Vocational Scenario: Organisation: Toyota is a multinational automotive manufacturer that is based in Japan. The company is known for its quality vehicles and commitment to lean manufacturing processes.
Unit 3 Toyota HRM Assignment 1: Talent Management Strategy to Improve Organisational Performance
Assignment 1 Unit 3
Learning Outcomes:
LO1 Explain the impact of the role of HRM in creating sustainable organisational performance and contributing to business success
LO2 Assess the contribution of HRM in recruiting and retaining talent and skills to achieve business objectives.
LO3 Examine how external and internal factors can affect HRM decision making in relation to organizational development.
LO4 Apply HRM practices in a work-related context for improving sustainable organizational performance.
Vocational Scenario:
Organisation:
Toyota is a multinational automotive manufacturer that is based in Japan. The company is known for its quality vehicles and commitment to lean manufacturing processes. Toyota has a strong reputation for its innovative and efficient production techniques, and it is one of the world’s largest car manufacturers.
In terms of its recent HRM activities, Toyota has been focusing on several key areas. One of the company’s main priorities has been to improve employee engagement and satisfaction. Toyota recognizes that its employees are critical to the success of the company, and it has been working to create a positive work environment that promotes teamwork, collaboration, and innovation.
However, like other industries, automotive is looking at a global skills shortage, in which too few engineers are sufficiently qualified to operate sophisticated automated machinery and equipment or support the advancements available via emerging technologies. These roles cover a number of disciplines, including design, production and programs and quality; all of which require differing levels of skill, experience and expertise.
Role:
You have been hired as Human Resource Administrator at Toyota manufacturer. You are required to understand the HRM practices and to provide information accurately and in a timely way to the appropriate stakeholders.
• HRM administrators are responsible for identifying and recruiting the best talent for the organization
• HRM administrators are responsible for designing and implementing performance management systems that help to measure and evaluate employee performance.
• HRM administrators are responsible for managing employee relations issues, including resolving conflicts and addressing employee grievances.
• HRM administrators are responsible for ensuring that the organization is in compliance with all relevant laws and regulations, including employment laws, health and safety regulations, and data privacy laws.
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Assignment Brief and Guidance:
As the Human Resources Administrator for Toyota, one of your main objectives is to address the challenges related to attracting and retaining top talent in the automotive industry. You have been tasked by your line manager to undertake a critical review of HR practices and processes to produce a roadmap for successfully strengthening the organisation’s talent management strategy.
The review will evaluate the strengths and weaknesses of Toyota’s HRM practices and processes, with a particular focus on recruitment and selection, employee development and training, and external factors that impact HRM practices in the automotive industry. The goal is to identify HR solutions that will help Toyota attract and retain top talent, improve employee engagement and motivation, and grow internal talent.in this regard you have been task to evaluate the talent management strategy of the organisation and also discuss in your report about the work-related practices and provide recommendation in order to improve sustainable organisational performance.
You report will include the following;
- A comparison of the different HRM areas and their contribution to organisational performance.
- An examination of strategic HRM in relation to the changing effects on organisations and its business environment.
- Critical evaluation of the role of recruiting and retaining appropriate employees from the available labour markets.
- Critically evaluate the strengths and weaknesses of HRM in terms of its contribution to business success.
Use a variety of organisational examples to support valid recommendations and considerations for the roadmap to:
- Carry out an investigation into the internal and external factors that influence HRM decisions in the workplace.
- Discuss and evaluate these factors and how they support organisational development.
Apply HRM practices in a work-related context, using specific examples to demonstrate improvement to sustainable organisational performance. Consider the following areas in your discussion.
- recruitment and selection process
- performance management
employee relation
Learning Outcomes and Assessment Criteria
| Pass | Merit | Distinction |
|---|---|---|
| LO1 Explain the impact of the role of HRM in creating sustainable organisational performance and contributing to business success | ||
| LO1 and LO2 D1 Critically evaluate the strengths and weaknesses of HRM in relation to creating sustainable organisational performance and achieving business objectives. | ||
| P1 Explain the main areas of HRM in their contribution to creating sustainable performance. P2 Review the effects of the changing nature of organisations on human resources skills and knowledge. | M1 Compare areas of HRM to create sustainable organisational performance. M2 Examine HRM in relation to the changing nature of the modern business organisation. | |
| LO2 Assess the contribution of HRM in recruiting and retaining talent and skills to achieve business objectives | ||
| P3 Review relevant HRM practices in relation to recruitment and retention of employees for the achievement of business objectives. | M3 Evaluate the use of HRM practices in recruitment and retention in relation to the importance of the labour market. | |
| LO3 Examine how external and internal factors can affect HRM decision making in relation to organisational development | ||
| D2 Evaluate key factors affecting HRM decision making to make valid recommendations. | ||
| P4 Investigate the external and internal factors that affect HRM decision making to support organisational development | M4 Discuss the key external and internal factors that affect HRM decision making, using relevant organisational examples to illustrate how they support organisational development. | |
Buy Answer of This Assessment & Raise Your Grades
| Pass | Merit | Distinction |
|---|---|---|
| LO4 Apply HRM practices in a work-related context for improving sustainable organisational performance. | ||
| P5 Apply HRM practices in a work-related context, using specific examples to demonstrate improvement to sustainable organisational performance | M5 Illustrate how the application of specific HRM practices in a work-related context can improve sustainable organisational performance. | D3 Determine strengths and weaknesses of HRM practices to make recommendations for improving sustainable organisational performance |
Recommended Resources:
Textbooks:
ARMSTRONG, M. and TAYLOR, S. (2020) Armstrong’s Handbook of Human Resource Management Practice. 15th Ed. London: Kogan Page.
BRATTON, J. and GOLD, J. (2017) Human Resource Management: Theory and Practice. 6th Ed. Basingstoke: Palgrave.
TORRINGTON, D. et al. (2018) Human Resource Management. 10th Ed. London: Pearson. LEATHERBARROW, C. and FLETCHER, J. (2018) Introduction to Human Resource
Management. 4th Ed. Kogan Page.
Websites:
Human Resource Management Skills. Available at
https://online.champlain.edu/blog/human-resource-management-skills
Factors of Human Resources. Available at