People Quality Management In Professional Institution

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ISSN (Print) : 2319 – 2526, Volume-2, Issue-1, 2013

72

People Quality Management In Professional Institution

Pinakshi Bag¹ & Smrutihara Biswal²

1Department of MBA, MEMS, Balasore

2Department of MBA, ABA, Balasore

E-mail : [email protected], [email protected]

Abstract – In the present era everywhere there is the hue &

cry of “Quality management”. Today’s business is operating in an increasingly dynamic, competitive and unpredictable environment. The key success in every business is more and more depend upon the human factors. People are an integral part of any organization. As the worth and the progress of an organization is heavily dependent on the nature & quality of manpower, talent management or people management play a great role in Quality management.. Whilst planning to be tamed the talents to be think about the individual and organizational contributions towards maximizing quality in the work place. The work place may vary from professional institute to corporate office & also business may extend from education to manufacturing. This paper is an attempt to define the QUALITY & show the ways of its MANAGEMENT in Professional Institutions.

Key Words : Quality management, Talent, business, Professional institution, Optimistic ways, Pessimistic ways, HR tools

I. INTRODUCTION

To maximize the productivity (both by quality &

quantity) of an organization it is essential to develop, retain, and nurture the talents in the workplace. In order to ensure about the quality in the work place the organization have to identifying the potential of the employees, developing their potentialities and also providing adequate support to them. The significant role plays by the organization for nurturing talents in optimistic ways rather than in pessimistic ways is a disguised but very important part of Quality management. If the organization is tan professional institution then of course the students are its products.

II. WHAT IS QUALITY MANAGEMENT? Quality is a perceptual, conditional and somewhat subjective attribute and may be understood differently by different people. It‟s meaning also different for different business. Quality management is vital to the success of an organization. It enables it to deliver products and services that meet both customers‟

requirements and regulations, protecting its reputation while reducing costs and driving improvement. It also helps an organization to ensure it is operating in the most sustainable way. But as the theme of every business(i.e. customer satisfaction) is same like that the theme of Quality management is same for every business.

III. QUALITY MANAGEMENT PROCESS The quality management process includes the following steps………

1. Quality planning - This ensures that quality requirements are addressed throughout the organization

2. Quality assurance - This gives confidence that match the standards and requirements are being met

3. Quality implementation-This ensures proper implementation of the planned activities 4. Quality improvement- This process is informed

by all of the above activities and the continuous required modification of the business.

5. Quality control- This focuses on process of checking from beginning to end

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73 Figure-1: Quality management process

In the present turbulent Business environment to bring excellence in work place requires human talents. Human beings have many talents that can be turned into engines of success. People are capable of remarkable achievement, significantly ahead of previous performance, if they are provided with the right environment for nurturing their talent. People having with special attributes to success demonstrate their talent including determination, vision, confidence, mentoring power, emotional intelligence, competitive spirit, leadership, ambitious, ability to take rise up etc.

IV. PROFESSIONAL INSTITUTION

The qualitative aspect of professional institution depends upon the consensus about their mission, purpose, goal and objectives. Cameron (1986) stated that consensus regarding the best or sufficient set of indicators of effectiveness is impossible to obtain.it may be possible through face to face discussion for appropriate responses.

Table: 1 is given below which is described about commonly used models of organizational effectiveness

Table 1: commonly used models of organizational effectiveness

Model Definition when

useful

when useful

An organization effective to the extent….

The model is most preferred when….

