Week 2 Assignment: Statistical Process Control Methods

Process Evaluation

Evaluate your process using 1 of the following:

· Use the lean concept to find ways to eliminate waste and improve the process

· SPC or Six Sigma to reduce defects or variances in the process

Evaluation of Control Chart and Process Metrics

Complete the following in Excel:

· Calculate the defined process metrics including variation and process capability.

· Develop and display a control chart for the process.

· Attach the Excel file

Evaluate the control chart and process metrics using Statistical Process Control (SPC) methods. Determine whether the process could benefit from the use of Six Sigma, Lean, or other tools. (Include all calculation and charts.)

Executive Summary

Write a 700-word executive summary that includes the following:

· A summary of the Process Evaluation (using either Lean or SPC or Six Sigma)

· A summary of the Evaluation of Control Chart and Process metrics based on SPC methods

· A summary of your evaluation of whether the process would benefit from the use of Six Sigma, Lean, or other tools

· A description of the SPC project and recommendations for improvements

Complete the Statistical Process Control Methods Worksheet.

You should use the data collected during your week 1 assignment. The data needed to create a control chart (Chapter 9.7) is the metric of time for each cycle of the process to complete.

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Submit your completed worksheet for this assignment. You can insert your calculations and charts into the worksheet, or you can submit as an appendix to the worksheet.

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Microsoft_Word_Document.docx
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Organization Process Improvement

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ORGANIZATION PROCESS IMPROVEMENT

Student Name:

Tutor Name:

University Affiliation:

Date of Submission:

Human resource processes are the most significant in any organization since human resources are the most valued assets in most organizations (Bilan et al., 2020). In our organization, the Human resource department has various processes such as hiring. The hiring process in our organization is as shown on the flow chart below.

The process is working well for other departments but being a technology organization that is made up of a good percentage of technical persons, changes ought to be made in order to facilitate acquisition of the appropriate talents for the Tech team (Lyu & Liu, 2021).

. Technical skills are very key when hiring Tech personnel and for that reason, having more than one interview is necessary, a technical interview as well as an oral interview along side evaluation of their previous projects in their repositories is essential for acquisition of top talents who are all rounded (Bilan et al., 2020).

The weak points for the current hiring process are the fact that there is no step where technical skills are validated by the hiring team. Most people can say by word of mouth that they are experienced in a certain aspect of technology during the oral interview and lack the same after recruitment (Bilan et al., 2020). This brings challenge during project execution because the same usually results into late delivery or low quality of work. The screening process should be improved for that reason.

To begin with, technical managers need to form part of the hiring process where technical questions are asked. Most of the time, the HR asks questions that focus on soft skills and miss the technical skills questions. The presence of technical personnel during the screening process is necessary to ensure that technical skills are validated. Tests should be issued alongside scrutiny of their Codes in Git or any other repository (Lyu & Liu, 2021).

In the tech field, it is an advantage to have a team that has good people skills as well as technical skills, this is because they will be able to work in teams and treat customers well and deliver quality systems that will open doors for more business opportunities to the organization (Lyu & Liu, 2021).

The Arrange Interview Step should be split into two; Arrange Technical Interview Then Arrange Oral Interview. Also, at the point of receiving applications, recommendations can be received as well. The personnel who are already hired and are performing well can be allowed to recommend people that they trust can deliver to the organization. The process improvement to achieve the future state of having the top talents working for this organization is as shown in the flow chart below.

References

Bilan, Yuriy, et al. “Hiring and retaining skilled employees in SMEs: problems in human resource practices and links with organizational success.” Business: Theory and Practice 21.2 (2020): 780-791.

Lyu, W., & Liu, J. (2021). Soft skills, hard skills: What matters most? Evidence from job postings. Applied Energy, 300, 11730