Indian products are often considered sub standard and poor quality. One reason for this could be linking worker performance to output. The traditional focus on measurable outcomes leads supervisors measuring factory worker performance using quantitative indicators. Thus performance outcomes that are less measurable in quantitative terms, such as quality improvement objectives, tend to be neglected.
Performance appraisal plays important role in organization’s ability to identify good performers and non-performers and is required to build up desired quality of human resource through training and development to achieve its strategic goals. Performance appraisal is important tool to evaluate organization’s performance through evaluation of individual performance. Total Quality Management speaks of management’s commitment to quality and total employee participation. Hence performance appraisal will enable management to develop suitable strategies to motivate employees. Here it is stressed that converting non-performers as performers is the job of HR department who should never forget that every human resource is human capital and should not be wasted. HR department must play a strategic role rather than doing only its generic functions. Higher productivity and better quality will lead to higher profitability through better customer satisfaction and consequent improved market share.
Dear Harshita
Most organizations in Indian manufacturing do not do performance management (PM) for workers. At the most, performance appraisal (PA) for workers is done in some organizations. They do so largely for annual increment and in some cases recognition as well; but what is required is that PA results should be fed back into developmental PM as you have rightly envisaged. So should be the implementation of the TQM, which is being done today in the developed world. So, in case there are issues for some workers in TQM implementation, this should be the basis of training need analysis, coaching, counseling, and mentoring.
With limited knowledge that I have about Indian HR developmental perspectives, there should be a close relationship between TQM performance and Quality of Work-life in all organizations especially the manufacturing sectors. Besides the recognition to employees' qualification, other aspects of motivational working condition should be studied including the personal financial-economics rewards systems, the availability of sufficient facilities and equipment to perform tasks, and the provisions and policy the allow employees to satisfy their personal/family issues while at work, should also be considered. TQM performance will not excel without appropriate care for HR excellence.
In most of the mind setup the fundamental role of HRM in the pursuit of long-term total quality management. The Indian Companies should look for a set of HRM practices congruent with TQM, rather than using individual practices. A strategic perspective to HRM supports of these TQM implementation.
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