Goal Model It accomplishes its stated goals

Goals are clear, consensual, time- bound

measureable

System Resource Model

It acquires needed resources

A clear connection exists between inputs and performance Internal

Resource Model

It has an absence of internal strain with smooth internal functioning

A clear connection exists between organizational processes and performance Strategic

constituencies Model

All strategic constituencies are at least minimally satisfied

Constituencies have powerful influence on the organization, and it has to respond to demands

Competing Values Model

The emphasis non criteria in the four different quadrants meets consistency preferences

The organization is clear about its own criteria , or change in criteria over time are of interest

Legitimacy Model

It survives as a result of engaging in legitimate activity

The survival or decline and demise among organizations is of interest Fault Driven

Model

It has an absence of faults

Criteria of effectiveness are unclear, or strategies for improvement are needed

High Performing system Model

It is judged excellent relative to other similar organizations

Comparisons among similar organizations are desired

Source :Adapted from Cameron(1986)

Professional education is now a target business of every businessman. Professional course & institution are commonly used words now days. Professional Courses include undergraduate, technical, and professional degrees in Business, Information Technology, Design, Art & Communications, animation, visual communication and event management, retail and business management Construction & Civil Works, Cosmetology, Fashion Design, Health Sciences, Social Development, Theater, Sound & Television, Engineering, Culinary Arts, Hospitality, Tourism, and

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74 Sports. Professional institutions (by providing professional courses) cooperate the young professionals build up their careers in today's competitive job market need to be better equipped with the extra knowledge, skills & expertise relevant to their area of interest, and hands-on experience to prove that they are the best. It prepares young, adult and working professionals across seventeen to compete in the competitive global job market.

V. PROFESSIONAL COURSES AS A CAREER Following g are some of the valuable reasons for admiring professional course as a great source of bright future………….

 In the competitive world professional course can be expressed as a source of getting a job of someone‟s choice

 Professional courses provide different courses for different career path.

 These encourage both knowledge & skill which increase the expertise in the particular field.

 Prepare everyone to face the competitive job market.

 Professional courses make us open to cope with the changing environment.

 Professional courses show a no. of options for a bright career choice.

VI. QUALITYMANAGEMENTINPROFESSIONAL INSTITUTION

Professional courses are acceptable in every part of society. So professional institutions are growing like anything. It is in the growth stage. At the same time quality maintenance is needed to continue the growth phase. Especially in professional institution quality can be managed & improved by following a proper Quality management process as described earlier. In the present scenario many developed techniques like, QC(Quality Circle),Six sigma, QWL(Quality Work Life),WPM(Worker Participation Management) etc. are used for Quality management. One of the emerging philosophies in quality and management concepts is Total Quality Management, (TQM). TQM has been applied to business and industry and recently has been experimented and implemented in professional education institutions to provide high quality and standards for both industry and professional education institutes. Total quality management (TQM) is a management strategy which is aimed to embed quality awareness in all the organizational processes. Principles of Total Quality Management (TQM) have been

successfully adopted and applied in the field of professional education by developed countries such as Japan, USA and UK. In India, TQM has been successfully implemented in some Professional Education Institutions and it has improved the quality of professional education in those institutions. TQM has become the most important concept because the quality of the student makes the difference between success and failure of any institution. TQM can serve as a paradigm for improving every aspect of collegiate functioning from fiscal administration to classroom instruction which influences the further performance of the students in both personal & professional life.

The best way of quality management is nurturing the talent in the working place (in the professional institution). Identifying and utilizing the individual talent is one of the most productive aspects in the work place. Talent management is a source of Quality management. So that in order to nurturing talent in the workplace first step to spotting talent , second step to planning for developing it, third step to facilitating for sustain it. As well as the role of the managers or consultants to nurture the talents. The Various factors affecting the nurturing talent in the workplace have been purified below.

VII. FACTORS OF NURTURING TALENT IN THE

WORKPLACE 7.1 SPOTTING TALENT

The first stage in any talent management process has got to be to understand what your organization means by talent management, why it is such an important activity and who is to be selected for the talent pool. Look out for signs of abilities that not being fully used or used and find out ways in which the individual concerned about to contribute their talents towards their work place. The important one the organization has to recognize talents in „optimistic „way not in „pessimistic‟ way.

The „pessimistic‟ way like –one who says “I believe it when I see it”.

The „optimistic‟ way – one who says “I see it when I believe it‟.\

The pessimist takes the seat where as the optimist takes the act .so that organization has to recognize talents in optimistic way. Recognizing and developing talent within the organization can bring in real benefits to a company by generating tangible amount of enthusiasm, motivation and commitment, all of which are essential to the business. If talent is nurtured effectively, it will bring the business strategy to life and help in driving the organization‟s mission and goals.

