Toyota: High Performance Working, Culture, and Development Strategies

This report provides a comprehensive analysis of Toyota's approach to high-performance working (HPW), performance management, and training and development. It explores how HPW contributes to employee engagement by outlining the characteristics, benefits, and challenges of maintaining a high-performance work environment. The report evaluates how performance management practices, including models like stack ranking and performance roadmaps, support a high-performance culture, highlighting the role of organizational culture as both a facilitator and a barrier. Furthermore, it discusses key factors to consider when planning for training and development, emphasizing the importance of supporting organizational and individual learning through gap analysis and skill evaluation. The study concludes with insights into designing personal and professional development plans, reflecting on the alignment of individual growth with organizational objectives. Desklib provides students access to this and many other solved assignments.

Unit 46

TABLE OF CONTENTS
INTRODUCTION...........................................................................................................................3
LO 1.................................................................................................................................................3
P1. HPW contributing to employee engagement........................................................................3
M1. Benefits of HPW..................................................................................................................4
D1 HPW supporting employee engagement and commitment...................................................4
LO 2.................................................................................................................................................5
P2. Evaluating the ways in which performance management can support high performance
culture..........................................................................................................................................5
M2 Effectiveness of different approached of performance management...................................7
LO 3.................................................................................................................................................7
P3. Different factors to be considered when planning for training and development.................7
M3 Critically evaluating the factors............................................................................................8
LO 4.................................................................................................................................................9
Designing personal and professional development career plan..................................................9
CONCLUSION..............................................................................................................................11
REFERENCES..............................................................................................................................12

INTRODUCTION
For the effective working of the company it is very necessary that teams are properly run
and maintained for the effective attainment of business objectives. This is necessary for the
reason that in case team will not be working in better manner then the objective of business will
not be attained. The current study is based on Toyota which is Japanese multinational automotive
company headquartered in Japan. The current report will be outlining the high performance
working and culture supporting sustainable business performance. Along with this report will
also outline the ways in which performance management is supportive for high performance
culture maintenance and commitment. In addition to this report will highlight the factors that
need to be considered while planning for training and development is within the company. At
last report will be outlining the personal and professional development for the job profile and
reflection based on it.
LO 1
P1. HPW contributing to employee engagement
High performance working
The high performance working is being defined as the practices which are helpful for the
business to improve the capability and capacity of the company in attracting and developing high
performing personal. For the successful working of Toyota it is very necessary that good and
highly qualified employees are being working within the company. This is necessary because in
case the employees will not be high performing then the objectives of the business will not be
attained. Along with this there are different approaches being used in developing and supporting
strategy development relating to high performance working. This is very necessary because
when the strategies are not being used for the effective management of working then it will be
affecting the efficiency of the business (Oberoi and et.al., 2018). Moreover, when Toyota
maintains high performance working environment then it provides a competitive advantage to
the company. This is pertaining to the fact that when good culture is being maintained then
employees feel motivated and they work in better and effective way. This in turn improves the
working efficiency of the overall company and resolves in attainment of the business objectives.
HPW organizations

Characteristics of HPW
It is very necessary for Toyota to maintain high performance working because it
improves the working efficiency of company. The major characteristics of high performance
working company includes having clearly define rolls which is the most necessary aspect of high
performance working environment (Morgan, Fletcher and Sarkar, 2019). This is necessary
because when the role will be clearly defined then there will be clarity that which employee
needs to perform what kind of task. Along with this another characteristic of high performance
company includes effective and clear communication. Having affective communication is very
necessary in high performing environment because it maintains clarity of path through which the
work is being communicated with one another.
Barrier and difficulties
Along with the benefits there are also different kinds of barriers which affect the working
efficiency of the company. The major barrier which is faced by Toyota while maintaining HPW
is setting up the objectives. This is particularly a barrier because every employee has different
objectives and setting a common object is very necessary for the effective working of the
company. Along with this another drawback of maintaining HPW is that there can be clashes and
conflicts among the employees. This is necessary because sometimes the need of some
employees met and some is not. Hence, this affects the working efficiency of the employees and
in terms it affects the capability and attainment of the overall objective.
M1. Benefits of HPW
There are different benefits which the company attaines while focusing on HPW. The
main benefit of complying with HPW is maintenance of good working environment. This is very
necessary for the company as it provides a clear direction that how the company needs to be run
and which employee will be performing what kind of task. Another benefit of HPW is employees
being motivated and committed towards the company and its working.
D1 HPW supporting employee engagement and commitment
There are different types of organisational culture which the company can comply with
form maintaining affective working environment. This different kind of organisational culture
plays a crucial role in developing HPW (Bhati and Saini, 2022). This is particularly because of
the reason that culture and HPW interlink. In case the culture is not healthy and effective then

