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    U2_L3_TQM'

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    soniya jain

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    U2_L3_TQM'

    Uploaded by

    soniya jain
    2 views48 pages

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    Copyright:

    © All Rights Reserved
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    Download as pptx, pdf, or txt
    2 views48 pages

    U2_L3_TQM'

    Uploaded by

    soniya jain

    Copyright:

    © All Rights Reserved
    Download as PPTX, PDF, TXT or read online from Scribd
    Download as pptx, pdf, or txt
    You are on page 1of 48

    Unit - 2

    LESSON -3
    TQM : UNIT 2

    PRINCIPLES OF TQM

    LESSON 1 : INTRODUCTION - PRINCIPLES OF TQM

    LESSON 2 : CUSTOMER SPECIFICATION AND PERCEPTION

    LESSON 3 : EMPLOYEE INVOLVEMENT AND RETENTION

    LESSON 4 : SUPPLIER RELATIONSHIP MOVEMENT

    LESSON 5 : SERVICE QUALITY


    EMPLOYEE INVOLVEMENT AND
    RETENTION
    EMPLOYEE INVOLVEMENT
    • Introduction
    • Motivation
    • Empowerment
    • Teamwork
    • Training and Mentoring
    • Reward and Recognition
    • Feedback and Performance Appraisal
    • Overview of Union & Total Employee Involvement
    EMPLOYEE INVOLVEMENT -
    Introduction
    • TQM strives to utilize abilities and experiences of all the employees,
    hence it required involvement of all the employees
    • Employee involvement is continuous and long term activities
    • Employee Involvement required structural approach for sustenance
    • Employee Involvement technique/ Approaches :
     KAIZEN
     Suggestion Scheme
     Attitude Survey
     Skill Development
     Employee Empowerment
    Motivation
    Internal and external forces and influences that drive an individual to
    achieve to certain goals
    Abraham Maslow's Hierarchy of Needs motivational model
    Abraham Maslow developed the Hierarchy of Needs model in
    1940-50s USA, and the Hierarchy of Needs theory remains valid
    today for understanding human motivation, management training,
    and personal development. Indeed, Maslow's ideas surrounding
    the Hierarchy of Needs concerning the responsibility of employers
    to provide a workplace environment that encourages and enables
    employees to fulfil their own unique potential (self-actualization)
    are today more relevant than ever.
    What Employee Want
    Factor Employee Rating Manager Rating
    Interesting Work 1 5

    Appreciation 2 8

    Involvement 3 10

    Job Security 4 2

    Good Pay 5 1

    Promotion / Growth 6 3

    Good Working Conditions 7 4

    Loyalty to employees 8 7

    Help with personal problems 9 9

    Tactful discipline 10 6
    Achieving : Motivated Work Force
    Concept to achieve a motivated work force are as follow:

    • Know thyself

    • Know your employees

    • Establish a positive attitude

    • Share the goals

    • Monitor Progress

    • Develop interesting work

    • Communicate effectively

    • Celebrate Success
    Employee Surveys
    • Personality Characteristics
    Anxiety , Self – esteem in the organization and ability to participate in the
    organization
    • Management Styles
    Consideration of subordinates, initiating structure, commitment to quality
    • Job Attitude
    Job satisfaction, social support at work and co – worker’s commitment to
    quality
    • The Work
    Task variety, autonomy and importance
    Empowerment Condition

    In order to create the empowered environment , following condition

    required :

    • Everyone must understand the need for change

    • The system needs to change to the new paradigm

    • The organization must enable its employees


    Type of Teams (Based on
    characteristics )
    • Process Improvement teams

    • Cross functional teams

    • Natural work teams

    • Self directed / Self managed work teams


    Characteristics of Successful Teams

    • Sponsor • Resources

    • Team Charter(Ground Rules) • Trust

    • Team Composition • Effective Problem Solving

    • Training • Open Communication

    • Clear Objective • Appropriate Leadership

    • Accountability • Balanced Participation

    • Cohesiveness
    • Well- defined decision procedure
    TEAM Formation :

    Team are usually selected or authorized by quality council . Team will consist of :

    • Team Leader

    • Facilitator

    • Team Recorder

    • Timekeeper

    • Members
    Role of Team Leader :

    • Prepare the meeting Agenda

    • Ensure the smooth and effective operation of the team

    • Facilitate the team process

    • Serves as contract point between the team and the sponsor or quality council

    • Orchestrates the implementation of the changes recommended by the team

    • Monitor the status and accomplishments

    • Ensure that team decision are made by consensus where appropriate


    Role of Facilitators:

    • Prepare the meeting Agenda

    • Ensure the smooth and effective operation of the team

    • Facilitate the team process

    • Serves as contract point between the team and the sponsor or quality council

    • Orchestrates the implementation of the changes recommended by the team

    • Monitor the status and accomplishments

    • Ensure that team decision are made by consensus where appropriate


    Common Barriers to Team Process
    • Insufficient Training • Project scope too large

