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Question: Discuss about theTotal Quality Management for Education and Training. Answer: MAIN LEARNING POINTS (limit your answer to the required space) Summarize the paper highlighting the main points. (in 1 page) The report mainly discusses about the link between the human resource management practices and the total quality management in the organizations. It has been analyzed in the report that births of these approaches are strategic in nature and are aligned with the organizational strategies of the company. Some of the HR related functions has been discussed that directly linked with TQM. These practices are HRM planning, employee engagement, performance management, education and training, wellbeing and morale and communication. There are four areas of SHRM that is strategic human resource management which is linked with the elements of TQM. The first one is work organizations. In this area, the focus of SHRM is on flexibility and team based working and TQM also values team work and flexibility. Planning and staffing is the next area that has been discussed. The other two areas are training and development and performance appraisal and remuneration. It has been concluded firm the discussi on that there are many similarities are wells as contradiction in TQM and human resource management. The actual differences lies in the area of performance related pay and performance appraisal but all the other similarities overlaps these differences. CRITICAL ANALYSIS (limit your response to the required space) Do you disagree with any of the paper parts? Why? (in page) As far as the overall paper is considered, it has been analyzed that every point that has been discussed in the paper makes sense but only a single point that is related to the contradiction between TQM and performance appraisal and pay does not supported by my agreement. This is because, according to my knowledge, it is the performance appraisal method or the process that suggest that whether quality has been focused or not (Nirmala Faisal, 2016). It cannot be made a general statement that both these statements are not linked or are not aligned together. In fact, if the organization makes the performance appraisal on the basis of quality as well as quantity than the employees will also focus on delivering quality work? Are the study methodology and its findings applicable to other or all industries? Why? (in page) According to my study, it has been analyzed that there are two companies or cases that has been discussed. One is the company called Tubemakers that operates in many industries such as Structural and Engineering, Fluid Conveyance, Precision Products and Industrial Merchandising while Coastline is the company that operates in manufacturing industry. It has been identified that both of the companies have almost similar theories and practices when the HRM and TQM is considered. There were not wide differences. This suggests that the findings of the study can be implied on any of the industry because HRM focuses on people and every industry is dependent on its human resources. TQM focuses on quality of work they provide and every industry wants to provide quality products and services (Youssef, Youssef Ahmed, 2014). It is just the matters of the elements involved otherwise; all the policies have similar basis in terms of HRM and TQM in each and every industry (Yang Yang, 2013). Practical Implications (in one page) Do you think that this study is appropriate for the GCC region? Why? GCC is the region that includes six states in it. It has been analyzed that it is a need f hour for that region to develop their human resources working in their companies. As far as the findings of this research are considered, it is related to the linkage between total quality management and the HRM practices. Various studies have argued about the bad HR practices of GCC region which are being imported from other places (Attafar, Shahin Kheradmandnia, 2016). The region needs to develop their own national resources by providing them skills so that they do not have to look for other areas for the skilled employees. This study is partially appropriate of the GCC region because it is the study that can be implied in the companies of GCC region only when the company recruited the skilled labor and focus on developing the quality of the resources they are hiring (Izvercian, Radu, Ivascu Ardelean, 2014). The implications of this study in GCC region companies have a futuristic concern an d thus its not fully appropriate. Future Directions (in one page) What will you do to take this research a step further? As far as this research is considered, it has been analyzed that this paper clearly identifies the differences and the similarities between Human resource management practices and the total quality management concepts. The analysis of this research can be used to further analyze the integrated practices that can be used by the organizations in order to attain the quality and the quantity of work from the employees by practices those integrated policies in the company. This research suggests that TQM is very much linked with the human resource practices in the company thus, different industries can be selected in the further research to analyze the similar objective in those industries to identify whether it is same for other industry as well or not. Difference between the linking pattern in HRM and TQM in different industries can also be analyzed (de Menezes Wood, 2015). References: Attafar, A., Shahin, A., Kheradmandnia, M. (2016). The impact of TQM practices on organizational learning case study.International Journal of Quality Reliability Management,33(5), 574-596. de Menezes, L. M., Wood, S. (2015, August). Quality Management, Job-related Contentment and Performance: an empirical analysis of British workplaces. InEvidence-based HRM: a Global Forum for Empirical Scholarship(Vol. 3, No. 2, pp. 106-129). Emerald Group Publishing Limited. Izvercian, M., Radu, A., Ivascu, L., Ardelean, B. O. (2014). The impact of human resources and total quality management on the enterprise.Procedia-Social and Behavioral Sciences,124, 27-33. Nirmala, B. P., Faisal, A. M. (2016). A literature review of TQM and HRM for identification of appropriate critical success factors (CSFs).IJAR,2(7), 742-745. Yang, C. C., Yang, K. J. (2013). An integrated model of the Toyota production system with total quality management and people factors.Human Factors and Ergonomics in Manufacturing Service Industries,23(5), 450-461. Youssef, E. M., Youssef, M. A., Ahmed, A. M. M. (2014). Total quality management intensity and its impact on HRM practices in manufacturing firms.International Journal of Productivity and Quality Management,13(4), 495-512.