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75 Some essentials for establishing an effective talent identification process. Here are some tips to develop an understanding of how to go about defining talent:

• Be clear on the drivers for talent as they apply to your organization.

• Understand how you are to determine indicators of potential.

• Clarify the link between current and potential performance.

• Set up means to monitor and develop individuals.

• Draw up solid systems to meet these needs.

7.2 PLANNING TO BE TAMED THIS TALENT Bringing talent to the foreground not only re- launches the individual career but also strengthens the organization‟s potential. It is basically the task of the top management viz. CEO, COO, MD, GM, and also line managers to create an opportunity for the employees where they display their inherent talents.

Nurturing talent within the organization improves quality and productivity. It ensures a reliable knowledge base regarding the organization‟s processes, policies and procedures, alignment with the organization‟s culture and improves work efficiency. It is critical to retain talent from the cost perspective too, as estimates suggest that losing a middle manager costs an organization up to 100 per cent of his salary! It becomes all the more imperative to value employees and offer an environment where everyone can aspire for excellence. Developing and retaining talent has become quite critical as its success depends heavily upon professional skills that can be difficult to find since they are highly knowledge- based and creative professionals such as skilled editors with an academic background in languages, science and the arts, designers, Photoshop artists, and the like.

Today, there is a clear need for trained professionals in different areas such as commissioning, editing, production, design, sales and marketing. It is important to employ a variety of techniques rather than just one particular approach to develop talent. Besides having various HR tools such as Performance Management System and Training and Development, it is extremely important to provide an environment which is motivating and comfortable, and conducive for creativity, innovation and development.

To spot talent early, include psychometric evaluation in the recruitment process, which examines verbal and numerical reasoning (among other skills), and also looks at personality traits and the capacity to excel. The first step towards retaining your talent base is finding the best possible people who can fit within your

culture and contribute to your organization - is a challenge and an opportunity. Bring in a diversity of talent, which is very much needed in the current dynamic business environment.

Along with the organization has to assess the individual contribution and organizational contribution towards maximizing the talents in the work place.

Individual contributions like-personal qualities of drives and perseverance, ability to form relationship and to communicate, energy and strong needs, drives and motives, continual willing to learn and develop etc.

Organizational contributions like- ability to identify and to recognize talent, appraising, coaching, giving rewards, incentives ,investment in personal training and development.

VIII. FACILITATING FOR SUSTAIN TALENTS Most people agree that a talent pool is vital to move an organization forward, to retain its competitive edge and to provide fresh perspectives. This presupposes that the mindset of the organization is that talent is to be encouraged in the company.

It is important to employ a variety of techniques rather than just one particular approach to develop talent. Besides having various HR tools such as Performance Management System, timely feedback system, 360 degree feedback system, and Training and Development program as it is extremely important to provide an environment which is motivating and comfortable, and conducive for creativity, innovation and development of talents in the work place.

i. Performance Management System and Feedback Mechanism as HR tool

Measuring and managing employee performance remains crucial part in nurturing talent. Performance indicators enable us to understand whether or not people are thriving in their jobs. If they are not, they could be bored, in the wrong job altogether, or may lack access to the support, resources, or skills needed to tackle the tasks they have been given. A robust Performance Management System supports an effective feedback mechanism.

ii. Timely feedback as HR tool

Timely feedback gives employees the right direction and morale boost. Right and objective feedback creates a culture of continuous improvement.

iii. 360 degree feedback as HR tool

A “360 degree feedback” system for the managerial staff helps to ensure continuous improvement and development. It is valuable to evaluate employees‟

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76 capability levels and their potential to grow in all level and all aspects, Assessing individuals through a range of tasks helps in determining their potential for advancement within the context of the organization‟s goal.as we know that “360 degree feedback” is the

“multi scoring feedback” system it helps to develop turnaround strategy for success.so that it definitely helps in developing and retaining the talents in the work place.

iv. Training and development program as HR tool Training and development is the tailor made program which is initiated by the organization to propel the hidden talents of the employees. Training program is really meant for capacity building, culture building and commitment building in the work place. Training as we‟ll as adding the value and also deduct wasteful activities. So it the important way to nurture the talents.

