Analyzing HRM Policies and Employee Performance at Toyota

This report provides a comprehensive analysis of Human Resource Management (HRM) policies and their impact on employee performance within Toyota. It begins by outlining the role of HRM, emphasizing its importance in maximizing employee performance and aligning with organizational objectives. The report delves into various aspects of HRM, including training and development, performance measurement, motivation, and workplace learning, suggesting strategies to address the underperformance of a customer relations manager. Furthermore, it explores the significance of human resource planning in identifying future needs and ensuring the efficient utilization of resources. The report also examines the impact of industrial relations on effective HR practices, highlighting the importance of adhering to labor laws, fostering positive employee-employer relationships, and implementing motivational programs. Finally, it discusses the recruitment and selection of potential employees, emphasizing the need to attract and retain talent to enhance organizational effectiveness. The report concludes by summarizing key findings and recommendations for improving HRM practices at Toyota.

Running head: HUMAN RESOURCE MANAGEMENT
Human Resource Management
Name of the Student
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Executive Summary
The report has helped in analysis of the different kind of Human Resource policies that has
helped in improving the performance of the employee of Toyota. The different kind of human
resource planning along with recruitment and selection policies has been identified that has
helped the company in managing the competitive advantage.
The main aim and purpose of the report is to understand the different kind of analysis of the
industrial relations that has created huge impact on the human resource management
objectives of the company as well.

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Table of Contents
Introduction................................................................................................................................3
Role of the Human Resource Management...............................................................................3
Different Aspects of Human Resource Management.................................................................4
Role of Human Resource Planning............................................................................................5
Impact of Industrial Relations on effective practices of HR......................................................7
Recruitment and Selection of Potential Employees...................................................................8
Conclusion..................................................................................................................................9
References................................................................................................................................10

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Introduction
The report helps in analysis of the different human resource management policies that
are required to be implemented in the respective company named Toyota to help the
underperformer customer relations manager in performing in an appropriate manner with
generation of the effective solutions as well.
The main aim and purpose of the report is to understand the different kind of Human
Resource plans and policies that include the human resource planning in order to plan for the
different future needs along with impacts of the industrial relations upon the entire HR
practices as well. Furthermore, the proper knowledge of the recruitment along with selection
of the potential employees is required to be analysed to gain competitive advantage.
The structure of the report includes the analysis of the human resource management
policies steps as this will help in improving the underperformer in the organization and
maximise the revenues and effectiveness of the organization as well.
Role of the Human Resource Management
Human Resource Management is the management of the different human resources
wherein it is designed in such a manner that helps in maximising the performance of the
employees in service of the employer’s strategic objectives ("TOYOTA MOTOR
CORPORATION GLOBAL WEBSITE", 2018). There are different kind of human resource
policies that helps in improving the entire organizational effectiveness. It has been seen that
the organizations operate in highly competitive kind of environment wherein there are rapid
changes in the technology, political and economic environment.
Jackson, Schuler and Jiang (2014) has commented that proper importance of the
human resources is the major element that can be considered as the key element in achieving
the organizational goals and it is the duty of the organizations in order to maintain the

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employees in such a state that will help the employees to cope up with rapid developments in
an appropriate manner. Similarly, Toyota Company needs to analyse the issues that has been
faced by the customer relations manager who is under performing and suggest different kind
of solutions to improve the performance effectually as well. The Human Resource
Department of the respective organization Toyota needs to take some measures as this will
help in improving the overall performance effectively.
Different Aspects of Human Resource Management
There are different aspects of the human resource management that has to be
considered by Toyota Company in order to improve the overall performance of the company
along with the customer relations manager. The different aspects that has to be analysed and
taken care by Toyota for improving and enhancing the performance of the respective
employee are as follows:
 Proper training and development activities has to be conducted by the company
effectually wherein this will help in improving the performance of the employee. The
higher officials of the Toyota Company need to include the on-the job training
techniques as this will assist the customer relation manager to perform well by
mentoring him/her about the different kind of activities appropriately
 Secondly, the performance has to be measured by the higher officials or the mentor
who has been guiding the employee. Proper designing of the workflow processes is
essential that is required to be adopted by Toyota Company in order to conduct
resource planning. The mentor needs to keep a daily check on the work that is
performed by the employee and guide him/her with necessary steps that are required
to be taken effectually (Reiche et al. 2016).
 Proper motivation is required to be provided to the employee who is under performing
in the organization as this will improve the performance of the employee and the

