1. TRAINING FOR
QUALITY
Presented By
Ms. Nidhi Kukreja
Mr. Mohnish Madkaikar

2. INTRODUCTION
 What is Quality ?
 What is Training ?
 Why Training for quality ?
 Conventional training and modern training methods
 Physical training and Virtual training
 Paid training and On-job training

3. Garment Production Flow chart
Fabric Washing
Fabric Bitting
Cutting
Quality
Control Sewing
Finishing
Packing
Dispatch

4. MANAGEMENT OF QUALITY
TRAINING
 A delineation of responsibilities for who contributes and
in what ways
 A strong and unswerving focus on the customer –
Internal and External
 A plan established with clear strategies and tactics for
quality training
 A budget to fund the plan

5. RESPONSIBILITIES
Training for Quality and TQM system the training supports can succeed
only if there is accountability and responsibility for its implementation
and effectiveness
 Executive leadership – The executive team bears the responsibility
for creating a quality culture in the organization
 Human resource – The Human Resource (HR Dept.) bears the
responsibility for implementing the Quality training strategy
 The quality professionals – The quality professionals (Quality
Dept.) bear the responsibility to collaborate with the HR
professionals to share their technical expertise on quality

6. FOCUSING ON THE CUSTOMER
While drafting a Training program following factors
should be taken into account for effective and positive
deployment of the plan
• Customer Need
• Customer Expectation
• Customer Satisfaction
• Customer Perception

7. DEVELOPING A TRAINING PLAN FOR
QUALITY
 Quality Awareness –
 Why quality is important
 What quality means in our environment
 How quality affects our daily work
 Where we can begin to apply quality concepts and techniques
 Executive education –
 Modular training
 Just – in – time training
 Mentoring
 Lecture by peers
 Self Study
 Conferences

8. RESOURCES
 There must be a purposeful effort to identify the staffing and
materials funding necessary to achieve quality training goals
 There has to resource commitment made that is visible and
actionable for carrying out the training program
 Resources include the following factors :
 Budgeting -
 Any training program requires a dedicated financial commitment
 They need to be committed specifically to a strategy and tactics that
support training for quality
 Staffing – Various staffing structures are as follows
 Centralized
 Hun and Spoke
 Decentralized
 Shared
 External quality consultants

9. CURRICULUM DESIGN
 Curriculum design is the mainstay of a successful quality training
system
 The process by which the subject matter is selected and shaped into
a curriculum is of critical concern
 Key elements of this process are :
 Analysis of customer needs – Trainee needs
 Instructional design – It consists of developing specific learning events or
educational techniques that can assist an individual in translating written
words into knowledge
 Content development – It is influenced by performance needs , Job
requirements and Audience
 Pilot testing – Once the content is developed the Quality training should be
pilot tested with a group of objective participants

10. IMPLEMENTATION AND
DELIVERY
 Training for quality is usually delivered in two steps :
 Implementation of planning and preparation
 Delivery
 Instructional Techniques – Before selecting delivery media
the implementation designer must decide the instructional
techniques will be most appropriate for delivering the training
 Delivery systems, media , Devices –
 Live lectures
 Audience response system
 Workbooks and course study
 Audio tape
 Live video
 Recorded video tape
 Multimedia control

11.  External Vs Internal sourcing
 For maximum training effectiveness the quality of
the delivery system and especially that of the trainer
is very important
 For this reason the sourcing of delivery system and
trainers is an important decision while implementing
the plan
 The decision usually depends on two factors:
 The size of the training budget
 Training policy

12. TRAINING METHODS
 Conventional Training
 On job training
 Independent study
 Self directed learning
 Group learning
 Technology – Based Training
 Computer supported learning
 Computer managed instruction
 Computer assisted instruction
 Distance learning

13. COLLABORATIVE TRAINING SYSTEMS
 These systems are the most advanced versions of
computer teleconferencing
 The three major developments that have contributed to
the growth of participative, on-line training and
collaborative work sharing are :
 The significant increase in the internal training needs of the
organization in both public and private sector
 The advent of work-process-oriented relationships based on
team work
 The development of groupware

14. MEASUREMENT
 The success of training and collaborative projects is not
obvious from casual observation, it has to be measured
in terms of specific , widely accepted and understood
metrics.
 These metrics include:
 Learning metrics
 Cycle time
 Work product quality
 Individual and team productivity
 cost

15. EVALUATION
 Evaluation is critical to effective training for quality.
Systematic approach to training Evaluation:
 Trainee’s reaction
 Trainee’s learning
 Whether and how trainee’s are using what they learned
 Whether and how the use of learning has enhanced job
performance

16. IDEA CONCEPT DESIGN
EVALUATION INTRODUCE
QUALITY TRAINING PROCESS

17. WHY TRAINING FAILS ?
 Lack of prior participation by line managers
 Too narrow a base
 Failure to change behaviour

18. ADVANTAGES OF QUALITY TRAINING
 Mistake proofing
 Value addition
 Balancing capacities
 Precise cost definition
 Positively controlled management
 Diagnosis & troubleshooting
 Time effective production
 Increased productivity

19. CONCLUSION
 Globalization has created a high level of awareness
regarding quality and its importance among the
organizations.
 In organization the prime role of training is to develop
work related skills.
 Training for quality supplies quality management
expertise that have major impact on customer
relationship and global market.

20. THANK
YOU