C
class89
Can anyone share examples of MSA done for employee skill.
Re: MSA for employee skill
Welcome to the Cove.
You might not get any examples, because I'm not sure it's even possible to do what you're looking for. What's the measurement system that you want to analyze? Are the measurement criteria objective?
Welcome to the Cove.
You might not get any examples, because I'm not sure it's even possible to do what you're looking for. What's the measurement system that you want to analyze? Are the measurement criteria objective?
Re: MSA for employee skill
Is this associated with some kind of a six sigma project?
Stijloor.
Is this associated with some kind of a six sigma project?
Stijloor.
C
class89
Re: MSA for employee skill
The Measurement System that I want to analyze is the skill rating system. With a given criteria in place, I would like to know through MSA GR&R survey how 2 or more managers rate the skill of say 20 employees who have worked with them.
The Measurement System that I want to analyze is the skill rating system. With a given criteria in place, I would like to know through MSA GR&R survey how 2 or more managers rate the skill of say 20 employees who have worked with them.
C
class89
Re: MSA for employee skill
mainly for CMMI Level 4. May also be used for a Six sigma project later
mainly for CMMI Level 4. May also be used for a Six sigma project later
W
WKHANNA
Re: MSA for employee skill
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Re: MSA for employee skill
Do you want to know how 2 managers rate the same group of people or how they rate different groups (i.e., manager "A" rates group "A" and manager "B" rates group "B")? Again I ask, are there objective criteria? You can't judge skill, per se, without the same objective criteria being applied in all instances of the analysis. There are some fairly simple statistical tools that can be used to compare groups of test or analysis results. Nonetheless, you also don't need a weatherman to know which way the wind blows. If you have one manager whose ratings are consistently different from others, for example, you have a basis for examining criteria and objectivity.
Do you want to know how 2 managers rate the same group of people or how they rate different groups (i.e., manager "A" rates group "A" and manager "B" rates group "B")? Again I ask, are there objective criteria? You can't judge skill, per se, without the same objective criteria being applied in all instances of the analysis. There are some fairly simple statistical tools that can be used to compare groups of test or analysis results. Nonetheless, you also don't need a weatherman to know which way the wind blows. If you have one manager whose ratings are consistently different from others, for example, you have a basis for examining criteria and objectivity.
C
class89
There is an Objective criteria like what is a '1' rating for a particular area and what is a '2' rating for another etc. In this case, Manager A and Manager B will rate the same group of 20 employees they have worked with with either now or in the past. The MSA GR&R is to identify if there is significant difference in rating the employees. Also, if there is any other method of checking if the Skill rating process is good enough or not, anyone may please suggest. Thanks.
Pardon me for asking a lot of questions, but I think you might be headed down a path that will result in meaningless numbers. If the criteria are truly objective, you should be able to look at rating results and see differences without a lot of analysis. For example, if one of the criteria were "Always finishes work on time," and the time criterion is defined and understood, and there's objective evidence to support a finding one way or another, if manager "A" says "yes" and manager "B" says "no," you'll know that there's a problem without doing further analysis.
If you're using Likert scales, and you can't provide an objective differentiation between a "1" and a "2," you aren't working with objective criteria, you're looking at perceptions. While it might be helpful to understand to the extent possible how those perceptions might differ, the differences can be seen in general just by looking at them.
This sounds to me like the overcomplication that's a diagnostic symptom of Six Sigma. Don't let the tail wag the dog.
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