HRM and TQM
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HRM and TQM is have directly relation when select the require qualified and experience selected them so that they have easy to under standard the system provide quality result. Due to this improve the productivity and have competitive result. So that HR department is the back bone of the organization building and structure.
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http://www.usp.ac.fj/index.php?id=mba423
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Stuart Gow
Amrish Narayan
Chaminda Wanninayake
Graduate School of Business
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University of the South Pacific,
Private Bag, Laucala Campus,
Suva, Fiji.
Tel: (679) 323 1391/323 1392
Fax: (679) 323 1397
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At the end of each chapter of the text book, there are chapter review questions (CRQs) which are meant to review and test the student’s understanding of the chapter. The facilitator will chose and then allocate the CRQs to each group during week 2 for class presentations in weeks 3 to 7. Some of these questions are being recommended by Stone as possible essay questions which are frequently asked in examinations throughout the world. The time for each presentation may vary from 10 to 20 minutes followed by class discussions. The group’s power-point presentations, both soft and hard copies, must be submitted to the course facilitator on or before the presentation. No written report is required for CRQs. The class and the facilitator will evaluate each group’s presentation. A blank evaluation form will be made available in class and posted in Moodle. However, the MBA 423 Human Resource Management GSB, FBE, USP facilitator has the final say in terms of the final marks to be allocated to each group. The criterias to be used as a guide for evaluating the CRQ presentations is provided in the blank evaluation form.
MBA 423 Human Resources Management (Elective Course)
The effective management of people has an important bearing on organisational success. The importance of personnel policies and procedures has created opportunity for managers and administrators with expertise in this field. The course provides conceptual and practical skills in areas such as the strategic aspects of human resource management, manpower planning, recruitment and selection, performance appraisal, training and development, salary administration and employee benefits. Industrial relations in the context of the South Pacific region is an important theme.
http://www.usp.ac.fj/index.php?id=mba423
Students:
Stuart Gow
Amrish Narayan
Chaminda Wanninayake
Graduate School of Business
Faculty of Business and Economics
University of the South Pacific,
Private Bag, Laucala Campus,
Suva, Fiji.
Tel: (679) 323 1391/323 1392
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In this presentation, we will discuss the Human Resource Development and how it functions to improve the utilization value of work force to increase professional efficiency and task delivery.
To know more about Welingkar School’s Distance Learning Program and courses offered, visit:
http://www.welingkaronline.org/distance-learning/online-mba.html
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This document provides an overview of human resource management (HRM). It begins with an introduction and definitions of HRM. It describes the wide scope of HRM, which covers all major activities in an employee's work life from hiring to departure. Key differences between personnel management and HRM are outlined. The functions of HRM include staffing, development, compensation, and integration. Objectives of HRM are to meet societal, organizational, functional, and personal goals. The evolution of HRM in India from welfare to a business partner role is reviewed. Studying HRM is important because people are an organization's core strength and competitive advantage.
Organization of hr department
The document discusses the organization of HR departments in different structures. It describes how HR functions like recruitment, training, compensation etc. can be divided into front office, back office and centers of excellence. It then explains the organization of HR in line, functional, line and staff, divisional and matrix structures. In each structure the reporting relationships and responsibilities of the HR department are defined.
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The document discusses different types of organizational structures. It describes line organization, functional organization, line and staff organization, committee organization, matrix organization, virtual organization, cellular organization, team organization, boundaryless organization, and inverted pyramid organization. It provides details on the key characteristics, advantages, and disadvantages of each structure.
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This document provides an overview of compensation management. It discusses that compensation includes both direct monetary benefits like salary as well as indirect non-monetary benefits. An effective compensation system is designed based on factors like job analysis and market surveys. It is an important part of human resource management that helps motivate employees and improve organizational performance. The various components, types, and importance of compensation management are outlined.
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The document discusses various aspects of staffing such as placement, induction, promotion, succession planning, and career development. It provides details on properly introducing new employees to their roles and organizations, developing employees for higher level positions, identifying and training potential successors, and supporting employees' careers over different stages from early to late career. The goal is to effectively manage human resources and maximize employee and organizational performance.
