leadership and commitment and work to implement Six Sigma to the project.

• Project Champion – oversees Black Belts by breaking down corporate barriers, creating support systems and making sure money is available to get the job done.

• Master Black Belts – this role is played by outside consultants who come in to act as in-house experts on Six Sigma. They teach the core points of Six Sigma to Black Belt candidates throughout the company.

• Green Belts – provide Black Belts the support they need to get the project done. They are likewise trained in Six Sigma so everyone speaks the same language.

The Five Steps of Six Sigma
Step 1: DEFINE what the problem is

The key in defining the problem is not simply to focus on the outcome or end product but on the process that creates the product or service. Map that process so you can easily recognize the links between each step. Sometimes that’s where the problems lie – not in the teeth but in the gaps between the teeth. Further, defining problems that can be fixed is an important key in this step. Gather data on the problem to clearly define what it is and how it can be best addressed. It is important to pick problems that are costing the company most or are giving you the most problems.

Step 2: MEASURE

Measure the capabilities of a given process – meaning what is possible – by measuring how many opportunities for defects a certain process or operation presents. In baseball terms, this would be equivalent to keeping track of how many chances for errors a fielder has – how many fly balls or grounders come his way. From there, the Black Belt calculates how many errors are made, which is called the frequency of defects. Measure the number of a given chance for error, as well as opportunities. Next, accomplish benchmarking by measuring the competition’s fielding percentage on that problem. During the entire measurement process, define what is “critical to quality” or CTQ – factors that greatly contribute to the success of a given process. Setting up a good numerical measure of the problem, or translating the problem into numerical terms, is a key to the success of the project.

Step 3: ANALYZE

Analyze the numbers to find out how well or poorly the processes are working, compared to what’s possible and what the competition is doing. The big questions will pop out in this process – Why the errors are being committed and how to fix them.

Step 4: IMPROVE

Having identified numerically the components that are problematic, implement the necessary changes that will improve these specific problems. Note that approaching the problem numerically and creating a standard base for improvement is very significant because it gives you room to measure the amount of improvement that is being accomplished.

Step 5: CONTROL

The Black Belts implement measures to keep the key variables within their new operating limits, or locked securely in place, to maintain the improved process. The Master Black Belts will monitor these variables and check to ensure that they are in order and remain that way.

Long Story Short: Define the problem, Measure where you stand, Analyze where the problem starts, Improve the situation, Control the new process to confirm that it’s fixed.

Quizzing at JBIMS

Once again was at Jamnalal Bajaj for their annual quiz event ....and to all surprise ! was big time history trivia and nothing more !

We know where we are .....need to read more

Better Decision Making....

How :

1. Making a difficult choice can seem harrowing when you feel you're working alone. Involve others in your decision making by asking for criticism and seeking advice from those who can approach the choice from a fresh perspective. Listen to opinions that fall on both sides of the topic at hand. You may also want to consult an expert.

2. Learn from your mistakes as well as your triumphs. Examine decisions you have made in the past as they will teach you more than you will learn from most other sources. Though some decisions will not seem important, all decisions shape our lives and should be regarded as educational. Apply that knowledge to your current dilemma.

3. A good decision acted upon in a timely matter is always better than a great one acted upon too late. It is important to recognize that you will never know enough to make the perfect decision. Don't become paralyzed by your need to foresee all possible outcomes to every possible choice.

4. Involve your head and your heart. Ask both practical questions and personal questions about the problem at hand. Considering the facts as well as your feelings (and the feelings of others) when examining your options will ensure that you make a balanced decision.

5. Before anything else, focus on the most basic, necessary results. Often, a decision maker will get bogged down thinking about the non-essential elements of a decision. Avoid considering extraneous factors and far-fetched perfect outcomes. Ask yourself, "What needs to be done?"

6. Consider the entire range of possibilities, no matter how unlikely. When faced with a complex decision, brainstorm by yourself or with others to find as many of the vital elements as possible. Evaluate those elements as they relate to the choice you must make.

7. It was a wise person who noted that, "you can't please all of the people all of the time." Almost all decisions will involve some dissatisfaction or conflict. Some decisions may even create new problems. Once you have made a decision, stand by it. Keep in mind that you have used your best judgment and it was the best choice at the time.

8. Don't waste time on poor choices. Reject poor choices, even if you've begun to implement them, and stop doing the things that aren't working, so you can focus on the solutions that have strong potential.

9. Consult with the people who will be directly affected by your decision. People appreciate being heard and enjoy when their opinions are seen as valuable. Even making a simple choice can have a profound impact on those around you.

