HNC Business: Unit 3 Human Resource Management Report on Toyota

This report provides a detailed examination of Human Resource Management (HRM) practices within Toyota, a leading multinational automobile manufacturer. The report begins with an introduction to HRM, its purpose, and its functions, particularly in the context of resourcing and workforce planning. Task 1 analyzes the functions of HRM such as training and development, and selection and recruitment, while also exploring their purposes within Toyota. It also evaluates the strengths and weaknesses of different recruitment and selection approaches. Task 2 discusses the benefits of various HRM practices, like training and labor relations, for both employers and employees and evaluates their effectiveness in raising organizational productivity and profit. Task 3 emphasizes the importance of employee relations in influencing HRM decision-making and outlines key elements of employee legislation, including the Data Protection Act, Minimum Wages Act, and Equality Act, and their impact on HRM. Finally, Task 4 applies HRM practices within a work-related context, providing a holistic view of HRM strategies. The report concludes with a summary of the key findings and recommendations for effective HRM implementation within Toyota. The report is designed to fulfill the requirements of a Higher National Certificate (HNC) in Business, Unit 3: Human Resources Management assignment.

Human Resources
Management

Contents
INTRODUCTION.......................................................................................................................................3
TASK 1.......................................................................................................................................................4
P1 Purpose and function of HRM, applicable to resourcing and workforce planning of an organization 4
P2 Strength and weakness of several approaches to selection and recruitment........................................5
TASK 2.......................................................................................................................................................6
P3 Benefits of different HRM practices within firm to both employer and employee.............................6
P4 Effectiveness of several HRM practices in terms of raising organizational productivity and profit...7
TASK 3.......................................................................................................................................................8
P5 Importance of employee relations in respect to influencing HRM decision making...........................8
P6 Key elements of employee legislation and impact it has upon HRM decision making.......................8
TASK 4.......................................................................................................................................................9
P7 Application of HRM practices within the work related context..........................................................9
CONCLUSION.........................................................................................................................................12
REFERENCES..........................................................................................................................................13

INTRODUCTION
Human resource management considered as the best operational activity which is used by
firms and businesses in order to maximize entire working process for employees so that they can
directly achieve their goals and objectives at workplace. On the other hand, HRM mainly
concentrated on managerial functions of firm with the purpose of execution of new strategically
methods to select and recruit talented employees for firm within short time. This assignment is
based on Toyota which is called best Japanese multinational automobile manufacturer firm
which is headquartered in Aichi, Japan and formed in 1937 by Kiichiro Toyoda and served its
services globally. Furthermore, this assignment includes scope and purpose of HRM and key
elements of HRM along with external and internal factors that influence HRM decision making
process. At last, a portfolio of HRM practice applications will get covered (Abdelhak, Grostick
and Hanken, 2014).
TASK 1
P1 Purpose and function of HRM, applicable to resourcing and workforce planning of an
organization
Overview of Toyota – Toyota is one of the best leading global organizations which are
developing eleventh highest revenues across the globe and known as third largest manufacturer
worldwide. Now a days this company understand overall situation of market and able to adopt
few aspects by which they can provide best services to their customers in a perfect way. It helps
to increase their working ability and encourage them towards achievement of targeted goals.
On the other side, Human resource management plays crucial part in this firm that
concentrates on overall managerial operation or functions to attainment of specified goals
(Anderson, Fontinha and Robson, 2019). Along with this, there are few functions and purpose of
HRM followed by Toyota, those are mentioned in beneath:
Functions of HRM –
Training and development: This function always conducts by human resource manager
of firm in order to provide numerous guidelines to their employees towards achievement of
predetermined goals. In regards with Toyota, HR manager has responsibility to conduct such

