Impact of human resource management practices on TQM: an ISM-DEMATEL approach

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Priyanka Pandey ◽  
Nishant Agrawal ◽  
Teena Saharan ◽  
Rakesh D. Raut
Keyword(s):  
Quality Management ◽  
Human Resources ◽  
Total Quality Management ◽  
Human Resource ◽  
Management Practices ◽  
Structural Modeling ◽  
Integrated Approach ◽  
Corporate Image ◽  
Total Quality ◽  
Content Type

PurposeThe theory-building around the quality of human resources has received extensive attention in recent years. Numerous quantitative studies discuss and test theories related to total quality management and human resource linkages. The study aims to understand interlinkages of quality and human resources using Interpretative Structural Modeling (ISM) methodology and DEMATEL.Design/methodology/approachThis paper uses ISM methodology to examine the interrelationship between the identified variables and the DEMATEL approach to find cause–effect relationships. An integrated approach helps managers for better total quality management (TQM) implementation. This study further extended using Total Interpretative Structural Modeling (TISM).FindingsThe integrated approach of ISM and DEMATEL shows that leadership development, hiring process and training development become most important for TQM implementation. The outcome of ISM shows customer satisfaction and corporate image are depending on other practices, where DEMATEL analysis revealed that eight practices cause and remaining are effective practices.Originality/valueThis research's integrated approach helps the firm identify essential practices, and further interdependency can be developed from cause and effect analysis. The study also provided a novel approach to implementing TQM practices.

The new concept of quality in the digital era: a human resource empowerment perspective

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Hadi Balouei Jamkhaneh ◽  
Arash Shahin ◽  
Sahar Valipour Parkouhi ◽  
Reza Shahin
Keyword(s):  
Quality Management ◽  
Human Resources ◽  
Human Resource ◽  
Industrial Revolution ◽  
Total Quality ◽  
Content Type ◽  
Cause And Effect ◽  
Fourth Industrial Revolution ◽  
Digital Era ◽  
Human Aspects

PurposeThis study aims to identify the drivers of human resource empowerment in understanding the new concept of Quality 4.0 in the digital era.Design/methodology/approachFirst, the literature of quality management evolution in the fourth industrial revolution (Industry 4.0) and the position of the required workforce in Quality 4.0 were reviewed and then by using the opinions of experts and managers of Knowledge-Intensive Business Services (KIBS) firms, a set of driver effects on the readiness and ability of human resources was identified in the context of Quality 4.0. After identifying the drivers, cause-and-effect relationships among these drivers were investigated using the Grey DEMATEL technique.FindingsA total of 29 Quality 4.0 drivers of readiness and workforce ability were identified, based on multiple interactions of quality management in different stages of the production cycle. They were divided into new valuation approaches, composite dimensions, team creativity and thorough inspection. “Technical abilities and capability to solve problems” was identified as the most significant driver.Practical implicationsFindings help KIBS firms to take necessary measures and plans. Consequently, they can increase the readiness and ability of human resources based on the changes in managing Quality 4.0. Also, considering the importance of each driver, they will be able to take a step towards total quality improvement.Originality/valueDespite extensive research on the subject of the fourth Industrial Revolution, research on the human aspects required for managing Quality 4.0 is limited. This study was performed to examine the cause-and-effect relationships between human resource drivers to adapt to the changes in Quality 4.0.

scholarly journals The Relationship between Human Resource Management (HRM) Practices, Total Quality Management (TQM) Practices and Competitive Advantages

2018 ◽  
Vol 12 (11) ◽  
pp. 17 ◽  
Author(s):  
Bader Obeidat ◽  
Hadeel Fareed Tawalbeh ◽  
Ra’ed Masa’deh
Keyword(s):  
Resource Management ◽  
Quality Management ◽  
Total Quality Management ◽  
Human Resource Management ◽  
Human Resource ◽  
Management Practices ◽  
Competitive Advantages ◽  
Total Quality ◽  
Human Resource Management Practices ◽  
The Relationship

This study aimed to investigate the relationship between human resource management (HRM) practices, total quality management (TQM) practices and competitive advantages in Telecommunication organizations in Jordan. A self-administrated questionnaire was designed and distributed over a sample of telecommunication employees of 400 employees. The percentage of filled questionnaires is 80% (320 questionnaires). The research hypotheses were tested by using multiple regressions. The study concluded that there is a relationship between human resource management practices and total quality management practices. It was also concluded that there is a relationship between total quality management practices and competitive advantage. Finally, there is a relationship between human resource management practices and competitive advantage. A number of recommendations emerged in light of the findings, is that the telecommunication organization are advised to focus more on the human resource management activities and total quality management activities that improve the utilization of competitive advantages.

