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Total Quality Management
Total Quality Management (TQM) is an approach that seeks to improve quality and performance which will meet or exceed customer expectations.

This can be achieved by integrating all quality-related functions and processes throughout the company. TQM looks at the overall quality measures used by a company including managing quality design and development, quality control and maintenance, quality improvement, and quality assurance.
TQM takes into account all quality measures taken at all levels and involving all company employees.

Origins Of TQM
Total quality management has evolved from the quality assurance methods that were first developed around the time of the First World War. The war effort led to large scale manufacturing efforts that often produced poor quality. To help correct this, quality inspectors were introduced on the production line to ensure that the level of failures due to quality was minimized.

After the First World War, quality inspection became more commonplace in manufacturing environments and this led to the introduction of Statistical Quality Control (SQC), a theory developed by Dr. W. Edwards Deming.

This quality method provided a statistical method of quality based on sampling. Where it was not possible to inspect every item, a sample was tested for quality. The theory of SQC was based on the notion that a variation in the production process leads to variation in the end product.

If the variation in the process could be removed this would lead to a higher level of quality in the end product.

Post World War Two
After World War Two, the industrial manufacturers in Japan produced poor quality items. In a response to this, the Japanese Union of Scientists and Engineers invited Dr. Deming to train engineers in quality processes.
By the 1950’s quality control was an integral part of Japanese manufacturing and was adopted by all levels of workers within an organization.

By the 1970’s the notion of total quality was being discussed. This was seen as company-wide quality control that involves all employees from top management to the workers, in quality control. In the next decade more non-Japanese companies were introducing quality management procedures that based on the results seen in Japan.

The new wave of quality control became known as Total Quality Management, which was used to describe the many quality-focused strategies and techniques that became the center of focus for the quality movement.

Principles of TQM
TQM can be defined as the management of initiatives and procedures that are aimed at achieving the delivery of quality products and services. A number of key principles can be identified in defining TQM, including:

  • Executive Management – Top management should act as the main driver for TQM and create an environment that ensures its success.

  • Training – Employees should receive regular training on the methods and concepts of quality.

  • Customer Focus – Improvements in quality should improve customer satisfaction.

  • Decision Making – Quality decisions should be made based on measurements.

  • Methodology and Tools – Use of appropriate methodology and tools ensures that non-conformance incidents are identified, measured and responded to consistently.

  • Continuous Improvement – Companies should continuously work towards improving manufacturing and quality procedures.

  • Company Culture – The culture of the company should aim at developing employees ability to work together to improve quality.

  • Employee Involvement – Employees should be encouraged to be pro-active in identifying and addressing quality related problems.


The Cost Of TQM
Many companies believe that the costs of the introduction of TQM are far greater than the benefits it will produce. However research across a number of industries has costs involved in doing nothing, i.e. the direct and indirect costs of quality problems, are far greater than the costs of implementing TQM.

The American quality expert, Phil Crosby, wrote that many companies chose to pay for the poor quality in what he referred to as the “Price of Nonconformance”. The costs are identified in the Prevention, Appraisal, Failure (PAF) Model.

Prevention costs are associated with the design, implementation and maintenance of the TQM system. They are planned and incurred before actual operation, and can include:

  • Product Requirements – The setting specifications for incoming materials, processes, finished products/services.

  • Quality Planning – Creation of plans for quality, reliability, operational, production and inspections.

  • Quality Assurance – The creation and maintenance of the quality system.

  • Training – The development, preparation, and maintenance of processes.

Appraisal costs are associated with the vendors and customers evaluation of purchased materials and services to ensure they are within specification. They can include:

  • Verification – Inspection of incoming material against agreed upon specifications.

  • Quality Audits – Check that the quality system is functioning correctly.

  • Vendor Evaluation – Assessment and approval of vendors.

Failure costs can be split into those resulting from internal and external failure. Internal failure costs occur when results fail to reach quality standards and are detected before they are shipped to the customer. These can include:

  • Waste – Unnecessary work or holding stocks as a result of errors, poor organization or communication.

  • Scrap – Defective product or material that cannot be repaired, used or sold.

  • Rework – Correction of defective material or errors.

  • Failure Analysis – This is required to establish the causes of internal product failure.

External failure costs occur when the products or services fail to reach quality standards but are not detected until after the customer receives the item. These can include:

  • Repairs – Servicing of returned products or at the customer site.

  • Warranty Claims – Items are replaced or services re-performed under warranty.

  • Complaints – All work and costs associated with dealing with customer’s complaints.

  • Returns – Transportation, investigation, and handling of returned items.

Your optimized supply chain should be delivering on-time quality products to your customers, while costing as little money as possible.  TQM will help you achieve that goal.

