TABLE OF CONTENTS It is generally accepted that no one should ever be required to work beyond that person's capabilities. Hence, it is essential to ensure that all those participating in Six Sigma activities possess the necessary faculties, aptitude, skills and knowledge. The consequent selection, training and development of potential Six Sigma participants should be based on predetermined competency profiles. Of course, such competency profiles will be tailored to the needs of a particular organization. However, it may be useful to consider those put forward in this chapter as a basis for this tailoring. Typical competencies for people involved in Six Sigma activities are described.
A typical competency model for a yellow belt might include the following:
Job knowledge good understanding of his/her work (job/task/process, its inputs, resources used, controls applied , customer expectations and outputs).
Co-operation willingness and ability to work with others; readiness to try out new ideas and methods.
Initiative resourceful; ready to offer ideas and suggestions about his/her job/task/process.
Personal qualities demonstrates understanding, friendliness, adaptability, empathy and politeness in group project activities; has integrity; focuses on and perseveres towards goal attainment; has inquiring mind; has, or is willing and has the ability to develop with respect to:
Basic skills understanding of basic graphs, tables, flow-charts and the performing of simple calculations in relation to work-related projects;
Six Sigma methods understanding of selected basic Six...