kind of function that influence overall resource and working performance of employees so that
they can make best plan or decision for future goals and objectives.
Selection and recruitment: It is one of the main essential functions played by HRM
department in order to recruit best talented people for firm. In the context of Toyota, human
resource manager needs to identify several needs of candidate during the interview so that they
can freely answer and able to get selected in firm. Thus, it influence workforce and make firm
productive.
Purpose of HRM –
The main purpose of HRM is to provide best suitable approach to their employees so that
they can manage their work as per the firm’s concept. There are few concepts in Toyota
considered as HRM purpose, those are follows:
Staffing requirements: This is the main aim of HR manager in Toyota, by having such
kind of aim manager is able to accomplish job vacancies through selecting skilled and
knowledgeable employees so that they can make their organization best and profitable
(Bamberger, Biron and Meshoulam, 2014).
Rewards and compensation: Human resource manager of Toyota mainly decides the
payroll as per the abilities and skills of their employees at workplace. With the help of this HRM
purpose they can increase working potentiality of their workforce and able to meet desired
outcomes.
P2 Strength and weakness of several approaches to selection and recruitment
Human resource management of Toyota generally follows few approaches in order to
recruit and select best candidates who can easily comply with so many situations at workplace.
There are few approaches used by firm, those are as follows:
Selection approach: It refers to the accurate selection of candidates who are suitable for
particular job position fixed by an organization. In regards with Toyota this is followed by HR
manager which includes aptitude test, group discussion, debate and face to face interviews.

Strength: Main strength of this approach for Toyota is, they can easily use numerous
methods and tools in order to make their interview process in a better way. Thus, it influence
candidates and make them more confident. So that interviewer can easily check their
qualification and achieve their goals.
Weakness: Selection process also considered as double screening tool that involves
numerous methods such as time consuming process and face to face interviews but at the same
time this approach might have poor connectivity of networks during interview.
Recruitment approach: This is considered as one of the best processes for accomplishes
job vacancies within the workplace. In regards with Toyota, this is used by HR manager so that
they can easily review large number of candidate’s application and recruit some talented and
high skilled employees in a perfect way (Bratton and Gold, 2017).
Strength: With the help of this recruitment process Toyota is able to found numerous
skilled employees through seeking different candidate’s profile at one time. It helps this firm for
further maximization of their productivity.
Weakness: Through using different types of procedure of recruitment like social media,
inline advertising can be expensive sometimes which directly influence interview process of
employees as they are not able to reach particular job position.
TASK 2
P3 Benefits of different HRM practices within firm to both employer and employee
Human resource management refers to the different types of tools and methods used by
the firm in order to increase their sales and services within the competitive scenario. In regards
with Toyota, there is several kinds of HRM practices which all are suitable as well as benefited
for employee or employer, those are as follows:
Training and development: This is the best suitable practice of HRM which is use by
manager of an organization in order to enhance working capability of employees through
conducting different training and developing programme for them. In regards with Toyota, there
are several benefits for employee and employer from this practice, those are mentioned below:

Benefits for employee: With the help of this best HRM practice Employees of respective
firm are able to learn so many essential term by which they can implements on different types of
theories and models to develop best successful growth of firm.
Benefits for employer: In the context of Toyota, manager conducted training and
developing sessions in which employers are able to develop and learn numerous aspects that
directly influence their work and encourage them towards attainment of goals.
Labour relations: It is considered as most essential or effective approach of HRM
practice which helps employee as well as employer to achieve desired results. In regards with
Toyota, manage use this practices in order to build strong relations with employees and employer
that increase their motivation level so that they can get their desired results on time.
Benefits for employee: It is essential for every team members or employees of Toyota
that they should more focuses on their skills towards work. With the help of this they can build
good relations with leaders and managers within firm (Chelladurai and Kerwin, 2018).
Benefits for employer: It is also important for employer, in regards with Toyota, manager
and leader both commonly worked together in order to achieve same goals through increase the
profitable goals of firm. It also helps to better understanding between each other by which they
can achieve competitive scenario in a desired manner.
P4 Effectiveness of several HRM practices in terms of raising organizational productivity and
profit
Within the organization there are numerous factors considered as HRM practices use by
firm in order to increase profit and productivity of industries. Some of the HRM practices used
by Toyota that helps them to increase productiveness and profit, those are mentioned below:
Labour relations: According to this practice, manager of firm is able to develop best
ways in which employees are able to work together without face any kind of issues at workplace.
In regards with Toyota, it is necessary for them to build strong relations with workforce to attain
successful goal and beat competition at market area. On the other side, with help of doing such
kind of things they can achieve their targeted goals in short period of time. Thus, it directly
increases their profit and productivity at marketplace in front of their customers.

