Personal contacts, "the older generation" system. Toyota's participation in the work order for the new employees become familiar with the new environment, I have put forward "a warm welcome to new employees," the subject, in this regard, to take a "personal contact" type work. This form of practice is to select a senior, he was identified as the work of new employees to participate in the "full-time predecessors." The older generation bears a guide to all things work, which produced good results, the senior full-time during his tenure is generally for 6 months. At work, social, workshop, the senior full-time to guide and care given to interpersonal relationships, daily life, workshops, the senior full-time to guide and care given to interpersonal relations, given the coordination of a superior-subordinate relationship. Company to the "older generation" has to be institutionalized, in addition to "personal contacts led" system. This is a foreman, team leader, squad leader of "facilitator" of education, is a kind of a "discussion" of the training. The management of a Toyota and the backbone of a very competent, but also because they go through this exercise because of various aspects. They have the technical knowledge of the system, but also in the workshop with the experience of personnel management.
In addition, the "home communications" approach. Class and group leaders take turns each month to new employees sent home. Into the company's first month by the organization to send a letter and group pictures, send and Toyota Toyota Illustrated reported. How to make the team this family continued tirelessly continue? This is Toyota has been a leader in thought. This question is not purely a welfare and health care activities, but also to the spirit as the construction of their long-term aspects of treatment, they are to carry out more苦思冥想a wide range of activities. 1970 after 20 years of age accounted for 50% of the workers. Their ideologies, values and desire to change one after another. For these people so that they create a meet and "an attractive work environment" is never easy. However, the company continued to carry out positive efforts to continue to foster the creation of "the meaning of life and energy" of the soil.
On the surface, Toyota's production system, corporate governance and corporate culture is very simple. It can be printed with the company in the 3X5-inch square of card-style slogan that statement to explain the maximum flow, eliminating waste, respect for talent. Conceptually, Toyota's corporate governance and corporate culture is not complicated, but the implementation and coordination lead to bloodshed, sweat, tears.
"Toyota's real strength lies in its ability to learn. The attention of its employees to consider, for the sake of users, this is the Toyota vibrant source of corporate culture." Toyota's corporate culture and human resources management with the creation of a Toyota culture, has also created the Toyota industrial miracle. Corporate Culture and the combination of human resource management practices from the Toyota, Chinese enterprises can draw on many of the. In human resources management, not only the advantage to attract talented staff recruitment as the success of the human resources management. To be "a trick to keep using good", in addition to human resources, technical means used, but also the human resource management activities with a combination of corporate culture to the core content of corporate culture to employees through transfusion thinking, and reflected in their behavior, this is the key to the formation of corporate culture. Specific human resource management and corporate culture can be combined with the practice of starting from the following aspects:
First of all, the values of enterprise and employment standards combine. This requires the recruitment process in the recruitment of persons to rigorous training, and recruitment in the formulation of a request to have the participation of experts in recruiting yet been described well before the start of the recruitment of staff to the overall image, that is, pre-recruitment. Interviews in the recruitment process, based on an analysis of personality characteristics and values, and the interviews with standard control, will fail the people stuck in the door to outside companies, and the choice of the cultural identity of the higher corporate officers. In the process of staff recruitment, through pre-recruitment to ensure that the enterprises of the corporate culture to recruit suitable people.
Personal contacts, "the older generation" system. Toyota's participation in the work order for the new employees become familiar with the new environment, I have put forward "a warm welcome to new employees," the subject, in this regard, to take a "personal contact" type work. This form of practice is to select a senior, he was identified as the work of new employees to participate in the "full-time predecessors." The older generation bears a guide to all things work, which produced good results, the senior full-time during his tenure is generally for 6 months. At work, social, workshop, the senior full-time to guide and care given to interpersonal relationships, daily life, workshops, the senior full-time to guide and care given to interpersonal relations, given the coordination of a superior-subordinate relationship. Company to the "older generation" has to be institutionalized, in addition to "personal contacts led" system. This is a foreman, team leader, squad leader of "facilitator" of education, is a kind of a "discussion" of the training. The management of a Toyota and the backbone of a very competent, but also because they go through this exercise because of various aspects. They have the technical knowledge of the system, but also in the workshop with the experience of personnel management.
In addition, the "home communications" approach. Class and group leaders take turns each month to new employees sent home. Into the company's first month by the organization to send a letter and group pictures, send and Toyota Toyota Illustrated reported. How to make the team this family continued tirelessly continue? This is Toyota has been a leader in thought. This question is not purely a welfare and health care activities, but also to the spirit as the construction of their long-term aspects of treatment, they are to carry out more thinking a wide range of activities. 1970 after 20 years of age accounted for 50% of the workers. Their ideologies, values and desire to change one after another. For these people so that they create a meet and "an attractive work environment" is never easy. However, the company continued to carry out positive efforts to continue to foster the creation of "the meaning of life and energy" of the soil.
On the surface, Toyota's production system, corporate governance and corporate culture is very simple. It can be printed with the company in the 3X5-inch square of card-style slogan that statement to explain the maximum flow, eliminating waste, respect for talent. Conceptually, Toyota's corporate governance and corporate culture is not complicated, but the implementation and coordination lead to bloodshed, sweat, tears.
