...COMPULSORY PAPERS Title: Total Quality Management Subject Code: 3001 Contact Hours: 45 hrs Work load: 3 hrs per week Credit Points: 3 Evaluation: Continuous Internal Assessment – 25 marks Semester End Examination -- 50 marks Objectives: This cour se is designed to help students to develop basic appreciation of quality concepts and learn the tools and techniques to achieve quality. It also gives the totally integrated effort for gaining competitive advantage by continuously improving every facet of an organization’s activities. Pedagogy : Lectures, Assignments, case studies, seminar, MODULE 1 Introduction to TQM: Various definitions of quality and TQM, Core concepts of quality, The masters of quality(W Edwards Deming, Joseph M Juran, Philiph B Crosby, Kaoru Ishikawa, Ginichi Taguchi, Shigeo shingo) Evolution of quality, The Total Quality Management Excellence Model, Strategic Quality Management, Lecture, Numerical Exercises on cost of quality, TPM 1. Basterfield H Dale and others, Total Quality Management, Pearson Education/PHI, Inc. 2006. 2. K.Shridhar Bhat Total Quality Management (Himalaya publishing house 2005). 3. Poornima M Charantimath, Total Quality Management, Pearson Education, 2003. MODULE 2 Continuous process improvement: Concepts of Kaizen, Kaizen vs. Innovation, Kaizen Strategy, House of Quality, Quality Function deployment, Quality Circles. Brain storming, Value...
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...have completed my MBA from Chittagong University however my streams were Human Resource Management, I have done my internship Report on HR practices in Equity Property Management Ltd.and tried to find out its performance and Projection. Rationale of the Report The internship program is aimed to give the MBA students convenient point of reference where they can apply their traditional hypothetical knowledge. As professional degree holders under the Business Faculty, MBA students are the future managers of the organizations. A MBA graduate student also requires that they get exposure to International & Marketing aspects. Accordingly, I have chosen a local company, EPML on behalf of my internship report, which is one of the leading developers in Bangladesh. I consider myself very lucky to work in HR & Admin Department of such a large company where I got the exposure to competitive–level standards of HR activities in a highly competitive and dynamic business atmosphere. My internship report is based on the experiences as well as learning’s that I have gathered through working with this organization. Objective of the Report ✓ To have a clear picture of the basic HR functions. ✓ To describe the clear picture of HR practices in Equity Property Management Ltd. ✓ To analyze the performance and the HR activities. ✓ To know about the strategic Human Resource Management. ✓ To know about the ISO manuals Methodology & Data Collection This report is...
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...To do this, we planned to institute hospital-wide Total Quality Management (TQM) programs aimed at maximizing quality and enhancing customer satisfaction through continuous improvement. We will strive for zero defects in all aspects of our hospital, especially the cardiac care and surgery units. Our TQM programs will obtain and maintain our competitive edge to be a center of excellence in cardiac care and surgery by incorporating the following concepts of TQM philosophy (Reid & Sanders, 2015): a. Customer Focus: to identify and meet customer needs. b. Continuous improvement: to pursue never-ending improvement. c. Employee empowerment: to seek out, identify and correct quality programs. d. Use of quality tools: to help assess quality, interpret findings and correct problem e. Product design: to meet customer expectations f. Process management: to yield a quality...
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...Submitted by: SECMAT HR CONSULTING June 15, 2011 Table of Contents Company Type and Ownership Mission Statement Vision Guiding Principles Goals and Objectives Generic Strategy SWOT Analysis Marketing Mix 4P’s Income statement Conclusion PowerPoint Slides Company Type and Ownership “SECMAT HR Consulting” will be established as a General Partnership company based in Washington D.C, originally by 6 partners of SECMAT team. About General Partnership In business, when you hear the word partnership, it generally refers to a general partnership. In a general partnership, there are two or more partners. Each is liable for any debts or judgments taken on by the business. There is no limited liability, which means all the partners’ assets can be taken in a lawsuit or be targeted to settle debts should the partnership become insolvent. Any partner can be sued for the full amount of business debts. Another attribute of the general partnership is that every partner has so-called “agency powers,” which means any partner can bind the entire business to a contract or business deal. The benefits of the general partnership are structure and control. Unless by other agreement, profits are shared equally amongst the partners. In most cases, there is a contract of some sort which outlines how profits and losses will be divided. In a general partnership, each partner has an equal...
