TOTAL QUALITY MANAGEMENT Midterm

TOTAL
QUALITY
MANAGEMENT
THE EVOLUTION
OF WORKFORCE
MANAGEMENT
The Evolution of Workforce Management
• The role of people at work certainly changed as

business and technology evolved over in years. Prior to
the Industrial Revolution, skilled craftspeople had a
major stake in the quality of their products because
their families’ livelihoods depended on the sale of those
products.
Workforce Management
• Workforce management (which has only been widely

known as human resource management or HRM) is
the function performed in organizations that facilitates
the most effective use of people (employee) to achieve
organizational and individual goals.
Strategic Human Resource Management
• Is concerned with the contributions HR strategies make

to organizational effectiveness, and how these
contribution butions HR strategies make to
organizational effectiveness, and how these
contributions are accomplished.
HIGH
PERFORMANCE
WORK CULTURE
Performance
• Performance simple means the extent to which and

individual contributes to achieving the goals and
objectives of an organization. The design, organization,
and management of work and the work environment
are crucial to high performance.
High-Performance Work
• High-performance work refers to work approaches used

to systematically pursue ever-higher of overall
organizational and human performance. A culture for
high-performance work leads to successful results.
PRINCIPLES OF
WORKFORCE
ENGAGEMENT AND
MOTIVATION
Workforce Engagement
• Workforce engagement refers to the extent of

workforce commitment, both emotional and
intellectual, to accomplishing the work, mission, and
vision of the organization.
Employee Involvement
• Employee Involvement (EI) refers to any activity by

which employees participate in work-related decisions
and improvement activities, with the objectives of
tapping the creative energies of all employees and
improving their motivation.
Motivation
• Motivation as “the art of creating conditions that allow every
one of us, warts and all, to get his work done at his own peak
level of efficiency”. Consequently, the worker is motivated
by the stimulus of fear and responds by carefully producing
parts to achieve the goal. There is no such thing as an
unmotivated employee, but the system within which people
work can either seriously impede motivation or enhance it.
DESIGNING HIGH-
PERFORMANCE
WORK SYSTEMS
Work and Job Design
• Work Design refers how employees are organized in

formal and informal units, such as departments and
teams. Job Design refers to responsibilities and tasks
assigned to individuals. Both work and job design are
vital to organizational effectiveness and personal job
satisfaction.
Empowerment
• Empowerment simply means giving people authority-

to make decisions based on what they feel is right, to
have control over their work, to take risks and learn
from mistakes, and to promote change. Empowerment
requires employees to step outside their traditional
roles and make decision previously made by managers.
Teamwork
• A team is a group of people who work together and

cooperate to share work and responsibility. Teamwork
breaks down barriers among individuals, departments,
and link and staff functions, an action prescribed by
one of Deming’s 14 Points.
Workplace Environment
• Because employees are key stakeholders of any

organization, their health, safety, and overall well-being
are important factors in the work environment. Health
and safety have always been priorities in most
companies, but working conditions now extend beyond
basic issues of keeping the work are safe and clean.
Workforce Learning and Development
• Training can be one of he largest costs in an
organization. Not surprisingly, it is one in which many
companies and reluctant to invest. However, research
indicates that companies that spend heavily on training
their workers outperform companies that spend
considerably less, as measured on the basis of overall
stock market returns.
Compensation and Recognition
• Compensation and recognition refer to all aspects of

pay and reward, including promotions, bonuses, and
recognition, either monetary and nonmonetary,
individual and group. The objectives of good
compensation system should be to attract retain, and
not demotivate employees.
Performance Management
• Performance appraisal is a process for subjectively

evaluating the quality of an employee’s work, however,
performance appraisal is an exceedingly difficult
activity. Many leading organizations use performance
appraisal for changing corporate culture.
SUSTAINING HIGH-
PERFORMANCE
WORK SYSTEMS
SUSTAINING HIGH-PERFORMANCE
WORK SYSTEMS
• Organizations must take a long-term view of its
work systems and take the necessary steps to
ensure that high performance is sustained.
Workforce Capability and Capacity
Workforce Capability and Capacity
• Workforce capability refers to an organization’s ability

to accomplish its work processes through the
knowledge, skills, abilities, and competencies of its
people.
WORKFORCE CAPACITY
• WORKFORCE CAPACITY refers to an organization’s

ability to ensure sufficient staffing levels to accomplish
its work processes and successfully deliver products
and services to customers, including the ability to meet
seasonal or varying demand levels.
THANK
YOU

TOTAL QUALITY MANAGEMENT Midterm

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TOTAL

• The role of people at work certainly changed as

• Workforce management (which has only been widely

• Is concerned with the contributions HR strategies make

• Performance simple means the extent to which and

• High-performance work refers to work approaches used

• Workforce engagement refers to the extent of

• Employee Involvement (EI) refers to any activity by

• Work Design refers how employees are organized in

• Empowerment simply means giving people authority-

• A team is a group of people who work together and

• Because employees are key stakeholders of any

• Compensation and recognition refer to all aspects of

• Performance appraisal is a process for subjectively

• Workforce capability refers to an organization’s ability

• WORKFORCE CAPACITY refers to an organization’s

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