Managing People: Toyota's Onboarding, Recruitment, and Impact

This report delves into Toyota Motor Corporation's people and organization management, focusing on onboarding theory and its application. It defines onboarding, critiques it, and analyzes its role in integrating new employees into the company's culture. The report examines Toyota's international business recruitment process, evaluating key practices and the impact of management on the onboarding process. It discusses the importance of employee performance, socialization techniques, and proactive personality traits in achieving organizational goals. The report also highlights critical aspects of the onboarding process, including initial training, orientation programs, and the significance of cultural integration. Furthermore, it explores the identification and evaluation of key practices for international business recruitment, emphasizing the need for skilled HR managers and effective recruitment strategies. The report concludes with an assessment of management's impact on the onboarding process, emphasizing the importance of rules, regulations, and cultural norms in fostering employee success within Toyota.

MANAGING PEOPLE
AND
ORGANIZATION

TABLE OF CONTENTS
INTRODUCTION...........................................................................................................................1
Definition of Onboarding Theory and its Critiques ...................................................................1
Critically analyzing the onboardingon boarding process and its application on organization....2
Identifying and evaluating key practices for international business recruitment process...........4
Evaluating management impact within organization on onboarding process ............................5
Own experience of organizations ...............................................................................................6
Techniques of induction and onboarding in culture....................................................................6
CONCLUSION................................................................................................................................7
REFERENCES................................................................................................................................8

INTRODUCTION
Managing people and organization relates with people who are working in organization
to make that enterprise a successful venture in terms of wealth, resource and other elements.
Effective management of people in any business requires understanding of job design, reward
system, motivational level etc. It is the biggest tension for the organizations that they
require talented employees which will lead to increase their efficiency and goodwill
(Beardwell and Claydon, 2007). This present report is based on Toyota Motor Cooperation
which is an 11th largest company in the world in terms of revenue. Toyota was also a largest
automobile manufacturer in the year 2012 in production ahead of its major competitor
Volkswagen. This present report is based on defining the onboard theory and the way it is
usually treated in contemporary literature. Further, this report focuses on international
business recruitment process which has a major impact on the organization.
Definition of Onboarding Theory and its Critiques
Onboarding theory refers to a mechanism where new employees within organization
adopt necessary knowledge, skills and behavior to become a successful organization member.
Further, procedure requires to meet this, employees require necessary knowledge, skills
and behavior in order to become successful member in mentioned company. Further,
researchers have identified that socialization techniques leads towards positive attitude for new
employees like they will have a better job satisfaction, high level of performance and greater
organizational commitment. Moreover, if employees know what organization need and what is
their requirement from employees then it will lead towards reduction in stress level too.
Toyota being a successful car manufacturer company in the world, they majorly rely
upon employee’s performance as they give their best performance in order to satisfy their large
customer’s demands (Laroche and Rutherford, 2007). In context to this, onboard theory will help
Toyota to have competitive advantage over their competitors so that they can become the world
automobile leader in coming years.
According to Boddy, 2011on boarding is multiple operation which is influenced by
number of core factors pertaining regarding both organization and individual newcomer. Toyota
has replaced these factors into e broad categories which comprise of organization efforts, new
employee characteristics and also new employee's behavior. New employee's behavior relates
to specific actions which are carried out by the newcomers as they possess an active role in
socialization process of Toyota. Moreover, new employee characteristics are treated as
individual differences among new candidate according to their attitude, personality traits and
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work experience. Also, organization process helps the cited company to motivate new worker by
conducting different activities such as orientation and different mentoring program.
On the contrary side, Christensen, 2006stated that companies nowadays focus on
recruitment and selection of talented and multi skilled employees. By doing this, companies
have to spend less on their training and development programs and they lead towards
achievement of organizational goals in a precise and effective manner. This significantly
reduces cost for Toyota as worker selected knows that for which post he has applied and what
will be his/her priorities and duties.
