The concept of “Juran” is based on the idea that training must be customized to fit the
organization’s need. Cartin (1998) has provided with a list of potential issues that must be
addressed while designing a training. These are given as-
- Quality problems and challenges that face the organization
- Knowledge and skill level needed to solve the identified problems and meet the
- Assessing the knowledge and skills actually possessed by the people within the
organization, and determining those needed. 4. Availability and appropriateness
of training facilities. - The current climate toward training within the organization.
- The determination of what is to be different from present practice, at every
level. (Repeat after every organization change.)
2.9.1. Kaizen as Quality Intervention...........................
Kaizen means continuous Improvement as a long-term, lasting and preplanned change.
Poornima M. Charantimath (2003) has identified certain striking characteristics of Kaizen
that include improvement in small steps as incremental change, it is constant and
everybody is involved in the process. In addition to these, Kaizen is also characterized by
using different approaches that include collectivism, group efforts and systems approach.
It evolves from conventional know-how to the state of the art ideology and is based on
the concept of maintenance and sustainability of every stage that has been achieved
during the process of improvement.
In the process of Kaizen the major role is that of the people, where the process
and efforts all are directed towards better results. This kind of approach works well in
slow growth economy. Charanthimath (2003) has split the concept of Kaizen into three
categories that include:
- Management–Oriented Kaizen