10. It is easy to dismiss your intuition, but in doing so, you may be disregarding valuable insight and even solutions. Ask yourself what choices you would make if you weren't afraid and then see what your subconscious offers as an answer. Try to ignore the fear of error when consulting your "gut."

Blogger's Note : The wisdom on this blog is reflects my insights and perspectives. In case anyone has any objection or finds it misleading or culturally insensitive please let me know with valid reasons of not doing so !! 

My Blog .. My Thoughts ... Welcome to  SamRajya .. the world of wisdom.... which the world needs! 

Expectation from an HRIS & Implementation

Manpower Requisition Management

• Manager self-service
• Easy requisition creation
• Hand-over to HR or recruiter
• Multilevel requisition approval:
• Workflow can be customized
• Escalation of requisition approval
• Tracking of approval status
• Real-time reporting
• Approval delegation

Job Posting Management

• Create jobs for internal posting
• Post jobs on different channels:
• Various company websites and Intranet
• Newspapers
• Job boards
• Agency portal
• Post, preview, edit, re-post or deactivate postings in real time
• Filter jobs according to different business units/functional groups/countries
• Archive previously posted positions

Referral Management

• Use for internal as well as external referral
• Recruiters can "open" a job for referral
• Track and highlight referred applications
• Notify referrer when their referral is successful
• Create statistics on referral effectiveness and report for referral reward

Recruitment Agency Portal

• Recruiters can open a job to recruitment agencies
• Agencies can enter candidate resumes online and upload related documents and then return to update or withdraw a candidate
• Resumes from agencies are high-lighted (because they have been screened)
• Agencies performance can be tracked
• Notify agencies when their candidates are successful

Resume & Application Management

• Candidate-specific login
• Save draft applications
• Make unsolicited applications
• Resume configuration wizard for creating multiple configurable resume forms
• Receive job matching alerts
• Application status displayed to candidate
• Candidate can update resume
• Recruiter can update resume
• Candidate can upload Microsoft Word/RTF resume
• Recruiter can download Word resume

Screening & Short listing

• Screening, ranking and sifting based on requisition fields and test results
• Rules Wizard creates searches for different types of candidates
• Integration with testing providers
• Candidate line manager review without need to log in via HTML email to Outlook
• Power actions for mass hiring
• Automated candidate correspondence

Advanced Online Assessment

• Allows recruiter to create multiple tests for a single position
• Candidates will take different tests when they are in different phases of the recruitment process
• Will allow advance testing features such as timed test, categorization in sections

Interview & Hiring

• Interactive interview scheduler:
• Let interview panel (recruiters and managers) indicate available times and location online
• Warn the recruiters or panel if there is a conflict in schedule
• Request candidates either confirm or select an choose alternate date – all done online
• Automatic interview invitation correspondence
• Advanced scheduler for more complex assessment center style events and large events
• Offer letter generation
• Create forms (for example to ask additional questions or set up on-boarding)

Reports

• Provides a summary table for processing status report across positions
• Able to generate statistical reports on database composition
• Able to determine success rates per position or medium
• Capable of monitoring service levels per position for time frame from request to hire
• Download reports to Microsoft Excel
• Advanced report generators

Talent Relationship Management

• Enable recruiters to capture information on talented candidates, especially Senior Level candidates
• Enable recruiters to develop long-term relationship with talented candidates by creating correspondence templates and trigger events:
• Keep candidates informed of news and events within the company such as career fairs and seminars, or send holiday greetings
• Periodically send email/SMS to request that candidates visit the career portal
• Set a reminder to follow up with the candidates

Integration into HRIS

• We have experience of integrating with the most common HRIS packages:
• Oracle/PeopleSoft
• SAP
• Also a number of smaller HR packages
• Case study on integration with Maxis:
• Maxis provided the data format and definition according to HRIS table structure
• Worked with us to define mapping of the fields
• File is downloaded from system to location of choice, then uploaded to HRIS system
• Integration with 3rd parties like SHL for assessment of candidates.

Other Functionality

• Career Website Content Management Module
• Let recruiters own and manage the information that candidates see on the career website
• Information about company history, compensation and benefits, and the recruitment process can be published and changed on the fly
• Folders
• Store hot candidates
• Reverse recruitment
• Job fairs
• Rules wizard
• Full process workflow

Investment

Year-1:

1. One time Setup and customizations
2. Hosting and maintenance
3. Application hosting
4. Bandwidth
5. Database hosting
6. Licensing
7. Ongoing minor changes
8. Upgrades and Updates

Year-2 onwards:

1. Hosting and maintenance
2. Application hosting
3. Bandwidth
4. Database hosting
5. Licensing
6. Ongoing minor changes
7. Upgrades and Updates