Statistical Process Control Methods

OPS/574 v1

Process Improvement Flowchart As-Is Process Flow Chart Evaluation

Select a process from an organization you work for or are familiar with. You will use this process in your Week 2 & Week 4 Signature Assignments as well.

Create a flowchart of the as-is process using Microsoft Word, PowerPoint, Vizio, or Excel.

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Process Improvement Flowchart OPS/574 v1 Page 2 of 5

Evaluate the efficacy of your process using process improvement techniques.

The above process can produce the desired results because it embraces a step-by-step method where each step has been thought about thoroughly. Although this process is not very effective, there are 90% chance of getting a suitable candidate for the position. Over the past few years, the process has been used our organization and it has for a long time produced the desired results. This process cuts down expenditures spend on using other recruitment procedures, and it helps speed up the timelines for recruiting new employees. If the process is not improved, time can be lost, and the working standards in the company are likely to drop as well as productivity.

Process Improvement Flow Chart

Determine how the process can be improved based on the results of your evaluation.

For the recruitment process to be effective, certain factors such as utilization of internal and external candidates in the firm can be significant. If an employee has to hired from outside, consider referrals from the current employees and utilize effective methods that will ensure the target audience for the job receive or view the job advertisements. Therefore, recruiting employees require using the necessary method to reach the employees, for instance experienced employees can be accessed via traditional methods while those in the early phases of the career can be found through the media. The process of interview should be streamlined and candidates’ communication skills should be a major priority.

Define metrics and measure the current process.

Recruitment metrics are used in measuring the and tracking the hiring process, they ensure that the process is success and optimization of the candidates for the organization. The major metrics used are interview to hire ratio, time in process, offer acceptance rate, interview to hire ratio, cost to fill and candidate net promoter. Use process improvement techniques to improve the process. Create a flow chart of the improved process using Microsoft Word, PowerPoint, Vizio, or Excel. Use your professional judgment to ascertain how the future process will perform according to your metrics.

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Process Improvement Flowchart OPS/574 v1 Page 3 of 5

Summary

Write a 525-word executive summary that includes the following:  A brief description of the process based on the flowchart of processes current state  The results of your process evaluation and how the weak points can be strengthened. Include a

description of the process improvement technique(s) used.  A brief description of process improvements based on the process of the future state  How you anticipate the future process will perform based on metrics used to evaluate process

current state  A description of your process improvement project to achieve the process future state

The current flowchart is an improvement of the previous one, in this process, several improvements have

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Process Improvement Flowchart OPS/574 v1 Page 4 of 5

been made to improve the efficacy of the recruitment process in the firm. According to this new process, current employees play a crucial role in the recruitment process. Through the adjustments made, existing employees can suggest referrals who will not need to go through the application process but will be reviewed to identify those who are fit for the position. Moreover, the application process has been clearer to include the specific audience. The applications are reviewed, and qualified candidates are shortlisted for interviews to pick the most preferred one.

Through the process evaluation, the initial flowchart had a 90% efficacy, however, the improved process can lead to a 98% efficacy. According to Grabara et al. (2016), recruitment is progressive, and it is time- consuming for a firm and results in high operation costs in the firm. Therefore, every firm desires to achieve the highest desirable efficiency in recruitment. Thus, the time spent on recruitment can be reduced by embracing technology in the recruitment process, and the costs incurred can be reduced by being aware of the requirements to optimize the process and ensure there is a proper plan for the whole recruitment process.

Recruitment involves retracting individuals on a timely basis with sufficient numbers and appropriate qualifications (Saviour et al., 2017). In our organization, recruitment has changed compared to a few years ago, the new market has created new tools. Therefore, the firm has focused on integrating diversity to improve inclusion, developing a well-laid down hiring strategy, and tracking applicants' applications through the software. Thus, through these processes, the company has promoted its brand image, which is significant for the organization's future. The firm has for a long time portrayed its identity during the recruitment process, its working culture and personality that helps the candidates prefer it over the competitors.

According to the metrics used in evaluating the current process, the future process is expected to perform better than the current process. The interview-to-hire ratio will be improved by adopting a sourcing strategy involving a hiring manager because a manager interested in the candidates will invest in their hire. Therefore, the future process will be more efficient because candidates for a position in the firm can be submitted in two days. Moreover, the employees applying for the position or those referred by the current employees need to understand the job requirements, the manager will also focus on the right place to find a candidate.

According to Kregness (2018), the recruitment process begins with documenting the position that needs to be filled, therefore decisions in the firm are made depending on the urgency of the position. Therefore, a process improvement project involves telling the applicants what the job is about, mentioning the company's highlights to draw their attention, and the roles and responsibilities of the current position. Moreover, improving the process will involve embracing the company culture to ensure that prospects willing to take the job will know they will be valued and respected in the workplace. Thus, the future state of the process depends on these factors to acquire the best suitable candidate for the job.

References

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Grabara, J. K., Kot, S., & Pigoń, Ł. (2016). Recruitment process optimization: chosen findings from practice in Poland. Journal of International Studies, 9(3). https://www.jois.eu/files/9_3_Grabara_Kot_Pigon.pdf

Kregness, L. V. (2018). Solar Electric Immersion Heating Element Fabrication. https://digitalcommons.calpoly.edu/cgi/viewcontent.cgi?article=1279&context=imesp

Saviour, A. W., Kofi, A., Yao, B. D., & Kafui, L. A. (2017). The impact of effective recruitment and selection practice on organizational performance (a case study at University of Ghana). Global Journal of Management and Business Research.https://globaljournals.org/GJMBR_Volume16/3-The-Impact- of-Effective-Recruitment.pdf

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