TQM And Human Resource Management: An Introduction To Total Quality Management

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Introduction:
Total Quality Management (TQM) is part of an organization that is designed to improve the quality at all level. TQM usually functions on the main objective that the quality of a product and process is the responsibility of every individual who is responsible for the creation and consumption of products and services that are offered by an organization. The employee’s involvement in the creation of TQM is very important and it is the critical element of quality. Human Resource Management (HRM) is focused on process improvement as well as employee improvement. This enables the organization towards continuous process improvement, Training for employees and Team functioning.

Critical success factor (CSF) is a term of management which
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TQM has the potential to bring a change in the approach of organizations in terms of quality in business functions. Today TQM and HRM have been widely used by organizations as a powerful tool to change the way the business functions especially in the manufacturing unit. TQM/HRM has the potential to bring about the desired results of the management in a systematic way. There are many experts who have already predicted that HRM/TQM will stand as a powerful tool in quantifying the business functions and the integration of HRM and TQM will enable organizations to survive in the future to come (Redman and Mathews, 1998).

There is a fast growing interest in theory as well as practice on the relationship between HRM and TQM. There is also a growing interest to study the relationship between HRM/TQM and the performance of the organizations (Boselie & Van der Wiele, 2002). The previous empirical research (e.g. Boselie & Van der Wiele, 2002; Boselie et.al, 2001 & Guest, 1997) have suggested a significant effect of TQM and HRM on the organizations performance. Most of the research in the area of TQM and HRM focuses mostly on the effects of TQM/HRM at the organizational level (Choi & Eboch, 1998; Arthur,
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