What Is Six Sigma?

Six Sigma is a specific approach to managing a business. The approach is data driven and disciplined. The goal of it is to eliminate any defects. Ultimately, it is the process of driving your organization to perfection in its methods. In doing so, numerous benefits occur. That is why so many businesses have moved towards using this approach. It saves time and money and creates success.

Why Should You Learn It and Implement It?

With Six Sigma, the process will reduce waste and drive speed to the highest levels possible. The process works to reduce your costs of operation, but at the same time increases the overall quality. The process creates both short and long term benefits, and ultimately creates a highly sustainable corporation. It all sounds good so far.

But, why do it? What are the key advantages to using this method instead of what you are currently doing? There’s no doubt that the changes will take time and money to implement. Why bother with it?

• The method is applicable to various sectors in any industry. Though it was once designed only for manufacturing companies, it is now easily adaptable to virtually any industry. This means it a feasible option for any business.

• Once you begin to implement Six Sigma into the business, you will see immediate functional improvements. This includes a reduction in production times and reduction in costs. This is due to the implementation of a key factor that encourages analysis and improved processes to occur.

• Customers benefit, too. Improving customer perception is important, but so is delivering high quality. Tangible value improvements are created that benefit the customer. Improved product quality is critical to improving your customer base.

• Another key advantage to using this option is that it is easy to put into place. The execution of Six Sigma does not have to be complex or too time consuming. Keep in mind that the goal is to improve your business’s success and therefore, from the start, the process is simplified to ensure that benefits happen right away. With this method, you will be able to transform your business by creating effective links between your priorities and operational improvements.

In addition to this, management and executive ownership is not left out. Six Sigma allows for management to maintain control, and even have better control over the function of the business. This drives success and keeps the business moving forward. Without this type of mentality, what business could succeed?

To learn more tips for better managing your business and personnel, be sure to read our previous post: Increasing Productivity on the Manufacturing Floor

Most managers actually feel that constantly monitoring, measuring, and making note of employees’ progress throughout the year is not an effective use of their time. They’d much rather find a different way to measure and/or define the effectiveness of employees. Once you’ve reached this line of thought concerning the performance appraisal process, perhaps it’s time to make a change for the better in the way things are done.

Return to the True Purpose of Performance Evaluations

Back in the day, these evaluations were important tools to help employees determine how well they were doing in their roles and to touch base with management on opportunities for advancement. It was also an opportunity for management to point out areas where improvements were needed. Today it feels more like an inquisition than an effective measurement and evaluation tool.

That’s why it’s so important to implement a more productive evaluation system for the sake of your business – and the happiness of your employees. You see, employees appreciate an opportunity to determine their success, especially when they are given a clearly defined set of goals to accomplish in order to be successful within the company.

Here are a few things you should keep in mind for future employee evaluations.

1)   Plan ahead. Write out a clear definition for the job, the duties of the job, and the responsibilities of the employee in his role. Define performance goals with clearly listed measurements of the outcome. Give the employee a clear priority for job responsibilities and goals. Define performance standards for each component of the job. Provide feedback along the way so that the employee knows where improvements are needed or when praise is merited. Keep records of performance throughout the appraisal period.

2)   Assess employee’s performance. Schedule a time when you can sit down with the employee and have an in-depth discussion of his performance throughout the evaluation period. Praise strengths and point out weaknesses. The goal is to show the employee where improvements can be made without devaluing the contributions the employee has made throughout the period of appraisal. Ask for feedback from the employee about what goals he would like to set for himself and about his role within the company. Is he hoping to advance within the company? What aspects and skills does he feel will make him a better candidate for advancement?

3)   Listen to employee responses and when possible, incorporate them into the goals established for the next appraisal period. Offer your own advice and experience to help steer him in the right direction.

Employees are happiest when they have a clearly defined idea of what they should be doing in order to achieve their goals. They like to be recognized for their contributions and will generally accept criticism with grace when they feel their ideas are being heard and their work is valued. A performance development plan like this sets the stage for a much happier and more productive workforce.

For a support with your staffing management needs, be sure to contact Stark Talent today.

Average Wage Increased

According to the survey, after two years in which wages in the IT field seemed to stagnate, there’s been a nice two percent increase for professionals, on average, in 2011. The average salary for an IT professional in the United States in 2010 was $79,384. This year, average rates are now up to $81,327.

