SUBMITTED TO

Ms. Shveta Sharma

(ASST. Professor)
CTIMIT
MAQSUDAN JAL.

SUBMITTED BY
Jaspreet Kaur
Roll No 1428632

TOYOTA MOTOR CORPORATION

Toyota Motor Corporationis a Japaneseautomotivemanufacturer
headquartered inToyota, Aichi, Japan. In March 2014
themultinational corporationconsisted of 338,875 employees
worldwideand,asofNovember2014,isthetwelfth-largestcompany
in the world by revenue. Toyota was the largestautomobile
manufacturerin 2012 (by production) ahead of theVolkswagen
GroupandGeneral Motors.In July of that year, the company
reported the production of its 200-millionth vehicle.Toyota is the
world'sfirstautomobilemanufacturertoproducemorethan10million
vehicles per year. As of July 2014, Toyota was the largest listed
companyinJapanbymarketcapitalization(worthmorethantwiceas
muchas#2-rankedSoftBank)andbyrevenue.

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.

Frequency of Training programs

Criteria

Respondents

% of Respondents

Frequently

29

58

Twice in a year

10

20

Rarely

11

22

Not at all

00

00

Total

50

100

Importance of training program in the organization

Criteria

Respondents

% of Respondents

Veri Important

25

50

Important

16

32

Neutral

09

18

Not much Important

00

00

Total

50

100

By whom the training needs are identified?

Criteria

Respondents

% of Respondents

Technical

32

64

Non Technincal

00

00

Head of department

15

30

HR

03

06

Total

50

100

How the training needs are identified?

Criteria

Respondents

Angles

Self Appraisal

09

64.8

Previous Appraisal
Method
Feedback Form

07

50.4

07

50.4

Feedback from Trainees

27

194.4

Total

50

360

Satisfaction with existing training program

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

Is infrastructure facilities sufficient for 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

Training Program increases the performance level.

Criteria

Respondents

% of Respondents

Strongly Agree

08

16

Agree

34

68

Neutral

06

12

Disagree

01

02

Strongly Disagree

01

02

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

Continuously

07

14

Frequently

27

54

Sometimes

11

22

Rarely

03

06

Never

02

04

Total

50

100

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

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

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.

CONCLUSION
While 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.