TRAINING FOR QUALITY

Presented By

Ms. Nidhi Kukreja

Mr. Mohnish Madkaikar

INTRODUCTION

What is Quality ?

What is Training ?

Why Training for quality ?

Conventional training and modern training methods

Physical training and Virtual training

Paid training and On-job training

Fabric Washing

Fabric Bitting

Cutting

Sewing

Finishing

Dispatch

Packing

Garment Production Flow chart

Quality Control

MANAGEMENT OF QUALITY TRAINING

A delineation of responsibilities for who contributes and in what ways

A strong and unswerving focus on the customer – Internal and External

A plan established with clear strategies and tactics for quality training

A budget to fund the plan

RESPONSIBILITIES

Training for Quality and TQM system the training supports can succeed only if there is accountability and responsibility for its implementation and effectiveness

Executive leadership – The executive team bears the responsibility for creating a quality culture in the organization

Human resource – The Human Resource (HR Dept.) bears the responsibility for implementing the Quality training strategy

The quality professionals – The quality professionals (Quality Dept.) bear the responsibility to collaborate with the HR professionals to share their technical expertise on quality

FOCUSING ON THE CUSTOMER

While drafting a Training program following factors should be taken into account for effective and positive deployment of the plan

• Customer Need

• Customer Expectation

• Customer Satisfaction

• Customer Perception

DEVELOPING A TRAINING PLAN FOR QUALITY Quality Awareness –

Why quality is important What quality means in our environment How quality affects our daily work Where we can begin to apply quality concepts and techniques

Executive education – Modular training Just – in – time training Mentoring Lecture by peers Self Study Conferences

RESOURCES There must be a purposeful effort to identify the staffing and

materials funding necessary to achieve quality training goals There has to resource commitment made that is visible and

actionable for carrying out the training program

Resources include the following factors : Budgeting -

Any training program requires a dedicated financial commitment They need to be committed specifically to a strategy and tactics that

support training for quality

Staffing – Various staffing structures are as follows Centralized Hun and Spoke Decentralized Shared External quality consultants

CURRICULUM DESIGN Curriculum design is the mainstay of a successful quality training

system The process by which the subject matter is selected and shaped into

a curriculum is of critical concern

Key elements of this process are : Analysis of customer needs – Trainee needs

Instructional design – It consists of developing specific learning events or educational techniques that can assist an individual in translating written words into knowledge

Content development – It is influenced by performance needs , Job requirements and Audience

Pilot testing – Once the content is developed the Quality training should be pilot tested with a group of objective participants

IMPLEMENTATION AND DELIVERY

Training for quality is usually delivered in two steps : Implementation of planning and preparation Delivery

Instructional Techniques – Before selecting delivery media the implementation designer must decide the instructional techniques will be most appropriate for delivering the training

Delivery systems, media , Devices – Live lectures Audience response system Workbooks and course study Audio tape Live video Recorded video tape Multimedia control

External Vs Internal sourcing

For maximum training effectiveness the quality of the delivery system and especially that of the trainer is very important

For this reason the sourcing of delivery system and trainers is an important decision while implementing the plan

The decision usually depends on two factors: The size of the training budget Training policy

TRAINING METHODS Conventional Training

On job training Independent study Self directed learning Group learning

Technology – Based Training Computer supported learning Computer managed instruction Computer assisted instruction Distance learning

COLLABORATIVE TRAINING SYSTEMS

These systems are the most advanced versions of computer teleconferencing

The three major developments that have contributed to the growth of participative, on-line training and collaborative work sharing are : The significant increase in the internal training needs of the

organization in both public and private sector The advent of work-process-oriented relationships based on

team work The development of groupware

MEASUREMENT

The success of training and collaborative projects is not obvious from casual observation, it has to be measured in terms of specific , widely accepted and understood metrics.

These metrics include: Learning metrics Cycle time Work product quality Individual and team productivity cost

EVALUATION

Evaluation is critical to effective training for quality.

Systematic approach to training Evaluation: Trainee’s reaction Trainee’s learning Whether and how trainee’s are using what they learned Whether and how the use of learning has enhanced job

performance

IDEA CONCEPT DESIGN

INTRODUCEEVALUATION

QUALITY TRAINING PROCESS

WHY TRAINING FAILS ?

Lack of prior participation by line managers

Too narrow a base

Failure to change behaviour

ADVANTAGES OF QUALITY TRAINING

Mistake proofing

Value addition

Balancing capacities

Precise cost definition

Positively controlled management

Diagnosis & troubleshooting

Time effective production

Increased productivity

CONCLUSION

Globalization has created a high level of awareness regarding quality and its importance among the organizations.

In organization the prime role of training is to develop work related skills.

Training for quality supplies quality management expertise that have major impact on customer relationship and global market.

THANK YOU