What is Toyota's employment standard?

The purpose of all-Toyota recruitment standard recruitment system of Toyota recruitment standard field company is to recruit the most responsible employees, and the company has made great efforts to this end. Toyota's comprehensive recruitment system can be roughly divided into six stages, and the job fairs in the first five stages last about 5-6 days. In the first stage, Toyota usually entrusts a professional professional recruitment agency to conduct the primary election. Applicants will generally watch the video materials of Toyota's working environment and work content, understand Toyota's comprehensive recruitment system, and then fill out the job application form. 1 hour video can give candidates a general understanding of Toyota's specific work situation and initially feel the requirements of the job. At the same time, it is also a process of self-evaluation and candidate selection, and many candidates quit because of difficulties. Professional recruitment agencies will also conduct preliminary screening according to the job application form and the specific ability and experience of candidates. The second stage is to evaluate the technical knowledge and work potential of employees. Employees are usually required to conduct psychological tests on their basic abilities and professional attitudes to assess their problem-solving ability, learning ability and potential, as well as their professional interests and hobbies. If you are a candidate for a technical position, you need to conduct a 6-hour on-site actual machine and tool operation test. Transfer the applicant's relevant information to Toyota through 1-2 stage. In the third stage, Toyota took over the relevant recruitment work. This stage is mainly to evaluate employees' interpersonal skills and decision-making ability. Candidates participate in a four-hour group discussion at the company's evaluation center. The discussion process is observed and evaluated by Toyota's recruitment experts in real time. A typical group discussion may be that candidates form a group to discuss what the main characteristics of cars will be in the next few years. On-site problem solving can examine the applicant's insight, flexibility and creativity. In the third stage, the applicant needs to participate in the simulation operation of the actual automobile production line for 5 hours. In the simulation process, candidates need to form a project team to undertake planning and management functions, such as how to produce a spare part, and how to effectively use a series of production considerations such as division of labor, material procurement, capital utilization, planning management and production flow. In the fourth stage, candidates need to participate in a 1 hour group interview to talk with Toyota's recruitment experts about their achievements, so that Toyota's recruitment experts can fully understand the candidates' hobbies, what they are proud of and what kind of jobs can excite them, so as to make better work arrangements and career plans. At this stage, we can further understand the team interaction ability of employees. Through the above four stages, employees are basically employed by Toyota, but employees need to take a 25-hour comprehensive physical examination in the fifth stage. Understand the general physical condition and special circumstances of employees, such as alcoholism and drug abuse. Finally, in the sixth stage, new employees need to undergo a six-month performance and development potential assessment, and new employees will receive training in close attention and monitoring, observation and supervision. Toyota's comprehensive recruitment system makes us understand how to closely combine recruitment with the performance of future employees. As can be seen from the comprehensive recruitment system, firstly, Toyota recruits employees with good interpersonal relationships, because the company attaches great importance to team spirit; Secondly, the center of Toyota's production system is quality, so employees need to make a commitment to high-quality work; Thirdly, the company emphasizes the continuous improvement of work, which is why Toyota needs to recruit smart and well-educated employees. Psychological test of basic ability and professional attitude and simulated test of problem-solving ability are helpful to form a good workforce. As the senior manager of Toyota said, "well-educated employees are bound to achieve excellent results in the mock exam." Quality is one of Toyota's core values, so the company is also looking for employees who are responsible for the quality of their work. One of the main reasons for group interviews is to find the results that employees are most proud of. Toyota's production system is based on the consistency of decision-making, job rotation system and flexible career development route. This requires an open-minded, flexible and adaptable employee, not a dogmatist, and Toyota's comprehensive recruitment system is designed for this purpose. Third, the main features of Toyota's comprehensive recruitment system: 1. Not only the skills of recruiting employees, but also the values of employees. Whether employees have excellent quality, continuous improvement spirit, honesty and credit, etc. We can get relevant answers by examining the basic values of employees. A comprehensive recruitment system is based on these values to examine the team spirit of employees. 2. Must pay time and energy for the complicated recruitment process. Usually, it is very common for Toyota to interview junior employees for 8- 10 hours, which may be as high as 20 hours. A lot of time and energy is the key to obtaining talents. 3. The needs of enterprises should be adapted to the values and skills of employees. Teamwork, continuous improvement and flexible working system are Toyota's core values, and the ability to solve problems, interpersonal skills and the pursuit of excellent quality are the key elements of hiring employees.