As per the view point of Mankin, 2009, employees who possess certain personality traits
and experience adjust to organizational culture more easily and quickly. Further, proactive
personality refers to tendency to take charge of some sudden situation and accomplish control
over environment. This trait helps Toyota in order to see that employees are seeking and
doing more than their required potential to achieve and accelerate the socialization
process of organization. These personality traits possess 5 crucial elements which help the
mentioned organization to achieve their goals and objectives efficiently. These are: openness,
extroversion, conscientiousness, agreeableness and neuroticism. These 5 elements of
personality traits are also linked with the on boarding process. Employees who are proactive
and are more dedicated towards their work and focus to explore more and more every
day are more likely to see more of the information for their tasks, feedback, acceptance
and healthy relationship with their peers.
Critically analyzing the on boarding process and its application on organization
Starting days for employees are critical as they have to cope up with all organizational
factors and also need to become productive employee for Toyota as soon as possible.
According to Scullion and Linehan, 2005, employee on boarding process go beyond practicality
and acknowledges that what employee has learnt in their initial weeks and are they able to take
new challenges in a faster and paced business environment. Further, on boarding process
includes initial training process and also some additional process which help employees to learn
all the practical work within cited company.
Deb, (2006) stated that, on boarding process begins immediately after a candidate who
gets a desired position in Toyota. As mentioned company is a global reputed company in
automobile sector, the firm requires employees who grasp things quite easily and learns
concept in a predefined manner. Further, first impression on the mentioned company is a sense
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of completeness and preparation as new employee is need to feel more relaxed and
would like to respond to training with best of his efficiency and capacity.
Before actual training program starts, HR manager of Toyota have to consider few things
for motivating their employees. As per the view point of Wilson, (2004) setting up all the
necessities for new worker, even though employee have been to corporate premises at
the time of the interview phase, first day of work will leave a lasting impression on
employees as by giving them a warm welcome. To begin all the technical process in
organization as it will make and feel them like they are working at home only. Setting up
all the requirement of employees means providing them equal access to the system,
prepare a PC, intercom, email account, etc. if possible. All the mentioned technologies
will be treated as a primary way to communicate with the company. HR should effectively
introduce new employee to a team leader and also to the team in which he/she will be working.
Further, according to Luoma, (2000), orientation and training program have to be
planned. Newly recruited employee shall ideally receive a printed paper on which all the training
and orientation schedule is planned out. This printed will constitute mission, vision with short
term and long term objectives of Toyota. Further, this document will also intimate employee that
job he/she will be performing and who he will respond. Further, initial orientation has to be
prepared for newly recruited employees as it will include a booklet where all the core
performance of Toyota will be mentioned. Mentioned company can also make an induction
program which wills showcase all the achievements they have earned in past decades or so.
This can be done with the help of email. Further, by seeing all such facts and scenarios,
employee will try to work with his best of the efficiency to increase more of company’s sales and
revenue.
In relation to this, Barbeito, (2004) stated that training still plays a crucial role and is an
important element for boosting employee performance. Only with the help of proper and timely
training program, employee would come to know that what task and duties they have to follow in
mentioned company. As compared with other organizations, Toyota training program is quite
different as HR manager and trainer only focuses on giving specific knowledge regarding the
post he/she is assigned to. Training will empower new skills and knowledge of employees with a
sense of developing a buddy relationship with their peers who are working on same post in the
team. In companies like Toyota, training period lastly exist for a month or so and within this time
period, employee gets completely trained and he functions it tasks in more effective and precise
manner.
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Identifying and evaluating key practices for international business recruitment process
Toyota in order to recruit talented employees for international operations, international
HR manager have to identify the global competitiveness for their potential applicants at time of
recruitment process. Organization has to identify all the policies and procedures along with
government rules and regulations for functioning effectively in particular country. Further, HR
manager of mentioned need to have a good idea about the skills and availability of human
resource in different labor markets around the globe (Kumar, 2010). A successful HR manager,
will insist on hiring potential candidate throughout the world and can place him/her anywhere as
per the requirement of functioning.
International recruitment process is generally as same as simple recruitment. The only
difference is that person has to be recruited only if he is able to face all the sudden changes and
can work positively in other establishment of country without any ill will. International human
resource manager also focus on a concept to require right people for the right job and at right
time (International Recruitment, 2015). Further, cultural difference affects the recruitment
process of Toyota, as mentioned company uses same criteria for worldwide selection. Toyota
who has expanded its business whole over the globe, need employees who have all existing
qualities and can help organization to achieve their goals and objectives. Newly recruited
employees should have highly developed technical skills, good interactive and communication
skills, high level of motivation among them, some global experience, professionally or
technically expertise, able to maintain an equal balance between their personal and professional
life.
