Discuss about the Different Kind Of Human Resource Policies In Toyota.
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.
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 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.
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 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.
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).
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).
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.
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.
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.
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.
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 https://www.toyota-global.com/
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