This study highlights the HR problems faced by Toyota and introduces solutions to manage the situation. Learn about the issues of improper reward management, lack of risk management, improper hiring process, improper corporate culture, and lack of monitoring on the performance management system.
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Running head: HUMAN RESOURCE MANAGEMENT HUMAN RESOURCE MANAGEMENT Name of the student Name of the university Author note
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1HUMAN RESOURCE MANAGEMENT Table of contents Introduction......................................................................................................................................2 HR problems faced by Toyota.........................................................................................................2 Solutions for dealing with the HR issues.........................................................................................4 Reflection.........................................................................................................................................5 Conclusion.......................................................................................................................................6 Reference list and bibliography.......................................................................................................7
2HUMAN RESOURCE MANAGEMENT Introduction Human resource department plays a crucial role in case of driving the positive growth in the organization. In order to ensure the positive organizational culture, the HR department of every organization plays influential role (Kundu and Gahlawat 2016). Toyota is a popular brand in the motor industry, in which the Human resource practice has become the major concern. Reward system and improper organizational culture have aroused the HR concerns in the workplace. At its result, the improper organizational culture as well as employee dissatisfaction is dragging the sustainability concern in the workplace. The purpose of this study is to highlight the HR problems faced by the organization and introduce measurable solutions so that the further situation in the organization can be managed. At the end of this study, self-reflection has been provided based on the knowledge, which has been gathered from the assignment. HR problems faced by Toyota Toyota has established its renowned brand image in the motor industry by introducing its standardqualityofproductsinthemarket(Prikshatetal.2018).However,afterthe manufacturing failure faced by the company y, its human resource challenges have got increased. Due to the mechanical defects, the brand image of the company was in a concerning situation. In order to analyze the HR problem differentstrategic theoreticalimplications has been done for analyzing the impact of these issues on organizational performance. Employee reward issue Improper reward management has become the major concerning situation for Toyota (Siddiqui 2017). Due to improper reward system in the company, employee dissatisfaction has been aroused. It has been identified that due to poor designed practices as well as weak execution
3HUMAN RESOURCE MANAGEMENT of human resource department, the human resource issue has got aroused. Due to the several mechanism failure, the automaker brand reputation is in the tough situation for the company. Lack of risk management Role of risk management team in an organization is to analyze the emerging situation in the organization and assuming the risk measurable recommendations are being provided. Toyota HR department has not designed an effective risk management team. Due to improper efficiency for calculating the organizational risk, ensuring the standard capability of employees has become an important concern for Toyota (Hcamag.com 2019). By ignoring the product failure, the management of Toyota focused on calculating the employee capability. In order to analyze the revenue impact on the organizational practices, the HR errors have been aroused. High hiring failure as well as higher rate of employee turnover, are the important HR issues in the company. Improper hiring process The hiring process is being considered as one of the important responsibility fulfilled by the HR professions for ensuring the standard skills of employees in the workplace. Handling the hiring process in the company has become the complex problem in the company. Analyzing the Matching model of HRM, in the quality enhancement system, it is mentioned that HR plays an important role for explicating the job analysis (Hcamag.com 2019). However, in case of Toyota the management authority who has been appointed in the hiring process, are not capable enough to take the right decision on the behalf of the organization. Issue regarding improper corporate culture Corporate culture not only influences the employee engagement process, but also it plays an influential role in case of ensuring the increasing productivity in the company. Due to the