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FAQs on Total Quality Management (TQM) - Contemporary Issues in HRD, Human Resource Management - Human Resource Management - B Com

1. What is Total Quality Management (TQM) and how does it relate to Human Resource Development (HRD) in the context of contemporary issues?
Ans. Total Quality Management (TQM) is a management approach that aims to continuously improve the quality of products, services, and processes within an organization. It involves the active participation of all employees and focuses on customer satisfaction. In the context of Human Resource Development (HRD), TQM emphasizes the importance of employee involvement, training, and development to ensure the delivery of high-quality products and services. TQM and HRD work together to create a culture of continuous improvement and employee empowerment, which ultimately leads to better organizational performance.
2. What are some contemporary issues in Human Resource Management (HRM) that impact the implementation of Total Quality Management (TQM)?
Ans. Some contemporary issues in HRM that impact the implementation of TQM include: 1. Workforce diversity: Managing a diverse workforce with different backgrounds, cultures, and perspectives can pose challenges in implementing TQM. HRM needs to ensure that diversity is embraced and leveraged to promote innovation and creativity. 2. Technological advancements: The rapid pace of technological advancements can affect the implementation of TQM. HRM needs to ensure that employees are equipped with the necessary skills and knowledge to adapt to new technologies and leverage them to enhance quality. 3. Globalization: Globalization has increased competition and expanded markets, making it crucial for organizations to implement TQM to remain competitive. HRM needs to develop strategies to effectively manage global teams and ensure consistent quality across different locations. 4. Changing employee expectations: Employees today have higher expectations regarding work-life balance, career development, and job satisfaction. HRM needs to align TQM practices with these expectations to attract and retain top talent. 5. Ethical considerations: With increased focus on corporate social responsibility and ethical practices, HRM needs to ensure that TQM practices are aligned with ethical standards. This includes addressing issues such as environmental sustainability, social justice, and fair labor practices.
3. How does employee involvement contribute to the success of Total Quality Management (TQM)?
Ans. Employee involvement is a key component of TQM and contributes to its success in several ways: 1. Ownership and commitment: By involving employees in decision-making processes and giving them a sense of ownership, they become more committed to the success of TQM initiatives. This commitment leads to increased motivation and improved performance. 2. Knowledge and expertise: Employees possess valuable knowledge and expertise about their work processes. By involving them in TQM efforts, organizations can tap into this knowledge to identify areas for improvement and implement effective solutions. 3. Continuous improvement: TQM is based on the principle of continuous improvement. Employee involvement encourages the identification of problems and the generation of ideas for improvement. This fosters a culture of continuous learning and innovation within the organization. 4. Empowerment and accountability: Involving employees in decision-making processes empowers them to take ownership of their work and be accountable for the quality of their output. This leads to increased responsibility and a sense of pride in their work. 5. Teamwork and collaboration: TQM emphasizes the importance of teamwork and collaboration. By involving employees, organizations promote a collaborative work environment where individuals work together towards common quality goals.
4. How can organizations address the challenges of workforce diversity in the implementation of Total Quality Management (TQM)?
Ans. To address the challenges of workforce diversity in the implementation of TQM, organizations can take the following steps: 1. Diversity training: Provide diversity training programs to employees to increase awareness, understanding, and appreciation of different cultural backgrounds and perspectives. This can help reduce biases, improve communication, and foster an inclusive work environment. 2. Employee resource groups: Establish employee resource groups that bring together individuals with similar backgrounds or interests. These groups can provide support, networking opportunities, and a platform for sharing best practices related to TQM. 3. Inclusive leadership: Promote inclusive leadership practices that value and respect diversity. Leaders should actively involve employees from diverse backgrounds in decision-making processes and create an inclusive work culture that encourages participation and collaboration. 4. Feedback and recognition: Implement feedback and recognition systems that acknowledge and appreciate the contributions of employees from diverse backgrounds. This can help create a sense of belonging and motivation to actively engage in TQM initiatives. 5. Recruitment and talent management: Develop recruitment and talent management strategies that attract and retain diverse talent. This can include targeted outreach, diversity-focused recruitment initiatives, and providing equal opportunities for career development and advancement.
5. How can Human Resource Management (HRM) ensure that Total Quality Management (TQM) practices align with ethical standards?
Ans. Human Resource Management (HRM) can ensure that TQM practices align with ethical standards by taking the following measures: 1. Ethical training and education: Provide employees with training and education on ethical standards and expectations. This can include workshops, seminars, and online courses that cover topics such as ethical decision-making, corporate social responsibility, and compliance with ethical codes. 2. Ethical guidelines and policies: Develop and communicate clear ethical guidelines and policies that outline the expected behavior and conduct of employees in relation to TQM practices. These guidelines should address issues such as honesty, integrity, respect, and fairness. 3. Ethical audits and assessments: Conduct regular audits and assessments to evaluate the ethical implications of TQM practices. This can help identify any potential ethical issues or violations and take corrective actions to ensure compliance with ethical standards. 4. Whistleblowing mechanisms: Establish mechanisms that allow employees to report any unethical practices or concerns related to TQM. This can include anonymous reporting channels and protection against retaliation for whistleblowers. 5. Ethical leadership: HRM should ensure that leaders at all levels demonstrate ethical behavior and serve as role models for employees. This includes promoting transparency, fairness, and accountability in TQM practices. By implementing these measures, HRM can ensure that TQM practices are aligned with ethical standards and contribute to the organization's reputation and long-term success.
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