SUBMITTED TO SUBMITTED BYMs. Shveta Sharma Jaspreet Kaur (ASST. Professor) Roll No 1428632CTIMITMAQSUDAN JAL.

TOYOTA MOTOR CORPORATION

Toyota Motor Corporation  is a Japanese automotive manufacturer headquartered in Toyota, Aichi, Japan. In March 2014 the multinational corporation consisted of 338,875 employees worldwide and, as of November 2014, is the twelfth-largest company in the world by revenue. Toyota was the largest automobile manufacturer in 2012 (by production) ahead of the Volkswagen Group and General Motors. In July of that year, the company reported the production of its 200-millionth vehicle. Toyota is the world's first automobile manufacturer to produce more than 10 million vehicles per year. As of July 2014, Toyota was the largest listed company in Japan by market capitalization (worth more than twice as much as #2-ranked Soft Bank)and by revenue.

METHODS OF TRAINING

On The Job Training Off The Job Training

1. Job Instruction training 1. Role Playing

2. Mentoring & Coaching 2. Lecture & Discussion Method

3.Vestibule Training 3. Business Games

4.Training by experiences supervision 4. Sensitivity Training

5.Apperenticeship training 5. Conference Method

6.Job Rotation 6. Programme Instructions

7.Demonstration / Simulation 7. Case Studies

RESEARCH METHODOLOGY DEFINITIONS RESEARCH “Research is a careful enquiry of examination in seeking facts or principles, a diligent investigation to ascertain something.” •According to Mr. Williams, “Research means a search for facts or an organized enquiry.” • According to Redman and Mory, Research is a systematized effort to gain new knowledge. RESEARCH METHODOLOGY •“Research methodology is a way to systematically solve the research problem. It includes not only the research methods, but also the logic behind using the methods. It shows the type of sample design used, its size and the procedure used to draw the sample.”

DATA COLLECTION:

The methodology adopts for this study deserves a special mention. The research study includes various secondary source of information. The data collection methods include both the primary and secondary collection method. The study is mostly based on the secondary information. Primary data was collected through survey method by distributing questionnaires to employees. The questionnaires were carefully designed for employees at different positions.

Criteria Respondents % of Respondents

Frequently 29 58

Twice in a year 10 20

Rarely 11 22

Not at all 00 00

Total 50 100

Frequency of Training programs

Criteria Respondents % of Respondents

Veri Important 25 50

Important 16 32

Neutral 09 18

Not much Important 00 00

Total 50 100

•Importance of training program in the organization

Criteria Respondents % of Respondents

Technical 32 64

Non Technincal 00 00

Head of department 15 30

HR 03 06

Total 50 100

•By whom the training needs are identified?

Criteria Respondents Angles

Self Appraisal 09 64.8

Previous Appraisal Method

07 50.4

Feedback Form 07 50.4

Feedback from Trainees 27 194.4

Total 50 360

•How the training needs are identified?

Criteria Respondents % of Respondents

Fully satisfied 02 04

Satishfied 35 70

No Opinion 04 08

Partially Satishfied 07 14

Disatisfied 02 04

Total 50 100

•Satisfaction with existing training program

Criteria Respondents % of Respondents

Strongly 04 08

Agree 35 70

Neutral 07 14

Disagree 04 08

Strongly Disagree 00 00

Total 50 100

•Is infrastructure facilities sufficient for training program

Criteria Respondents % of Respondents

Strongly Agree 08 16

Agree 34 68

Neutral 06 12

Disagree 01 02

Strongly Disagree 01 02

Total 50 100

•Training Program increases the performance level.

Criteria Respondents % of Respondents

Continuously 07 14

Frequently 27 54

Sometimes 11 22

Rarely 03 06

Never 02 04

Total 50 100

•Post training Feedback.

Criteria Respondents % of Respondents

Continuously 07 14

Frequently 27 54

Sometimes 11 22

Rarely 03 06

Never 02 04

Total 50 100

•Post training Feedback.

Criteria Respondents % of Respondents

Strongly Agree 04 28.8

Agree 29 208.8

Neutral 08 57.6

Disagree 05 36

Strongly Desire 04 28.8

Total 50 360

•Do you agree that training held accordingly to the calendar prepared?

FINDINGS

1. It was found that 58% of respondents are happy with frequency of training programs followed by 20% of respondents felt that training programs are held twice in an year and remaining respondents may felt that training programs are not sufficient and in their opinion training programs will be conducted rarely.2. It was found that 82% of feel that training is need for organization, 18% of respondent were neutral about the training programs.3. Most of the respondents found that training needs were identified by technical people and some of felt that by Head of Department and 06% of respondents felt from HR.4. It was found that, 28% of respondents felt that training needs are identified by appraisal method and feedback form, where as 18% of respondents said as self-appraisal and 51% of respondents as feedback form trainees.5. It was states that most of the respondents were satisfied with existing training programs and 18% of respondents showed dissatisfaction towards training programs and 7% of respondents have no opinion on this.

SUGGESTIONS

1. In Toyota Motor Corporation training needs should be identified more by Head of Department so that more training programs will be conducted.2. In Toyota Motor Corporation most of employees identified training needs by feedback from trainees rather than self-appraisal. Training program will be more effective when it is identified by self-appraisal.3. In Toyota Motor Corporation some employees feel that Training should be held according to the calendar prepared.4. Management should conduct training program through which individual as well as organization goals will fulfill.5. Controlling authority should be bound to allow employees to attend the training on rotation basis, as it improves the quality of work & indirectly helps them in achieving their goals. 6. More training programmes should be arranged for middle & top level employees as they indirectly train their subordinates at actual work.7. Other type of training methods should also be adopted than lectures(classroom training) like role playing, job rotation, conference, vestibule & so on.

CONCLUSIONWhile preparing this project report, I learnt and also got a practical exposure to many concepts of “TRAINING & DEVELOPMENT” like Training Needs Analysis, Designing a Training Programme, Training Evaluation, etc. I have done this project with reference to Toyota Motor Corporationfound many facts while working on this project which has added valuable experience in my life. •Perceptions of the status of training & development system & the effectiveness of training & development system had an impact on how valuable respondents perceived training & development. •Employee groups in this sample differed in their perceptions of the status & effectiveness of training & development system & value of training & development within the organization.