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People Dynamics Individual Assignment - Case Studyashleyyeap
Toyota emphasizes teamwork throughout the organization. It trains employees to shape team behavior by establishing common rules of conduct and using personality assessments to find people suited to the company culture. Toyota encourages social activities and idea sharing to strengthen teamwork. It also implements recognition programs to reward and celebrate team successes. Toyota has succeeded significantly because of its team-oriented culture, as teamwork is used in all operational processes and has helped the company overcome challenges. Its focus on collaborative efforts among employees has been key to its achievements.
The document provides information about performance appraisal at Tata Motors. It first discusses Tata Motors, including its history, operations, and products. It then discusses performance appraisal in general terms. Finally, it describes research conducted to evaluate Tata Motors' performance appraisal process, including findings, conclusions, and suggestions.
Tata Motors conducts extensive CSR activities guided by their philosophy of inclusive community development. They have a defined CSR policy and spend on activities like education, healthcare, livelihood, and infrastructure development. A study was conducted to understand Tata Motor's CSR approach, principles, guidelines, and performance in FY2017-18. It analyzed how they strategically integrate social responsibility into their business operations through CSR policies and actions. The various CSR activities undertaken by Tata Motors benefit many communities and aid in long-term stakeholder value creation.
This document provides information about performance appraisal at Tata Motors, an Indian automotive manufacturing company. It discusses Tata Motor's vision, techniques used for performance appraisal like management by objectives, and key performance indicators like market share. The performance appraisal process at Tata Motors involves establishing performance standards, measuring performance against targets, discussing evaluations, and taking corrective actions. Rewards are linked to performance evaluations. The document aims to analyze Tata Motor's performance appraisal system and key aspects of managing employee performance.
This is my summer training project report on the topic "Material Feeding system", which I had prepared during my 1 month training at TATA MOTORS, PANTNAGAR.
This document provides an overview of the Training and Development practices of M&J Group, a leading garments manufacturer in Bangladesh. It discusses M&J Group's history, CSR initiatives, organizational structure, quality policies, and products/services. It also includes an internship report submitted by Jannat Ara Ferdawshi on her project examining the training programs at M&J Group.
The document is a project report submitted by Pushkar Chaturvedi for his Master's degree that studies the growth prospects of the Indian auto component industry and the position of Wheels India Ltd within it. It includes an acknowledgement, declaration, abstract, table of contents, and initial chapters introducing the auto component industry in India and providing a company profile of Wheels India Ltd.
People Dynamics Individual Assignment - Case Studyashleyyeap
Toyota emphasizes teamwork throughout the organization. It trains employees to shape team behavior by establishing common rules of conduct and using personality assessments to find people suited to the company culture. Toyota encourages social activities and idea sharing to strengthen teamwork. It also implements recognition programs to reward and celebrate team successes. Toyota has succeeded significantly because of its team-oriented culture, as teamwork is used in all operational processes and has helped the company overcome challenges. Its focus on collaborative efforts among employees has been key to its achievements.
The document provides information about performance appraisal at Tata Motors. It first discusses Tata Motors, including its history, operations, and products. It then discusses performance appraisal in general terms. Finally, it describes research conducted to evaluate Tata Motors' performance appraisal process, including findings, conclusions, and suggestions.
Tata Motors conducts extensive CSR activities guided by their philosophy of inclusive community development. They have a defined CSR policy and spend on activities like education, healthcare, livelihood, and infrastructure development. A study was conducted to understand Tata Motor's CSR approach, principles, guidelines, and performance in FY2017-18. It analyzed how they strategically integrate social responsibility into their business operations through CSR policies and actions. The various CSR activities undertaken by Tata Motors benefit many communities and aid in long-term stakeholder value creation.
This document provides information about performance appraisal at Tata Motors, an Indian automotive manufacturing company. It discusses Tata Motor's vision, techniques used for performance appraisal like management by objectives, and key performance indicators like market share. The performance appraisal process at Tata Motors involves establishing performance standards, measuring performance against targets, discussing evaluations, and taking corrective actions. Rewards are linked to performance evaluations. The document aims to analyze Tata Motor's performance appraisal system and key aspects of managing employee performance.
This is my summer training project report on the topic "Material Feeding system", which I had prepared during my 1 month training at TATA MOTORS, PANTNAGAR.
This document provides an overview of the Training and Development practices of M&J Group, a leading garments manufacturer in Bangladesh. It discusses M&J Group's history, CSR initiatives, organizational structure, quality policies, and products/services. It also includes an internship report submitted by Jannat Ara Ferdawshi on her project examining the training programs at M&J Group.