Lean production practices and bundles: a comparative analysis

2018 ◽  
Vol 9 (3) ◽  
pp. 374-398 ◽  
Author(s):  
Saumyaranjan Sahoo ◽  
Sudhir Yadav
Keyword(s):  
Quality Management ◽  
Total Quality Management ◽  
Business Performance ◽  
Management Practices ◽  
Lean Production ◽  
Business Strategies ◽  
Total Quality ◽  
Total Productive Maintenance ◽  
Content Type ◽  
Lean Practices

PurposeTotal productive maintenance and total quality management are two lean manufacturing initiatives that are used by manufacturing plant managers to improve operations capabilities. The purpose of this paper is to investigate the effects of standalone lean practices and lean bundles on manufacturing business performance.Design/methodology/approachA quantitative approach was used. The survey data were drawn from 160 manufacturing organizations in India. The respondent companies were grouped on the basis of the duration of lean production in operation and then classified based on the profile of their operations strategy. The approach, based on comparative assessment between standalone lean practices and lean bundles, has been directed toward justification of lean bundles for its support to competitive manufacturing in the context of the Indian manufacturing sector.FindingsThe paper establishes the long-term effects of lean bundles in significantly improving manufacturing business performance as compared to standalone lean practices. Further findings of the study revealed the significance of the duration of lean production in operation in achieving higher levels of manufacturing business performance.Research limitations/implicationsThe study is cross-sectional in nature. It would be interesting to test the analytical framework adopted for this study for more industries and in different countries. The use of subjective measures in survey questionnaire is also another limitation of the study.Practical implicationsThis study offers clear implications for practitioners, proving that they should give higher emphasis on the implementation of lean bundles using total productive maintenance and total quality management practices together, to prioritize their product, production and business strategies, to achieve sustainable competitive advantage.Originality/valueThis paper empirically examines and evaluates the effect of lean practices and bundles in the context of medium- and large-sized manufacturing industries in India. Besides, there are very few studies that comparatively assess the differences in performance contribution of various lean operational strategies considering duration of implementation of lean. Also, the theoretical contribution of the study establishes the essence of integrating total productive management and total quality management for attaining world class manufacturing is of high value.

scholarly journals Pengembangan Manajemen Sumber Daya Manusia Berbasis Total Quality Manajemen di Madrasah Aliyah Nurul Ummah Kotagede Yogyakarta

2019 ◽  
Vol 1 (2) ◽  
pp. 109-134
Author(s):  
Radit Hijrawan
Keyword(s):  
Quality Management ◽  
Human Resources ◽  
Total Quality Management ◽  
Human Resource Development ◽  
Human Resource ◽  
Quality Management System ◽  
Research Process ◽  
Dominant Factor ◽  
Educational Institutions ◽  
Total Quality

Human resources (HR) become the dominant factor in an institution, including the education sector. Education requires quality human resources, to carry out its role in meeting the educational needs of the community. Also related to Madrasah Aliyah Nurul Ummah Kotagede Yogyakarta is one of the pesantren-based educational institutions which is expected to have a Total Quality Management system in the management of education. This shows educational institutions contribute to customer satisfaction, both internal and external customers. In this paper discusses the basic concepts of human resource management based on Total Quality Management in Madrasah Aliyah Nurul Ummah Kotagede Yogyakarta, which talks about the procedures for implementing human resource development, so that it gets results from the processes that have been carried out in the development of human resources in Madrasah Aliyah Nurul Ummah Kotagede Yogyakarta. Data collection while in the field is done by observation, interviews, and documentation, which can then be classified as qualitative research. Based on the research process, it can provide input and evaluation to make improvements in the development of Madrasah Aliyah Nurul Ummah Kotagede Yogyakarta for the future that is better than ever before.

