Sl Performance Objectives
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Ensure adequate resources:
Plan quality management with due attention to
human and financial resources.
Recruitment and Selection Process
Ensure a sound and transparent recruitment, task
oriented and merit based process that respond to
organization human resource requirements in time,
focus on optimization of manpower by recruiting the
best potential people at the right place and ensure
that every employee is treated equally with dignity
and respect.
Develop a leadership program that ensures proper
authority and leadership:
Leadership quality is an essential element in
implementing the QMS in any organization.
Excess layers of management in the organization
would quite often lead to duplication of duty and
responsibility. This would make the employees of an
organization to leave the quality implementation to be
a management’s job.
Training and Development
Training and development of employees to make sure
the availability of a skilled and willing workforce to an
organization.
Removing Communication barriers:
In any organization the success of implementation of
quality management will critically depend on a
successful communication exercise that communicate
the quality management message to the organization.
Education and Communication
Educating the employees about maintaining the
quality standards and focus on Open communication
that will help in maintaining good relations with the
employees and achieve better quality.
Current operations Risk register
Create a clear and concise recruitment and selection Changes made in organization. Labor cost per 1 employee
Policy. Attrition.
Companies using QMS should always strive towards New addition.
impressing upon the management the need to spend Transfers.
money and time on planning. If management took
reasonable time to plan projects thoroughly the quality can
be achieved.
Review recruitment processes - employ great managers
Don't use promotion to a management role as reward for
long service.
Have a contract with a temp agency for HR resources
needed over peak periods
Outsource provision of human resources. See legal advice
on contracts, new legislation, industry specific regulations
The managers should focus on the succession and
Contingency plans.
Develop a leadership program that ensures that the
change clearly includes the top management
Establish a senior HR council and executive operating
Committee.
Invest in compliance consultants Average number of training hours per
Train employees on regulations. Invest in training for your employee
managers Employee training and refresher courses Costs for training relates
to multi profession
Encourage employees to engage in 2-way communication % of participants in communication
with peers and managers, and create events (digital and in- training
person) to help facilitate dialogue.
Cultivating customer focus:
Most strategic plans of organizations do not focus on
the customer needs. They tend to concentrate much
on profit oriented objectives within a given time
frame.
A little market research is done to ascertain the
product or service performance in the market relative
to its quality and consumer satisfaction.
Elevating Employee satisfaction:
Satisfaction of employees is imperative to achieve
quality management objectives.
Build up confidence and generate optimism in every
employee so as to recognize that the job they are
doing will be worth the effort and will lead to the
achievement of Quality management.
Recognition and Rewards
Communicate regularly with employees about the
developmental opportunities being offered and
emphasis on giving rewards and recognizing individual
employees and teams publicly for their
accomplishments, providing financial incentives or
gifts or awards for excellence performance beyond
normal duties, and seniority recognition programs
that would help in achieving the quality in the
management of an organization.
Up keeping cultural dynamism:
Sticking to organizational culture is integral in delivery
of the mission of the organization.
Every organization has its own unique way of doing
things.
This is defined in terms of culture of the organization.
The processes, the philosophy, the procedures and
the traditions define how the employees and
management contribute to the achievement of goals
and meeting of organizational objectives.
In adequate cultural dynamism will made total quality
implementation difficult if the top level management
of organization are rigid in their ways of doing things.
Development of Quality employees
Developing employee with positive attitude, values in
consonance with organizational mission and change
the mindset so that the foundation becomes very
strong to demonstrate the efficacy of Win-Win
The HR department can create awareness about QMS by Number of successors on key posts
arranging workshops, seminars and conducting training Time for dealing with customer
classes. % of customer satisfaction
Emphasis on customer satisfaction or customer-driven
quality should be made.
Top management should, therefore, embrace quality
improvement programs no matter how far reaching the
programs may appear the monetary implications therein.
Employee satisfaction is elevated through various measures
such as reward and recognition schemes, a fair grievance
handling scheme,
suggestion schemes, incentive schemes, group incentives,
Maintenance of good working and environmental
conditions etc. Attempts are made to build up confidence
and generate optimism in every employee so as to get self-
esteem.
Invest in automation and AI to free up resource from
repetitive time-consuming work
Culture has to be reviewed and for that matter re-
adjustments have to be done in tune with the prevailing
economic, political, social and technological realities so as
to improve on efficiency.
Develop and implement policies and activities consistent
with the culture.
Maintain the quality control techniques and ensure it is
quality accredited system.
Employees at every level have to continuously improve
what they do, thus rooting out unnecessary costs
relationships and thereby enabling effective spirit of
team work.
Motivating knowledge workers:
Motivating workers with high recognition needs in the
direction of total quality management .
The performance of the workers could be improved
and increased by proper motivation.
It is however, necessary to create an environment in
which all the employees can contribute to the limits of
their ability.
Employee Involvement
The HR department has to initiate each and every
employee such that his involvement in the job is very
high and he is a very committed and empowered
employee.
Performance Appraisal
Evaluating and rating the performance of the
employees is essential, as the management can focus
more on their weaknesses and work to strengthen
those areas since the Performance appraisal is seen
playing an important role as a tool to communicate to
managers whether quality standards are being met,
given the importance of the customer evaluation of
managerial performance in the overall appraisal
Maintain employee relations
Maintaining employer-employee relationships that
contribute to satisfactory productivity, motivation,
and morale. Employee’s relations can be encouraged
to improve the quality and reduce the overall cost of
the organization by involving employees.
Subordinates must be encouraged to participate in the Productivity
process of decision making, continuously broadening their % of turnover
self-direction and self-control. % of multi skilled employees
These would not only lead to direct improvement in
operating efficiency but would also ensure them to groom
for higher responsibilities.
Maintain employer-employee relationships that contribute
to satisfactory productivity, motivation and morale.
Rewards and recognition is one of the best tools to
motivate employees and achieve quality.
Employee satisfaction is elevated through various measures Posts filled by internal
such as reward and recognition schemes. sources
Attempts are made to build up confidence and generate
optimism in every employee so as to get self-esteem.
Provide medical insurance with a well-being % of employees who
program/incentives performed the Employee
Log sickness, and trigger sickness absence procedures after Dialogue
x days Number of activities
Separate sick pay from annual leave so that it can be organized for employees
tracked (Sport, family day,…)
Have a fit for purpose sickness absence policy
Risk to employees of extreme weather - ensure safe
temperatures at work, access to water, home working in
bad weather, support with travel, accommodation etc