As a human resources director, one might be tasked with researching and identifying strategies to improve upon workforce performance levels. In this summary, one will discuss 3 key strategies that improve workforce performance: Six Sigma, diversity management, and workforce management. One will analyze how each strategy could be deployed to improve workforce performance, provide a recommendation on how to apply the best key strategy, explain how the best key strategy affects workforce needs for service delivery, discuss goals and tasks needed to implement that strategy, discuss how goal achievement will be measured and the expenses needed for the implementation of the recommended strategy.
What is Six Sigma? According to the American Society for Quality (n.d.), “Six Sigma (is a program that) focuses on reducing process variation and enhancing process control…
employees are taught the statistical tools and are asked to apply a tool on the job when needed”. When it comes to deploying this strategy, selecting the right group of people for the job is key. Once selected, that group would go through Six Sigma certification courses. These courses would focus on identifying and reducing waste and improving organizational efficiency, applying statistical and problem-solving tools to optimize process capability and reduce variation
in processes. The organization can use this group of people when needed for specific projects. Having a team skilled in statistic and data analyzing will assist the organization in decision making.
What is diversity management? According to Patrick and Kumar (2012), “Diversity management is a process intended to create and maintain a positive work environment where the similarities and differences of individuals are valued”. Focusing on diversity in the workplace is important and not only for the sake of representing those who are considered minorities, but it also provides differing and new opinions due to the differing experiences of the variety of employees. When it comes to deploying this strategy, one can start simply by just being inclusive
in interviews (not making decisions based on looks but focusing on experience and skill set), implementing and sustaining an “open door” policy (so that employees feel comfortable coming to Human Resources with issues as they arise), and providing education to staff to promote awareness (this can be done via learning modules to educate staff on what bias and lack of diversity and inclusion looks like).
What is workforce management (WFM)? According to Hennigan (2022), “Workforce management is a set of processes employers use to direct staff members to be in the right places at the right times in order to reduce risks and maximize productivity.” When it comes to deploying this strategy, the organization will need to create goals that need to be achieved through this process, gather historical data so they have something to compare current data to, and identify software or reporting that can be used to deliver results. A great example of how this
can benefit the organization is with the varying schedules and time zones in which the organization works. Utilizing WFM will help the organization determine which shift coverage is needed to ensure adequate phone coverage. If we need phone coverage in 15 different states in different time zones (EST, PST, MST, CST), historical data can show us when we can expect a higher volume of calls so the organization can ensure proper coverage during that time.
The key best strategy out of the three discussed is diversity management. The organization has ~5 million members. In 2021, 67% of those members were English speakers, which leaves 33% of members whose primary language is not English (Molina Healthcare, 2022,
