Hrm Bmw vs Toyota

Human Recourses Management
BMW vs Toyota
Alina Shakina

Table of contents

1. Introduction

2. BMW Company portrait 3. History of BMW 4. HRM of BMW

5. Analysis and design of work

6. Investment in Recruitment

7. Qualifications

8. Training and Development

9. Compensations

10. Pension Fund

11. Additional benefits

12. Health Management

13. Work Environment

14. Retirement Models

15. Conclusion

16. Toyota. Introduction

17. Background

18. Toyota Production Analysis

19. Toyota Model of HRM

20. The world biggest car recall in 16 years.

21. Weak HR

BMW

Introduction

All companies and organizations are governed by their basic goals and objectives. These objectives are often regarded to as the “corporate vision” or “corporate philosophy” (Pynes, 2004). Thus, certain strategies are being implemented with the aim of achieving these goals and objectives, and this constitutes a key element in the characterization of a company or organization. Personnel are undoubtedly an important indicator in determining the characteristics of a company or organization. It is a well known fact that human resources play a crucial role towards differentiation and a potent source of competitiveness for any organization or company. Therefore, any organization must constantly invest in human resource development even during periods of recession. However, the determination of the extent to which an organization can invest in terms of human resources development depends on the financial capabilities of the company or organization (Mathis, 2006). Finances will also be carefully considered in determining the target for training and development, because it should jive with the basic