How can HR implement TQM (Total Quality Management) in an organization?

I always feel that the first pillar of TQM is internal customer satisfaction.People involved in each process have to treat those next in the process as their customer. In addition to the external customer, every activity in the factory has an internal customer. The service to the internal customer is the one which will help gear up the organization to deliver finally the required service to the customer.Here lies the importance of HR in developing total quality people i.e. people with positive attitude, values in consonance with organizational mission and change the mindset so that the foundation becomes very strong.

Strategic HRM: all HR activity (including workplace learning) should help an organisation achieve its vision and strategic objectives, whether directly or indirectly. That is, all HR activity should be "strategic." It is therefore crucial that you understand precisely how everything you do (everything you deliver) contributes to the attainment of your organisation's mission, vision, and strategy. Otherwise, how can you put a value on your work, and how can the organisation value your work? Note, however, that contribution can be indirect. For example, improving quality of work-life can have a substantial impact on the bottom line by reducing errors & accidents, reducing absenteeism & turnover, and improving productivity & customer service.

when TQM will be implemented in an organization it will result in a lot change in a organisation which will not be comfortable with the employees.Therfore it is the duty of an HR to communicate to the employees the changes that will take place and make sure the employees are also able to catch up with the pace of the change that is going to take place.Give them ample tools

People should agree to what policies, procedures company has introduced and must adhere to commitments. On the whole, these policies should be transparent to all, where everyone feels like being a part of it mutually..

CSAT levels above 95% shows TQM, besides proper documentation and proper institutionlization of quality standards, such as PCMM...

`training`is a continuous process - not necessarily related to ratings in the ``appraisals``but in enhancing knowledge and skills`

I agree with Gargi Sinha that main pillar of TQM should starts with internal customer orientation. When we are able to establish internal customer satisfaction- people in the organization feel satisfied with their professional life and start enjoying their work, actual creativity and enhanced performance towards mission of the company will happen.

Therefore, developing people with inputs of TQM principles should be taken up as first priority. This could be done in this recession time through internal faculty / facilitators' development and in turn they will develop entire people in the organization. Whole organization, then, will become TQM origentated and ultimately main customers will start getting not only satisfied but highly delighted with product and services of the organization.

Recruiting quality people and encouraging the employee in friendly manner irrespective of Percentage of marks and many show case certificates available with them.

one cannot develop ``qual;ity``people...we can certainly change/attempt to change ``attitudes``;

we must also understand the ``impotrance of training``-which is a continous process,not merely related to `appraisal requirements`

1) Only select those people who clear about  QUALITY Concept 

2) HR should give train the employee about six basic concept of TQM.

3) Instead of incentive on production goal HR should distrubute quality goal among all employees

4) As a TQM compony HR should able to adopt change in Compony policy & treat quality issue as compliance issue for the compony.