high performance working environment the different types of organisation culture like flat,
hierarchical, tall and many other which assist in maintaining high performance working
environment. In case the culture will not be cordial than employees will not be communicating
effectively with one another and it will not result in effective maintenance of high performance
environment. Along with this cultural awareness and sensitivity is also very necessary to be
present within the company in support of HPW. Thus it can be stated that when there will be
cultural awareness among employees then they will be assisting other employees and as a result
of this good culture and environment will be maintained within the company.
LO 2
P2. Evaluating the ways in which performance management can support high performance
culture
Performance management
In maintenance of high performance working environment it is very necessary that
Toyota place or crucial role in performance management as well. The performance management
is being defined as the concept or tools with assist the company in measuring and managing the
performance of the employees. This is very necessary in order to keep the employees motivated
for having effective working within the company. It can also be stated as an ongoing process of
communication among the supervisor and the employees for analysing that whether the strategic
objects of the company have been attained or not. The effective use of performance management
is very necessary for Toyota to improve its working capability and the high performance working
environment. The use of performance management is very assistive in learning and development
of both individual and team level. This is particularly because of the reason that when effective
performance management strategies are used to send it improves the working capability of the
employees. The performance management tools and techniques also motivate employees to work
hard and to attain the object is of the business effectively.
In addition to this the performance management system includes approaches and models
which assist the company in improving the performance of company to a great extent. There are
different types of performance management models and tools which assist Toyota in keeping the
employees engaged with the company (Swettenham and Whitehead, 2022). One of the most

common models used by Toyota is stack ranking. This is an old model of performance
management where in the performance is being improved by the driving competition among the
employee. This ranking motivates the employees to work harder and be higher on the ranking
scale. Thus, this ultimately improves the working efficiency of the employees and result in
attainment of objectives of the business. In addition to this another model or approach being used
by Toyota is the performance road map (Pinter and Cisar, 2018). This road map is a direction
which assists company in setting up the performance target and the key result areas that is KRA.
This is very necessary for Toyota as this road map provides the direction to the company and
employees for improving the efficiency of the business and better and affect the manner.
Hence, different performance management system and approaches assist the company
transforming the organisation in better an effective manner. The reason underlying the fact is that
when the latest performance management techniques are being used by Toyota then it will
motivate the employees to perform in much better manner. Thus ultimately this will improve the
overall working efficiency of Toyota and objective will be attained in better and effective way.
Organizational culture
Along with the performance management the organisational culture also creates and
effective role within the effective performance management. This organisation culture can be a
facilitator or a barrier to the effective performance management. In case good and cordial
organisation structure and cultural is not maintained by Toyota then it will act as a barrier to
effective performance management. For instance the organisation culture does not involve
communication from lower level to upper level then the performance management will not be
effective and alternately high performance working environment will not be maintained. It is
very necessary for Toyota to create a better and cordial culture so that the performance of the
employees is improving to a great extent. Along with this the good and effective organisational
culture is also used as an internal collaboration to for delivering affective performance
management. The reason underlying the fact is that when the internal collaboration among the
employees will be good and healthy then the performance of them will be improving. Ultimately
as a result of this the performance of the employees will improve and they will be working in
direction of attaining the objectives of business.

