The Framework of Training and Education for Quality Management In Small Medium Enterprises Arief Rahmana Widyatama University, Bandung, Indonesia International.

The Framework of Training and Education for Quality Management In Small Medium Enterprises

Arief Rahmana

Widyatama University, Bandung, Indonesia

International Conference on Lifelong Learning (ICLLL) 2011

(Open University Malaysia, November 14 & 15 – 2011)

IntroductionIntroduction

Small and Medium Enterprises (SMEs) are the most relevant topic to be discussed in Indonesia because of their significant contribution to the economic and industrial development of any country .

ResearchHusband, S. and Purnendu, M. (1999), Mahemba, C. M. (2003)

The important role of SMEs in Indonesia is not only limited as job provider for the vast majority of the people, but also very vital in combating poverty, reducing unemployment, distributing income, and increasing non-oil export

No Indicator Scale Sum Share (%)

1 Business Unit (Unit) 52.764.603 99.99

2 Work Force (People) 96.211.332 97.30

3 Product Domestic Bruto (IDR. Billion) 2.993.157 56.53

4 Sum of Non Migas Exports (IDR. Billion) 162.254 17.02

Share of (%) SMEs has significant different with large company deal with (a) business unit, (b) work force, (c) product domestic bruto.

Source : Kementrian UKM dan Koperasi (2010)

Introduction

EuropeEurope AmericaAmerica Japan, Korean, Taiwan

Japan, Korean, Taiwan

SMEs has important role as :(1)Leveraging of Economic Growth

(2)Leveraging of Export Growth(3)Source of Innovation

In Manufacturing Sector : SMEs as supporting industry for large company in making sparepart (as SUBCONTRACTOR)

Negara Maju & New Industrial Countries atau NICs

Introduction

Factor Condition

Demand ConditionDemand Condition

Related & Supporting Industries

Firm Strategy,

Structure, & Rivalry

Firm Strategy,

Structure, & Rivalry

• Automation technology

• Sales increasing

• Competency gap

SMEs as supporting industry for large industry

• Has developed quality management system• Cooperate with educational institution in Reaserch &

Development• High flexibility

High demandDIAMON

D CLUSTE

RMODEL

DIAMOND

CLUSTER

MODEL

Cases : SMEs in Indonesia

SME’s in the context of economic globalization Competitive Advantage Factors

(Indonesia Small Business Research Center & LP3E – Kadin, 2003)

Technology

HR Quality Efficiency & Productivity

Product & Process Quality

Promotion Access

Management

Service After Sales

Capital

Networking

Entrepreneurship

Just In Time

1 2 3 4 5 1110986 7

Baykasoglu et. al and Cheng et al. Approach : Quality Management Implementation

Quality Standar (ISO,

TQM, Six Sigma)

Quality Standar (ISO,

TQM, Six Sigma)

Process of Quality Management Implementation

Understanding ofconcept and principles

Preparing andplanning

Monitoring, adjustingand improving

Research : Irianto (2005) and Taylor (1996)

Introduction

IntroductionForce Field Analysis

Driving force and restraining force of SME’s in Indonesia

Equilibrium

Driving Force (+)

Restraining Force (-)

Difficulty in marketing

Lack of financial

Low level quality

Unavailabel raw material

Technology

Quality Management Implementation

Flexibility

Independent from bank loan

Strong human relationship

Business diversification

Process of Quality Management Implementation

Process of Quality Management Implementation

Why do SMEs implement QM ?

www.themegallery.com

To be sustainable subcontractor

Quality Planning i.e. :1.Supplier evaluation2.Market Research3.Evaluation of customer satisfaction

Quality Control i.e. :1.Inspection on process2.Inspection on product3.Development of Standard Operating Procedure

Quality Improvement i.e.:

1.Use of CAD-CAM-CNC2.Quality Circle–Defect Reduction3.Development of human capabillty

PROBLEM : quality management implementation does not running well

General Cause :

•Lack of knowledge about quality management principle•Lack of awareness for quality•Lack of skill in using CNC technology

Impact :•Degree of nonconformities product relative high•Bad image from customer•It is need to sertification of quality system•Losing potential customer

Solution : Training and Education for Quality ManagementSolution : Training and Education for Quality Management

Rahmana (2011) concluded that Developed quality system had the implication that SMEs should focus on customer.This led to management to

compose programs in developing quality system i.e. improving human resources capability, developing quality circle, inspection in process, and improving customer service.

Quality management implementation is more than simply installing systems and procedures, it is also about cultural change (Kanji and Asher, 1993).

Introducing quality management concept and practices require an education and training effort . There are several reason for this matter, namely: to inform people of what quality management, how it can be introduced and what it can

do, to develop appropriate knowledges, skills, attitudes, and values relating to quality

management, to elaborate the tools and techniques of quality improvement, and so on

Thus, investment in education and training is a critical factor in the success of quality management implementation in SMEs.

Training and Education

According to Vermeulen and Crous (2000), some authors emphasized that education and training are the most importance thing to transfer knowledge and skill about quality.

Birds (1993) sees training as important in order to give employees the necessary knowledge to bring about quality improvement across the company.

Batten (1992) state by the following word: “Train, Train, Train!” to descride how importance the education and training are.

Mcdonnel (1994), Schonberger (1992), and Riley (1993) declare that training as fundamental in transforming the workforce so that it can function in demanding quality management.

