Week 4 Project

 

Instructions

Supporting Lectures:

Review the following lecture:

• The Correlation of Supply Chain Management and Employee Selection

Introduction

For this project, you will evaluate the use of Six Sigma in human resources, the supply chain management, and building a talent chain. 

Tasks

• Evaluate a company that uses Six Sigma.
• Evaluate an article on Six Sigma (assess how it can improve the recruitment process).
• Evaluate an article on Six Sigma (assess how it can be applied to human resources).
• Analyze an article that utilizes the supply chain management to build the talent chain.
• Formulate a business problem statement to provide stakeholders regarding your research on Six Sigma (recruitment and human resources in general) and the methods for building the talent chain.

To support your work, use your course and text readings and also use the

South University Online Library

. As in all assignments, cite your sources in your work and provide references for the citations in APA format.

Submission Details

• Create a 2- to 3-page, excluding title and reference Microsoft Word document.
• Name your file as SU_HRM6010_W4_Project_LastName_FirstName.

Human Resources

The Correlation of Supply Chain Management and Employee Selection

It is important for decisions makers to be able to compare and assess every aspect of the business.
The HR professional should have the foresight to incorporate utility analysis, HR analytics,
predicative analytics, and other business concepts into reports that would become actionable and
will drive business. In the previous lecture, you were introduced to utility analysis and supply chain
analysis. To further elaborate on the correlation of these concepts, we will apply it to the staf�ng
process. Each time a new hire is selected to work for an organization, the new hire has agreed to offer
a service and, in return, the organization will invest in this individual. Such investments can be seen as
wages or salary, bene�ts, tuition reimbursement programs, etc. Every time the organization invests in
the employee(s), an expense incurs. The decision makers expect to see a return on investment (ROI).
To determine any �nancial risks, the HR professional must have the capability of assessing the risk.
Before employees are hired, there must be a logical and clearly de�ned system in place to identify the
vacancies and the steps for employee selection. What will make the most sense to decision makers
when attempting to justify the expenses for all the areas of HR? “The idea is that, by using proven
business logic and applying it to the question of selection utility, the results will be more credible and
more easily understood” (Cascio & Boudreau, 2011, p. 260).

Below is a chart to further explain the concept of supply chain management and its relevance to
employee selection. (Cascio & Boudreau, 2011, p. 276)

Table 10-1 How Supply Chain Management and Employee Selection Share Business Logic

Supply Chain Management Employee Selection

Demand Planning
and Forecasting

Predicting future resource
needs in terms of quality,
quantity, cost, and timing,
based on business activity and
other factors. Planning
approaches to better forecast
or smooth demand levels for
better planning.

Predicting the needed
quantity, quality, and timing of
future job openings and
vacancies. Utility analysis can
show where better
performance has the highest
payoff. Selection data can
show where having a longer
lead time can improve
selection validity or applicant
quality.

Supply Chain Management Employee Selection

Production
Planning and
Scheduling

Predicting and establishing
future production schedules
or inventory-acquisition
schedules. Optimizing
production to �t quality and
quantity needs.

Predicting and planning future
recruitment and staf�ng
processes. Utility analysis can
show the payoff from
increased applicant
“production” that produces
lower selection ratios and the
impact of longer tenure
among new hires that reduces
turnover and increases the
timeframe of the payoff from
improved selection.

Distribution and
Logistics

Planning how goods will move
through space and time,
identifying where to place
warehouses and
transportation channels, and
determining how to optimize
choices about which sources
to use.

Planning whether to recruit
locally or more broadly.
Locating workplaces near
applicant sources. Utility
analysis can show the relative
quality of applicants from
different sources and the
relative predictability of
applicant quality. Utility
analysis can compare the
payoffs and costs from
different applicant sources.

Inventory
Management

Planning how much and
where to hold inventory of
goods, where shortages and
surpluses should be tolerated,
and how to optimize the risks
of being out of stock, having
too much stock, against the
costs of ordering and holding
inventory.

Planning how far in advance
to build inventories of
applicants and potential
applicants. Planning where to
hold a surplus of jobholders
and where to allow shortages
to occur. Utility analysis
captures the ordering costs of
improved selection and the
potential quality
improvements from
anticipating job openings to
attract better candidates or
select more carefully.

The HR professional should consider recruitment analytics, which is a way to measure the
effectiveness of the employee selection program and have a well-thought-out plan prior to
presenting the request to the stakeholders for the �nal approval. Remember, this is an investment.

Additional Materials

From your course textbook, Process Metrics and Measurement Complete Self-Assessment Guide,
review the following chapters:

Criterion #1: Recognize

Criterion #2: De�ne

Criterion #3: Measure

Criterion #4: Analyze

Criterion #5: Improve

From the South University Online Library, review the following article:

Lean Six Sigma Tools in the Hiring Process
(https://www.thecampuscommon.com/library/ezproxy/ticketdemocs.asp?
sch=suo&turl=http://search.ebscohost.com/login.aspx?
direct=true&db=edb&AN=102140309&site=eds-live)



https://www.thecampuscommon.com/library/ezproxy/ticketdemocs.asp?sch=suo&turl=http://search.ebscohost.com/login.aspx?direct=true&db=edb&AN=102140309&site=eds-live