Bonuses Are Paying Out

Many individuals in this industry are given bonuses for a job well done. That proved to be the case in 2012 as well. The average size of IT bonuses grew by a whopping eight percent. On average, individuals received as much as $8,769. The survey notes that the number of people getting bonuses also increased. Check out these numbers:

• In 2009, the number of IT professionals receiving a bonus was 24 percent.
• In 2010, that number was 29 percent.
• In 2011, the number grew to 32 percent.

Where were you most likely to see a bonus if you worked in this field? Those in the telecom, hardware, banking, utilities and software industries were most likely to see a boost to their paycheck as a result of a bonus.

It’s Not Just in Silicon Valley Either

Though Silicon Valley is still the highest paid market for well-trained professionals in IT, it’s not the only place seeing these improvements. There are wage increases and higher bonuses being paid out to more people across the country. This includes areas like Austin, Washington DC, Seattle and Dallas. That means the entire industry is growing.

What It All Means

Why are wages going up and more individuals receiving larger bonuses? There are numerous reasons this is happening and it is all good news for those in this industry.

• In many areas, economic conditions are improving and that’s driving more employers back to growing their businesses.
• In some areas, however, it is the sheer lack of growth that is pushing the IT world. Instead of hiring numerous people to do a job, many employers are looking for IT solutions to cut into the cost of hiring more. That’s making IT pros in demand.
• Employers are more willing than ever to hold onto good talent. They know it is hard to find qualified professionals, and they are willing to spend the money to keep them.

For those IT professionals looking for wage increases, use these numbers as a tool to help show just how in demand your services are. With higher bonuses, employees can now start thinking about asking the boss for bigger paychecks.

The Cost of Operation

Within the tech industry, the cost of operation will rise as the cost of gas and oil go up. While it may not have as much of an effect as it does on the trucking industry or the food service industry, it still makes an impact. The transportation of goods will become more expensive. The cost of oil and gas prices also plays a role in the secondary fields. When the cost of transporting products increases or the cost of operating machinery increases, the costs go up across the board. This is not the only impact.

Economic Concerns Continue

It is important to note that the job market in the tech industry may continue to struggle if the economy does not improve. Rising oil and gas prices have a significant impact on whether or not the economy improves. As prices increase, the pace of economic recovering will slow. Tech jobs may not be as widely available if this continues, as it will keep businesses from hiring or investing. The impact on the IT industry will match that of other industries, especially in areas of technological development, which is seen as less of a requirement and more of a luxury.

Jobs and Industry Demand

As the cost of gas and oil increase, businesses will look for more effective and cost saving ways to operate. For many companies, one way of doing this is to incorporate better technology into their business. Updating software and implementing programs that will increase productivity and decrease profit loss will be in demand. For those businesses that are trimming back the costs associated with operation, the tech industry is likely to be the go-to location for help.

In industries where there is a potential for lower operating costs if IT solutions are put into place, jobs will be more readily available. Businesses that can meet those needs better will continue to see demand rise.

Overall, there is an impact on the tech industry as the price of gas and oil continue to increase business costs. For many industries, including the IT industry, the effect is ultimately determined by the length of these increases. The longer prices continue to increase, the more significant the impact on the industry will be.

How It Works

Online training, also known as elearning, is an opportunity for companies to achieve their training goals by offering the entire workforce the best quality training in a versatile, consistent manner. In order for any program to be successful, though, the right program must be selected with a careful level of attention paid to the individual company’s needs.

In the adult industrial worker arena, the best online training program must meet specific standards to be effective. Prior to investing in these programs, businesses should focus on choosing a program to meet specific requirements and make sure that employees are on-board.

• The program should have clear learning objectives and the employees should understand what is expected of them. A clear link between the learning and the work the employee does within the business should happen.
• The content of the training program should be focused on stated learning objectives. Most are set up in a lesson or course setup to make it easy to move from one topic to the next.
• Be sure the content meets the needs of the student involved. This includes being at a reading comprehension level that is acceptable to the worker.
• There should be some type of interaction between the learning program and the student. It should not be a simple document to read, but rather should incorporate animations, video segments or other interaction.

For many businesses, the use of elearning makes sense. It is an ideal way to reduce expenses and to make safety-learning for skilled workers easier to obtain. Instead of trying to arrange a time and place, and bring a group of workers to that place, these courses are flexible enough to happen when and as needed, at a self-paced speed. This ensures the student/worker is able to achieve the learning goals in a way that is beneficial to his or her learning needs.

The Way of the Future?

eLearning may be the way of the future when it comes to safety training in today’s society. Skilled workers need ongoing training, in safety as well as other areas. It makes sense to choose a program that is easy to put in place and offers very specific options. With courses designed for specific industrial or other skilled worker applications, it is easy to see the true value of investing in these programs. It may be one of the best options for individuals on the job who require ongoing, updated training.

