TQM-based Human Resource Management Practices- Future Research Directions

 Human Resource Management (HRM) 

 Human Resource Management (HRM) involves managing people within organizations to ensure they remain qualified, up-to-date, and aligned with stakeholder expectations. HRM encompasses techniques for professional development, including training, outlining organizational structure, enhancing communication, and defining ethical and social standards (Da Silva, 2022). 

What is Total Quality Management (TQM)? 

 Total Quality Management (TQM) refers to the culture, organization, and attitude of a firm that aims to provide products and services that meet and exceed consumer expectations. Introduced as an administrative approach, TQM integrates quality and performance enhancement into every phase of an organization's operations. It emphasizes a culture of continuous improvement and quality application (Mohannad Abu Daqar, 2020). 

  

Research on the TQM-HRM Relationship 

 TQM is a comprehensive management approach that integrates all organizational processes to meet customer demands, enhance quality, and boost profitability and productivity. It represents a novel management philosophy focused on overall organizational performance improvement. HRM practices are critical to TQM's success, influencing both product/service quality and employee performance. 

  

Effective TQM requires ongoing employee involvement, where employees contribute to problem detection and process improvement. TQM fosters personal growth and learning for employees, aligning with organizational goals (Sawaean, 2020). Previous research shows that TQM-based HRM positively impacts employee and organizational performance, improving customer satisfaction, job satisfaction, productivity, and knowledge management (Wolor, 2022). 

  

Future Research Directions 

 Despite the positive impacts of TQM-based practices on organizational performance, several research areas warrant exploration: 

  

Organizational Diversity's Impact on HRM and TQM: Baraoun (2023) highlighted limitations in studies with small sample sizes and restricted scopes. Future research could involve larger samples and multiple departments to generalize findings. 

 Employee Satisfaction Under TQM-Based HRM Practices: Hassan (2023) noted limitations in the sample size and scope of HRM and TQM practices studied. Comprehensive research encompassing all HRM practices and TQM aspects could be beneficial. 

 Differences Between Hard and Soft HRM on TQM: Filippi (2022) explored the interplay between hard and soft HRM practices. Further research could examine their distinct effects on sustaining quality success. 

 HRM's Role in Change Management and TQM: Alqudah (2022) found a positive association between high-performance HRM practices and readiness to change. Future studies could explore how HRM practices and readiness to change interact with TQM. 

  

Conclusion 

 HRM and TQM have gained prominence in organizations for their roles in enhancing performance and customer satisfaction. TQM, coupled with effective HRM practices, fosters quality improvement and organizational excellence. Future research should focus on the impact of organizational diversity, employee satisfaction, the differences between hard and soft HRM, and HRM's role in change management to further understand and optimize TQM implementation. 

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