Quality Management and the Importance of Institute Training on the Job - Coursework Example

Running head: INSTITUTE TRAINING ON THE JOB Institute training on the job   Name:   Institution    Date: Institute training on the job Introduction Education and training are two distinct issues. The perception among people is that education provides license to work. This is not true because being educated does not necessarily imply a person is ready to work or perform the tasks associated with a certain task. Through education, one acquires knowledge but certain skills are required for an individual to acquire the skills and utilize them for a meaningful activity. That makes training on the job an important activity if quality results in terms of efficiency, productivity and results are to be realized. A new worker training on the job in order to join the company should be offered the right training for that particular placement. It is a general practice among the family businesses in the Indian sub-continent and also in the Middle Eastern nations that the youth after being educated in the United States of America or in the UK, they return to their homes to join the family businesses. Since most of them are never trained on the job, they are incorporated in the businesses as bosses rather than managers or even workers. Training on the job is part of the whole process of Total Quality Management (Deming, 2000). Training staff on the job Many organizations ranging from the medium scale to large scale do not have properly installed job training facilities. They do not provide their workers with the appropriate training for the job in question. The vacancy is filled with the qualified candidate and the manager banks on the prior experience of the employee or on previously acquired skills by the employee to perform tasks in the respective position. In most instances the new entrants or the juniors tend to acquire skills in the job from other co-workers or the senior staff members. This becomes a hindrance to the performance of the employee. The quality of the goods produced or the services delivered are thus affected which ends up affecting the entire organization. It is the responsibility of the managers to provide recognize the importance of on job training and offer the same to their employees (Molina, 2003). Barriers to successful on-job training Management of only basic line is one of the errors that should be avoided. Organization that minds of only the basic line of development and is only concerned with numeric results will definitely fail (Bounds, 2000). Management is a difficult task and any manager that operates with numerals only puts the organization at a risk. Every manager should understand all process workflow and also get involved in the processes and predict the possible causes of the problem especially if it can arise from the subordinates. Assessing of activity with the aid of quantitative rates system is also another problem that can affect the success of a total quality management. Assessing of activity with the aid of quantitative rates system involves the use of rates, reports and annual assessments of attainments which can lead to forced quotes, categorization and ratings that involve unhealthy competition break of team cooperation within the organization (Harari, 1999). Instead of using such systems in management, managers should personally note the improvement the subordinates have made in their duties. Another mistake that should be avoided is stress on getting of short-term benefits. If the workers have experience of receiving fast gains they will struggle to work in the same manner. Management should have the capacity to convince its employees that it is better to work on the basis of long term benefits rather than struggle for short-term benefits which tend to lead to unstable improvements. Lack of strategy should also be avoided (Kanji & Wallace, 2000). Organizations should make its employees feel that there is a sequence and proper strategy of achieving its objectives. This way the employees will feel certain that it will achieve their goals of consistent professional and carrier growth. Organization should maintain a perfect strategic plan for achievement of its goals and should be part of the devoted to quality improvement in the organization. Staff turnover should also be checked in an organization for it to succeed in total qualification management. If high staff turnover within a firm is common, this points to serious problems in the firm. If the previous errors are prevented in an organization, then staff turnover will also be taken care off. Management of every organization should ensure that their employees are fairly treated to make them feel important to the organization and also feel as part of the organization (Molina, 2003). On Job training in Total Quality Management Total Quality Management (TQM) is a systematic problem solving for consistent improvement in an organization. It is a philosophical phenomenon based on Edward Deming’s theory and a set of guiding principles that represent the foundation of the uninterrupted improvement procedure within an organization. It involves small teams of individuals who are concerned with improving their careers or jobs by tracking their quality and reviewing it. In the Deming’s principles of management, the sixth point emphasizes on job training as a prerequisite to total quality management. Institute leadership across the company implies that managers should guide the