Employee Assessments – A Six Sigma Approach

Developing competencies like ROI projections and VOC surveys make it easier for businesses to tackle critical  business challenges. But these challenges take more than just the business systems & tools. The thing that ultimately makes all the difference is the level of employee engagement. Employee assessments help, to a great  extent, in  finding the existing motivation levels among employees.

Six Sigma implementation calls for such assessments, as it involves organizational changes at the root level. It is important to understand the two main components in a Six Sigma employee assessment plan: the ‘Preliminary survey’ and the ‘Comprehensive Survey’. Both these surveys serve the purpose of a smooth change management. The surveys involve select employees who are interviewed individually by the management, and/or a team and their unit managers and leaders. A variety of generalized questions are asked to find out if the implementation has reduced their workload, made them more efficient, has brought about positive changes in their work, has helped reduce waste, etc.

These questions help management to understand the perceptions that employees might be having about the ongoing Six Sigma implementations, and ultimately helps them devise better policies.

Steps to HCM success through Employee Assessments

In the first part of this exclusive 3 part series on aligning performance management systems with organizational development needs, we discussed how sharing best practices, accountability in objectives, and data mining can increase the success co-relation between employee assessments and HCM implementation.

In this second of 3 exclusive parts, I will touch upon the importance of -

Compliance in HCM implementation

Employee Engagement

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