Human Resource Development & Management

HR DEVELOPMENT & MANAGEMENT

What do you under stand by HRD&M ? It deals with the approaches, resulted due to the effects of the changing world of work - like implication of globalisation, technology changes, work force diversity, labour shortages, changing skill requirements, continuous improvement initiative, the contingent work force, the decentralised work sites, and employee involvement

HR DEVELOPMENT & MANAGEMENT

• Aspiration for intrinsic motivation( that comes from within ) and empowerment of workers are essential for assuring sustained results

• Similarly, the concept ‘Kaizen’, that means continuous improvement, functions well if it is accompanied with human resource effort, because human factor is an important feature in the improvement of quality and productivity

• Most of the specialists agree that organizational success is by involving and empowering employees at all level. The philosophy is in agreement with the Deming’s principles:-

HR DEVELOPMENT & MANAGEMENT

Deming’s philosophy:- Institute training on the job Break down barriers between

departments to build teamwork Drive out fear in the workplace Eliminate quotas on the shop floor Create conditions that allow employees to

have pride in their workmanship and abolish annual reviews and merit ratings

Institute a program of education and self-improvement

HR DEVELOPMENT & MANAGEMENT

What are the attributes of TQM? TQM has far reaching implications for the

management of human resource. It emphasises • self control, • autonomy, and • creativity among employees and

It calls for greater active cooperation rather than just compliance

Empowering employees - authorising members at their work stations to take appropriate decisions at their level for improvement of process

HR DEVELOPMENT & MANAGEMENT

Attributes of TQM Also, initiative of employees in decision making is

equally important in the service industry as the customer’s perception of quality often changes while interacting with the employee on one-to one basis, like

Quality in an airline is represented not by the GM or pilot but by counter personnel and flight attendants

Therefore, operations of a system is people’s dependant, and no system will work with disinterested or poorly trained employees

Hence TQM coordinates the system through inter/intra comm. in departments and

Introduces Lean system approach in organization

HR DEVELOPMENT & MANAGEMENT

TRAINING AND DEVELOPMENT Training is conducted when there is a

requirement Each elevation in responsibility requires

enhancement of skill level through training Besides, all sorts of trainings, the organisations

must focus on training programs of Problem solving techniques, Problem analysis, Statistical process control, and quality measurement

HR DEVELOPMENT & MANAGEMENT

Quality Training Curricula:Most of the multi-national companies includes following topics in their quality training programme: Quality awareness Quality measurement Process management and defect prevention Team building and quality circle training Focus on customers and markets Statistic and statistical methods Taguchi methods

HR DEVELOPMENT & MANAGEMENT

Managerial training includes:- Effective interactive skills Problem solving process The quality improvement process; additionally Strategic importance of quality The cost of poor quality Their role in influencing the quality of products and

servicesQuality training is found to be of greatest impact when its practices are coupled with measurement and reward system

HR DEVELOPMENT & MANAGEMENT

SELECTIONWhat is the premise of selection for a job? To employ right man for the right job Job analysis or specifications of job Compare the qualification with the nature of

job with additional requirements, such as, attitude, values, personality type, analytical ability

In quality conscious environments, the hired person needs sharp problem solving techniques to produce quantitative results

HR DEVELOPMENT & MANAGEMENT

PERFORMANCE APPRAISALHow to design an effective performance appraisal system? • Conversely to the common practices in vogue , and

Deming propagation about performance appraisal• Evaluation will be most effective when focused on

the objectives of the company• Thereby meaning that, appraisal should be based

on the out come to the objectives, which are determined through quality work and customer’s satisfaction

HR DEVELOPMENT & MANAGEMENT

COMPENSATION SYSTEM• A good incentive and reward system should

not be designed on individual’s performance• Because it instigates internal competition • Rather, it should promote group’s

effectiveness, lateral communication and responsibility for the entire process, culminating on the out come of customer’s satisfaction, and company’s reflection to total commitment to promote quality in her system

HR DEVELOPMENT & MANAGEMENT

TOTAL QUALITY ORIENTED HRM• To implement TQM through out the organisation, it is

imperative that good management practices are followed within the processes of the function itself

• This means continuous improvement as a way of department life

• Experts recommend following principles of TQM to work in HR department:a. Quality work the first timeb. Focus on the customersc. Strategic holistic approach to improvement as a way of

lifed. Mutual respect and teamwork