Training and development: For developing best ways are more essential to increase
entire working capability of different employees at workplace. In relation with Toyota, leaders
and managers both develops this type of HRM practice by which they can provide effective
guidance to their employees and able to achieve their targeted goals. It helps employees to
enhance working capability so that they can perform well and able to increase profit and
productivity of firm together (Cleaver, 2017).
TASK 3
P5 Importance of employee relations in respect to influencing HRM decision making
Employee’s relations mainly deal with ignoring and resolving issues through concerning
so many factors that directly influence overall work scenario. On the other side, healthy
employee relations lead to productive, motivated and efficient employees in firm that always
increase sales level of firm. In regards with Toyota, Collaborative approach has been used, which
is mentioned below:
Collaborative approach refers to different types of relationships and employees
engagement into industry. In regards with Toyota this approach is used by leader and manager in
order to provide best facilities to their employees so that they can work accordingly and able to
achieve their targeted goals.
Effectiveness of this approach: It is considered as most helpful approach for Toyota, in
which they are able to develop strong relations with their employees to achieve targeted goals
and objectives in an effective manner. On the other side, with the help of this approach HR
manager is able to develop proper decision that influence employee’s decision making positively
so that they can achieve desired goals and maintain great relations with overall management
team (Davis and Luiz, 2015).
P6 Key elements of employee legislation and impact it has upon HRM decision making
There are numerous legislations and laws which are imposed by government of every
country with the aim of providing better safe and secure culture to employees. In regards with
Toyota, they are following several laws, those are mentioned below:

Data protection act: It is most useful law used by Toyota in order to provide several kind
of information to employees to develop safe and positive environment. Along with this
employees are able to focus on this act and perform well. With the help of this firm can achieve
targeted goals and objectives in an effective manner.
Minimum Wages act, 1998: According to this act all employees should get minimum
amount as per their working skills. In relation with Toyota, manager and leaders always use this
act in firm in order to give minimum wages to their employees so that they can feel better and
able to achieve their desired goals on time.
Equality act. 2010: In this act, all employees are able to get equal pay and there is no
partiality between each employee of firm. Herein, Toyota uses this act in order to formulate
positive culture within the working environment through giving equal pay to their employees.
With the help of this they can achieve their goals and able to meet future needs in a perfect
mode.
From the above mentioned laws and legislations directly influence HRM decision making
in a positive manner. With the help of this firm is able to develop better ways to achieve targeted
goals for the betterment of future (Doz, 2020).
TASK 4
P7 Application of HRM practices within the work related context
There are different types of employees within each firm or outside the firm who always
needs effective and attractive job profile in a perfect way. With the help of this, employees can
achieve their desired outcomes and able to achieve goals in an effective manner. In regards with
Toyota, they mainly use performance management system for their employees by which they can
get huge motivation and work frequently.
Job Specifications
Job Details
Post: HR Assistant
Company: TOYOTA
Job Purpose: Submissions are requested from vibrant and spirited people those who can have

responsibility of HR along with will be able to develop strong relations with employees at
workplace.
Roles and Responsibilities:
 Candidate should have ability to develop best projects conduct meetings, surveys,
training along with alternatives in related with each and every problem.
 Applicant should have great communication level by which they can interact with every
employee of firm in a better way.
 Salary package to applicant provided by firm will be attractive and based on their
performance level.
 CV of applicants can be showed to the email [e-mail] or contact at 120-
9754819.
Time-scales:
Appealing the Resume or CV 23- 6 July, 2020
Accepted Applicants 6- 8 July, 2020
HR round 12 May, 12 July, 2020
Date of Interview 14-117 July, 2020
Person Specification
Person Specification
Post: HR Assistant
Department: HRM Department
Key: The belongings needed as an evidence:
(A) Application form (I) Information (R) Role
Characteristic
s
Vital Needed Submission
Form
Interview Role
Qualification
and
Experience
Bachelor and
Master degree
in any kind of
business
course.
Experience
d in HR in
order to
work with
numerous
skills.
Application
form should
include
accurate
information
.
Interview
process
should be
accomplishe
d with
interviewee
expectations.
HR assistant
role should be
including with
several
responsibilitie
s in firm.
Knowledge
and Skills
Excellent
communicatio
n with both
non-verbal and
verbal method.
Capacity to
lever and
hold every
problem of
employee.
Personal
information
needed like
contact
number,
address etc.
Applicant
must be able
to
answerable
of every
question.
HR assistant
should have
timely update
of so many
records of
firm.
Curriculum Viate

