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INTRODUCTION

The major premise of the TQM philosophy is that quality, defined by Juran as fitness for use, isthe key to business success and that this, rather than price or delivery, is the route to competitive

advantage. Moreover, in addition to increasing sales and market share through quality

improvements, TQM need not lead to increased costs, rather costs are likely to fall due to adecline in failure rates, rectification, warranty costs, returned goods and a reduction in the costsof detection. TQM is concerned with building inrather than inspecting quality, with being the

responsibility of all employees, rather than merely the responsibility of a specialist department.

The benefits of such an approach are regarded as being potentially very significant.

Human resource management can play its role very easily in implementing and maintaining a

total quality management process in supermarket. HR managers are responsible for recruiting

high quality employees, the continual training and development of those employees, and thecreation and maintenance of reward systems.

Thus, the HR departments should try to sustain the long-term TQM process organization-wide to

improve state of the HR department in the eyes of others that are traditionally more influentialdepartments on the bottom-line of the organizations. To achieve the purpose mentioned above,

questioner survey method is used for customers as well as for employees. Result indicates that

Quality can no longer be viewed as the responsibility for one department. It is an organization-

wide activity that permeates all departments, at all levels and HR Manager Plays important rolefor it.

The relationship between HRM and TQM

Traditional HRM practices conflict with TQM and should be changed (Schonberger, 1994).

Although organizations have initially focused on a production-oriented perspective of quality

(Wilkinson et al., 1991), the recent literatures has underlined the importance of HRM for success

(Vouzas, 2006). In fact, the soft dimensions of TQM (customer orientation, leadership, cultureor HRM) as they have been described by many authors (Bou Llusar et al., 2009; Fotopoulos and

Psomas, 2009). Therefore, the human resource function must take the lead in activities such as

job design and teams that promote cooperation, empower employees to provide information,participation and autonomy, select employees that can adapt to the organizational culture, foster

programmes of training and development with quality goals and define appraisal and

compensation policies which support quality targets. A fruitful cooperation between HRM andTQM can produce better organizational results. The alignment of HR and quality policies, such

as creating and communicating the TQM vision, preparing the organization and employees for

TQM implementation and generating quality awareness among the employees across all levels,

functions, and departments, should contribute to an increase company performance (Palo andPadhi, 2005).

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OBJECTIVE OF STUDY:-

1. To study the role of HR dept in TQM.2. To study the employees adaptability towards TQM.3. To study the effectiveness of HR - TQM Practices.4. To study the role of quality assurance in the organization.

5. To understand the total quality Human Resource Strategy.Quality begins with the awareness. One important parameter in quality, the gapbetween the customers expectations and the suppliers process capacity. The minimalthe gap the better is the meeting point of minds of the customer & the supplier.

RESEARCH METHODOLOGY:-

RESEARCH DESIGN

A research design is defined, as the specification of methods and procedures for acquiring theInformation needed. It is a plant or organizing framework for doing the study and collecting the

data. Designing a research plan requires decisions all the data sources, research approaches,

Research instruments, sampling plan and contact methods.

Research design is mainly of following types: -

1. Exploratory research.

2. Descriptive studies

EXPLORATORY RESEARCH

The major purposes of exploratory studies are the identification of problems, the more precise

Formulation of problems and the formulations of new alternative courses of action. The designof exploratory studies is characterized by a great amount of flexibility and ad-hoc veracity.

DESCRIPTIVE STUDIES

Descriptive research in contrast to exploratory research is marked by the prior formulation ofspecific research Questions. The investigator already knows a substantial amount about the

research problem. Perhaps as a Result of an exploratory study, before the project is initiated.

Descriptive research is also characterized by a Preplanned and structured design.

DATA COLLECTION METHOD

Primary Method Secondary Method

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PRIMARY METHOD:

Personal interview of sample.

Telephonic interview.

E- Mails.

Observations. Questionnaires

Interviews

SECONDARY METHOD:

Internet.

Books and Journals.

Company reports.

Census department.

Research work of others.

SAMPLE METHOD:

The methodology adopted to collect the secondary data was internet, books &refrences, etc are used in this study.

SUMMARY:-

There is growing evidence that TQM is unlikely to achieve its objectives unless there isa greater awareness of the people factors in quality management (Wilkinson, 1994).

Although writers and organizations often refer to the human factors, this is rarelytreated at anything more than a superficial level: the need for more training, bettercommunications, empowerment of staff, open management styles and so on.1) HR practitioners may play a creative role at the shaping stage of TQM, for exampleby designing and delivering senior management development courses or reviewingcurrent organizational cultures.2) HR can contribute at the introduction phase by designing communications events topublicize the launch of TQM or assisting the Board to produce mission statements.3) Assistance can he provided to maintain and reinforce TQM by identifying ways inwhich to recognize and reward achievements, or redesigning suggestions schemes.4) HR practitioners have a role to play in reviewing TQM, by designing attitude surveysand analyzing their result.

1.3 Limitations:-

The projects have certain limitations and these limitations have been discussed below:

Limitations of this study is the possibility of the existence of other factors that mayinfluence TQM implementation and which were not included in this study like

organizational culture and implementation costs.

The proposed framework is costly and time consuming due to the large number ofquestions it holds.

The study is also limited to one company and therefore, the findings should not begeneralized.