subordinates on how to work out things and should not only sit back and order. It is a management style that consists of a non-stop procedure of quality improvement of commodities, procedures and personnel work. This is a group of methodologies that drive an organization to strategic objectives realization through continuous quality development. It is concerned on production of products and services that have high-quality from the customer’s perspective (Deming, 2000). TQM was analyzed and described on the Edward Deming’s theory. This philosophical perspective has been a success in countries such as Japan and USA. TQM has exhibited phenomenal results and is now applied in several successful enterprises all over the globe (Walton, 2000). It facilitates faster, fundamental and more effective enterprise development since it stimulates production of commodities of high quality. Overview of on job training in TQM The term on job training describes the training offered by an employer to a paid participant mainly an employee while still engaged in productive activities in a job. This activity or process provides knowledge and skills required to the full and appropriate performance of the candidate in that particular job. The process is limited to the duration as appropriate to the profession for which the employee is being trained. It also considers the content of the training and previous work experience of the partaker and the service strategy of the worker. On job training is offered to eligible workers who are evaluated and found to be in need of skills that can only be provided through the process (Hall, 2001). On job training is part of the entire process of TQM. Total quality management is a management philosophy that is responsible for the renovation of the production processes of good in several large Japanese companies. TQM is particularly concerned with the needs and prevalence of customers and calls for a continuing procedure of collecting relevant information and data. Employees must be full equipped with the appropriate skills in order to satisfy the customers. These skills can only be acquired through on job training. On job training as part of the TQM process aims at equipping the workers with the appropriate skills in order to improve on services provided in the production process. Ultimately, Total Quality Management intends to organization wide, consistent improvement that surpasses the expectations of the customer or client. Total Quality Management signifies a paradigm shift and struggles for nothing less than a new business culture (Hall, 2001). The founders of on job training are universally recognized to include W. Edwards Deming, Joseph M. Juran, George Box, and Philip Crosby in the United States and in Japan are Genichi Taguchi and Kaoru Ishikawa. Juran defines quality as making a commodity fitness for use by a customer while Edwards Deming affirms that quality should target the needs of the customers both at the present and the future. In either definition the customer is required to decide whether an item is of reasonable quality and not the participants in the procedure that created the commodity (Dean, 2004). On job training is directed and controlled team process of continuous quality enhancing that drives organization to successful objectives attainment. It is concerned on client’s needs, rising of organization’s financial results and worker’s work satisfaction. On job training in Total Quality Management is an organized, incorporated and organized management approach that is used by several successful organizations in the world. Plan-do-check-act (PDCA) cycle The Plan-do-check-act (PDCA) cycle utilizes the scientific approach to problem solving. In the plan phase, the problem solving team assesses information to spot possible causes for the problem and then come up with a solution. In the DO phase, an experiment is carried out and the findings from the experiment are analyzed. In the Act step, if the findings are favorable, the plan is implemented. If the findings from the experiment are negative, then the team begins a new research. In the on job training, the Plan-do-check-act (PDCA) cycle is applied. This scientific approach is useful in that it directs the managers on the appropriate skills to incorporate in the training process. In order to prevent wastage of resources, only the most appropriate skills are taught (Feigenbaum, 2000). Conclusion The Plan-do-check-act (PDCA) cycle in TQM which a scientific approach is the best model of on job training. Since the core function of on job training inTotal Quality Management is to improve the production of goods in terms of quality then this would call for the use of science in making critical decisions as opposed to philosophical theories. This also discourages counter productive behavior. Scientific approach to on job training is advantageous to the firm since it assists in the improvement of the firm’s reputation by removing faults and problems in the production process and in increasing the morale of employees by encouraging them to take extra responsibilities in the companies. It also assists in the reduction of wastes because only effective plans are adopted in the production process. The company benefits from on job training in that its workforce becomes dedicated to the firm and will always strive to make the organization achieve its objectives. References Buch, K & Rivers, D. (2001). The Role of leadership and culture. 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