Moreover, HR manager of Toyota can focus on internal or external source of recruitment
in order to find talented personnel for their operations. Internal sources include transfer or
promotion of their existing employees from one country to another. This will not increase
organizational cost as employees are fully trained and can easily catch the operating function
which is required in a particular country (Wilson, 2004). Further, for external recruitment,
mentioned company can focus on advertisement in national newspapers, employment
exchanges, educational institutions for campus recruitment, different job portal sites etc. These
all sources can help HR manager of Toyota to find effective candidate for the post which is
vacant. Further, HR has to effectively prepare job specification and job description document.
This will showcase necessary need of Toyota whole around the globe.
Evaluating management impact within organization on onboarding process
Toyota being a successful car producer automobile industry has to make an effective
onboarding process for their newly recruited employees. In recent times, this onboarding
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process has gained a high focus as mentioned company and even other organizations are
ignoring the deep effect of not offering a comprehensive onboard program (Brewster and et.al.,
2011). Companies used to spent handsome money on recruitment process but they hardly
spent for onboard training. Researchers have evaluated that 90% of employees take their
decision to stay in this company or not within starting 6 months only. For this Toyota have to
consider all these facts and have to make onboarding training process for their newly recruited
employees
Rules and regulations have to be explained on the basic set of recruitment, policies and
procedures which newly hiked employee have to follow. Toyota should compile their employees
to complete all the administrative tasks and learn about the corporate culture. Further, this
onboarding does not explain only rules and regulations as it also clarifies the new hire role
within the cited company. Better employee understands his job within company, better he will be
rewarded as he is able to meet organization expectations. Moreover, with the explanation of
cultural norms, new employee will gain proper understanding of organization goals, values and
he will also understand the corporate ethical and political background.
Management within Toyota focuses on developing relationship in order to assist their
employees and guide them to effectually coordinate with their peer members. For achieving the
integration, some programs will include rotational assignments which might include some
projects which are designed in such a way to expose new employees as a part of the company
(Wilson, 2004). Determining the success of the program within Toyota can be measured with
the help of taking necessary feedback from employees. Moreover, in the initial training program,
communicating need of employees is more important to ensure and to have a high degree of
delivery experience. By implementing alternative communication method will also invite
feedback as especially from those who were not comfortable in speaking upfront. For these
employees, Toyota can have a suggestion box where they can secretly leave the comment with
which they have really lacked in training program.
Further, engaging employees will have its own influence as this will help them to stay
longer in given company. Employees have to get engaged with their given work and also with
the peers who are working in a team so that it will be fruitful for them only to ask questions
regarding the things in which they are stuck. Further, a good engagement will further lead to
success of organization as cooperation in the workforce can finish a particular work in a limited
time span (Hafeez and Abdelmeguid, 2003).
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Own experience of organizations
I am currently a management student and pursuing Masters in Human Resource
Management (MHRM). Previously, in the start of the year I was seeing my presence in Imperial
college of London for the same course. But for this post graduation concept, they had their own
rules and regulations and for admission only those candidates were called who had 70% in
bachelor’s degree. I am an average student and I had only 66% and with this reason I couldn't
mark my presence even for written test. I felt relatively sad bu then I tried to other colleges and
got admission.
This percentile basis did not let me to show best of my performance for coming years in
particular college. It was my keen interest to be a part of Imperial college of London. But this
percentage system ruined all the dreams. I was not the single culprit as there were many who
have got 69% in graduation stream and did not qualify for the PG course. Further, individuals
capabilities are not seen from the marks as it is visualized by the knowledge and working of
performance.