M2 Effectiveness of different approached of performance management
In addition to the models and theories there are also different development approaches to
performance management which is assistive to Toyota in improving the performance of the
company. The first and foremost approach being used by Toyota is the key performance
indicator. This is a technique where and the performance standards are being set and it is very
necessary for employees to attend those standards (Patel and et.al., 2021). In case these goals are
being attained by the employees then it can be stated that objectives of company has been attend.
In addition to this another approach used for performance management is reward and recognition
program. This is a technique where in rewards and recognition is being provided to the
Employees who are forming well and contributing their efforts in attaining the overall objectives
of the company. Both these approaches and technique relating to performance management is
helpful for Toyota in keeping the employees motivated and to perform well.
LO 3
P3. Different factors to be considered when planning for training and development
Supporting organizational and individual learning
For the maintenance of high performance working environment it is very necessary for
Toyota to effectively plant for training and development. This is particularly necessary because
in the external environment there are many different changes taking place and it affects the
working capability of the employees. Hence when effective training will be provided to the
Employees then they will ensure that same learn the new things and comply with all the latest
trends and techniques. Thus there are different factors which are necessary to be used and
considered by Toyota while planning for training and development activities within the
company. The effective use of training and development supports the organisational and
individual learning. In this highly competitive environmental is very necessary for company to
have effective organisational and individual learning so that the company grows and employees
also enjoy the personal and professional development (Van Diggelen and et.al., 2018). For this
Toyota need to undertake gap analysis and skill evaluation and order to analyse the areas of
training and development. With help of the gap analysis, Toyota will identify the lacking areas
where the employees are not performing well. Hence this will provide a base to the company and

they will arrange the related and relevant training and development programmes for the
betterment and development of the employees.
Steps for building learning organization
M3 Critically evaluating the factors
Along with this there are different steps or techniques through which Toyota can build a
learning Organisation. In this highly competitive environment it is very necessary for company
to have a learning organisation. The most common technique used for building a learning
organisation is feedback. Compliance with 360 degree feedback technique assists models and
analysing the areas where in the companies lacking. Hence this will assist company setting smart
objects which in turn will provide a base to the Employees to grow and developed themselves
and the company (Parker and du Plooy, 2021). For this Toyota also complies with formal and
informal learning process across the company. This formal and informal learning process assist
the employees in developing themselves and their skills sets in order to improve the overall
working efficiency of the company. For the team working is also improved and developed when
the employees are fully trained and qualified. When the employees will be trained then there will
not be any chance of clashes and conflict. And this will improve the overall working efficiency
of the company.
Training and development
In addition to this having effective training and development programme within company
is very important. This is particularly because of the reason that when training and development
activities are being organised within the company then the employee turnover will be very less.
There are different training methods which Toyota complies with in order to improve the
knowledge of the employees. These different training methods include on the job and of the job
training methods. There in the company undertake the use of coaching mentoring simulation and
much other different type of training techniques. All these techniques are being used in order to
train the employees so that they can work according to the latest working pattern and trends
going on within the external environment.
Learning cycle
Along with the training and development it is necessary for Toyota to ensure that there is
lifelong learning for the employees so that they never forget what they have learnt. Hence in
order to improve this it is very necessary that Toyota complies with some learning cycle and

theories in order to affectively make the employees understand the new concepts and theories.
For this Kolb learning cycle theory is being used by Toyota. This is a Theory which includes
four different stages that is concrete experience, reflective observation, abstract conceptualisation
and active experimentation. All these four stages are very necessary for a person to learn any or
concept. This learning theory state that first the person experience is what the concept is and then
they observe how it works and operate. After that they conceptualise according to their
understanding and then implement it with the stage of experimentation. Toyota complies with all
the stages in order to ensure that there is effective learning being taking place within the
company. In addition to the compliance with learning cycle theory it is also necessary to
implement some reflective model in order to ensure that employees have learnt what was taught
to them. Hence for this the company complies with Gibbs reflective cycle which ensures that all
the six stages of cycle are being implemented.
LO 4
Designing personal and professional development career plan
Continuing professional development
To remain competitive within the environment it is very necessary for the employees to
have a continuing professional development. This is very necessary because in case there will
not be any personal and professional development and employees will not be able to grow and
develop. This CPD is very necessary that is continuing professional development. This concept
assists the company and employees in developing themselves in accordance to the latest trends
going on within the external environment. Having structured CPD activities within the company
is very necessary for improvement and development of the company (Singh and et.al., 2021).
This is necessary because the continuing professional development will attract more employees
and it will increase the employee retention within Toyota. The professional Framework is
necessary and important for the company to use an order to improve the working efficiency of
the company. For this skill audit is very necessary as it provides a base for personal and
professional development plan. The skill audit involves identifying the key strength and
weakness of the person so that it can be evaluated that in which areas person need to improve
themselves.
Personal and professional development plan

