Published Online:February 2026
Product Name:The IUP Journal of Operations Management
Product Type:Article
Product Code:IJOM020226
DOI:10.71329/IUPJOM/2026.25.1.23-42
Author Name:Subhrodipto Basu Choudhury and Sourav Majumder
Availability:YES
Subject/Domain:Management
Download Format:PDF
Pages:23-42
The study examines the application of Six Sigma in HRM in the Indian organizational context using a multi-sector empirical design. Drawing on Quality Management Theory, Strategic Human Resource Management (SHRM), and the Ability-Motivation-Opportunity (AMO) framework, the study investigates the relationship between Six Sigma adoption, HR process efficiency, training effectiveness, and employee attrition. Survey data was collected from approximately 500 HR professionals across 30 Indian organizations operating in IT services, healthcare, manufacturing, and business services. Hierarchical regression analysis and analysis of variance (ANOVA) were employed to test the proposed relationships and examine differences across stages of Six Sigma maturity. The results indicate that Six Sigma adoption is significantly associated with reduced employee attrition and improved workforce stability. In contrast, the direct effect of Six Sigma adoption on aggregate HR process efficiency is positive but modest. Differences in attrition rates across Six Sigma maturity stages further suggest that more advanced implementation is associated with lower voluntary turnover. These findings indicate that Six Sigma functions more effectively as a strategic HR infrastructure supporting workforce outcomes, rather than as a standalone driver of broad HR operational efficiency.
Indian organizations operate in a complex human resource (HR) environment characterized by a large and heterogeneous workforce, regulatory compliance requirements, skill shortages, and persistently high attrition in sectors such as information technology (IT), healthcare, and business services.