Toyota Motor Corporation Australia which is known as Toyota Australia is the sub-branch of the Toyota Motor Corporation in Japan. Toyota Australia has its prominence as the manufacturer and the distributor of the motor vehicles.It also produces motor vehicles for the sports. Headquarter of the Toyota Australia is at Port Melbourne in Australia. Toyota Australia has faced certain problems in the employment recruitment policy. In the year of 2012 Toyota Australia lost many employees of the organization (Oppenheimer, Warburton, & Carey, 2015).
The main reason of this problem was that the employees cannot meet up the expectation of the Toyota company’s culture. But there other issues which the Toyota company was facing certain problems of teamwork, work performance, attendance and others. This could mainly happen due to the indecisiveness of the human resource managers (Brewster et al. 2016). The human resource managers of Toyota Australia has innumerable faults and faced various challenges for recruiting the human resources of the company (Shammot, 2014). . This report mainly contains about the solutions of the challenges faced by the hr managers in the company.
Challenging the HR Recruitment Process
There are different procedures by which the human resource managers of the Toyota company tried to resolve the issues and recruit employees for the organization . The points are in the following sub-headings.
Retaining the self-confidence of the Employees
Toyota Company must be very sympathetic and understanding about the employees who are dismissed. There are employees who lost jobs and they suffered serious trauma after this. There were people who were aged and at that age they did not get another offer from the companies. This rejection hampered their self-esteems and self-confidence. Hence, it was the duty of the company to return their self-confidence by providing jobs to the company. In that case training of the people who are of old generation must have helped them to work in a better position and better quality of services.
The up gradation of different automobile technology and other software in some way or other had lagged made the older employees lagging behind the other people. So in this crisis if the company has applied this strategies then it would have saved many people from anger, depression and complex (Wang, & Miao, 2016). Hence besides recruiting employees it is very much important to sustain the old employees.
Retention of the Employees
It is very much important for the company to retain the talented employees of the organization. According to the Martin Nally, the then manager of the human resources of the company always said the fact that if the employees of the organization cannot adjust with the culture of the company, then the employees could leave the organization (Oppenheimer, Warburton & Carey, 2015). In that case the employers have to be very flexible and diversified in nature that the company can also become accustomed with the demands of the employees, so that it enable them to retain quality employees for the organization (Shipton et al.,.2016). In that case the new employees must be recruited by giving the assurance that they have the availability to provide proper space for the new employees where they can implement their own thoughts.
Establishing Healthy and Cooperative Corporate Culture
It is s very important for the hr managers as well as the other managers to maintain a environment with proper disciplines and culture. Business ethics has been one of the new strategies to maintain a cordial working surrounding in the office and to sustain healthy relationship among the colleagues. Everyone that in organization employees of both young generation and old generation works in the company (Andrew et al. 2016) knows it. Hence, there is a generation gap between the two generations regarding the thoughts and viewpoints of life.
It sometimes creates many problems in the office. So, the Toyota organization must implement certain rules and regulations which will keep parity between the two generations and both of them will feel comfortable to do work in the office. Another issue is that at the Toyota company people works from different countries. Different countries have different people having variegated culture, rituals and languages (Marshall, 2014). In that context the environment of the company must reflect the cultural and linguistic tolerance.
Another critical issue is the gender sensitization. This concept is about the equal attitude towards both the genders. The women in the office (Aladwan, Bhanugopan & D’Netto, 2015) face sometimes harassment. This should be highly prohibited by the authority and supervisors of the company. Hence, if these issues are looked after properly, then many promising candidates will join the company by their own choice.
Sustaining the Productivity of the Company
It has been researched and surveyed by many experts that after the dismissal of the employees of any particular organization, if they again join the office, then gradually the self confidence of the employees automatically goes up. Hence, in that context it is important for the managers and the chairman of the organization that to boost up the employees of the Toyota organization by encouragement and pouring extra confidence over them and automatically the production of the company will increase (Taylor, Earl,& McLoughlin, 2015). . The process of the employment engagement can only do the revenue generation of the company and its retention for many years. The company can also make many other capable employees partner of the organization. This also uplifts the productivity of the company.
Flexible Work Arrangements
Today’s world is a fast going era, there is no existence of fixed hours for the employees in many cases. Then, the solution is the flexible working. The workers of the Toyota industry works very hard and the physical environment of the work is also very tiresomeness (Earl & Taylor, 2015).. Hence in that context the employees are always in need of the flexible shifts which will enable them to maintain a work-life-balance.
The work life balance is very important for the employees to spend time with friends and families, to give time to s the health of that person and also to be committed in various other activities. Consequently it will reduce the stress of the workers , as they work in the hazardous condition. It will assist them to spend quality time on their hobbies.