IX. ROLE OF MANAGERS /CONSULTANTS FOR IMPROVING TALENT

Managers need to see talent management as part of their role, and actively undertake talent identification and development. It also should form an integral part of a strategy and business planning process. Whilst some people see talent management as encompassing the whole of the organization, the majority narrows down their selection and pick the key areas of greatest impact on the organization, with a focus on the future.

i) Top management commitment

Nurturing the talent really possible by the degree of commitment, dedication and philosophy of top management .How they create the sound climate to nurture the talent successfully in the professional institutrions..

Some professional institutions in the developing countries like India are not maintaining quality. These professional institutions treat professional education as general education. In the age of competition there is the competition of advertisement, false commitment, infrastructure, course fees etc. We both do agree theses points are important but at the same time the importance in quality of education, efficient faculties anti ragging atmosphere, updated skill & knowledge etc. are more important. This situation of professional institutions put a question mark (?) in front of the students & their guardians to be a part of the institution. Then question arises whether only the institution is responsible or the students, guardians, the government & some other participants are responsible. Of course all are responsible partially. Let‟s discuss one Example – Some students doing professional business management course are not getting job. The big reason is they are not skilled. In such case some institutions don‟t provide

good faculties, can‟t make the students corporate oriented by providing different communication, motivation training, industrial visit, case study method teaching etc. Here professional institutions are not maintaining quality.

In some other way the professional institution do maintain & manage quality, till the same problem because the students & their guardians don‟t deal the profession course properly. Students think securing good marks is the only step for getting a good job which is not true. Parents also forget to check & guide after the admission.

X. CONSEQUENCE OF UNDER DEVELOPED QUALITY MANAGEMENT IN PROFESSIONAL INSTITUTION If good quality won‟t be maintained, improved or managed properly then some of the following situations may appear………..

 Increase in the rate of Unemployment

 Increase in crime rate

 Talent can‟t be retained

 Decrease in Trust on professional course &

institution

 Decrease in efficient professionals

 Absence in good identification mark by professionals

 Professional Institutions face maturity & then decline stage instead of growth stage

 Organization becoming vulnerable to changes in the environment

 Difficulty in playing as vital roles

 Having weak capability to respond, unable to face the competitor

 Difficult to understand how to determine indicators of potential

 Difficult to set up means to monitor and develop individuals

XI. CONCLUSION

In this status quo quality management in the professional institution must be maintained to face all the above 12 points. Proper quality management can be helpful to maintain the growth phase of professional institution & also it can transform the maturity or decline stage to growth phase. Talent is like an onion and what is seen just the outer part of scarp. So it is difficult to identify and nurture the real talent. This paper looks at how best to go about identifying talent for

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77 quality management in professional institution &

showing its status in developing country like India. In a changing business environment, an explicit and well- thought out approach to nurturing talents with best support and practices is a big source of Quality management.. Creating the right environment, developing leadership skills among team members, and gathering feedback from participants (students, teachers, guardians, out siders etc.) are the keys to success in any professional institution. Most organizations have developed some ad-hoc approaches to talent management, though a recent survey suggests that the majority have not formalized this into a coherent talent strategy. This can lead to strategic gaps -not fully recognizing potentially catastrophic future shortfalls and not taking action early enough. There is not a standard template for this: organizations must be managed according to their history, culture and environment. A quality management process must be firmly embedded into the organization, rather than it being a bought-in HR package. Professional institutions must be open to cope with the changing, competitive & globalized market. Like many other aspects India Govt. is trying its best to compete in globalized job market. Even Orissa Govt. is also taking so many steps (giving scholarship to the good students, loan facility, strict rules etc.) for the quality maintenance & to increase the value of professional institutions.

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