This document discusses training for quality. It begins by introducing quality and different types of training methods. It then outlines the garment production flow chart and discusses managing quality training through delineating responsibilities, focusing on customers, and developing a training plan. It details curriculum design, implementation, delivery methods, measurement, evaluation, and concludes by discussing why training fails and the advantages of quality training. The overall document provides an overview of developing and implementing an effective quality training program.

1. TRAINING FOR
QUALITY
Presented By
Ms. Nidhi Kukreja
Mr. Mohnish Madkaikar

2. INTRODUCTION
 What is Quality ?
 What is Training ?
 Why Training for quality ?
 Conventional training and modern training methods
 Physical training and Virtual training
 Paid training and On-job training

3. Garment Production Flow chart
Fabric Washing
Fabric Bitting
Cutting
Quality
Control Sewing
Finishing
Packing
Dispatch

4. MANAGEMENT OF QUALITY
TRAINING
 A delineation of responsibilities for who contributes and
in what ways
 A strong and unswerving focus on the customer –
Internal and External
 A plan established with clear strategies and tactics for
quality training
 A budget to fund the plan

5. RESPONSIBILITIES
Training for Quality and TQM system the training supports can succeed
only if there is accountability and responsibility for its implementation
and effectiveness
 Executive leadership – The executive team bears the responsibility
for creating a quality culture in the organization
 Human resource – The Human Resource (HR Dept.) bears the
responsibility for implementing the Quality training strategy
 The quality professionals – The quality professionals (Quality
Dept.) bear the responsibility to collaborate with the HR
professionals to share their technical expertise on quality

6. FOCUSING ON THE CUSTOMER
While drafting a Training program following factors
should be taken into account for effective and positive
deployment of the plan
• Customer Need
• Customer Expectation
• Customer Satisfaction
• Customer Perception

7. DEVELOPING A TRAINING PLAN FOR
QUALITY
 Quality Awareness –
 Why quality is important
 What quality means in our environment
 How quality affects our daily work
 Where we can begin to apply quality concepts and techniques
 Executive education –
 Modular training
 Just – in – time training
 Mentoring
 Lecture by peers
 Self Study
 Conferences

8. RESOURCES
 There must be a purposeful effort to identify the staffing and
materials funding necessary to achieve quality training goals
 There has to resource commitment made that is visible and
actionable for carrying out the training program
 Resources include the following factors :
 Budgeting -
 Any training program requires a dedicated financial commitment
 They need to be committed specifically to a strategy and tactics that
support training for quality
 Staffing – Various staffing structures are as follows
 Centralized
 Hun and Spoke
 Decentralized
 Shared
 External quality consultants

9. CURRICULUM DESIGN
 Curriculum design is the mainstay of a successful quality training
system
 The process by which the subject matter is selected and shaped into
a curriculum is of critical concern
 Key elements of this process are :
 Analysis of customer needs – Trainee needs
 Instructional design – It consists of developing specific learning events or
educational techniques that can assist an individual in translating written
words into knowledge
 Content development – It is influenced by performance needs , Job
requirements and Audience
 Pilot testing – Once the content is developed the Quality training should be
pilot tested with a group of objective participants

10. IMPLEMENTATION AND
DELIVERY
 Training for quality is usually delivered in two steps :
 Implementation of planning and preparation
 Delivery
 Instructional Techniques – Before selecting delivery media
the implementation designer must decide the instructional
techniques will be most appropriate for delivering the training
 Delivery systems, media , Devices –
 Live lectures
 Audience response system
 Workbooks and course study
 Audio tape
 Live video
 Recorded video tape
 Multimedia control

11.  External Vs Internal sourcing
 For maximum training effectiveness the quality of
the delivery system and especially that of the trainer
is very important
 For this reason the sourcing of delivery system and
trainers is an important decision while implementing
the plan
 The decision usually depends on two factors:
 The size of the training budget
 Training policy

12. TRAINING METHODS
 Conventional Training
 On job training
 Independent study
 Self directed learning
 Group learning
 Technology – Based Training
 Computer supported learning
 Computer managed instruction
 Computer assisted instruction
 Distance learning

13. COLLABORATIVE TRAINING SYSTEMS
 These systems are the most advanced versions of
computer teleconferencing
 The three major developments that have contributed to
the growth of participative, on-line training and
collaborative work sharing are :
 The significant increase in the internal training needs of the
organization in both public and private sector
 The advent of work-process-oriented relationships based on
team work
 The development of groupware

14. MEASUREMENT
 The success of training and collaborative projects is not
obvious from casual observation, it has to be measured
in terms of specific , widely accepted and understood
metrics.
 These metrics include:
 Learning metrics
 Cycle time
 Work product quality
 Individual and team productivity
 cost

15. EVALUATION
 Evaluation is critical to effective training for quality.
Systematic approach to training Evaluation:
 Trainee’s reaction
 Trainee’s learning
 Whether and how trainee’s are using what they learned
 Whether and how the use of learning has enhanced job
performance

16. IDEA CONCEPT DESIGN
EVALUATION INTRODUCE
QUALITY TRAINING PROCESS

17. WHY TRAINING FAILS ?
 Lack of prior participation by line managers
 Too narrow a base
 Failure to change behaviour

18. ADVANTAGES OF QUALITY TRAINING
 Mistake proofing
 Value addition
 Balancing capacities
 Precise cost definition
 Positively controlled management
 Diagnosis & troubleshooting
 Time effective production
 Increased productivity

19. CONCLUSION
 Globalization has created a high level of awareness
regarding quality and its importance among the
organizations.
 In organization the prime role of training is to develop
work related skills.
 Training for quality supplies quality management
expertise that have major impact on customer
relationship and global market.

20. THANK
YOU