Finally, the company itself will be fruitful if the employees of the company are given flexible shifts, according to their own convenience. But the authority must not be very strict with the s flexible working because it sometimes create immense pressure to the employees (Snell, Morris & Bohlander, 2015) . Many employees are not interested in the flexible shifting. But sometimes the managers of the company forced to work to increase the productivity of the company. All these factors play a significant role in recruiting new employees. Nowadays the employees themselves researched research about the company and then join the new organization. If all these facilities are provided to the company, then the difficulty of recruiting human resource of the company will be much easy.
Misinterpretations of the qualifications
Sometimes the candidate is selected for the work , but later it seemed that the candidate is not that capable of doing the work . It happens that during the time of the selection of the employee there is a need of certificates and mark sheets. In that case the employee may do not have the proper qualification for the job, but he uses fake mark sheets and certificates to clear the interview (Shipton et al., 2016). .
This happens mainly due the excessive quantity of unemployment who do not have proper education to meet the criterion. Thus the hr managers and the whole recruiting must scrutinize and check all the qualification of each candidate very carefully. Thus the hr managers of the Toyota company definitely would face this problem and more especially due to the crisis faced by them. They must definitely do all things more precisely.
Changes in the Business Model of the Organization
Sometimes the transformations in the business strategies of the organization the company faces problem. This was because the earlier the candidates have known that the particular company needs people from one particular field. But suddenly due the interests of the company the business model of that particular company changes then people from different field is necessary. Like in the Toyota company it also goes on the up gradation of its automobile technology. In that context the company must be very precise about giving advertisement for the proper field and there must be mentioning of the qualification required for it. This will help the company to get proper human resources s even if the strategies of the business model is changed.
Inadequate job descriptions
Technological skill has a wide impact in recruiting and selecting the employees of the organization. Hence the advertisement of the job position needed for the company plays an important role. So, if the job description process of the company is not given properly, then definitely it will face some discrepancy in attracting the proper individuals of the company (Gao & Low, 2015). There must be strict review done in order to observe that the job description of that particular vacant position is right or not. It happens in cases where the company like in Toyota going to recruit again a number of new employees besides returning back the old employees. In this situation the company can also handover the whole recruitment methods to a recruiting firm.
Recommendations
There are several recommendations given to the recruitment process of the company. It can understood that each industry which a wide range of skilled laborers. In that case the company must have a union of the labourers. Therefore, considerable amount of respect must be given to them because if strikes occurs then company will only face the problem. Toyota Australia is mainly based on automobile industry, so it is much depended on the potentiality of the workers. Thus , they must be provided all sorts of benefits and allowances , so that the flow of the company remains same.
Another important thing is there must be provision of training to the employees of the organization. The company needs engineer for the innovation and creation purpose and setting modules. In this context, many people join this company with proper qualification but every company has certain norms, strategies and viewpoints. Hence, if employees are given a short training only in the time of selecting the candidates then definitely it will help the candidates as well as the hr managers to be confident that whether the particular employees are not suitable for the particular job or not.
The candidates sometimes contain experienced people who belongs to the earlier generation , these categories of candidates often seems to be very careful for the organization because they have huge experience in dealing and tackling the critical situation of the company (Johnstone, Wilkinson & Dainty, 2014). They must be specifically trained about the use of latest technology and software so that they remain updated because it is very important in the work field.
In order to retain the employees of the organization , it is much needed to provide them rewards , recognition, allowances and bonus to the employees so that they become encouraged to do their work sincerely and earnestly. The hr managers and the leaders must be very strict and coordinate properly so that no issues arise due to the fake mark sheets and they must be also very decisive regarding assessing the proper qualification of the job profile. The corporate culture must be like that people of different age and religion can stay here without any problem.
Conclusion
In conclusion it can be said that the recruitment of the human resources of the company needs certain strategies . But the main thing is the sustenance of the employees in the company. If the company has healthy atmosphere with good corporate culture then automatically it will attract the talented people. In this context the employment engagement policy is also very important where much value is given to the employees. Moreover during the recruitment of the employee there must be specialized team which will able to sort out the suitable candidate for the company.
The team leaders and managers also has a significant role in enriching the human resources of the s company. Toyota Australia is one of the famous motor vehicle corporation of the world. It has huge contribution in sports vehicles and also in the cars used by the general people. Hence, it is obvious that highly qualified people and skilled labourers are appointed in the company. But many of them suddenly left and some are dismissed due to the internal problems which is about not maintaining the corporate ethics and also not meeting the demands of all the employees have caused such problems. In that case, the company must remember certain methods to challenge the situation.
References
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