The Scope of Six-Sigma Application in Recruitment And

8/8/2019 The Scope of Six-Sigma Application in Recruitment And

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Data AnalysisData AnalysisPerformance of the new recruits.

R esponse Frequency Percentage

Highly satisfied 02 13.33

Satisfied 07 46.67

Dissatisfied 04 26.67

Highly dissatisfied 02 13.33

Total 15 100

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Lengthy recruitment processResponse Frequency Percentage

Strongly agree 72 72

Agree 12 12

Disagree 03 03

Strongly disagree 07 07

No comments 06 06

Total 100 100

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Six sigma benefits if applied in recruitmentand selection process

Response Frequency Percentage

Strongly agree 07 46.66

Agree 03 20.00

Disagree 01 6.67

Strongly disagree 02 13.33

No comments 02 13.33

Total 15 100

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Rate of attrition among newly appointedcandidates

Response Frequency Percentage

Strongly agree - -

Agree 05 33.33

Disagree 06 40.00

Strongly disagree 04 26.67

Total 15 100

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FindingsFindingsy Majority of the respondents (60%) opined that the

recruitment and selection process being followed inVSSC is not appropriate and must be improved. Theleast order of the opinion includes 13%.

y The recruitment and review section in VSSC were notable to provide right number of candidates to various

departments in VSSC at right time as per therequirement.y Majority of the respondents (40%) has the opinion that

they were not provided with the option to work in thedepartment according to their skill, knowledge and

interest.y The recruitment and selection processes currently

followed in the organization are very lengthy processwhich resulted in incurring higher cost.

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Findings contd«Findings contd«y In VSSC selection of the candidates for various jobs

are mostly based on higher cut off marks andpersonal interview only.

y

About 96% of the respondents had the opinion thatpromotions given to various employees in VSSC aremostly based on their job seniority, rather than skill,expertise or performance.

y In VSSC, on an average, candidates are recruitedthree times in a year. But the time taken by thecandidate to join the company from the initial stageof recruitment will range from 4- 6 months.

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SuggestionsSuggestionsy O ptimum performance can be expected from an employee

only if their jobs match their skills, interest and knowledge.Hence, VSSC may provide an option to work with thedepartment that matches the skill and knowledge of theemployee, this will ensure motivation and there by increased

job satisfaction and employee productivity therebystandardizing the process, thus paving way for six-sigma.

y Recruitment division may device appropriate steps toprovide right number of candidates at the right time. Thiscould be possible if they are aware of the requirement fromvarious departments in VSSC at the right time. Having athorough understanding of the right number of requirementswill optimize the recruitment process and hence will help toreduce the time and cost involved in long run.

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y In order to standardize the job notifications, the jobvacancies in VSSC may be notified through newspapers

and internet since it constitute 59% together, which maystandardize the process leading to six-sigma.

y VSSC may take appropriate steps to standardize the

electronic application form to include more text spaceand options so that the candidates could include all thedetails regarding their career profiles which will enablethe firm to verify the same and to choose the rightcandidate from pool of the application received for the

job vacancy hence facilitating six-sigma.

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y VSSC may reduce the length of the recruitmentprocess so that the cost incurred in

recruitment also decreases accordingly; also thiswill enable the recruitment department toprovide the right candidate to variousdepartments as and when required without any

lag in the work. This in turn will reduce theemployee boarding cycle time thus paving wayfor six-sigma so that they can get eligible andpotential candidates in minimum time and cost.

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y VSSC may reduce even the small significant

attrition rate by devising a method to check forperson- organization fit apart from the person-

job fit. A person-organization fit helps to assesshow well a candidate is suited to the

organization, whether the attitude carried bythe candidate will promote both organizationalas well as personal goals.