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Total Quality Management

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Report: total quality management – training models

total quality management – training
models
by HAL

General metrics
3,635

561

32

2 min 14 sec

4 min 18 sec

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Report was generated on Saturday, Sep 28, 2019, 08:20 PM

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Report: total quality management – training models

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unique words

Rare Words

28%

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rare words

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Report was generated on Saturday, Sep 28, 2019, 08:20 PM

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Report: total quality management – training models

total quality management – training
models
TOTAL QUALITY MANAGEMENT – TRAINING MODELS8
Running head: TOTAL QUALITY MANAGEMENT – TRAINING MODELS1
Total Quality Management: Training Models
Name
Course
Date
Total Quality Management: Training Models
Training the employees and ensuring that they have the necessary skills is one
of the most critical steps in the implementation of a total quality management
system. The importance of training resides on the consequent improvement of
the skills and experience of the employees, which will considerably reduce the
probability of producing a defective item. From this point of view, any company
attempting to improve the quality of its products should consider training the
staff on the correct usage of the machinery as one of the critical priorities to
pursue the desired higher quality level.
There are multiple training strategies that the company can successfully
implement to provide this training. Among them, I would recommend two key
strategies focused on hands-on training and the implementation of selfdirected learning through tools like a learning management system. The rst
adult learning theory is especially helpful for training on speci c skills that
require a high level of specialization. In this case, the employee learns by
directly interacting with another employee that is capable of doing the task
correctly (Almomen et al., 2016). Through the hands-on training, the employee
Report was generated on Saturday, Sep 28, 2019, 08:20 PM

Page 3 of 6

Report: total quality management – training models

learns the tips and tricks used by the other employee, thus becoming
accustomed to a particular way of doing the things that have provided
bene cial results. In the case of self-directed learning, the employee receives
the necessary means (e.g., the LMS) that teach him the essential skills at the
pace desired according to his level of experience and previous skills. This tool is
bene cial in the sense that each employee can learn at his pace, thus not being
delayed by the presence of external factors (Soraya et al., 2019). It, however,
requires the employee to take the responsibility of completing the different
exercises proposed in the LMS. Based on these differences between the two
learning theories, I would select one or the other depending on the complexity
of the urgency for the employees to complete the training process.
The different metrics I would use to evaluate the training process focus on the
evaluation of the acquisition of new skills by the employee. For example, I
would use metrics as the reduction of the number of de…

 

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