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performance appraisal technique can be applied that includes management by
objectives technique to judge and rank his/her performance in the organization after a
few weeks (Armstrong and Taylor 2014).
 Proper workplace learning is essential to be adopted by the mentor as this helps the
managers and employee to achieve goals with the inclusion of professional
development training as well. flexible kind of work approaches is required to be
provided to the different employee as this will bring and strengthen the core
competencies of the business and employee as well (Brewster, Mayrhofer and Morley
2016).
Role of Human Resource Planning
Proper human resource planning is essential to be conducted by Toyota Company as
this will help in providing proper training to the different employees in an effective manner.
The entire human resource department needs to plan the training and development program
of the customer relations manager in such a manner that it helps in motivating the individuals
to help the person in performing well and effectively (Brewster and Hegewisch 2017). Proper
human resource planning helps in identifying the current situation, that is in case of Toyota, it
is required to understand the difficulties of the person and plan for future strategies to
improve the performance effectually as well.

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With the implementation of the human resource planning, this will help Toyota
officials to analyse the future manpower needs. It is required to be ensured that the employee
is provided with different kind of requirements for smooth continued operations in the future.
The uncertainty has to be reduced by the mentor of the employee at Toyota as this helps in
analysing whether the optimum utilization of the resources has been done by the employees
and proper utilization of manpower is essential in achieving the different kind of objectives as
well (Bratton and Gold 2017).
Proper motivation is required to be provided to the employee who is under performer
and this is essential in nature to provide him/her with different kind of motivational aspects.
The motivation will help the employee in gaining confidence and perform the tasks in more
effectual and appropriate manner. Proper motivated employee means generating huge and
accurate productivity and achieve the business goals and become a good and excellent
performer as well. The friendly relationship is required to be maintained in the organization
with the employee and this helps in resulting to higher productivity and leads stability in the
tasks performed by him/her as well (Cascio 2018).

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Impact of Industrial Relations on effective practices of HR
Proper industrial relations are required to be maintained and followed by the Toyota
Company as this helps in increasing the entire effectiveness of the different human resource
practices. Firstly, the labour laws have to be followed by Toyota Company as this includes
the different rights of the individuals and it helps in establishment of the rights of the
individuals working in the organization as well (Brewster, Chung and Sparrow 2016).
Secondly, create union free workplace as this helps in improving the employee
relations practice in the organization. The respective company named Toyota needs to
strengthen the employee-employer relationship by addressing the different kind of workplace
issues faced by the respective employee and sort them out with reducing the different kind of
conflicts in the workplace as well (Marchington et al. 2016). Furthermore, the higher officials
of the company need to conduct the routine vulnerability assessments in order to determine
the likelihood of the employee and provide job satisfaction to the respective employee as
well. As it has been seen that the employee is underperforming and it is affecting the overall
performance of the organization as well, it is essential for Toyota Company to create different
kind of programs that can help in providing different motivations such as organizing fun
Fridays or other activities as well.
Furthermore, the proper availability of the different resources is essential in nature as
this is required by Toyota to include the different kind of workshops along with other kind of
succession and career planning programmes as this will build proper relationships as well.
Lastly, the company can organize different kind of events that will help in motivating the
underperformer by providing him/her with promotion or with some incentives to make him
perform in a better manner (Jackson, Schuler and Jiang 2014).