Method of Training

Generally, training methods can be classified or categorised as either on-the-job or off-the-job.

Teennant et. al. (2002) stated On-the job method is the most frequent method adopted, where the learner develops skill in the real-work environment, by actually using the same machinery and materials during the training as they would when actually carrying out their work post-training.

Coles (2000) implied that it is an effective method, on account of the learners apply their training in real-time rather than sitting in a classroom environment, and forgetting what they have learned when they return to their work.

However, off-the-job training provides opportunities to widen the boundaries of the teaching and can often be a useful initial step ahead of on-the-job training.

Training Model

According to Vermeulen and Crous (2000), there are four characteristic features to ensure successful training, namely: Training must be viewed as a continuous process. Training must be focused so that people receive

appropriate course at the appropriate level of their needs.

Training must be planned for the future to include the development of total quality skills and techniques.

Training materials must be made customized to suit the particular organisation

Three and Four Stage Model

Weaknesses• Not cyclical in form• Placed insufficient

emphasis on the responsibilities of managers and inidividuals for training

Quality Learning Process

Stage 1 : Diagnosing(Getting it right)

Stage 2 : Learning Events(Doing it well)

Stage 3 : Transferring the Learning(Making it stick)

Stage 4 : Evaluating(Doing it well)

Improved Performance

Training is a continuous process, not a single event, and because total quality is about continuous improvement, more suitable model is one that is cyclical in form

PD

AC

PD

AC

SD

AC

SD

AC

Maintenance: SOP

Maintenance: SOP

Kaizen

Kaizen

The quality Guru, Deming, has developed a simple systematic approach to problem solving, known as plan-do-check-action (PDCA) cycle

Four Stage Model for Quality Process

By : Jeffries

Quality Training Cycle – Comprehensive Model1. From the quality policy and through the

senior management, objectives must be clarified

2. Assess and clarify specific quality training needs such as who and how many need to be trained and what resources are needed

3. Define and allocate the responsibilities for training The extent to which training will be provided from within the organization or by external consultants must be decided

4. In order to meet the needs and objectives it is necessary to use the right combination of techniques and locations

5. Implement training by using the most appropiate methods and techniques

6. Assess the result and review the effectiveness of training. To determine the extent to which the learning objective have been achieved

7. Amend and extend as necessary. Decide on the extent to which the planned training programme needs to be improved and how any other training requirements may be satisfied

8. Establish a training organization. The organization must become committed to the training ethic, with overall responsibility for quality training

OperatorOperator

Top Top ManagementManagement

Middle Middle ManagemenManagemen

tt

ContentContent

• Introduction to Quality Management

• Communication Skill

• Problem Solving Technique

• Use of Quality Management Tools

• Quality Service to Customer

• Barriers to Quality Management

• Commitment in Quality Management

• Making Quality Management Permanent

QM Training

Training Content

Learning Style

About Assumptions

Pedagogy Andragogy

The learner Dependent personality Increasingly self-reliant

Role of learner’s experience To be built on Resource for learning

Readiness to learn Determined by age Developed from life tasks

Orientation Subject-oriented Task or problem-centered

Motivation By external rewards Internal incentives/curiosity

Education and training at SMEs should carry out andragogy model because they are andragogical learners and have specific assumptions about their learning expectations. For this matter, there are several models and concepts when designing teaching methods for andragogical learners

Concrete experience

Formation of abstract concept and generalisations

Observation and reflectionsTesting implications of

concepts in new situations

Kolb (1984) : Experiental Learning

Training Measurement Model

Training Measurement

Model

Strength and Weakness

Context

Input

Reaction

Reaction

Learning

Behavior

ResultOutcome

Kirkpatrik Model

CIRO Model

StrengthMeasures pre-and post-training to establish wether the objectives of the training were achievedWeaknessRequires more training resources and has no behavioural focus

StrengthIdentify behavioural change with an emphasis

on the change of ability and apply to jobsWeakness

No focus on training objectives, only post-training measures

Conclusion & Recomendation

Facing the competitive business world, SMEs should become a quality organization. A traditional approach to quality no longer desirable.

The best way to overcome the quality problem in SMEs is through the implementation of quality management in order to leverage product and process quality.

To implement quality management, it is necessary to identify the basic activities affecting management and system. The approach to deal with these activities affecting management and system is through training and education. The quality management implementation is an ongoing process and therefore training and education should also be continuous.

It is necessary to plan training and education for quality management, began with defining the objective of training, implementation of training , until evaluation of training.

Andragogical approach is the best way in designing learning style, especially with using experiental learning model. Measurement of effectiveness for training model is needed to show how the validity a training model in building human resources competency that consist of three aspects, namely: knowledge, skill, and attitude.

Conclusion & Recomendation

Quality management implementation in SMEs will only be successful if all employers, including top management and other managers, are thoroughly educated in all aspects of quality. Recommendation for this matter will be given to the following:The development strategy and plan of training and education for quality management are a crucial factors in making training and education successful.Training and education for quality management is not only for operator but also for all employers, including top management. Top management should receive quality management training and education first.Expert outside consultants should be hired if internal expertise is not available.Training and education for quality management is not snapshot programme, but it should be conducted on continuous basis.The content of quality management training and education should cover all issuess which would contribute to the improvement of quality.