Six Sigma HR - Measurable Position Requirements

To hire the right person for a position, it is essential to define what a person must do in support of each process.  Most job descriptions are woefully inadequate for Six Sigma or other performance management systems.  They often consist of a jumble of personality traits, undefined objectives and general responsibilities and accountabilities that fall short of concisely defining, documenting and communicating what people actually do in measurable terms.  Without this information, employees cannot be objectively selected, trained, managed and reviewed.

The Position Matrix Communication System and PerformanceWare provide objective and measurable position requirements that integrate fully into your performance management system for objective and measurable...

  • Goals

  • Tools and processes used

  • Impacts on others

  • Specific work activities

  • Levels of responsibilities

  • Position challenges

By defining, documenting and communicating what employees do in a measurable way with the Position Matrix Communication System and PerformanceWare, individual performance can be quantified and measured in terms of something other than vague and fuzzy monetary amounts, responsibilities and accountabilities, turnover rates, employee opinion surveys and other well-meaning but generally useless standards for measuring the effectiveness of HR. 

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