1 & 2 module of training & development for 3rd sem MBA
This document provides information about management training and development. It defines human resource development (HRD) as helping employees continuously acquire skills needed for their present and future roles. It discusses the objectives, elements, and significance of HRD for organizational growth and employee development. It also describes Tata's Human Resource Development Program which recruits and trains talented individuals for leadership roles in HR.
importtance of human resource management
HRM is important for an organization in several key ways: (1) it handles important tasks like recruiting, training, performance evaluations, and exit interviews that help attract and retain talented employees; (2) it plays a role in employee satisfaction, performance, and productivity which contributes to competitive advantage and success; (3) it creates a talented workforce by hiring the right people for the right jobs and attracting/retaining top employees. HRM also helps keep management focused on their core jobs by advising on regulations, acts as an HR expert, and helps the organization and its people achieve their goals through development and rewards.
Chapter 3 stratergic talent mgt
This document discusses coaching and employee retention. It provides 5 steps to integrating coaching into talent management: 1) educate leaders, 2) identify coaches and participants, 3) manage expectations, 4) train coaches, and 5) measure success. It also discusses reasons employees leave, importance of retention, strategies like recognition, and challenges like monetary dissatisfaction. Employee motivation factors include intrinsic rewards like achievement and extrinsic rewards like pay. Engagement levels include actively engaged, not engaged, and actively disengaged employees.
How to Change for Total Quality Management
Total quality management (TQM) is an approach to improving business effectiveness and flexibility through organization-wide involvement. It ensures quality is a strategic priority and focuses on prevention over inspection. TQM aims to meet customer requirements, continuously improve quality, and develop open trust among employees. By motivating workers and integrating all functions, TQM enhances innovation and competitive advantage. Key elements include being customer-focused, reducing defects, constant improvement, and teamwork.
Mba performance-management-ppt
The document discusses performance management in organizations. It defines performance management as the process of continuous feedback between managers and employees to ensure strategic objectives are achieved. It then outlines the typical 5-step performance management cycle of planning, monitoring, developing, rating, and rewarding employee performance. Adhering to this cycle helps organizations maximize employee output, increase competitiveness, develop employee skills, and improve employee retention through job satisfaction.
Total Quality Management & 6 Sigma
Total quality management (TQM) aims to ensure long-term customer satisfaction and loyalty through continuous improvement involving all employees. TQM follows the PDCA (plan, do, check, act) cycle and focuses on foundations like ethics and integrity, building blocks like training and teamwork, and binding elements like communication. Key elements for success include recognition. Benefits include fewer problems, better customer satisfaction and care, and quality work.
Tqm chapter 4
The document discusses the implementation of total quality management (TQM). It states that TQM implementation is led by top management and involves applying the right tools for continuous quality improvement. These tools include statistical process control, quality function deployment, and total preventive maintenance. TQM also relies on techniques like quality circles and total employee involvement to encourage problem solving at lower levels. Key quality management thinkers like Deming, Juran, and Taguchi influenced the development of TQM through their work in statistics, management, and execution. The document outlines the planning, doing, studying, and acting (PDSA) cycle used for continuous TQM implementation and improvement.
Hr Practices.pptx
HR practices like 360 degree feedback, maintaining a safe and healthy workplace, and performance incentives can help companies retain employees. 360 degree feedback collects input from multiple perspectives to evaluate employees and identify areas for development. A safe, healthy workplace with work-life balance, medical benefits, and opportunities for feedback improves employee morale and loyalty. Performance incentives like bonuses tied to individual and team goals motivate employees and improve retention. Open communication of goals and financial information also builds trust and participation.
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During the study I were compare with developing organization which is very helpful to improvement productivity and system development by 5S and Kaizen. But they all of them implemented by the strategic management because they requires a smooth environment with soft positive system where everyone accept their mistake ignore without blaming others. First organizations can starting with training their staffs and provide relevant staffs at applicable work which have related education with skills b/s they cannot be implement by pressure into the staffs.
