Human Resource Learning Log in Toyota - Case Study Example

HUMAN RESOURCE LEARNING LOG Student’s name Course &Code Professor’s name University City Date Chosen Organization and Issue/Process The current Toyota company complications are a result of the poorly structured human resource management practices within staff members and the weak accountability within the organization. The automobiles mechanical failures from the Toyota company led to the recalling of almost nine million cars globally to reflect on the issue (Infotrend, 2011). The poorly designed hiring process through recruiting and assessments in human resource management contributed towards the company failure. The failure might be due to hiring of individuals with limited experiences towards in the recalling constructive technique. Additionally, the company might have hired poor learners that didn’t tap the training curriculum techniques within the company. The poor handling of the above process within the human resource department that is visible to the public image has turnished the Toyota automobiles brand history which has contributed towards the Toyota Sales reduce to the lowest point in more than past 10 years (Helper, 2014). In my opinion, corporate catastrophes are as a result of human errors within the organization. This is due to my believe on accountability especially those related towards acquiring, management, developing and motivating which greatly focuses on hiring process. The process inhibits the possibility of identifying the most qualified candidate in a filed of applicants and the management of candidate experience. Basically in my opinion, the Toyota faced the challenge of bringing on board the top-performing hired employees with competent skills and having possibilities that are required towards handling the most challenging problems of Toyota automobiles (Liker, 2014). One of the powerful theoretical perspectives applied in Toyota industry that still stands up in my mind is the Lean People System Model in Toyota Production System (TPS). The hiring process from Toyota begins with applicants personal interviews which exceeds more than twenty hours which lead to a hiring 10% of 100 applicants increasing a 7% skill members annually in Toyota company globally (Blue Arrow and Toyota, 2015). The next phase is to conduct an aptitude test regarding mechanical reasoning, critical speed and accuracy and numerical ability then granting a final score to the candidate. After aptitude test the model focuses on job simulation. The purpose is to determine if the hired client has the ability and the test skills to perform a job and the ability of newly hired candidate to listen and follow instruction. Lastly, the reference checks determine if the candidate is fully employed in the organization. This is reasoning out the client with the previous employees to determine if the candidate ids fully suited for the new company (Vidal, 2015) The lean people system model in Toyota production system has various concepts. The Toyota company establishes a customer-defined fair practice to separate quality added from the waste while utilizing standardization quality purposefully, to limit differences and create adaptability and notable outcomes. Additionally, additionally the process creates a leveled development process flow while exploring alternative solutions while maximizing on new designs. The outcome should be able to improve on the company standardization purposefully for continuous improvement on the company product and processes (Environment and Social Report, 2013). Personal Work Experience Communication with Employees My personal working experience within Toyota company made me realize that goods communication acts as a basis for all activities. This was easily grasped within the company due to clear communication positioned structures between the labor fraternity and the management. The structures included the labor committee councils, sub labor-management practical conferences and various subcommittees. Additionally, the availability of hotline swifts and appropriate resolutions enabled me to offer assistance especially on issues related to gender inequality, compliance and working environment especially to the newly hired staff members. As such, a research conducted in FY2011, 83% approximately 19,000 of the newly hired candidates working in Toyota company confirmed that they are proud working in Toyota organization and declared satisfaction with the new working condition (Elnaga, 2014) In future, the Toyota company needs to diversify its communication through employees by embracing total quality management (TQM). As such, good communication should range from customer focus, culture of the company, the resistance to change within employees, team work, Employee empowerment and the productivity level. Communication in Toyota company need to flow in all directions: up, down and laterally with the top quality manager spot flows flaws in it and improve it. This is an easier approach for the company to realize what is the expectations from the customers and what should customers expect from the company both internally and externally (Clampitt, 2015) Ability to develop Business Pattern that Encourages quality Technical Skills The establishment of technical skill development pattern revitalized and motivated me to acquire specialized skills in production. The skills were easily achieved through my participation in specialized trainings in all manufacturing plants and sites of Toyota organization. Additionally, my participation