The Role of Quality Management in Human Resources

Outline

1. Introduction
   1. Importance of quality management
   1. Employee development
2. Training
   1. Training at entry
   1. Continuous training
   1. Supported education
3. Reward schemes
   1. Nurtures devotion to the company
4. Recognition
   1. Employee of the month
   1. Interdepartmental competition
5. Conclusion

Draft with corrections

Quality management is a vital ingredient for high performance in the workforce. In human resources, quality management seeks to ensure that employees are informed and able to work with any customer effectively and helpfully. For this to happen, the quality of employees should be a continuous process that will seek to place employees in a position to help make the organization a destination of more and more consumers.

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 Through proper quality management, the human resources of a company become better and better able to perform the roles accorded them by the organization.

Training is one of the various ways through which employees can be improved.

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There are various forms of training used by the organizations to improve the quality of their workforce. Training of employees as soon as they join the organization helps them to learn their new responsibilities.

Add more details During this period, newly acquired employees also learn the ways of the organization. It is at this point that employees learn the culture of the organizations.

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At this point, the company may also choose to inspire upon these employees the level of quality the company requires upon the employees.

Employees may also be trained throughout their tenure.

Period of tenure

As new technologies are discovered, the company may need to integrate these technologies into its mechanisms. By doing this, the company will be offering better products for its people. The company will be improving on the quality of its goods and services by advancing its technology.

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Alternatively, the company can offer its employees a chance to improve their level of education. This can be done by offering scholarships and partial scholarships to employees who wish to further their education. The organization can also offer a looser schedule for these individuals so that they are able to put aside time for their classes. Education leaves may also be awarded for employees who wish to attend their classes on a full-time basis.

An organization also uses its reward scheme to motivate high quality delivery. First, if a company offers decent compensation for its employees, these employees offer better services for the company. This will be as a result to their commitment to the job. With a decent salary, employees will not need to seek other sources of income but will instead allocate all their work hours in

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issues that relate to their work. Employees may also choose to commit to the job for fear that doing otherwise would risk their job. The organization may also offer a compensation that is directly related to quality. Employees who produce high quality goods are awarded more than those who provide unpolished goods.

The organization may also offer motivation to get its employees to work harder and produce superior products. Employees who are motivated would spend more of their time in matters that are beneficial to the company. They would laos

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worker harder with motivation. Motivation can be done at departmental level by inviting people speakers to talk to the workforce.

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Through motivation, an organization is able to motivate a devoted workforce with little cost whatsoever.

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Another way to promote quality is human resources is by recognizing devoted personnel. Recognition may be done on individuals who perform well in an organization. The employee of the month is recognition that may be awarded to employees who devote their time to promoting quality in the organization. Performers may also be promoted to get them to positions where their influence would be more impactful to the organization. Other recognitions may be awarded to whole department to promote interdepartmental competition and promote quality across departments. Employees will strive to win specific recognitions that are relevant to their departments and job positions. This will promote hard work and better quality products.

The quality that results from an organization is largely dependent on the human resources of the company. If the employees are unmotivated, they are likely to provide services that are below required standards. Quality may however be encouraged through a varity of measures including educating employees as they join the company and during their tenure, offering decent salaries and motivation, and by recognizing individuals who are committed to the quality of the organization.

Final Essay

Quality management is a vital ingredient for high performance in the workforce. In human resources, quality management seeks to ensure that employees are informed and able to work with any customer effectively and helpfully (Bhattacharyya, 2009). For this to happen, improving the quality of employees should be a continuous process that will seek to place employees in a position to help make the organization a destination of more and more consumers. Through proper quality management, the human resources of a company become better and better able to perform the roles accorded them by the organization.

Training is one of various ways through which employees can be improved. There are various forms of training used by the organizations to improve the quality of their workforce. Training of employees as soon as they join the organization helps them to learn their new responsibilities early before they start relaxing (Bhattacharyya, 2009). During this period, newly acquired employees also learn the ways of the organization. It is at this point that employees learn the culture of the organizations and strive to become part of it. By understanding the culture of a company, the employee gets a better understanding of the position of quality in the organization. At this point, the company may also choose to inspire upon these employees the level of quality the company requires upon the employees.

Employees may also be trained throughout their period of tenure. As new technologies are discovered, the company may need to integrate these technologies into its mechanisms (Westcott, 2013). By doing this, the company will be offering better products for its people. The company will also improve the quality of its goods and services by advancing its technology. Alternatively, the company can offer its employees a chance to improve their level of education. This can be done by offering scholarships and partial scholarships to employees who wish to further their education. The organization can also offer a looser schedule for these individuals so that they are able to put aside time for their classes (Total Quality Management, 2008). Education leaves may also be awarded for employees who wish to attend their classes on a full-time basis.

An organization also uses its reward scheme to motivate high quality delivery. First, if a company offers decent compensation for its employees, these employees offer better services for the company. This will be as a result to their commitment to the job (Bhattacharyya, 2009). With a decent salary, employees will not need to seek other sources of income but will instead allocate all their work hours to issues that relate to their work. Employees may also choose to commit to the job for fear that doing otherwise would risk their job. The organization may also offer a compensation that is directly related to quality. Employees who produce high quality goods are awarded more than those who provide unpolished goods.

The organization may also offer motivation to get its employees to work harder and produce superior products. Employees who are motivated would spend more of their time in matters that are beneficial to the company. They would also work harder with motivation. Motivation can be done at departmental level by inviting speakers to talk to the workforce. Through motivation, an organization is able to motivate a devoted workforce with little cost whatsoever. The company may employ as many forms of motivation as possible since different employees would react differently to different methods.

Another way to promote quality is human resources is by recognizing devoted personnel. Recognition may be done on individuals who perform well in an organization. The employee of the month is recognition that may be awarded to employees who devote their time to promoting quality in the organization (Bhattacharyya, 2009). Performers may also be promoted to get them to positions where their influence would be more impactful to the organization. Other recognitions may be awarded to whole department to promote interdepartmental competition and promote quality across departments. Employees will strive to win specific recognitions that are relevant to their departments and job positions. This will promote hard work and better quality products.

The quality that results from an organization is largely dependent on the human resources of the company. If the employees are unmotivated, they are likely to provide services that are below required standards. Quality may however be encouraged through a variety of measures including educating employees as they join the company and during their tenure, offering decent salaries and motivation, and by recognizing individuals who are committed to the quality of the organization. Even better, the organization may choose to employ several methods to promote quality. Notably, human resources are vital to the implementation of a good quality management mechanism.

References

Cantarello, S., Filippini, R., & Nosella, A. (2012). Linking human resource management practices and customer satisfaction on product quality. International Journal Of Human Resource Management, 23(18), 3906-3924. doi:10.1080/09585192.2012.665064

Bhattacharyya, D. (2009). Human resource development. Mumbai: Himalaya Pub. House.

Tarí, J., & Sabater, V. (2006). Human aspects in a quality management context and their effects on performance. The International Journal Of Human Resource Management, 17(3), 484-503. doi:10.1080/09585190500521557

Total Quality Management,. (2008). Human Resource Management in TQM. Retrieved 17 February 2015, from https://totalqualitymanagement.wordpress.com/2008/09/21/human-resource-management-in-tqm/

Westcott, R. (2013). The certified manager of quality/organizational excellence handbook.