5S stands for five Japanese words meaning sorting, setting in order, sweeping, standardization and sustainment. It is the first step towards continuous improvement and is generally more effective when integrated into management systems. Kaizen is something more than continuous improvement as it deals with day to day workplace issues The concept of kaizen which started from manufacturing industry has now spread to all sorts of businesses .It requires every members contribution, effective communication between management and workers Also impact of kaizen on human resources needs to be measured .A framework is required for measuring impact of kaizen and lessons learnt from it needs to be shared. The most important source to check it’s effectiveness are case studies based on various organizational setting all over the world. The most important source of information for these case studies is surveys.
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Product recall & withdrawal
Classification:
Emergency situation
Report or confirmed illness
Product tampering which could result in injury.
Adverse finding by a regulatory agency of a hazard
Presence of an undeclared allergen in a product.
Priority situation
Temporary or medically reversible adverse health consequence and where the probability of serious adverse health consequences is remote.
Routine situation
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Compare cost of good quality and cost poor
It’s best to measure all improvement quality analysis in numeric b/s its will easy to calculate the productivity of the organism at each level. In that breakdown measure the standard quality and poor quality to straightforward the result. That analysis conduct on target population that help to investment of cost of good quality and poor quality that directly and indirectly co-related to the product. Bear poor quality.
Effective communication 7cs
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The advertisers lack knowledge of ethical norms and principles. They just don’t understand and are unable to decide what is correct and what is wrong.
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Emotions and moods
Emotions are critical factor in employee behavior.
The “myth of rationality”
Emotions of any kind are disruptive to organizations.
Original OB focus was solely on the effects of strong negative emotions that interfered with individual and organizational efficiency.
Myth of rationality: emotions were the antithesis of rationality and should not be seen in the workplace
Communication methods (1)
Communication follows Research and Program Planning (Action) in the public relations process
Communication is the process by which objectives are achieved
Strategies and tactics may include news releases, news conferences, speeches, special events, brochures, newsletters, rallies, posters, bumper stickers, webcasts
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What constitutes communication and how people receive messages
How people process information and change their perceptions
What kind of media and communication tools are most appropriate for a particular message
Kirk Hallahan, a Colorado State communication theorist, lists five categories of media and communication tools—and strengths and weaknesses of each: (Table, p.172)
Public Media—newspapers, magazines, radio, TV
Interactive Media—computer based WWW, e-mail, listserves, chat rooms, bulletin boards
Controlled Media—brochures, newsletters, sponsored magazines, annual reports, direct mail, video brochures
Events/Groups—speeches, trade shows, exhibits, meetings, conferences, sponsorships, anniversaries
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Sweet peanut honey
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Foundation of organization structure
Organizational Structure
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Departmentalization
Chain of command
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Invasive candidiadis
Candida is the most common cause of fungal infection worldwide and 4th most common cause of blood stream infections in hospital setting.
Associated with 47 % mortality rate.
17 different species identified till yet.
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Congestive heart failure is a syndrome that can be caused by a variety of abnormalities
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Cardiac myopathy
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Hypertension
Valve disease
Thyroid disease
Kidney disease
Congenital birth defects
Diabetes
In the usual form of heart failure, the heart muscle has reduced contractility. This produces a reduction in cardiac output, which then becomes inadequate to meet the peripheral demands of the body.
Congestive heart failure_and_its__managment-2[1]
Congestive heart failure occurs when the heart cannot pump enough blood to meet the body's needs. It results from any structural or functional impairment that weakens the heart's ability to fill or eject blood. Common causes include high blood pressure, coronary artery disease, and cardiomyopathy. There are two main types: left-sided failure where blood backs up in the lungs, and right-sided failure where blood backs up in the veins. Signs and symptoms result from fluid buildup and include shortness of breath, fatigue, and swelling. Management focuses on treating the underlying cause, reducing fluid buildup, and supporting heart function.
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There are two distinct goals of drug therapy in CHF.
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Ionotropic agents, Vasodilators, Diuretics, BETA Blockers.