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From the above, it can be analysed that the employee was not performing well in the
respective organization named Toyota. It has been seen that there were different kind of
issues that were faced by the respective employees and it demotivated the employee.
However, with the help of the proper human resource planning, this problem has bene
addressed wherein the motivational factors along with proper kind of importance has been
provided to the employee in making him feel motivated and this helped him to perform well
in the organization as well (Cania 2014).
However, it has been seen that the human resource management department of Toyota
Company has tried to provide different kind of facilities to the employee and this motivated
him/her in performing well. The employee was provided with incentives along with achieved
the organizational objectives in an appropriate manner as well.
Recruitment and Selection of Potential Employees
Furthermore, proper recruitment and selection of the potential employees is essential
in the organization. It is the main duty of human resource department of the organization to
recruit and select the right kind of candidates that is the part of the human resource planning.
Proper potential candidates have to be selected by the respective organization as this will
create competitive advantage for the organization along with the employees in the
organization as well (Chelladurai and Kerwin 2017).
Furthermore, from the above scenario, it has been seen that the employee was
underperforming in the organization due to several kinds of reasons. It was seen that the
employee was not motivated in an appropriate manner by the different officials of Toyota as
this demotivated the employee and he performed in a negative manner and this reduced the
effectiveness of the organization as well.

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From the scenario, it can be seen that the recruitment and selection of the candidates
is required to be done as this will help in retaining such talents and this will increase the
organizational effectiveness as well. Proper training and hiring of the employees or the new
talents is required to be done by the company wherein all the demands of the employees and
help them feel motivated as well. The job requirements have to be analysed effectively and
communication is required to be analysed effectually wherein both the internal and external
employees who may be interested in applying for the different posts in the job.
With the help of internal recruitment, this helped in considerable kind of savings and
the internal individuals in reducing the cost of the training in the organization as these
employees have proper knowledge on different kind of responsibilities that has to be taken by
them effectually.
Conclusion
Therefore, it can be concluded that proper aspects of the human resource management
have been defined that has helped the respective organization in maintaining positivity in the
entire organization. Proper analysis of the different kind of HRM policies and plans has been
done wherein the different kind of aspects of the strengths and weaknesses of the different
aspects has been done. Furthermore, the effectiveness of the industrial relations has been
analysed in an effectual manner wherein this included the different kind of recruitment and
selection strategies to improve the organizational effectiveness as well.

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References
Armstrong, M. and Taylor, S., 2014. Armstrong's handbook of human resource management
practice. Kogan Page Publishers.
Bratton, J. and Gold, J., 2017. Human resource management: theory and practice. Palgrave.
Brewster, C. and Hegewisch, A. eds., 2017. Policy and practice in European human resource
management: The Price Waterhouse Cranfield survey. Taylor & Francis.
Brewster, C., Chung, C. and Sparrow, P., 2016. Globalizing human resource management.
Routledge.
Brewster, C., Houldsworth, E., Sparrow, P. and Vernon, G., 2016. International human
resource management. Kogan Page Publishers.
Brewster, C., Mayrhofer, W. and Morley, M. eds., 2016. New challenges for European
resource management. Springer.
Cania, L., 2014. The impact of strategic human resource management on organizational
performance. Economia. Seria Management, 17(2), pp.373-383.
Cascio, W., 2018. Managing human resources. McGraw-Hill Education.
Chelladurai, P. and Kerwin, S., 2017. Human resource management in sport and recreation.
Human Kinetics.
Jackson, S.E., Schuler, R.S. and Jiang, K., 2014. An aspirational framework for strategic
human resource management. The Academy of Management Annals, 8(1), pp.1-56.
Marchington, M., Wilkinson, A., Donnelly, R. and Kynighou, A., 2016. Human resource
management at work. Kogan Page Publishers.

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Reiche, B.S., Stahl, G.K., Mendenhall, M.E. and Oddou, G.R. eds., 2016. Readings and
cases in international human resource management. Taylor & Francis.
TOYOTA MOTOR CORPORATION GLOBAL WEBSITE. (2018). TOYOTA MOTOR
CORPORATION GLOBAL WEBSITE. Retrieved 28 April 2018, from http://www.toyota-
global.com/