The document is a project report submitted by Pushkar Chaturvedi for his Master's degree that studies the growth prospects of the Indian auto component industry and the position of Wheels India Ltd within it. It includes an acknowledgement, declaration, abstract, table of contents, and initial chapters introducing the auto component industry in India and providing a company profile of Wheels India Ltd.
Tata Motors is an Indian automotive manufacturing company established in 1945 with headquarters in Mumbai. It operates in several countries and has manufacturing plants in India and other locations. The company aims to become the most aspirational auto brand in India by 2024 through delivering superior financial returns, sustainable mobility solutions, exceeding customer expectations, and highly engaged workforce. Tata Motors follows a matrix organizational structure and makes decisions through information gathering, evaluating alternatives, and selecting the best option. It emphasizes group collaboration and treats employees as a resource who are expected to follow corporate guidelines in completing work.
The document discusses the strategic human resource management practices of Bharat Forge Ltd that have helped it become a global leader in the automotive forging industry. It outlines Bharat Forge's growth from a small plant in Pune to the largest forging company in the world through strategic investments in technology and skilled workforce. It highlights the leadership of Dr. Baba Kalyani and initiatives like apprentice training, leadership development programs, and emphasis on talent retention that have supported its business strategy. The case study examines how strategic HRM has provided a competitive advantage and facilitated Bharat Forge's transformation.
This document is a project report on training and development at Maruti Suzuki India Limited. Some key points:
- Maruti Suzuki is India's largest car manufacturer and the first to receive an ISO 9000 certification. It was established in 1981 through a collaboration with Suzuki Motor Corporation.
- The report analyzes training programs at Maruti Suzuki to identify gaps and determine how to improve employee skills. It uses questionnaires and interviews of employees to understand their training needs and interests.
- Common training methods identified include refresher training, intermediate training, and extensive training. Most employees agree that training and development are important for their roles and that Maruti Suzuki provides adequate opportunities.
This document provides an overview of Radheshyam Spinning Mill Pvt. Ltd., including its mission, history, products, and achievements. The company was founded in 1965 and has since expanded to become one of the largest textile conglomerates in India. It produces yarns, fabrics, sewing threads, and acrylic fiber. The document also provides conceptual information on worker absenteeism, defining it, describing different types of absenteeism, and how absenteeism rates are calculated. Research methodology for a study on absenteeism at the company is outlined, including objectives, scope, sampling, and data collection methods.
Pak Suzuki HR analysis presentation covered the following topics:
1. Brief history of Pak Suzuki from 1983 start to current operations and milestones.
2. Findings from a GAP analysis of Pak Suzuki HR practices compared to textbook standards, identifying few minor issues around performance management and compensation.
3. Suggestions provided around expanding performance evaluations and addressing seniority-based compensation.
4. Overall conclusion that Pak Suzuki follows strict HR policies and processes resulting in high quality and employee satisfaction.
Recruitment and selection in mahindra & mahindra111111111111111111Prashant Sharma
The document is a research report on the recruitment and selection process at Mahindra & Mahindra. It provides an overview of the company, including its leadership, board of directors, products and services. The objectives of the project are to evaluate the current recruitment and selection process, determine employee satisfaction, and assess its overall effectiveness from an employee perspective. The report also includes the recruitment and selection hierarchy, future plans of the company, and awards/achievements.
This document is a project report on studying HR practices at ITC. It includes an introduction, objectives of the study, details about ITC's certifications and awards, company profile and history. It also outlines the report contents which will cover ITC's policies, philosophy, HR management, practices, research methodology used, results and conclusions. The project aims to analyze and improve upon ITC's recruitment, training, performance appraisal, and employee welfare practices.
Tata Motors is an Indian automotive manufacturing company headquartered in Mumbai, Maharashtra, India. It was established in 1945 and currently has over 60,000 employees and annual turnover of $42 billion. Cyrus Mistry is the non-executive director and chairman of Tata Motors. The board of directors includes the CEO and managing director Guenter Butschek as well as other executive directors overseeing various business units. There are also four independent non-executive directors on the board. Major shareholders of Tata Motors include Life Insurance Corporation of India, HDFC Trustee Company Limited - HDFC Equity Fund, and the Government of Singapore.
- Pak Suzuki Motor is a joint venture between the Government of Pakistan and Suzuki Motor Japan established in 1982 that produces cars and motorcycles. It has over 60% market share in Pakistan.
- The document discusses the recruitment process for 150 new positions at Pak Suzuki Motor. It includes planning recruitment needs, advertising vacancies, selecting candidates through exams and interviews, and training and developing the selected candidates.