"Toyota's real strength lies in its ability to learn. The attention of its employees to consider, for the sake of users, this is the Toyota vibrant source of corporate culture." Toyota's corporate culture and human resources management with the creation of a Toyota culture, has also created the Toyota industrial miracle. Corporate Culture and the combination of human resource management practices from the Toyota, Chinese enterprises can draw on many of the. In human resources management, not only the advantage to attract talented staff recruitment as the success of the human resources management. To be "a trick to keep using good", in addition to human resources, technical means used, but also the human resource management activities with a combination of corporate culture to the core content of corporate culture to employees through transfusion thinking, and reflected in their behavior, this is the key to the formation of corporate culture. Specific human resource management and corporate culture can be combined with the practice of starting from the following aspects:
First of all, the values of enterprise and employment standards combine. This requires the recruitment process in the recruitment of persons to rigorous training, and recruitment in the formulation of a request to have the participation of experts in recruiting yet been described well before the start of the recruitment of staff to the overall image, that is, pre-recruitment. Interviews in the recruitment process, based on an analysis of personality characteristics and values, and the interviews with standard control, will fail the people stuck in the door to outside companies, and the choice of the cultural identity of the higher corporate officers. In the process of staff recruitment, through pre-recruitment to ensure that the enterprises of the corporate culture to recruit suitable people.
The individual contacts "predecessor" system. The Toyota company knows the new environment very well for staff and worker who dodges to participate in a job newly, shape labor having "got in touch with having brought forward problem of new staff and worker of a warm welcome" , having adopted an "individual in this respect". This form method of work is to elect one predecessor ,with "the sole duty predecessor " that he ascertains for staff and worker who participates in a job newly. This predecessor has been bearing the direction job to all things , this method of work has been producing very good effect , sole duty has been 6 months in general during predecessor's holding of a post. The sole duty predecessor all give to guide and gives consideration to in daily life on the job,in the workshop,human relations, are face to face in daily life , the predecessor all gives sole duty in the workshop, guiding level relation and giving consideration to, to human relations , high and low giving coordination. Company aspect gives this "predecessor"'s method of work being institutionalized , still has the system "that the leader individual contacts " besides. This is to perform the education "assisting person on" the foreman , headman , team leader , is that a kind of carries out the training "discussing". One Toyota management echelon and backbone are very capable , are also a reason because of they take exercise in many ways process such. They have had systematic technology knowledge in hand, experience having had personal administration in the workshop. Adopt "communicative method of work of hometown" besides. The working group is often mailed a letter by family of new staff and worker by spells every month. Enter the first the moon of company , written a letter and mailed the group photograph by organization , mailed the Toyota pictorial and Toyota newspaper. How do make this close share team feeling continue for down ceaseless , indefatigable? This is the Toyota leader problem always in the thinking. This problem is not a simple welfare health care activity , the problem being going to build aspect as long-term spirit of enterprise treats and, they be deep in thought to carry out the especially varied activity. In 1970 hereafter, staff and worker under 20-year-old accounts for to 50%. Their thought mental consciousness , values and the desire change are continuing without end. "Work environment " having attraction for that these person creates out one makes them satisfied, is an extremely not easy thing. The company carries out positive effort but, unceasingly , continues creating the soil being able to train "significance and drive existing". Secondary superficial take a look on that, Toyota turn out system , business administration and corporate culture are very simple. It can make an explanation coming that dyadic slogan sentence using company to print on 3 X5 inch of square cards , the high limit field flows , die out being extravagant , respect trained personnel. Business administration and corporate culture from talk on the concept , abundant field are not complicated , carrying out and being in harmony may use person sweat and shed blood, bursts into tears but. Real "Toyota strength lies in its learning ability. Its employee pays attention to pondering a problem , takes the consumer into consideration, this exactly is corporate culture of Toyota full of vigour wellhead ". Corporate culture of Toyota company and the Human Resource Management union, have created Toyota culture, industry miracle having created the Toyota company also at the same time. In the corporate culture union practice with Human Resource Management from Toyota company, Chinese enterprise has a lot of place of being able to draw lessons. The talented person attracting advantage in being able to not an employee be recruited only in Human Resource Management, looks upon as successful Human Resource Management right away. Be going to achieve "being able to confess , to stay having to live , using well " , want to combine human resources management corporate culture each other too except human resources technology in common use means,wind behaviour in it's behavior , this is the key that corporate culture forms in the thought conveying the corporate culture core content birthplace to the employee. Concrete Human Resource Management and corporate culture union method of work can set off from several aspect of the following: First, with enterprise values and servant, the standard combines. This requires that enterprise carries out strict training on to recruiting person in recruiting process, but in working out the participation needing to have an expert when recruiting call for, before recruit the image still starting the entirety describing right away already the personnel easy to needed to recruit's in the front, namely in advance recruiting. In recruiting oral quiz process, according to the character characteristic and values analysing person, with oral quiz call for and standard collation, will not the qualified people gets stuck outside the enterprise entrance door , but the corporate culture choosing to accepts higher personnel. Pass in recruiting process in the employee, in advance recruiting, has ensured that enterprise recruits the people who is suitable to corporate culture.
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