Six sigma is a set of quality control tools that organizations use to improve processes to remove detectors as a way to boost profits.

This was developed in the1980s; six sigma uses data to identify the root cause of manufacturing defects or anomalies and reduce this in the future by limiting the possibility of variability in outputs.

The role of Human Resources in Six sigma

In order to achieve success as an organization, there are different factors involved; some of these factors fall within the Human Resources area of responsibility; below are some of the responsibilities that human resources plays in six sigma:

Rewards and recognition: Human Resources plays a role in Six sigma by tackling the challenge of establishing the right rewards and recognition. The potential roles the HR plays includes:

• Creating strategic compensation plan 
• Analyzing the existing compensation plan, in order to identify the extent to which it will affect six sigma arrangements 
• Developing a non-monetary reward program

   Project Effectiveness: Human Resources can help by ensuring that project teams work efficiently and together. This includes

• Providing teams with tools which will allow them to analyze their own performance and identify where and when they need help
• Making sure that team members and team leaders, are trained or coached in conflict management, teamwork and dealing with difficult team members 

Change management and Communications: HR professionals can help reduce the uncertainty and anxiety surrounding Six Sigma and increase the levels of acceptance and cooperation in the organization. Potential HR contributions in this particular area include:

• Drafting a communications plan that addresses the people's side of the Six Sigma rollout.
• Counseling Six Sigma Leaders and Champions on how their behavior can help or hinder Six Sigma’s acceptance throughout the organization.