Six Sigma and the HPT Practitioner
Employment law requires HR practices that fit within the context of applicable laws in order to avoid significant costs (both monetary and reputation) of non-compliance.
As a HPT practitioner, briefly explain the tools of a Six Sigma toolbox that a DMAIC team of a large organization could use.
Your paper should be a minimum of 3 pages following APA essay format. Your responses should be back up by scholarly outside research.
W4 Human Requirements in Workspace Design? (Must be at least 300 words)
Explain workplace design, causes of performance gaps, staffing requirements, and identify categories of interventions that may improve performance.
Make sure to justify your answer to this question based on your research.
Support your opinions by referencing sources such as the textbook or other internet research. Be sure to cite your sources using APA format.
These solutions may offer step-by-step problem-solving explanations or good writing examples that include modern styles of formatting and construction of bibliographies out of text citations and references. Students may use these solutions for personal skill-building and practice. Unethical use is strictly forbidden.Interventions at the Workplace and Organizational Levels
A. Six-Sigma and the HPT Practitioner
In large organizations, Six Sigma denotes the quality and processes monitoring models that strive to achieve near perfection procedures and products.
The Six Sigma concept has multiple tools for the evaluations, which are dependent on the variables of a production process, risks, and other factors.
As such, before adopting any of the models, and tools, the HR management must analyze the immediate and long run needs of an organization and develop a model using intuitions and statistical analysis.
In the case study, the Define, Measure, Analyze, Improve and Control (DMAIC) team focuses on implementing effective employment law that allows the organization to enjoy maximum benefits of the labor market while remaining immune from legal or monetary victimization in the future.
According to Van Tiem, Dessinger, and Moseley (2006), it is the duty of the responsibility of the HR department to recruit, train and maintain effective human capital at the minimum costs, while maintaining high productivity...
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