10-04-2013, 04:30 PM
Application of Total Quality Management on Human Resource Management at Indian Rare Earths Limited, Matikholo, Chatrapur
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INTRODUCTION
Human resource is the most important factor for any organization and success of any Organization is depending upon its resource .If human resource of organization is not happy with the organization. It will adversely affect the organization.
The higher degree of commitment toward work will improve productivity and will decrease rejection cause due to human factor.
So to make the people happy is the responsibility of the organization. So this study is helpful to measure the level of commitment toward work and to know the factor affecting the commitment level .
Total quality management (TQM) is a management system for a customer focused organization that involves all employees in continual improvement of all aspects of the organization. HR can act as a pivotal change agent in this process by benchmarking the company’s needs. It can also develop and deliver long-term training that reflects the organization’s mission statement and vision.
OBJECTIVE OF THE STUDY
To gain practical knowledge with regards to various HR practices & to know the application of total quality management on human resource management in organisation.
The overall objective was to equip & prepare the scholar to pace with the challenges of professional requirement of the job.
IMPORTANCE OF THE STUDY
" The customer is the king" is truer today than ever before. As the quality of life improves, demand for better quality services and products also increases. Customers all over the world now demand that they be assured and satisfied that the product or services for which they are paying will meet their specifications and expectations and will perform as anticipated.
In this changed environment of the economy and the industry driven by the customers, the business is open to competition worldwide. With the transformation of the entire world into a boundaryless global village, echoing the new mantra of " World class Product/Services", the factors that contribute to competitiveness - quality, competitive pricing and timely delivery- play a primordial role.
ORGANISATION PROFILE
• Started on August 18, 1950
• A ISO 9001, ISO 14001 & OHSAS 18001 Certified Company.
• IREL has four Production Plants viz. Minerals Division at Chavara, Manavalakurichi, OSCOM and Rare Earths Division at Aluva.
• Major Activity: Mining and separation of Heavy Minerals like, Ilmenite, Rutile, Zircon, Sillimanite, Garnet and Monazite from beach sand.
• Also engaged in chemical processing of Monazite to yield Thorium compounds, Rare Earth Chlorides and Tri-Sodium Phosphate.
• Products find use in manufacture of white pigments, welding electrodes, foundries, ceramics, refractories, abrasives for polishing glass/ TV tubes and in sand blasting etc.
• Sales turnover exceeding 3600 million with export component over Rs 1000 million
• Provides Value for money to its Customers.
• Professional, Creative and Committed Workforce.
MINING & MINERALS
Mining of raw beach sand containing the six heavy minerals and separation of the later in adequate purities happen to be the common activity of all the three Mineral Division namely Chavara, MK and OSCOM. As per as mining practice is concerned, they do differ from one division to other. For example at MK, all the raw sand required to operate the plant at its full capacity is collected by the fisherman of surrounding villages from near by beaches and supplied to the unit at a cost. At Chavara also beach washing is available but not in adequate quantity to meet the full requirement of the plant.
Application of Total Quality Management on HRM at IREL
This is newly emerging and most vital area in successful business organizations we were eager to find new information to proceed with the assignment. Therefore as a group we are glad to forward our report to your perusal as this. The key area and the main objective of this report is to briefly introduce the relationship between following concepts and HR functions in aligning with TQM.
• Combination of HRM, TQM, Job Involvement and Organizational Commitment
• Job design
• Job analysis
• Selection and Recruitment
• Training & Development
• Employee empowerment & Recognition
• Teamwork and Leadership
• Employee participation
Introduction to Total Quality Management
Everyone has experiences of poor quality when dealing with business organizations. These experiences might involve an airline that has lost a passenger’s luggage, a dry cleaner that has left clothes wrinkled or stained, poor course offerings and scheduling at your college, purchased product that is damaged or broken, or a pizza delivery service that is often late or delivers to you the wrong menu in wrong order.
The experience of poor quality is exacerbated when employees of the company either are not empowered to correct quality inadequacies or do not seem willing to do so. We have all encountered service employees who do not seem to care. The consequences of such an attitude are lost customers and opportunities for competitors to take advantage of the market need. Successful companies understand the powerful impact customer-defined quality can have on business. For this reason many competitive firms continually increase their quality standards. For example, both the Ford Motor Company and the Honda Motor Company have recently announced that they are making customer satisfaction their number one priority. Ford is focusing on tightening already strict standards in their production process and implementing a quality program called Six-Sigma.
Job design and Job analysis:
Job design is the personnel or engineering activity of specifying the contents of the job, the tools, and the techniques to be used, the surroundings of the work and the relationship of one to other jobs. In simply job design means creation of jobs which individuals in an organization have to perform. So job design can be designed as the function of arranging tasks, duties and responsibilities into an organizational unit of work for the purpose of accomplishing a certain objective. Job analysis is a systematic approach to collect information about a job such as tasks, duties responsibilities and the skills required to perform those tasks. That means JA is a systematic investigation of jobs and jobholder characteristics in order to create a collection of information that can be used to perform various HRM activities and functions. For the success of all the other HRM functions job analysis is very important. So apply TQM for job design and job analysis is very important. If we use TQM for techniques of job design such as job enrichment, job enlargement etc and to the process of job analysis to produce job specification and job description we can gain so many benefits rather than a company who are not practicing