Introduction
Corporate America and government agencies continue to improve their HR practices to stay competitive in today's changing marketplace. By taking too long to find and to hire talented professionals in a tight labor market, companies and government agencies are losing out on top candidates and limiting their ability to become innovative and dynamic organizations. Traditional, deliberate, and risk-averse hiring and retention models lead to positions remaining open for long periods, opportunities lost as top prospects find other positions, and a reduction in the overall talent level of the organization. To be more competitive and effective in their recruitment and retnetion processes, organizations must foster manageable internal solutions, look to other professions for more effective techniques and models, and employ innovative concepts from modern personnel management literature, such as Six Sigma (http://muse.jhu.edu/cgi-bin/access.cgi?uri=/journals/portal_libraries_and_the_academy/v003/3.1raschke.html ).
This paper discuss various methodologies that large corporations, government agencies and even the U.S. military are using to improve their HR practices within their respective organizations.
Utilizing Six Sigma in HR Practices
Six Sigma is defined as a rigorous and disciplined methodology that utilizes data and statistical analysis to measure and improve a company's operational performance, practices and systems. In many organizations, it simply means a measure of quality that strives for near perfection (www.dmreview.com/resources/glossary.cfm?keywordId=S). Six Sigma initially identified and prevented defects in manufacturing and service-related process ...