role of hr in total quality management (2)
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ROLE OF HR IN TOTAL
QUALITY MANAGEMENT(TQM)-Sasmita PaloNayantara Padhi
AKASH E K GANESH SHARSHA R
JAYAN SUJASIVAKUMAR P
VARSHA B S
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What is TQM?TQM is to satisfy customer needs through employee
empowerment and performance measurement
Implementation of TQM requiresReengineering of manufacturing process and products
JIT
Bench marking world class Co.Production at zero defect levelContinuous improvement at activity and processes throughteam spirit.
HRs critical rolesManaging psychological transitionMotivating an enlivening people to achieve total quality
To align TQ human resource strategic mgt with businessstrategic mgt.Should act as internal consultants to other departments.
To unlock potential of employees
Key role in building an organizations TQM culture07/14/12 2
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PREVIOUS RESEARCHESRELATED TO TQM
Caudron 1993 :- HR must partner with otherdepartments in the organization to support
TQM effectively. Schonberger 1994 :- to make process
improvement part of everyones job. Dansky and Brannon 1996 :- the
relationship between TQM and HR,investigation in home health agencies. Thereis an affirmative relation between the two.
Partha 1997 :- TQM approach emphasizesplanned changes through HR.
Vouzas 2004 :- Role of personnelprofessionals in quality improvements havebeen overlooked in Greek industrialor anizations.
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METHODOLOGY OF THERESEARCH
Conducted in Rashtriya Ispat Nigam Limited(RINL), Vishakapatnam Steel Plant (VSP).
Time from Jan 2001 to Dec 2002 Primary sources
Interview with 75 senior executives (structured)of HRD, TQM-ISOCELL and 15 trade unionist(unstructured)
Secondary sources
Files Records Documents Annual reports Periodicals like ukkauvani and prerana
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BACKGROUND OF TQM INSAMPLE ORGANIZATION
Located on the coast of Bay of Bengal in thestate of Andhra Pradesh
Plan started in 1981 68 th largest steel producing company
globally. TQM began on 15 th sep 1995 and TQM-ISO
Cell was established in Jan 1997. TQM techniques
Bench marking Quality improvements projects Employee involvement scheme housekeeping
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ALIGNMENT BETWEEN HRAND QUALITY POLICY
The basic tenet is to create highly motivatedvibrant and self driven work force along with itscommitment to supply quality products andservices to its customers
Workforce
Continued up gradation of skills and competence building developing motivational climate improving internal communications building productive business culture Fabricating discipline as a part of work life
Quality policy Manufactured products as per specifications andstandards
Follow documented procedures for achieving exceptedstandards
Continuously strive to improve quality of all materials,processes and products
Encourage active involvement of all employees to pursue07/14/12 6
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STAGES FOR TQMIMPLEMENTATION
Phase I (Envisioning) Construct and
communication of the TQM mission Phase II(Preparing)-making necessaryorganizational arrangements for TQMimplementation
Phase III(implementing) Creating quality awareness Developing management support Organizing quality workshop Forming QATs Changing mindset
Phase IV (sustaining the momentum) Training Communication team building
employee involvement07/14/12 7
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INTERFACE BETWEEN HRD ANDOTHER DEPARTMENTS TO
SUPPORT TQM Partnership of HR with other departments is
essential for the progress of TQM.
In RINL\VSP the HR department plays therole of both facilitator and participant inimplementing TQM.
RINL\VSP have not only preached the TQM
mantra, they have also practiced it in theirfunctional areas. The HR professionals at RINL\VSP have
adopted the policy of companionship to
spread the message of TQM.07/14/12 8
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CONTD...
TQM facilitators where taken from allthe departments to conduct qualityworkshops.
The quality policy of the organisationwas communicated to the managersof the respective departments by theHR professionals.
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ROLE OF HRPROFESSIONALS AS
INTERNAL CONSULTANTS HR professionals acted as facilitatorsand trainers in conducting qualityworkshops.
HR Professionals advised thedepartments pertaining to theformulation of draft MOU and raisingpoints for discussion and resolution.
They also acted as consultants in thearea of cost reduction and reductionof activity cycle.07/14/12 10
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CONTD... They also suggested ways and means to
improve work climate by conductingsurvey of the employees.
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HR Challenges associatedwith TQM
Motivating knowledge workers Mobilizing key managerial personnel Obtaining employees satisfaction Overcoming communication barriers PSU trappings Vastness of organization
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Conclusion The HR professionals in RINL/VSP have
played a strategic role at different stages of TQM implementation
a.Assisted in aligning HR & quality policiesb.Creating & communicating the TQM visionc. Preparing the organization as well as the
employees for TQM implementation
d.Generating quality awareness amongemployees across levels, functions & dept.e.Organizing quality workshops, TQM training
programs07/14/12 13
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The TQM-HRM bondage can further benurtured by adopting the following measures HR managers should be rigorously trained as
TQM trainers/facilitators Implementation of TQM should become a partof the assessment/appraisal of the employeesperformance
TQM incentives should be introduced totrigger employees in this direction Trade unions should be involved in TQMmovements Help out people to perceive quality as a super-07/14/12 14
Contd..
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Reinforce the system for informationsharing, suggestion scheme,monitoring results, accountability aswell as feedback co-ordination.
Thus, following implementation of TQMfrom a mere functional dept. HRDDept. has now become anindispensible tower of strength forthe organization.
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THANK YOU