Total Quality Management

September 21, 2009

Relationship of TQM and HRM: The Strategic Perspective

Filed under: HRM in TQM — Tags: , , — Ferhan Syed @ 8:02 pm

TQM pioneered by Edward Deming, is a broad-based systematic approach for achieving high levels of quality. Many leading companies such as Motorola, Cadillac, and Xerox, whose strategies require them to survive against the pressures of world-class competition, have¬† implemented TQM. (more…)

August 29, 2009

Training Programs in TQM Environment

Filed under: HRM in TQM — Tags: , , , — Ferhan Syed @ 6:28 pm

In a global marketplace, firms face changing market conditions brought on by new competitors and changing customer preferences. Firms must rely on their employees to anticipate possible problems, develop new products and services, and increase the quality to remain competitive. (more…)

May 21, 2009

Employee Involvement: Its Magical Benefits

Involving employees, empowering them, and bringing them into decision making process provides the opportunity for continuous process improvement. The untapped ideas, innovations, and creative thoughts of employees can make the difference between success and failure. Competition is so fierce that it would be unwise not use every available tool. (more…)

September 21, 2008

Human Resource Management in TQM

HRM and TQM

Total quality management (TQM) has far-reaching implications for the management of human resources. It emphasizes self-control, autonomy, and creativity among employees and calls for greater active cooperation rather than just compliance.

Indeed, it is becoming a maxim of good management that human factors are the most important dimension in quality and productivity improvement.

Involvement: A central idea of Human Resource utilization

At the heart of the TQM is the concept of intrinsic motivation-involvement in decision making by the employees. Employee involvement is a process for empowering members of an organization to make decisions and to solve problems appropriate to their levels in the organization.

The Lean (Toyota) systems, utilizing JIT techniques are more productive, smaller and more efficient, increases worker pride and involvement on shop floor.

Define Employee Empowerment

The dictionary definition  of empowerment is to invest people with authority

Empowerment should not be confused with delegation or job enrichment. Delegation refers to distributing and entrusting work to others. Employee empowerment requires that he individual is held responsible for accomplishing the whole task. The employee becomes process owner- thus the individual is not only responsible but also accountable. Employee empowerment requires that the individual is held responsible  for accomplishing a whole task.

Suggestion System

Suggestion systems are designed to provide the individual with the opportunity to be involved by contributing to the organization. The key to an effective system is management commitment. It is the responsibility of management to make it easy for employees to suggest improvements. Stimulating and encouraging employee participation starts the creative process.

Five Ground Rules for Stimulating and Encouraging Suggestion System are:

1. Be Progressive by regularly asking your employees for suggestions

2. Remove fear by focusing on the process and not on the person.

3. Simplify the process so it is easy to participate

4. Respond Quickly to suggestions and within specified period of time

5. Reward the idea with published recognition so that everyone knows the value of contribution.

Why Training is important in TQM based organizations?

As, at the heart of TQM is the concept of intrinsic motivation-involvement in decision making by the employees, it means more responsibility, which in turn requires a greater level of skill.
This must be achieved through TRAINING.

Basic Steps of Effective Training Plans

  • The first step in training process is to make everyone aware of what the training is all about. Thoughts suggestions should be gathered.
  • The second step is to get acceptance. The trainees must feel that training will be of value to them.
  • The third step is to adept to adapt the program. Is everyone ready to buy into it? Does everyone feel they are a part of what is going to take place?
  • The fourth step is to adept to what has been agreed upon. What changes must be made in behavior and attitudes. (more…)

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