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Toyota motor corporation was founded in 1937 by Kiichiro Toyoda .

The

current president is Shoichiro Toyoda , son of the founder . The younger Toyoda wanted to become a scientist or an entrepreneur , but instead he was trained as an engineer to work in his fathers firm .

When his father died suddenly in 1952 , the company was struggling to recover from a bitter labour dispute . In a surprise move , senior executives asked the young engineer to take over despite the fact that he was still in his twenties . Working with Eiji Toyoda, the chairman of the board , Shoichiro Toyoda established a corporate structure that relies on consensus decision making .

Consensus decision making is a slow process ; however once a decision has

been made the action necessary to implement it is almost unbelievably quick because all the parties concerned are already informed and ready to move . Because of Toyotas slow decision making process , employee selection at new Toyota facilities takes far more time that it would at a similar facility run by U.S based firms .

A quality control manager at toyotas Georgetown plant , for instance ,

underwent 25 hours of paper and pencil tests , workplace simulations , and a probing interview before finally landing the job . Because those 25 hours were spread over out 25 days . The applicant had to work on another job while waiting the results from Toyota .

Every person who applies for a job at toyota

georgetown plant undergoes a battery test lasting at least 14 hours . Literacy is important because Toyota expects employees to be able to read material and instructions and to constantly learn on the job . Each applicants level of a technical knowledge is assesed because neither certificates and diplomas nor years of experience are reliable indicators of what an applicant really knows about a job . Interpersonal skills are also evaluated because everyone must get along with everyone else in order to create work culture valued by Toyota .

The tests begin with coverage of

reading , mathematics , manual dexterity, job fitness, and where appropriate , technical knowledge . One of the most important parts of the initial tests is the job fitness part , which deals with the potential employees attitude . There are 100 items with which respondents must agree or disagree .

After initial tests , Toyota uses work place simulations developed for toyota

by a private consulting firm . Toyota hires carefully . It is careful because it wants to preserve its corporate culture . Toyota wants to maintain a culture that emphasizes teamwork corporate loyalty and versatility . Toyota promises long-term employment and loyalty to the worker and expects loyalty from the worker in return .

Toyota can afford to be choosy . The initial number of the applicants for the

2,700 production jobs at Georgetown was 90,000 from every country in Kentucky . After the first round of screening , there was still about 40,000 applicants . There were also thousands of applicants for 300 office jobs . No labour agreements in any way restricted the number of applicants, and economic conditions in Kentucky were poor creating a large pool of available workers.

However , Toyota reputation as a good place to work and the good reputation of Japanese firms in general also stirred interest in and enthusiasm for working for Toyota .

In Japan, a company like Toyota would recruit

nearly all of its employees from high schools. Indeed, the initial group of workers hired at Georgetown was very well educated. All had at least high-school diplomas; many had college degrees; and a very few had M.B.A. degrees( they were hired for leadership rather than production positions). Toyota tends to emphasize education rather than experience is so frequently inappropriate and the company must spend time and money for retraining. It is less costly and easier to train workers, especially if their educational background indicates that they can learn well and fast.

At Present time

Toyota Motor Corporation has a

slow process of employment.

The company has a long process of employment due to multiple kinds of technical and intellectual test

Short term In 4 years Toyota Corporation is a company that has less test of

employment and still sustains its corporate culture that emphasize teamwork corporate loyalty and versatility with members who cooperate to accomplish its organizational goals

Long term

8 years from now Toyota Corporation will be the top 1 when it comes to automotive.

Areas of Consideration
Strength

The name of the company and Its corporate culture.


Weakness

The long process of employment.

Threat

Due to long process of employment, the applicants find job in other companies even though they find it worthwhile.

Opportunities

New Employees that can sustain the companies corporate culture value

Alternative courses of action

1.Toyota will minimize its series of test for applicants and accepted applicant will be in training while on the job

Advantage

Disadvantage

applicants will be able to wait the result for the job they apply. accepted applicants can continue their training while working Its costly Working will be harder

2.Toyota will set a seminar for those applicants that will be accepted.
Advantage

Disadvantage

the company can create the work culture valued by them. Applicants may enjoy their seminar rather than learning .

3. Conduct a new Consensus Decision Making. Advantages Once a decision is made the action needed is unbelievably quick because all the parties concerned are already informed and ready to move. Disadvantage Its a slow process.

Final Decision
We think that ACA # 1 is the best answer because Applicants will be trained further when they are approved

Only important test will be the initial test for the applicants New employees will be send to various branches of Toyota depending on their qualifications. Those test that are also needed will be taught while on the job