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...resource management) essays and reports These essays link in broadly to the area of Human Resource Management which is more commonly known as HRM. I hope you'll find these useful. You can download these reports by right clicking on the paper name and choosing "save target as". You can download, print and share these essays, but if you use these reports please reference them appropriately. An investigation into whether organisational culture is directly linked to motivation and performance through looking at Google Inc. - I researched and wrote this article for my final year dissertation at the University of Birmingham in 2006. This article examines the relationship that exists between organisational culture and performance, and how these factors influence employee motivation. The issues are discussed at length, firstly through a review of the current literature relating to the topic, and secondly by means of investigating the organisational culture of Google. Thanks to Suzana Rodrigues for supervising my writing of this article. HR is far too obsessed with adding value. Would it not be better for HR departments and HR professionals to concentrate upon the ‘risk reduction’ aspect of their policies and functions? - I wrote this paper in 2006 on my Human Resource Management course for David Perman at University of Birmingham. This paper provides an analysis of the current trend in HR practice towards demonstrating added value. This is done by evaluating the HR function...
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...|Company Introduction |5 | |4 |Industry Performance |10 | |5 |Financial Strengths |11 | |6 |Human Resource Department |12 | | |Focus – Management Development |12 | | |HR Strategic Focus |13 | | |Organizational Structure |13 | | |Role of HR |14 | | |Core Values |15 | | |Functions & Characteristics...
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...PROJECT REPORT ON “Total Quality Mgt & Employees Commitment towards Work” SUBMITTED TO MAHARSH DAYANAND UNIVERSITY IN PARTIAL FULFILMENT OF THE REQUIREMENT OF THE AWARD OF DEGREE OF MASTER OF BUSINESS ADMINISTRATION (MBA) SUBMITTED TO: INSTITUTE OF MANAGEMENT STUDIES AND RESEARCH Maharishi Dayanand University, Rohtak (SESSION 2009-2011) SUBMITTED BY: Sachin Chhabra MBA (2 year) (hons.) Roll No.2176 DECLARATION I declare that the research report entitled “A study on the employee satisfaction” is a record of independent project research work carried out by me under the supervision and guidance of NEHA MANDIRATTA (HR manager of LPS BOSSARD). This has not been previously submitted for the award of any other diploma, degree or other similar title. Place: Rohtak Date… …. … PREFACE A determination to succeed is the only way to succeed. For this, it is very important that all knowledge, which we have, should be translated into action. It is the only then that we can achieve something. Project work is the way to convert our raw talent into potential management. Classroom knowledge can only then be efficient when it is effectively wedded to the realities of the...
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...Importance of Teams Anne-Monette L. Aquino HCS/325 May 06, 2013 Professor Joan Ralph Webber Sunbeam Healthcare A Business Proposal to Improve Efficiency and Customer Service by Focusing on Teamwork Prepared for Mary Ivyland Senior Vice President, Business Development Sunbeam Healthcare Prepared by Anne Aquino Manager, Call Center Operations Sunbeam Healthcare May 06, 2013 Sunbeam Healthcare A Business Proposal to Improve Efficiency and Customer Service by Focusing on Teamwork Executive Summary Background Sunbeam Healthcare is a not-for-profit health care delivery system with a mission to improve the health of those they serve with a commitment to quality in all that they do. Sunbeam Healthcare’s goal is to provide quality care and programs that set community standards, surpass patients’ expectations and are provided in a caring, convenient, economical, and accessible manner. Objective Sunbeam Healthcare is aiming to improve efficiency and customer satisfaction in the Call Center department through teamwork and a widespread collaboration of everyone involved. The organization has to think about teamwork when it comes to customer service. The customer does not categorize individuals in the organization based on their business unit, department or position. They see them as one entity. Due to the budget constraints, the hiring of additional staff is not possible. Sunbeam Healthcare must find other ways to enhance and develop department productivity...