Name: John Roberts
Address: 22nd Street, Sunny Mansion 203, Japan city
Phone No. - 2222000
Profile summary: MBA in HRM with the experience of 3 years want to be a part of
particular firm. With the help of this I can increase my level of experience and able to
meet several business opportunities in future. Along with I am able to communicate
easily with the huge knowledge in regards with management theories.
Specialization:
1. Staffing
2. Controlling of Human relationships
3. Battle management
4. Development and Training
Educational qualification:-
● Bachelor in Business Administration. (BBA)
● Masters in Business administration (MBA) (HR)
Declaration:
I hereby state that all the evidence providing is accurate and is best of my acquaintance.
Date :
Place :
Rationales: According to the above mentioned information about candidate towards
working experience or their qualification can be said that it will help them to get shortlisted
within the interview process provided by Toyota. Along with firm is able to recruit high talented
candidates from reviewing ample number of CV (Gibson and Parkman, 2018). Therefore, this is
the main reason of this firm to provide best job offer by which they can have highly talented
employees with them so that they can easily achieve their targeted goals within the competitive
scenario.

CONCLUSION
According to the above mentioned assignment it has been analyzed that, Human resource
management play significant role within every firm as it manage and direct overall process for
selection and recruitment of so many candidates. Additionally, by having huge scope and
function of HRM firm can easily sustain at marketplace and able to increase their productivity
through using several factor of this HRM process. Along with this, there are several approaches
used by manager of Toyota in order to know the benefits of them among employer and employee
at workplace. Lastly, every approach has their strength and weakness in which HR manager of
firm needed to focus so that they can recruit best talented person and fulfill job vacancies. With
the help of this concept firm is able to achieve their goals and objectives within short period of
time.

REFERENCES
Books and Journal
Abdelhak, M., Grostick, S. and Hanken, M. A., 2014. Health information-e-book: Management
of a strategic resource. Elsevier Health Sciences.
Anderson, V., Fontinha, R. and Robson, F., 2019. Research methods in human resource
management: investigating a business issue. Kogan Page Publishers.
Apornak, A., and et. al., 2020. Optimizing human resource cost of an emergency hospital using multi-
objective Bat algorithm. International Journal of Healthcare Management, pp.1-7.
Bamberger, P. A., Biron, M. and Meshoulam, I., 2014. Human resource strategy: Formulation,
implementation, and impact. Routledge.
Bratton, J. and Gold, J., 2017. Human resource management: theory and practice. Palgrave.
Chelladurai, P. and Kerwin, S., 2018. Human resource management in sport and recreation.
Human Kinetics.
Cleaver, F., 2017. Development through bricolage: rethinking institutions for natural resource
management. Routledge.
Davis, D.N. and Luiz, J. M., 2015. The devolution of the human resources function in South
African multinational companies. The International Journal of Human Resource
Management. 26(21). pp.2763-2785.
DeCenzo, D. A., Robbins, S. P. and Verhulst, S. L., 2016. Fundamentals of Human Resource
Management, Binder Ready Version. John Wiley & Sons.
Doz, Y., 2020. Fostering strategic agility: How individual executives and human resource practices
contribute. Human Resource Management Review. 30(1). p.100693.
Gibson, P. and Parkman, R., 2018. Cruise operations management: Hospitality perspectives.
Routledge.
Goetsch, D. L. and Davis, S., 2014. Quality management for organizational excellence:
Introduction to total quality.