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4HUMAN RESOURCE MANAGEMENT increasing rate of manufacturing defects, corporate culture in Toyota now is in the challenging situation. Due to lower level of management practices increasing numbers of internal complains the employment standard in the company has got deteriorated. On the other hand, it is also true thatimproperorganizationalculturehasalsoinfluencedtheemployeeandmanagers’ relationship. As result, the upper management ignores the concerns of lower management in the company, which increases the dissatisfaction as well as increasing amount of complaints in the company. Lack of monitoring on the performance management system In order to periodically monitor the performance and appraise the performance of the employees, the performance management plays an important role. In order to analyze the performance management system,AHRI- the model of excellencehas been applied. Through this model, the graphic representation of HR practices in Toyota have been discussed. It is mentioned in this model that performance appraisal is one of the important concern in the company. Due to the improper performance management in the workplace not only influenced the behavioral characteristics of the employees but also it has brought the strong impact on productivity. By continuing this, it can also be said that in the performance management system, based on the responsiveness towards formation process in the company, the monitoring process is being done. Due to poor design of performance management structure, Toyota has faced various HR problems in the company. Solutions for dealing with the HR issues Analyzing the human resource problems faced by Toyota, it can be said that in order to improve the internal situation in Toyota, it has become necessary for the company to introduce
5HUMAN RESOURCE MANAGEMENT some effective solutions so that the HR errors can be reduced (Amasaka 2016). As the manufacturing has become the important concern in the company, in that situation, the company can focus on improving the quality of Toyota vehicles. In order to measure the cost cutting process, effective management team development plan needs to be introduced. Ensuring the employee engagement, standard wages structure needs to be developed in the company. With the effectiveimplicationsofcompensationpolicy,employeescanbepraisedbasedontheir capabilities. On the other hand, it is true that ensuring the appointment of right employees for performing the right task, efficient people needs to be appointed as board of member in recruitment and selection process. Ensuring the standard performance of the employees, training and development process needs to be improved (Prikshat and Kumar 2018). It is true that managersof Toyota are not efficientenough to manage the manufacturingissue in the organization. In that case, efficient people need to be appointed in the supervisory positions so that the performance can be easily managed. With the effective implementation ofLevel of strategy alignment modelcan help to effectively understand the difference between corporate expectations and functional outcomes, which can help to make an effective performance management. By continuing this, it can also be said that improving the monitoring process, weakly report of individuals performance, needs to be maintained by the management. Reflection During the learning session, it has been identified by me that Human resource practices brings the strategic impact on the organizational performance. Understanding the functioning as wellasstrategicinfluencesoftheHRpracticesanditsimpactonToyotaperformance management system, it can be said that in order to become an effective HR professional, I need to focus on improving my efficiency. Analyzing the theoretical aspects of HR practices, it has
6HUMAN RESOURCE MANAGEMENT also been identified by me that improvement of self-efficiency is very important in case of ensuring the positive growth in the workplace. Becoming an effective HR professional, I also need to focus on implementing the contemporary approaches of recruitment so that I can introduce a standard recruitment process in the organization, which may improve its performance standard. Conclusion In this study, it can be concluded that in order to ensure the positive organizational culture, the HR department of every organization plays influential role. Corporate culture not only influences the employee engagement process, but also it plays an influential role in case of ensuring the increasing productivity in the company. Therefore, it should be the priority of HR professionals to improve their standard for delivering standard performance in Toyota.
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7HUMAN RESOURCE MANAGEMENT Reference list and bibliography Amasaka, K., 2016. Innovation of automobile manufacturing fundamentals employing New JIT: Developing Advance Toyota Production System at Toyota Manufacturing USA. InProceedings of the 5th Conference on Production and Operations Management, Havana, Cuba, International Conference Center(pp. 1-10). Coltman, T., Tallon, P., Sharma, R. and Queiroz, M., 2015. Strategic IT alignment: twenty-five years on. Gerow, J.E., Thatcher, J.B. and Grover, V., 2015. Six types of IT-business strategic alignment: an investigation of the constructs and their measurement.European Journal of Information Systems,24(5), pp.465-491. Handfield,R.B.,Cousins,P.D.,Lawson,B.andPetersen,K.J.,2015.Howcansupply managementreallyimproveperformance?Aknowledge‐basedmodelofalignment capabilities.Journal of Supply Chain Management,51(3), pp.3-17. Hcamag.com2019.Retrievedfrom:https://www.hcamag.com/au/news/opinion-and-best- practice/how-hr-caused-toyota-to-crash/135577[Accessed on 25th April, 2019] Hcamag.com2019.Retrievedfrom:https://www.hcamag.com/au/specialisation/change- management/whats-the-number-one-hr-challenge-for-toyota/158113[Accessed on 25th April, 2019] Kundu, S.C. and Gahlawat, N., 2016. Effects of socially responsible HR practices on employees' work attitudes.International Journal of Human Resources Development and Management,16(3- 4), pp.140-160.
8HUMAN RESOURCE MANAGEMENT Prikshat, V. and Kumar, S., 2018. THE ROLES, COMPETENCIES AND SKILLS OF HRM PROFESSIONALS IN INDIAN ORGANISATIONS.Equality, Diversity and Inclusion: An International Journal,37(4). Prikshat, V., Kumar, S., Nankervis, A. and Khan, M.M.S., 2018. Indian HR Competency Modelling: Profiling, Mapping And An Investigation Of HRM Roles And Competencies.The Journal of Developing Areas,52(4), pp.269-282. Siddiqui,S.Y.,2017.IssueandChallengesofLeadershipDevelopment.NHRDNetwork Journal,10(4), pp.10-13.