UVSL on HR

7/24/2019 UVSL on HR

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Student Name :R.GOWTHAMRoll No :- 1402004552Specialization :- Total Quality ManagementYear :- 4-Sem (2nd Year)



TQM is to satisfy customer needs through employee empowerment and

performance measurement

Implementation of TQM requires Reengineering of manufacturing process and products JIT Bench marking world class Co. Production at zero defect level Continuous improvement at activity and processes through team spirit.HRs critical roles

Managing psychological transition Motivating an enlivening people to achieve total quality To align TQ human resource strategic mgt with business strategic mgt. Should act as internal consultants to other departments. To unlock potential of employees Key role in building an organization’s TQM culture

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• Located on the Centre Point of India • Plan started in 1994• The Uttam Value steels(UVSL) is the first

integrated steel plant in India.• TQM began on 15th sep 1995 and TQM-ISO

Cell was established in Jan 1997.• TQM techniques

– Bench marking

– Quality improvements projects – Employee involvement scheme – Housekeeping

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Uttam value Steel Ltd :ttam value Steel Ltd :- IS0 9001:2008 Certified



• Conducted in Uttam Value Steel Ltd,wardha(UVSL)• Time from Dec 2014 to Dec 2015

• Primary sources – Interview with 35 senior (structured) of HRD, TQM-

ISOCELL and 15 trade unionist (unstructured)

• Secondary sources – Files

– Records

–

Documents – Annual reports

– Company registers

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• The basic tenet is to create highly motivated vibrantand self driven work force along with its commitmentto supply quality products and services to itscustomers – Workforce

• Continued up gradation of skills and competence• building developing motivational climate• improving internal communications• building productive business culture• Fabricating discipline as a part of work life

– Quality

policy

• Manufactured products as per specifications and standards• Follow documented procedures for achieving excepted

standards• Continuously strive to improve quality of all materials,

processes and products• Encourage active involvement of all employees to pursue

continuous improvement in quality

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• Phase I (Envisioning) – Construct and communication of

the TQM mission• Phase II(Preparing)-making necessary organizational

arrangements for TQM implementation

• Phase III(implementing)

– Creating quality awareness

–

Developing management support – Organizing quality workshop

– Forming QATs

– Changing mindset

• Phase IV (sustaining the momentum)

–

Training – Communication

– team building

– employee involvement

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• Partnership of HR with other departments is

essential for the progress of TQM.

• In UVSL the HR department plays the role of both

facilitator and participant in implementing TQM.• UVSL have not only preached the TQM mantra,

they have also practiced it in their functionalareas.

• The HR professionals at UVSL have adopted thepolicy of companionship to spread the messageof TQM.

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HR professionals acted as facilitators andtrainers in conducting quality workshops.

HR Professionals advised the departmentspertaining to the formulation of draft MOUand raising points for discussion andresolution.

They also acted as consultants in the area of

cost reduction and reduction of activity cycle.

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They also suggested ways and means to improvework climate by conducting survey of theemployees.

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Employees are aware about TQM



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Organization is quality conscious towards its employees



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Feeling of employees that Uttam Steel is a good place to work



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Feeling of Employees towards comfort ability with rulesand policies of the organization



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Job makes the best use of your abilities



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Organisation encourage employee’s participation in management



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Formal career planning processes exist inthe organisation



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There is a shared vision about growth of businessin between management and employees



Roll No:1402004552

Formal or informal method is followed for employees feedbackand acting on that feedback



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Relation with superiors, peersand subordinates



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Rating about the wages & salaryoffered by the organization



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Rating for the safety practices of theorganization



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Yes No Sometimes

43.7 35.6 20.7

43.7

35.6

20.7

0.0

5.0

10.0

15.0

20.0

25.0

30.0

35.0

40.0

45.0

50.0

S

u

v

o

m

p

o

Summary of employee survey



Motivating knowledge workers Mobilizing key managerial personnel

Obtaining employees ‘ satisfaction

Overcoming communication barriers Vastness of organization

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• The HR professionals in UVSL have played astrategic role at different stages of TQMimplementation

a. Assisted in aligning HR & quality policies

b. Creating & communicating the TQM visionc. Preparing the organization as well as the

employees for TQM implementationd. Generating quality awareness among

employees across levels, functions & dept.e. Organizing quality workshops, TQM training

programs

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Contd



The TQM-HRM bondage can further be nurtured by adopting thefollowing measures

•

HR managers should be rigorously trained as TQMtrainers/facilitators

• Implementation of TQM should become a part of theassessment/appraisal of the employees’ performance

• TQM incentives should be introduced to trigger employees in

this direction• Trade unions should be involved in TQM movements

• Help out people to perceive quality as a super-ordinate goal

• Reinforce the system for information sharing, suggestionscheme, monitoring results, accountability as well as

feedback co-ordination.Thus, following implementation of TQM from a mere functionaldept. HRD Dept. has now become an indispensible tower ofstrength for the organization.

Contd..

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• Caudron 1993:- HR must partner with other departmentsin the organization to support TQM effectively.

• Schonberger 1994:- to make process improvement partof everyone’s job.

• Dansky and Brannon 1996:- the relationship betweenTQM and HR, investigation in home health agencies. Thereis an affirmative relation between the two.

• Partha 1997:- TQM approach emphasizes plannedchanges through HR.

•

Vouzas 2004:- Role of personnel professionals in qualityimprovements have been overlooked in Greek industrialorganizations.

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THANK

UVSL on HR

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