Delving into the soft side of TQM: an analysis of the implications of employee involvement on management practices

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Mauro Cavallone ◽  
Rocco Palumbo
Keyword(s):  
Quality Management ◽  
Total Quality Management ◽  
Management Practices ◽  
Employee Involvement ◽  
Successful Implementation ◽  
Total Quality ◽  
Content Type ◽  
Large Sample ◽  
Mediating Role ◽  
Organizational Excellence

PurposeSoft total quality management (STQM) is a requisite for the successful implementation of hard total quality management interventions. However, there is limited empirical evidence on the implications of adopting soft total quality management practices. Inter alia, little is known about the consequences of employee involvement in addressing organizational and management challenges. To fill this gap, the article investigates the effects of employees' involvement on their commitment to organizational excellence.Design/methodology/approachSecondary data were collected from the European Company Survey (ECS). A large sample of 15,958 European companies was involved in the analysis. A parallel mediation model was devised to investigate the effects of employee involvement on commitment to organizational excellence. Training and motivation were contemplated as mediating variables to investigate the indirect implications of employee involvement on commitment to organizational excellence.FindingsEmployee involvement contributed marginally towards establishing an increased individual commitment to organizational excellence. Training and motivation played a relevant and statistically significant mediating role, boosting the implications of involvement on commitment to organizational excellence.Practical implicationsEmployee involvement is critical for establishing an organizational climate conducive to organizational excellence. However, its implications should be contextualized in light of the mediating role of training and motivation. On the one hand, training is expected to increase employees' participation in the enhancement of organizational excellence. On the other hand, motivation fosters employee engagement in the improvement of organizational dynamics.Originality/valueThe article investigates the implications of employee involvement on commitment to organizational excellence in a large sample of European companies, emphasizing that soft TQM interventions should be implemented according to a systemic perspective in order to pave the way for a viable commitment to organizational excellence.

Supply chain management, supply performance and total quality management

2014 ◽  
Vol 22 (2) ◽  
pp. 126-148 ◽  
Author(s):  
Assadej Vanichchinchai
Keyword(s):  
Supply Chain ◽  
Supply Chain Management ◽  
Quality Management ◽  
Total Quality Management ◽  
Automotive Industry ◽  
Management Practices ◽  
Organizational Characteristics ◽  
Total Quality ◽  
Chain Management ◽  
Content Type

Purpose – This study aims to assess the level of supply chain management practices (SCMP), total quality management practices (TQMP) and firm's supply performance (FSP) in the automotive industry in Thailand and investigate the differences across organizational characteristics on SCMP, TQMP and FSP. Design/methodology/approach – Based on an extensive literature review, the measurement instruments for SCMP, TQMP and FSP were developed and validated by experts, pilot test and various statistical techniques. Descriptive statistics were employed to examine the existences of SCMP, TQMP and FSP in the sample companies. MANOVA was applied to test the differences across company ownership, company size, tier in the supply chain and ISO/TS 16949 on SCMP, TQMP and FSP. Findings – The author found that the measurements of SCMP, TQMP and FSP are reliable and valid. The automotive companies in Thailand apply TQMP much more extensively than SCMP. Their SCMP still emphasize efficient flows of information and materials at operational level to minimize transaction cost. Overall, Japanese companies, large companies, first-tier suppliers and the companies with ISO/TS 16949 have more intensively applied SCMP and TQMP and achieved a higher level of FSP. Research limitations/implications – The distribution of paper-based questionnaires was a convenience sample. Although data from a sample of 211 companies were collected, only 19 percent of them provided more than one response. Future research should apply different random sampling methods and investigate the reasons for and ways to improve the low multiple-response rate. Practical implications – The findings are beneficial to the managers who want to improve SCMP, TQMP and FSP through organization management. Originality/value – This study is one of the first to assess the existence of SCMP and FSP and to study the differences across organizational characteristics on SCMP and FSP in the automotive industry in developing countries. The existence and differences across organizational characteristics on TQMP were also confirmed.

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