Section Sixoutcome of TQM is that a stronger case is made for the
importance of funding training.^83
As a model for evaluation, the Baldrige guidelines make
several important points. Among those most relevant to human
resource management are its emphasis on (1) the use of
objective performance data and (2) benchmarking based on
external comparisons or based on the company’s own
performance in earlier time periods. Hart and Schlesinger have
noted that the guidelines also deal with the specifics of
assessment, such as described in the following:
What Baldrige examiners look for, though, is
objective evidence, like job definitions that
include clearly delineated quality responsibilities.
The criteria ask, among other things, for
“indicators, benchmarks, or other bases for
evaluating and improving organizational
structure” (1.2.b), and “key methods and key
indicators the company uses to evaluate and
improve awareness and integration of quality
values at all levels of management and
supervision” (1.2.d).^84