In Toyota it is very necessary to have effective personal and professional development
plan so that employees feel motivated and connected with the company. In the present case, the
skill audit is being undertaken for the position of marketing manager which is as follows-
Strength
The key strength of the person is to handle
large number of people at a single time.
Along with this strength is that there is high
social competence which assists in creating and
maintaining good relation with other people.
Weakness
The weakness includes lack of effective time
management skill.
In addition to this another weakness is that
there is much regulatory requirement which
makes it difficult for the me to comply with all
aspect at a single time.
Opportunities
To increase knowledge of effective technology
relating to marketing.
To improve the knowledge relating to different
types of the laws which a marketing manager
need to comply with.
Threats
The major threat for me is the high competition
which is being present in the competitive
environment.
CPD plan
Skills that need to
be improved
Steps need to be
taken
Resources
required
Success criteria Timescale
Time management
skill
Learning
effective task
prioritisation
Good access to
internet, online
tutorial and
lectures relating
to effective time
management.
Being able to
complete the task
before the final
deadline.
4- 5 months
Gaining
knowledge relating
to regulatory
environment
Good research
relating skill so
that different
laws can be
Internet access,
laptop and related
things
Being able to
apply the law at
correct time and in
correct way.
5- 6 months.

searched in
better manner
Reflective learning
With the help of the above skill audit i was able to know may lacking areas and with help
of CPD was in condition to develop those areas as well. Hence, the use of CPD was very
assistive in improving and learning different types of areas where i was lacking knowledge.
CONCLUSION
In the end this concluded that having teen development and personal development is very
necessary for the company in order to improve its working. The above report highlighted that the
use of high performance working is very important in the current competitive environment. The
reason underline these fact is that maintaining high performance working provides a base to the
employees that how they have to perform the work. In addition to this the report also concluded
that having affective training in the development is also very necessary for the improvement and
betterment of company. In the ended was a valuated that having continuous professional
development as necessary for the effective development of team and individuals.

REFERENCES
Books and Journals
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Morgan, P.B., Fletcher, D. and Sarkar, M., 2019. Developing team resilience: A season-long
study of psychosocial enablers and strategies in a high-level sports team. Psychology of
Sport and Exercise, 45, p.101543.
Oberoi, S., and et.al., 2018. Team care protocols for individuals with cleft lip and palate and
modified protocols for developing countries. Journal of Indian Orthodontic
Society, 52(4_suppl1), pp.14-22.
Parker, H. and du Plooy, E., 2021. Team-based games: Catalysts for developing psychological
safety, learning and performance. Journal of Business Research, 125, pp.45-51.
Patel, M.M., and et.al., 2021. Team science: a practical approach to starting collaborative
projects. Journal of Breast Imaging, 3(6), pp.721-726.
Pinter, R. and Cisar, S.M., 2018. Measuring Team Member Performance in Project Based
Learning. Journal of Applied Technical and Educational Sciences, 8(4), pp.22-34.
Singh, N.N., and et.al., 2021. Real-time telehealth treatment team consultation for self-injury by
individuals with autism spectrum disorder. Advances in neurodevelopmental
disorders, 5(2), pp.170-182.
Swettenham, L. and Whitehead, A., 2022. Working in Esports: Developing Team
Cohesion. Case Studies in Sport and Exercise Psychology, 6(1), pp.36-44.
Van Diggelen, J., and et.al., 2018. Developing effective and resilient human-agent teamwork
using team design patterns. IEEE intelligent systems, 34(2), pp.15-24.