in the company-wide specialized skill exchange hosted by Toyota in world skill competition enabled me to gather experience on how to foster various business cultures that emphasizes on specialized skill to improve the productivity level (Wellins, 2015). As such, it come to my realization that Toyota organization promotes skills especially skills focusing on improving the working patterns and highlights the possibilities of workplace issues and challenges (Talya, 2014). In future the Toyota company should focus on developing apprentice and graduate program worldwide by offering education and training opportunities within its automotive industry. As such the company will be able to employ qualified graduates and apprentice after having shown an exceptional performance through training processes (Larman, 2014). This makes it easier for the company hiring process since it will be sure of its candidate during the selection process. Additionally promotion and rotation needs to be embraced in Toyota way management globally. The company would be promoting and developing its employees in fields of individual skills and abilities. As such, the training and development through promotion and rotation will pose as an effective system that easily manages employee’s development opportunities (United Nation Economic Commission for Europe, 2015) Creativity and Teamwork Value The organization fosters corporate cultures that contribute towards individual creativity and teamwork importance (Toyota, 2015). As such the Toyota hired members work together to accomplish a series of tasks assigned to. This equipped me with skills on how to be creative in coming up with new ideas and tackling the challenges through listening, learning and understanding. The enabled me to have skills on adapting to rapidly changing working conditions and the ability to work with or, on occasion or substitute for the team members. In future, the Toyota team value and creativity should be based in consensus, empowerment, collaboration and confidence for ease of success in the company. The company team leaders need to cultivate specialized skills through the team members which will contribute towards creativity and innovation. As such, it is important for the company to embrace the Tuckman Model in team development observing all the phases; forming, storming, norming, performing, and adjourning (Hass, 2015). In my opinion for future benefit of Toyota company through creativity, is to give the employees clear ground rules and let them run their daily activities free. As such, the employees will invent, experiment and imagine hence contributing towards creativity. Such approach needs to go in hand with the current business opportunities, customer’s desires and market window through various research programs. Toyota Company Legislations Developments in News Consumer Protection Toyota company has experienced a file suit case alleging that the company has been knowingly selling it automobiles machines, vehicles which have an acceleration defects (All Economic Loss, 2012). The suit was to seek up to $2,500 in penalties for each violation of unfair business act (Koopman, 2014). When the company received the complaint suit from its consumers and on the pending litigation, the company decided to change its corporate structure. Due to the manufacturing and public relation crisis, the company decided to give the board of directors a more oversight power that spire headed the recalling of almost nine million Toyota cars globally to reflect on the issue (Sukarai, 2015) Intellectual Property Toyota company has been engaging in intense research to increasingly diversify and advance in the current market position through provision of high quality, low-cost and appealing automobiles towards customers. The research has enabled the company to maximize its potential in corporate value. As such, the intellectual property through research and development (R&D) has enabled the company to win various awards like National Commendation for Innovation in 2004 for the company inventing the Nitrogen oxide catalytic converter, in 2008 for invention of THS II hybrid vehicle electric drive system and in 2009 award of economy for being an outstanding company (Toyota Motor Corporation, 2014) Taxation Legislation Various government laws and regulations change its rates regarding taxation in automobiles industry. As such, the Toyota company has incurred massive costs on such regulations globally and the same is expected in future (Toyota Motor Corporation, 2012). Higher taxation from various countries and regulations like with respects to common stocks or ADSs contributes towards high sell of Toyota vehicles. As such the price is higher towards the consumers hence consumer purchase will be on gradual decrease. The outcome has been affecting the company towards profit making and fluctuating payments on the company employees. Additionally the taxation of dividends from the Toyota company inhibits the possibility of quick financial development of the company especially if the rates are higher. Reflection (Attitude) My encounter with Toyota company has shaped my attitude to my realization that company prosperity depends on friendly basic philosophy regarding the employees. As such, I come to understand through the structured personnel and labor Toyota way that thro the hiring process has both advantages and shortcoming. The company management irrespective of such outcomes continues to show respects for the people, offering the ability for both the permanent and contract