Right now I am pursuing my PG from London Metropolitan University where percentage
required for application was only 60. At times I wonder that practices which are followed in
colleges are same must be followed by organizations as well (Burke and Cooper, 2006). This is
taking me into big trouble for my future career perspective as I will be tensed if dint got a healthy
and wealthy job for the future. Significantly, it is been seen also as individuals are unemployed
by the age of 28-30. Further, I have seen people who undertake wrong steps if they do not get
settled on time as mental pressure kills them from inside and they attempt to take such steps.
Techniques of induction and onboarding in culture
Induction is the process of providing basic information and guidelines to newly recruited
employees which will help them to adjust in a new environment so that they can begin their
meaningful work as soon as possible (Luoma, 2000). Induction can be also seen as a structured
program which is implemented within business enterprises in order to provide core orientation,
organization knowledge and on the- off job training to newly recruited employees.
Being as HR student, the time of taking admission to college, I have gone with the
induction program where all the achievements and mission and vision of college are stated.
Further, college which I have mentioned about is quite prestigious and has a great goodwill in
London. Further, I come to know the infrastructure facilities of the college along with the security
and several benefits to the students. I also come to know that mentioned college used to have
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campus recruitment by the end of the course as this will significantly help me to get necessary
employment at right time of the age (Induction and onboarding guidelines, 2015).
Further, onboarding is considered as a broader term which has more comprehensive
goals, objectives and perspectives. It is a continuous process both in working area and also in
colleges which might extend up to weeks or months. All colleges have their own concepts for
selection of candidates as some applies stiff policies while other are lenient and focuses on
increasing revenue for the educational institutions (Scullion and Linehan, 2005). Students in the
colleges also have onboarding process where students are taken for practical implications in
order to study the theory in a clear and precise manner.
CONCLUSION
From the above report it is clearly stated that Toyota is a global car manufacturing
company in the world. Further, this report also states the onboarding process which mentioned
company have to undertake to evaluate effectual training program for newly recruited
employees. Further, this report states the functioning of mentioned company with their existing
and newly recruited employees. This report also evaluate systematic functioning of mentioned
company where employees are gone through onboarding process where multi-talented
employees are given training for a specific time period because these individuals already
possess great extent of knowledge.
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REFERENCES
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Approach. 5th Edition. FT Press.
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Brewster, C. and et.al., 2011. International Human Resource Management. CIPD.
Burke, R. and Cooper, C., 2006. Reinventing HRM: Challenges and New Directions. Routledge.
Christensen, R., 2006. Roadmap to Strategic HR: Turning a Great Idea Into a Business Reality.
AMACOM Div American Mgmt Assn.
Deb, T., 2006. Strategic Approach to Human Resource Management. Atlantic Publishers & Dist.
Foot, M. and Hook, C., 2005. Introducing Human Resource Management, 4th Edition. FT
Prentice Hall Harlow Essex
Hafeez, K. and Abdelmeguid, H., 2003. Dynamics of Human Resource and Knowledge
Management. The Journal of the Operational Research Society. 54(2). pp. 153 – 164.
Kumar, R., 2010. Human Resource Management: Strategic Analysis Text And Cases. I. K.
International Pvt Ltd.
Laroche, L. and Rutherford, D., 2007. Recruiting, retaining and promoting culturally different
employees. Oxford: Butterworth Heinemann.
Luoma, M., 2000. Developing people for business success: capability-driven HRD in practice.
Management Decision. 38(3). pp.145 – 153
Mankin, D., 2009. Human Resource Development. OUP Oxford.
Martin, M. and Jackson, T., 2005. Personnel Practice. 4th Ed. CIPD.
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FT Prentice Hall.
Naylor, J., 2004. Management. 2nd Ed. Pearson Education.
Pedler, M., 2011. Action learning in practice. Gower Publishing, Ltd.
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Scullion, H. and Linehan, M., 2005. International Human Resource Management: A critical text.
Palgrave Macmillan.
Wilson, F. M., 2004. Organizational Behaviour and Work- a critical introduction. Oxford.
Online
Induction and onboarding guidelines. 2015. [Online]. Available through:
<http://www.usq.edu.au/hr/odt/inductonboard/inductguidelines>. [Accessed on 9th
October 2015].
International Recruitment. 2015. [Online]. Available through:
<http://www.whatishumanresource.com/international-recruitment>. [Accessed on 9th
October 2015].
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