What is Quality Management System?

QMS is a set of activities, policy, & procedures to continually direct and control an organization into excellence (improving the effectiveness and efficiency of its performance)

• These activities interact and are affected by being in the system, so the isolation and study of each one in detail will not necessarily lead to an understanding of the system as a whole.
  
  Setting, improving, and controlling the quality of products and services is depend on defining the processes, which will result the desired quality, rather than on detecting defective products or services after they have been produced.

The benefits of a QMS

A fully documented QMS will ensure that two important requirements are met:

1. The customers’ requirements – confidence in the ability of the organization to deliver the desired product and service consistently meeting their needs and expectations.
2. The organization’s requirements – both internally and externally, and at an optimum cost with efficient use of the available resources – materials, human, technology and information.

These requirements can only be truly met if objective evidence is provided, in the form of information and data, to support the system activities, from the ultimate supplier to the ultimate customer.

A QMS enables an organization to achieve the goals and objectives set out in its policy and strategy. It provides consistency and satisfaction in terms of methods, materials, equipment, etc, and interacts with all activities of the organization, beginning with the identification of customer requirements and ending with their satisfaction, at every transaction interface.

Management systems are needed in all areas of activity, whether large or small businesses, manufacturing, service or public sector. A good QMS will:

• Set direction and meet customers’ expectations
• Improve process control
• Reduce wastage
• Lower costs
• Increase market share
• Facilitate training
• Involve staff
• Raise morale

Learning at Organizations

Transformation Approaches

1) Entrepreneurial Approach

Since Organizations prepare for the future, they must think differently; We must transform not only the capabilities at our disposal, but also the way we think in a way that encourages people to be proactive, not reactive, and anticipates threats before they emerge

2) Bottom-Up Innovation

Senior leadership commitment to transformation will mobilize the rest of the Department and stimulate the bottom-up innovation required for successful transformation.

3) Continual Transformation

There will be no moment at which the Department is transformed. Rather, we are building a culture of continual transformation.

Tell me how Organization & Workforce Should be

• Developing, motivating and equitably compensating employees based on performance/contribution to mission and providing maximum flexibility to assign employees consistent with the needs of the organization and individual’s qualifications
• Allowing the acquisition workforce to apply for jobs across the Department and creating a single repository for all job announcements
• Allowing flexibility in managing acquisition careers and positions
• Developing the tools and an implementation plan to increase the pool of qualified candidates for acquisition jobs at both the entry and higher levels
• Rapid Deployment Training to rapidly deliver awareness training on evolving practices and major new policy initiatives to improve mission effectiveness
• Facilitate learning organizations by fully deploying an overarching learning strategy - The Performance Learning Model (PLM).

The PLM is a capabilities- based training approach that promotes career long-learning and provides the workforce more control over their learning solutions through:

• Training courses,
• Knowledge sharing,
• Continuous learning,
• Performance support (Employee should learn from the corporate & personal performance reports), and
• Rapid deployment training.

People with the right skills, in the right place, at the right time, with the right resources, doing the right things, at the right pay

Therfore, Any organization should have a culture and structure that promotes learning at all levels to enhance its capabilities to produce,
adapt and shape its future. It should focus on:

• Encourages Continuous Learning
• Promotes Access to Learning
• Maximizes Information Sharing
• Increases Flexible Access to Training
• Works Efficiently Using Interactive Relationships
• Sees the Big Picture
• Shares a Common Vision

Organization Benefits

1. Participate in the leading edge of systematic learning actions and consequently, enhance business resistance and reduce the risk of losing any know-how or experienced employees
2. Become a best business practice and prevent the repeat of less productive methods
3. Communicate & coordinate ideas throughout an organization and its members increase the effectiveness, teaming and collaboration between Employees
4. Enhance employees loyalty

Individual Benefits

1. Increased communication and understanding of the organization and the opportunities that exist within the organization
2. Development of knowledge and skills to enhance their current position and possible avenues for advancement within the organization
3. job Satisfaction

The Processes of best Salary Negotiation

This post is an answer for a question from a friend asking the best way for salary negation. From my point of view, there are 5 steps should be taken in consideration for salary negation

1- Steps previous to the process of Salary Negotiation

• Negotiation starts only at the end of the interviewing process after presenting your self in a way that they know you at your best.

• You know your prospective company, as completely as you can. Knowing things such as their salary scale, other benefits, how much they are flexible, monthly estimated expenses (list all the expected expenses especially, if you will relocate outside your own country), etc will be very beneficial in the negotiation process.

• You know exactly what your responsibilities will be and what the job requires.

• It is preferably to ask them to have a visit at the place of that job.

• you are sure that you really want the job and they want you.

2-Define your desirable saving

3-After receiving the offer

• list all salary package items and define the value you seek and the actual value that your prospective employer is willing to pay to get you.


• Highlight the items that your employees didn’t mention and you see that they are important.


• For every item, list reasonable reasons that may convince them to move to or near your desired value mark
  

4-Send a reply to their offer

• Thank them for the offer.

• showing that you are interested to be a member.

• list the modifications you see are important with explaining the reasons.

• When they answer back, you can repeat if the values they willing to pay still not as much of your objective.

• During the negation process, ensure that your prospective employer is the first one to mention a salary figure.

5- Finalizing the negotiation and showing your acceptance.

• When they reach a reasonable limit, reply with your acceptance.

• Sign the offer and state the expected date that you can start your responsibilities (make sure that your current employer can accept your leaving at this date)