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【业务选择办理准则】
一、工作未确定，回国需先给父母、亲戚朋友看下文凭的情况，办理一份就读学校的毕业证【微信：A575476】文凭即可
二、回国进私企、外企、自己做生意的情况，这些单位是不查询毕业证真伪的，而且国内没有渠道去查询国外文凭的真假，也不需要提供真实教育部认证。鉴于此，办理一份毕业证【微信：A575476】即可
三、进国企，银行，事业单位，考公务员等等，这些单位是必需要提供真实教育部认证的，办理教育部认证所需资料众多且烦琐，所有材料您都必须提供原件，我们凭借丰富的经验，快捷的绿色通道帮您快速整合材料，让您少走弯路。
留信网认证的作用:
1:该专业认证可证明留学生真实身份
2:同时对留学生所学专业登记给予评定
3:国家专业人才认证中心颁发入库证书
4:这个认证书并且可以归档倒地方
5:凡事获得留信网入网的信息将会逐步更新到个人身份内，将在公安局网内查询个人身份证信息后，同步读取人才网入库信息
6:个人职称评审加20分
7:个人信誉贷款加10分
8:在国家人才网主办的国家网络招聘大会中纳入资料，供国家高端企业选择人才
→ 【关于价格问题（保证一手价格）
我们所定的价格是非常合理的，而且我们现在做得单子大多数都是代理和回头客户介绍的所以一般现在有新的单子 我给客户的都是第一手的代理价格，因为我想坦诚对待大家 不想跟大家在价格方面浪费时间
对于老客户或者被老客户介绍过来的朋友，我们都会适当给一些优惠。
选择实体注册公司办理，更放心，更安全！我们的承诺：可来公司面谈，可签订合同，会陪同客户一起到教育部认证窗口递交认证材料，客户在教育部官方认证查询网站查询到认证通过结果后付款，不成功不收费！
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HRM and TQM
- 1. What is relation b/w HRM and TQM Noman Aleem Food Safety Quality Management Ce#+92308408243 https://www.linkedin.com/in/kun-faya-kun-54a16523/
- 2. HRM and TQM • HRM and TQM is have directly relation when select the require qualified and experience selected them so that they have easy to under standard the system provide quality result. Due to this improve the productivity and have competitive result. So that HR department is the back bone of the organization building and structure.
- 3. Satisfaction: • For the better result staff satisfaction is key that develop by provide training, compensation, incentives, bonus and motivation by different methods.
- 4. Observation: • Satisfy staff play an important role in TQM and in Kaizan, Especially staff accepts TQM easily by training and development to their b/s they realized the importance on TQM to organization when site in a room and the trainer can realized the meaning TQM for the organization.
- 5. Implementation: • For the implementation should be change the culture of the organization with provide out source training and development took action as a team work in the organization system top to bottom. Team should be more conscious to the customer importance then it’s effortless system provide TQM implementation. All that can be control by professional leader with empowerment and Management representative.
- 6. Conclusion: • The result on the behave of above when provide staff awareness of quality then customer satisfaction increases and company build image in the market due to this productivity increases include staff satisfaction directly generate Kaizan in the organization automatically.
- 7. Interesting point: • Training, development, employee’s career development, recruitment and selection provide excellent result to TQM. . • HRM change the culture in the organization by providing training and development which is control by management and easy to take action by team leader. • Due to this TQM apply simply with low effort to the organization in hand of result productivity increases gradually which make customer satisfaction and make benchmark.
- 8. Interesting Point: • All these method organization make effective and efficient when system come to Kaizan by TQM. • On the hand of result staff focal point their appraisal, incentive and bonuses. • To delegate Leadership with improvement have long lasting result b/s other employees also wish to get the position with their positive attitude and behavior in the organization and provide positive organization structure other then designations.
- 9. Leakage in the developing industries. – Require training and development with career development of the employees have excellent result with monitoring and controlling. – Require leadership very important to the organization without leadership difficult achieves the goal. – Require Kaizan can be made by system when have efficient and effective from their employees nature.
- 10. •Thanks