employees the ability to think, to be creative, and the ability to utilize all the strength. Additionally, it is the working environment that contributes towards an individual self-actualization and social contribution in employee’s personal work (Jain, 2015) Working in Toyota company shaped my idea that it is the organization and structure that contributes towards the success of the company. Regarding my ideologies, I recommend that companies need to hold meeting and oversee consumers reputation towards the company and fix remedies as soon as possible. As such, a company having a well developed human resource department the hiring process is well justifiable and the targeted qualified candidate is easily identified. Additionally, every individual in the company has to face the accountability of the end product distributed to consumers incase of consumer conflicts. As such, the company won’t generalize all the employees like the Toyota company on issues regarding mechanical failures of the company automobiles that need to be recalled (Rajasekera, 2013) It came to my realization that the hiring process involving job characteristics that enhance intrinsic motivation is of huge benefit irrespective of the human resource model being used in the company (Anyim, 2012). As such, the company should hire employees with skill varieties through the provision of higher number of different skills and talent. Task identity program in the company is essential. This will require the hired employees the whole of identified piece of work assigned to. High task identity is measured in a visible outcome from the beginning of a project to an end hence inhibiting the possibility of mechanical damage which could have occurred due to weak task identity. Additionally, having a higher job feedback, higher autonomy, and effective task significance contributes towards consumers satisfaction indicates that job enrichment is positioned preventing the possibilities of challenges occurring like the end product information comply with its functionality. Personally I think it is the lean culture environment of TPS that has strengthen the company irrespective of previous downfalls. As such, I applause the Toyota company for thriving in a lean working environment. After the law suits against the automobile mechanical breakdown, the company used the lean model working environment for hiring employees with capabilities of solving problems, possibility of continuous improvement and having higher energy levels to participate in varied daily activities. For such to be successful, companies especially in human resource offices need to hire people with competencies like teamwork, higher attention to quality work, good communication and integrity (Kilnvex, 2015). It is always advisable to couch the newly hired employees and remove the unwilling individuals refusing to embrace the performance culture. References List All Economic Loss. (2012) Toyota Motor Corporation Unintended Acceleration Marketing, Sales Practice and Product Liability Litigation Anyim, F. (2012) The Role of Human Resource Planning in Recruitment and Selection Process. British Journal of Humanities and Social Sciences, vol. 12 No.63 Blue Arrow and Toyota. (2015) Looking Forward to a Brighter Future with Blue Arrow & Toyota. Delivering Recruitment Solutions. Clampitt, D. (2015) Employees Perceptions of the Relationship between Community and Productivity. The Journal of Business Communication, vol. 25, No. 3 Elnaga, A. (2014) The Impact of Employee Empowerment on Job Satisfaction in Toyota Motor Company. American Journal of Research Communication Environment and Social Report. (2013) Sharing the Toyota way Relations with Employees. Hass, K. (2015) Fostering Team Creativity: The Business Analyst Sweet Spot. The 21st Century BA series from Tactical Requirements Manager to Creative Leaders of Innovative Change Helper, S. (2014) Management Practices, Relational Contracts and the Decline of Toyota’s Motors. Infotrend. (2011) The Toyota Recall Crisis: Media Impact on Toyota’s Corporate Brand Reputation. Jain, R. (2015) Impact of Working Environment on Job Satisfaction. The International Journal of Scientific and Research Publications, Vol, 18, No12 Kilnvex, K. (2015) 4 HR Practice in Toyota Culture. Toyota Shakes up A Japanese Tradition. Journal of the Wall Street Koopman, P. (2014) A Case Study of Toyota Unintended Acceleration and Software Safety. Electrical and Computer Engineering. Larman, R. (2014) Benefiting from Apprenticeship Investments. IZA World of Labor Evidence Based Policy Making. Liker, K. (2014) The Toyota Way in Service: The Case of Lean Product Development. Rajasekera, J. (2013) Challenges to Toyota Caused by Recall Problems, Social Networks & Digitisation. Journal of Asian Academy of Management, Vol. 15, No, 9 Sukarai, M. (2015) Impact of Toyota Recall on Corporate Reputation. Talya, N. (2014) Onboarding New Employees in Maximizing Success. Journal of Right Management Foundation Toyota. (2015) Mission, Vision and Strategic Direction. Toyota Motor Corporation Sustainability report Toyota Motor Corporation. (2014) Sustainability Report 2014. Toyota Motor Corporation. (2012) Toyota Code of Conduct United Nation Economic Commission for Europe. (2015) Human Resource Management and Training. Compilation of Good Practices in Statistical Office Vidal, M. (2015) Reworking Postfordism : Labor Process Verses Employment Relations. Wellins, R. (2015) Employee Engagement: The Key to Realizing Competitive Advantage. The Conference Board State of Human Capital. Read More