Paper Summary:

This paper explains that, in the past, HRM (Human Resource Management) involved classifying job positions, recruitment and hiring as well as employee benefits, discipline and compliance with employment laws; this role has expanded to include building a more stable, better qualified workforce as required by the TQM (Total Quality Management) approach. The author points out that HR managers play a creative role in introducing and disseminating TQM materials, producing mission statements, assist in reinforcing and maintaining TQM by a reward system based on achievements, reviewing with attitude surveys and analyzing their results. The paper relates that HRM practices enhance employee productivity and the ability of organizations to achieve their goals, especially when the use of personnel practices are integrated into the strategic planning process through the use of TQM at the group level, and Management by Objectives at the individual level.

Table of Contents
Introduction
HRM in TQM
The TQM Approach
Conclusion

From the Paper:

"TQM calls for the involvement of top management and all levels of the organization and this in turn requires a more strategic approach to the management of human resources which is HRM. There is a "hard" type of TQM which pays little attention to the people element in the drive for continuous quality improvement. This TQM type is largely production-oriented such that emphasis is given to systems, processes and procedures. The criteria for the granting of ISO-9000 and British Standards-5750 are based mostly on this type which disappoint HRM professionals who feel that greater emphasis must be placed on the human aspects of TQM."

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