Impact Of Human Resource Management On Total Quality Management In The University Of Ibadan Teaching Hospital

IMPACT OF HUMAN RESOURCE MANAGEMENT ON TOTAL QUALITY MANAGEMENT IN THE UNIVERSITY OF IBADAN TEACHING HOSPITAL

Quality Management


ABSTRACT

Human resource management and total quality management have been acknowledged as ‘new’ methods that enticed a boundless deal of scholars and practitioners’ interest. Both of the terms are considered to be an imperative management philosophy which underpins organizational efforts to acquire contented customers. The purpose of this paper is to look at human resource management (HRM) practices as the right mix in the implementation of total quality management (TQM) effectiveness. Such practices: recruitment and selection process, teamwork and employee empowerment, training and development, performance appraisals and compensation have the potential to explore and generate new knowledge for the organizations.

This paper has reviewed all the literature which is relevant to the practices of HRM and TQM and its implementation in various areas. The review is focused on the implementation, the impacts on the organizational performance and the encouraged indicators to the adoption of practices in organization. It also recognized the benefits from practices during TQM implementation and they believe this approach could give them a chance to achieve their goals. However, several organizations do not adopt HRM and TQM practices because of lack of identified reasons and less serious outcomes manifested in the effectiveness of such practices. Therefore, this paper presents the basic perception of the author with respect to the relationship that occurs between human resource management and total quality management and its influence in the sustainability of the organization. It will also attempt to have a robust understanding to the implementation of practices and procedures for improving business performance.Quality Management

Introduction

In an era described by rapid and continuous change, businesses are more aggressive and challenging. Setting of quantifiable standards or appropriate techniques to their management is required in order to be on top of the business competition. However, delivering quality services cannot be achieved without the maximum effectiveness of us, Humans (Chaichi and Chaichi, 2015). Literature indicates that human resource is considered the potential source of growth and success of an organization or new ventures (Bal et al., 2014; Hormiga et al., 2011; Gabcanova, 2011). They believe that employees’ preferences such as competencies, attitudes and intellectual agility are required to tolerate reasoned judgements within the changing and ambiguous situation. This notion was showcase voluminously in the literature of human resource management.

For instance, a total of 300 employees found that their knowledge, attitude and qualification have significant impact on performance (Amin et al., 2014). Moreover, it will shape incessant wealth and security that will lead to progressive economy. With this, human resource management works beyond their limit to provide highly qualified applicants during recruitment and selection process and commonly assess how well they keep abreast with the company’s objectives. Thus, these factors should be perpetuated in order for organizations to be invested more in productive activity and be flexible to the individual requirements.