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...purchasing and supply topics for research proposal Quality Management Quality Management. Search for White Papers and Other Software Related to Quality Management. In today’s global market, providing quality products and services is essential for any manufacturer’s continued growth—but maintaining a competitive edge is not always easy. For success, quality awareness must begin at the conception of the product and continue throughout the various stages of its development. To improve in this area, many manufacturers are now adopting the total quality management (TQM) approach. CASH MANAGEMENT RESEARCH PROPOSAL SAMPLES: Quality Management Quality Management Source: 3i Infotech Document Type: White Paper Description: In today’s global market, providing quality products and services is essential for any manufacturer’s continued growth—but maintaining a competitive edge is not always easy. For success, quality awareness must begin at the conception of the product and continue throughout the various stages of its development. To improve in this area, many manufacturers are now adopting the total quality management 7/3/2007 1:15:00 PM Alfanar HR Management Alfanar IT, an information technology company operating in Saudi Arabia since 1995, introduces the alfanar human resources (HR) Management module for Microsoft Dynamics AX. This module enables the HR department staff, without any programming capability, to identify, capture, maintain, and adjust employee information required...
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...Title: Importance of Six Sigma in Human Resource Management ABSTRACT Implementing six sigma methodology in HR functions raises the questions like how can HR be measured?’, ‘How can you apply 3.4 defects per million opportunity rule to HR when no organization would have a million employees?’ There is a high expectation from customers for every organization. To meet this expectation it has become imperative on the part of every department to perform to the best of its potential. The HR cannot afford to be an exception. Hence HR cannot afford to keep off from using Six Sigma tools and techniques to improve the processes of its own department. Why should the HR professional care what Six Sigma is or how it can be applied in the HR function? This paper illustrates the importance of six sigma methodology in Human Resource management. Interacting with few Black Belt experts who are working on six sigma projects in various companies, this paper also illustrate on 5 C’s factors such as change, communication, captain, consideration and choosing project which plays a vital role in successful implementation of six sigma methodologies in HR functions. Key words: Six Sigma, Human Resource Management, 5 C’s. INTRODUCTION Perfection is an endless dream. Man’s quest for flawless performance in all his work is taking him to the pursuit of constant improvement. Defects are dangerous, they have consequences much worse than earlier they use to. So, modern times have compelled the...
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...End Term Report Human Resource Management [pic] Key Performance Indicators (KPI) Institute of Management Sciences Table of Contents Introduction 4 What Are Key Performance Indicators (KPI) 4 Understanding The Relevance Of HR KPI 5 KPI Reflect The Organizational Goals………………..………………………………...7 KPIs Key To Organizational Success…………………………………………..………..7 Good KPIs vs. Bad…………………………………………………………………………..9 Human Resources Sample Key Indicators 10 Recruitment 10 Employee Development 10 Finance & Business KPIs…..………………………………..…………...................................... 11 Health & Safety KPIs………………………………………………………………………………..13 Environmental KPIs………………………………………………………………………………….14 Conclusion………………………………………………………………………….…………………..15 References…………………………………………………………………..………………………… 16 Group Introduction Shehryar Qureshi 082428 Awais Saeed 101813 Sanam Sultan Rana 083404 [pic] Introduction: Key Performance Indicators, also known as KPI or Key Success Indicators (KSI), help an organization define and measure progress toward organizational goals. Once an organization has analyzed its mission, identified all its stakeholders, and defined its goals, it needs a way to measure progress toward those goals. Key Performance Indicators are those measurements. Performance management is an activity conducted by the human resource department and includes tasks to ensure that goals are consistently being...
