training for quality
Post on 15-Jun-2015
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TRAINING FOR QUALITY
Presented By
Ms. Nidhi Kukreja
Mr. Mohnish Madkaikar
INTRODUCTION
What is Quality ?
What is Training ?
Why Training for quality ?
Conventional training and modern training methods
Physical training and Virtual training
Paid training and On-job training
Fabric Washing
Fabric Bitting
Cutting
Sewing
Finishing
Dispatch
Packing
Garment Production Flow chart
Quality Control
MANAGEMENT OF QUALITY TRAINING
A delineation of responsibilities for who contributes and in what ways
A strong and unswerving focus on the customer – Internal and External
A plan established with clear strategies and tactics for quality training
A budget to fund the plan
RESPONSIBILITIES
Training for Quality and TQM system the training supports can succeed only if there is accountability and responsibility for its implementation and effectiveness
Executive leadership – The executive team bears the responsibility for creating a quality culture in the organization
Human resource – The Human Resource (HR Dept.) bears the responsibility for implementing the Quality training strategy
The quality professionals – The quality professionals (Quality Dept.) bear the responsibility to collaborate with the HR professionals to share their technical expertise on quality
FOCUSING ON THE CUSTOMER
While drafting a Training program following factors should be taken into account for effective and positive deployment of the plan
• Customer Need
• Customer Expectation
• Customer Satisfaction
• Customer Perception
DEVELOPING A TRAINING PLAN FOR QUALITY Quality Awareness –
Why quality is important What quality means in our environment How quality affects our daily work Where we can begin to apply quality concepts and techniques
Executive education – Modular training Just – in – time training Mentoring Lecture by peers Self Study Conferences
RESOURCES There must be a purposeful effort to identify the staffing and
materials funding necessary to achieve quality training goals There has to resource commitment made that is visible and
actionable for carrying out the training program
Resources include the following factors : Budgeting -
Any training program requires a dedicated financial commitment They need to be committed specifically to a strategy and tactics that
support training for quality
Staffing – Various staffing structures are as follows Centralized Hun and Spoke Decentralized Shared External quality consultants
CURRICULUM DESIGN Curriculum design is the mainstay of a successful quality training
system The process by which the subject matter is selected and shaped into
a curriculum is of critical concern
Key elements of this process are : Analysis of customer needs – Trainee needs
Instructional design – It consists of developing specific learning events or educational techniques that can assist an individual in translating written words into knowledge
Content development – It is influenced by performance needs , Job requirements and Audience
Pilot testing – Once the content is developed the Quality training should be pilot tested with a group of objective participants
IMPLEMENTATION AND DELIVERY
Training for quality is usually delivered in two steps : Implementation of planning and preparation Delivery
Instructional Techniques – Before selecting delivery media the implementation designer must decide the instructional techniques will be most appropriate for delivering the training
Delivery systems, media , Devices – Live lectures Audience response system Workbooks and course study Audio tape Live video Recorded video tape Multimedia control
External Vs Internal sourcing
For maximum training effectiveness the quality of the delivery system and especially that of the trainer is very important
For this reason the sourcing of delivery system and trainers is an important decision while implementing the plan
The decision usually depends on two factors: The size of the training budget Training policy
TRAINING METHODS Conventional Training
On job training Independent study Self directed learning Group learning
Technology – Based Training Computer supported learning Computer managed instruction Computer assisted instruction Distance learning
COLLABORATIVE TRAINING SYSTEMS
These systems are the most advanced versions of computer teleconferencing
The three major developments that have contributed to the growth of participative, on-line training and collaborative work sharing are : The significant increase in the internal training needs of the
organization in both public and private sector The advent of work-process-oriented relationships based on
team work The development of groupware
MEASUREMENT
The success of training and collaborative projects is not obvious from casual observation, it has to be measured in terms of specific , widely accepted and understood metrics.
These metrics include: Learning metrics Cycle time Work product quality Individual and team productivity cost
EVALUATION
Evaluation is critical to effective training for quality.
Systematic approach to training Evaluation: Trainee’s reaction Trainee’s learning Whether and how trainee’s are using what they learned Whether and how the use of learning has enhanced job
performance
IDEA CONCEPT DESIGN
INTRODUCEEVALUATION
QUALITY TRAINING PROCESS
WHY TRAINING FAILS ?
Lack of prior participation by line managers
Too narrow a base
Failure to change behaviour
ADVANTAGES OF QUALITY TRAINING
Mistake proofing
Value addition
Balancing capacities
Precise cost definition
Positively controlled management
Diagnosis & troubleshooting
Time effective production
Increased productivity
CONCLUSION
Globalization has created a high level of awareness regarding quality and its importance among the organizations.
In organization the prime role of training is to develop work related skills.
Training for quality supplies quality management expertise that have major impact on customer relationship and global market.
THANK YOU
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