February 27, 2007

WHAT IF TOYOTA LACK OF EFFECTIVELY PERFORMANCE SYSTEM AND HRM

Organizations, people and performance finally was start running today. Actually, the module called human resource industry before but now the title has changed. I think that it??s not only for better understanding but also for more key elements have involved in the module in recent year -- the human recourse area.

I am quite interested in the module, which is related to all human factors professionally. The issue is huge and developing in the world. It includes environment, employment relationship, individual and organization performance, measurement, reward system, human recourse strategy and culture diversity. I think that even leadership can be as a part of factors in the area. Those kinds of aspects demonstrate that how to make employment??s change effectively and use people properly are a big issue for any organization to face and achieve.

The strategic framework can be a good tool to analyze industry??s HRM factors. In this afternoon, we team 3 was allocated an industry area—-automotive manufacture operator to do a 5mins presentation as utilize the framework. The analysis is not hard to do and there are lots of cases and examples can be found in the industry. But the point is that we think about that why there is only one company TOYOTA can profitable in the whole world??s industry even many another large companies still exist such as FORD and GE. Is that just because TOYOTA has a unique production system? Or has any else?

From my point of view, I believe that TOYOTA do has an excellence production system, but what if Toyota has not an excellence or say at least a good performance system and good HR to deploy it?—-People ¡§CToyota has excellence people and most vital thing is that Toyota knows how to use these talent people to make its system??s necessary change. Whatever it??s in source or outsource. Toyota knows that its people to control and produce machines but not any others.

It not means like Ford, BA these companies are all failed by poor HRM but at least they have huge the area problems to affect their performance system. How about if they can early around find these problems and solve them?

The better thing is that more and more company recognizes that People are key element in their organization. Leaders and human recourse managers of an organization must envisage these HM challenges all the time.

Ps: The first surprised thing was that Andreja is in the class as well. We know each other in EEE??s leadership module. We were in the same table but not in a same team. The second surprised was that today my random team was team3. I am the only girl in the team^ I represented our team??s presentation. I thought that it can not for me to do it so just feel free and not prepared it .but when our team??s turn, I had been called to do it by team members^ what a shock! Luckily, I fully understand what the key points are. Then I tried to calm down and I did in a thinking way^ not so fluent but as Andreja said at least all points spoken out and others said it??s a good reflection.^ I made it ! DARE TO FACE CHALLENGE ^

THANKS MY TEAM SUPPORT ME ! ^


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