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...be included and recognized as an integral part of business planning strategy. The integration of the HR strategy and strategic planning is one of the chief elements that contribute to entrepreneurial excellence. This paper will focus on 3 strategic plans of Choithram supermarkets and develop a HR plan for the year 2011. This HR plan will include selection and recruitment, induction and training, succession management, job vacancies forecasting and filling and compensation management in the company. Executive summary The development of a human resource strategy that can support the plan of the business needs HRM planning to be included and recognized as an integral part of business planning strategy. The integration of the HR strategy and strategic planning is one of the chief elements that contribute to entrepreneurial excellence. There are four main themes that underpin the integration of HR strategy and strategic planning (Dawson, 1995). The first theme or assumption is that excellence in business entails a wider scope than just the mere accumulation of practices that are excellent. Secondly, achieving excellence in the corporate arena is the single most vital element that can be used by a business to achieve its missions, goals and visions (Agrylis, 1999). Thirdly, the aforementioned element gives the organization a holistic view where the focal point is the total organization and the totality of the team being the underpinning concepts. The fourth assumption is...
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...hypothesize that Outsourcing corporate HRIS is less desirable (1) if the quality of product and customer service matters for a firm, (2) if an organization is concerned with a loss of intellectual property, and (3) if an organization requires maintenance of a distinctive, human resource utility activity that is capable of meeting the challenges of fast changing customer demands in a dynamic business environment. In addition, this paper argues companies must be aware of the total costs associated with HRIS before outsourcing its human resource functions. Finally, the impact on employee morale and implementation must also be considered. By outsourcing HRIS, managers will be able to spend more time and resources dedicated to an employee’s professional career development. Business Research for Decision Making – IP 2 Introduction There has been a tremendous amount of research and studies done on corporate culture, outsourcing, and HRIS; however, there have been only menial research and studies done on Outsourcing HRIS and the sense that it has on the corporate culture. Hagood and Friedman [9] argue that the need for an organization to measuring the performance of the HRIS in order to justify the value-added contribution of the HRIS to accomplishing the organization’s mission. Recent progress in information and communication technologies, especially the Internet, has a profound impact on the operations and management of traditional business functions, such as R&D, marketing, accounting...
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...Abstract A quality assurance plan can be beneficial to any project because it not only assures that the project is in align with the company’s quality standards and goals. A quality assurance plan is a document, constructed by the project team that is meant to ensure that the final products are of the maximum quality. A quality assurance plan contains a set of documented activities meant to ensure that customers are pleased with the goods or services a company provides. Table of Contents Introduction 4 PDCA 4 Cost Objectives 5 Project Objectives 6 Roles and Responsibilities 6 Tasks 7 Conclusion 8 References 8 Introduction Project managers need to make certain that quality is managed successfully throughout a project’s lifecycle. A high-quality quality assurance plan aids in this endeavor. There are four steps of the quality assurance process: Plan, Do, Check, and Act. This paper will address what items go into a quality assurance plan. The quality assurance plan should define objectives, roles and responsibilities, coordinate with other plans, and define tasks and the schedule. Plan, Do, Check, and Act Plan, Do, Check, and Act or Plan, Do, Check, Adjust is is a four-step management tool that businesses use for control and continuous improvement of processes and products. The PDCA steps are: Plan- The first step in this phase would be to identify the problem and establish a plan of action to...
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...industry is a promising step for economy of Bangladesh. In the 1980s, there were only 50 factories employing only a few thousand people. Currently, there are 4490 manufacturing units. The RMG sector contributes around 76 percent to the total export earnings. This sector also contributes around 13 percent to the GDP, which was only around 3 percent in 1991. Of the estimated 4.2 million people employed in this sector, about 50 percent of them are women from rural areas. The garment sector is the largest employer of women in Bangladesh. The garment sector has provided employment opportunities to women from the rural areas that previously did not have any opportunity to be part of the formal workforce. This has given women the chance to be financially independent and have a voice in the family because now they contribute financially. The country’s garments industry grew by more than 15 percent on average during last 15 years. The foreign exchange earrings and employment generation of the Garments industry are increasing day by day. On the other hand, the term “Human resource” is a broad concept. Its meaning is the management of an organization's employees. While human resource management is sometimes referred to as a "soft" management skill, effective practice within a company requires a strategic focus to ensure that people resources can facilitate the achievement of...
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