There has been a renewed focus on manufacturing in the U. S. in the past five years. The primary focus, however, is shifting to how to marry technology with manufacturing so that companies are able to operate at maximum productivity while remaining profitable.

Manufacturing has been hit hard over the years. It’s not simply the recent recession that has made it difficult. Long before the recession was a blip on the radar, manufacturing businesses and the jobs they provided were involved in a mass exodus from the U.S. It was a combination of increased regulation, skyrocketing taxes, difficulty receiving financing, and the high cost of skilled labor that drove away businesses. They sought locations and companies with fewer regulations and significantly lower wages that were willing to offer tax breaks to attract the manufacturing businesses.

However, gas prices and a greater need for jobs at home (creating more favorable regulatory and tax situations) are making manufacturing enterprises more favorable on our shores once again. The problem of doing more with less still remains though. That’s why manufacturing businesses are turning to technology to increase productivity on the floor without piling on a mountain of labor costs to add to the bill.

The Challenges

It also doesn’t hurt that the government is beginning to realize how important manufacturing is to the past, present, and future of our country. The Council on Competitiveness has created a report entitled “Make: An American Manufacturing Movement.” The report includes a few key and vital challenges for government in order to assist in that effort.

1)   Make the U.S. an attractive safe harbor for manufacturing businesses by enacting fiscal reforms, changing penalizing tax laws, and adjusting regulations in a way designed to attract new business and increased hiring.

2)   Reduce the trade deficit so that other countries find the U.S. to be an attractive trading partner.

3)   Educate the youth of America to step up and take their roles as innovators, skilled laborers, and researchers.

4)   Provide manufacturing businesses with incentives to develop new technologies and solve current production problems.

The government has its work cut out for it, but the potential rewards for this country and future generations are immeasurable. The challenge has been levied and it’s a tall order. However, U.S. history is filled with challenges such as this and brilliant manufacturing visionaries have risen to the challenge and exceeded expectations. All that remains is to discover who will be the next visionary to change the face of manufacturing once again.

IT Businesses Stay Out?

Some in the IT industry feel they are being pushed out of their IT jobs as companies outsource the positions to foreign nationals. Some even go as far as to say that companies should only hire Americans and that all foreign nationals should be sent home. Some also say that the special type of work visa known as the H-1B visa be immediately stopped. By doing so, it would block companies from hiring foreigners to do the jobs Americans should be doing. The problem with this logic is that sealing our borders like this would likely create fewer jobs in the IT industry than many realize.
Would Unemployment Be Fixed?

The thought that taking these steps would eliminate the 9 percent unemployment the country is suffering with, other experts warn that a move like this could have lasting consequences. One of the biggest factors is the evidence that indicates that by encouraging highly educated IT professionals to come into the US or to encourage those graduating with technical degrees in the US to stay here; you will actually boost growth and employment in the country. Those who are in these fields are more likely than average professionals to start and build successful businesses.

According to a study from Duke University, one quarter of US science and tech companies founded from 1995 to 2005 were lead by foreign-born individuals. Those companies generated $52 billion in revenue and employed 450,000 people in 2005. In addition to this, if you look a Silicon Valley specifically, 52 percent of all startups are begun by foreign-born individuals. Companies like eBay, Intel, Oracle and even Google were all founded by immigrants. There’s more data to back this up, too. 25.6 percent of patent applications filed in 2006 listed foreign nationals as the inventors.

Another report this time from the Partnership for a New American Economy indicates that immigrants or their children founded more than 40 percent of the Fortune 500 companies listed in 2011.

It is important to note the numerous abuses of some types of work visas. Yes, foreign nationals are taking the jobs of Americans who could do the work in some situations. However, by and large, the number of jobs foreign nationals and immigrants create in the United States is far more. Therefore, sealing the borders could actually do more harm than good.

Why Cloud Computing Is So Important

Cloud computing is one of the largest investments companies will make in the IT world this year and next. They are doing so because of all it has to offer to them.