    • Incompatible rewards and • Project objectives are not

    compensation significant

    • First line supervisor resistance • Ineffective Problem Solving

    • Lack of Planning • No clear measure of success

    • Poor access to information system • Team is too large

    • Lack of union support • Trapped in groupthink


    Overview of Union & Total Employee
    Involvement
    HIGH ACHIEVERS
    CONSULTING

    EMPLOYEE RETENTION
    FRAMEWORK OF EMPLOYEE
    RETENTION
    RETENTION REALITY: WHY THEY
    JOIN

    Source:www.danfarrell.com
    SURVEY

    75% OF ORGANISATIONS HAVE NO STRATEGY


    OR BUDGET FOR EMPLOYEE RETENTION

    • UK organizations are struggling to retain their employees,


    claims a new survey which finds that 3 out of 4 have no
    explicit strategy or budget for employee retention and
    they don’t understand the real reasons why employees
    leave.

    Source: http://www.clickpress.com/releases/Detailed/59127005cp.shtml
    SURVEY

    • Developed from a survey of HR practitioners in 316


    organizations, it finds that 93% have implemented retention
    initiatives over the past year, yet nearly half (47%) still admit
    that they have a problem retaining staff and two-thirds (65%)
    say they want to reduce their employee turnover.

    • According to the survey, 44% of organizations have a staff


    turnover rate higher than 15% per year, with one in ten
    exceeding 30% per year. In organizations with over 500
    employees, more than a third (36%) have a turnover rate
    exceeding 20%. 81% of organizations believe staff turnover
    has a detrimental impact on their effectiveness.

    Source: www.clickpress.com
    STAGES OF RETENTION
    STRATEGY
    RETENTION MODEL DIAGRAM

    Source:www.competitiveedgehr.com
    EMPLOYEE RETENTION
    STRATEGIES

    Source: retention.naukrihub.com
    HOW CAN I IMPROVE THE
    RETENTION

    Source: peopleindairy.businesscatalyst.com
    EMPLOYEE RETENTION
    INITIATIVES

    Source: www.nicholsonmcbride.com
    7 STEPS TO BETTER EMPLOYEE
    RETENTION

    1. Track retention

    2. Hire right in the first place

    3. Offer employees a path to greater pay and responsibility

    4. Train first-level supervisors

    5. Look for stressors and train leaders on how to help employees in


    stressful positions

    6. Be more flexible on work conditions

    7. Re-evaluate benefits package


    IDEAS FOR EMPLOYEE RETENTION
    PROGRAMS

    • Workplace culture

    • Involvement

    • Orientation

    • Learning

    • Reward
    KEEPING IS CHEAPER THAN REPLACING

    • Direct Costs of Replacement

    • Paperwork/Time Exit Interview

    • Recruiting Replacement

    • Interview/Select New Employee

    • On boarding New Employee

    • Training New Employee

    • Depending on the complexity of the job, this process can take at least 3-6
    months in most cases.
    KEEPING IS CHEAPER THAN
    REPLACING

    • Indirect Costs of Replacement

    • Losses in productivity.

    • Slips in schedule.

    • Loss of corporate knowledge.

    • Lost opportunity costs etc.


    KEYS TO RETENTION

    • The keys to retention simply put are based on a name we called SAM;

    • Satisfaction - There are a number of elements to satisfaction. They include, salary, health plan,

    dental plan , work environment, and more.

    • Appreciation - Appreciation is just what it says it is, being recognized and appreciated for your

    work. Both publicly and privately.

    • Motivation - Once an employee is satisfied and appreciated, that employee can be motivated.

    Ways to motivate include bonuses, promotions, conferences and training and more.

    • That's it! Employee retention is as simple as SAM


    TOP 10 LOW & NO CO$T EMPLOYEE
    RETENTION TIP$
    1. Hire the Right Person

    2. Open & Effective Communication

    3. Clear Expectations

    4. Outstanding Feedback & Recognition

    5. Treat People with Respect

    6. Share Training Responsibility

    7. Have Fun

    8. Promote Work/Life Balance

    9. Demonstrate Corporate Social Responsibility


    WHO WE ARE
    We at High Achievers believe that it is people who build
    organization and create wealth.
    It is people who form the essence of who we are and what
    we do.

    THE NEED IS TO HAVE RIGHT


    PEOPLE AT RIGHT PLACE

    We at High Achievers provide recruitment solutions that


    enable efficient hiring of human resources of appropriate
    capabilities and qualities.

    We provide one stop customized solution to all our


    clientele needs through a candidate centric approach.
    HIGH ACHIEVERS CONSULTING
    Information@highachievers.in
    Contact – 0120 - 4265375
    Thanks…

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