• Computing strength increases numerous times over the standard practices. Companies are able to store some or all of their programs, data and other useful information in a remote server. This allows the server to run continuous backups. It is also possible to access that data from any location, driving up productivity from any location.
• With cloud computing, companies will see a reduction in the cost of IT within their business. Most businesses do not want to hire a full time IT person if they do not need to. With this system, even small businesses can implement it without having to worry about high costs to manage the system. You can take back some of that office space, give your personnel more work on the goal and even reduce overall costs related to full time employees.
• It is completely flexible. Unlike older systems, cloud computing allows the company to use new software without actually investing in the more expensive hardware to get it in place. You can even invest in a pay-as-you-go product, which means you can take advantage of new technologies when they happen. Your architect can manage changes to a blueprint in moments without having to spend hours uploading or downloading, sending and faxing plans back and forth.

IT personnel will find that this is where the job growth in the IT field is likely to happen in 2012 and beyond. The fact is, businesses need to be able to use this service and since it is so easy to put into place, without a lot of overhead to do so, the IT world is likely to change significantly as a result. Those who are looking for jobs in this area should focus primarily on cloud computing companies and those companies that offer back up to them. This is where the jobs are likely to be because of the demand in the industry.

Some leaders use team-building initiatives to improve manager morale and build cohesion, while other managers use frequent team meetings to clarify tasks, responsibilities, and roles.

All of these strategies are good and have their place. However, for the senior-level executive, building a strong management team is king. Top tier leaders know to devote the majority of their time and effort in identifying strong mangers, who when added to a collectively strong management group, propels both themselves and their company to success. These types of managers understand the issues and priorities that add the greatest value to a business. They also know what skills and expertise they need in putting together a management team to add to this value-added philosophy.

Strong executive leaders see their management team as an extension of themselves. They empower key players of the management team to make mission-critical and executive level decisions. Key areas that strong managers can participate in are customer relationship management, external shareholder communication, and communicating and influencing peers, to name a few.

But top executive leaders don’t simply build a strong management team, and forget about them. Rather, they are continuously building and upgrading their team. They don’t wait for an opening, but are proactive in finding the right talent  — both inside the organization and outside — to support them and their company in its goals.

Although traditional training programs are often supported by executive leaders, some prefer to stretch their future star managers with assignments that are slightly beyond their current scope. This strategy is designed to empower top management performers in terms of not only company goals, but their own individual career goals as well. This tactic also allows the executive leader to help his star manager build new skills, open up to new perspectives, and be motivated to excel professionally.

These types of executives are not afraid to let their emerging leaders shine or move forward within the organization. They recognize that allowing star managers to move forward, it not only opens up positions to bring in new top talent, but enables the promoted manager to showcase his talents and abilities.

The Bottom Line

In the end, these types of executive leaders develop a reputation that young, ambitious talent aspires to. Up-and-coming managers happily hook up under their wing, in order to move forward in their careers. Overall, the company also benefits, because in the age of increasing global competition, an organization must constantly grow its management strength, to remain competitive.

How do you do it?

Carving out your little corner of the World Wide Web isn’t always easy. Right now things are finally starting to pick up and companies are just beginning to start the hiring process after a fairly long (four-year) drought. Unfortunately, there are a lot of recruiters out there competing for the attention of the same high-quality recruits you want to work with.

This means that you need to make sure your listings or ads are the ones that job seekers are finding. The way to do this is through a process called search engine optimization or SEO. What that means is that you need to “optimize” your listings so that they get noticed by the search engines.

But, here’s the kicker: a lot of other recruiters are trying to optimize the same major keywords that people are using while searching for jobs. There are only 10 spots on Google’s front page and that’s where you ideally want your job listing displayed.

Keep these tips in mind as you make your listings get the attention they deserve. They will help you create listings that get attention from search engines. More importantly, they are the same terms that job seekers are searching.

Use Full Job Titles in Your Ads

The more specific you are about the exact title and/or description of the job that’s available, the better your chances to fall near the top of the search results for that term will be.

For instance, you might find thousands of jobs on any given day for a “senior developer”. If you get more specific in your search terms and place an ad for a “senior Python developer” you’ll have fewer competing ads to contend with. You can take it a step further and use the term “senior Python developer Django framework” to weed out even more of the competition.

Place Ads that are Location Specific

Using the location where the job is available accomplishes many things. First, it capitalizes on the fact that many people do include states, cities, and even areas of cities, to help them refine their job searches. You definitely want your ads to be found by people who are looking for jobs in the area.

Second, it gets rid of competitive job listings halfway across the counter or in other countries. This means that your ad will be more likely to be found by the people who are interested in the job you have available – especially those who are searching locally because you’ve tailored the ad to target the location of the company.

These are just two small ways you can use keyword and phrases to assist you in your executive recruiting endeavors. Use them well and find new ways to make your listings as unique as possible so that your ads will be found by the right job candidates time and time again.