- Expenses are outlined for each stage of recruitment including advertising, selection exams, and training the new employees.
Hyundai is a South Korean automotive manufacturer founded in 1967. It operates the world's largest car manufacturing plant and sells over 4 million vehicles worldwide annually.
Hyundai aims to retain and develop talent through its human resources department, which focuses on employment, performance management, compensation and benefits, and human resources development. The department helps achieve organizational objectives and regulatory compliance through strategic workforce planning and performance analysis.
Hyundai develops human resources plans by understanding its strategy, identifying critical issues through SWOT and skills analyses, and implementing evaluated action plans to support the company's mission and address gaps. This strategic approach to human resources management has contributed to Hyundai's success competing globally.
This document provides a summary of a summer training project report submitted by Shashank Dwivedi to the United Institute of Management in partial fulfillment of an MBA degree. The report focuses on assessing the effectiveness of training and development programs at Parle Biscuits Pvt. Limited in Sitarganj, Uttarakhand. The report includes an introduction, literature review, company profile, research methodology, data analysis and findings regarding training at Parle Biscuits.
The document discusses changes in management that the Tata Group has implemented, including organizational restructuring, a consumer-centric approach, cost cutting, raising quality, managing unions, spreading a performance culture, mergers and acquisitions, budgetary allocations, technology enhancements, and responding to new business entrants. Key changes include reorganizing over 100 companies, appointing new heads in subsidiaries like TCS, focusing on consumer needs through initiatives at companies like Tata Sky and Titan, and large acquisitions such as Jaguar Land Rover.
HR PRACTICES OF TATA MOTORS-MALIKZADA RAASHIDRaashid Malik
The document appears to be a student assignment submitted to Lovely Professional University in partial fulfillment of an MBA degree. It discusses human resource practices at Tata Motors, an Indian automotive manufacturing company. It provides an overview of Tata Motors, describing its operations, vision, management team, and products. It then summarizes Tata Motors' recruitment, selection, training processes and learning programs. The student analyzes the HR practices and provides recommendations to improve them.
This document provides an overview of principles of management. It discusses what management is, defines management, and explains that management is both an art and a science. It also outlines the various roles of managers in an organization, from top management to functional and line managers. Finally, it discusses managerial skills including technical, human, and conceptual skills.
A study on training and development at galla foods, rangampet, chittorIJARIIT
Employee training is the most important subsystem of human resource development. Training is the specialized
function and is one of the fundamental and operative functions of Human resource management. Hence my study is in “Training
and Development” i.e., how far the organization is able to achieve the goals, improving its productivity and also employee
efficiency through Training and Development.
Toyota works hard to develop exceptional people through extensive training. People development is critical to Toyota's success. Toyota selects capable people with problem-solving and teamwork skills, and provides standardized training to develop their fundamental skills. Toyota teaches skills in a generic way initially, then provides job-specific training. Their focus on training develops highly talented employees and allows Toyota to achieve results even with a global workforce.
This document provides certificates for a report submitted by Pinaky Tarafder on the brand positioning of Horlicks in the minds of people. It includes a certificate from the guide, Mrs. Snidghamayae Choudhary, certifying that the report is a bona fide record of Pinaky's work carried out under her supervision and guidance. It also includes a certificate of approval from the Vice Principal and Director (Academics). The document provides the necessary approvals for Pinaky's report on the brand positioning of Horlicks.
This document provides information about the Kaizen Japan Study Tour organized by Gemba Partner Kaizen Management Consulting. The tour aims to help Western companies learn about the Toyota Production System (TPS) and lean manufacturing techniques used by top Japanese companies. It includes seminars led by former Toyota managers, factory visits, and cultural activities. The sample itinerary shows visits planned at Toyota, Mitsubishi Electric, and other firms, as well as TPS and TPM training workshops. The document provides background on Toyota and Mitsubishi Electric to give context for the planned site visits.
Gemba Partner organizes kaizen training program in Japan including TPS and TPM applications and site visits that achieves to operational excellence level.
This project is based on secondary data source only. Tata motors does not have any relation with this project. It was made for study purpose only not for research purpose.
Toyota is a large, multinational automaker headquartered in Japan. It has over 300,000 employees worldwide and manufactures a wide range of vehicles, including the Camry, Corolla, and Lexus brands. Toyota focuses on developing human resources through on-the-job training and passing down company values. It recruits employees through an online application and assessment process. Performance is appraised three times per year and compensation and benefits are structured to attract and retain top talent.
Tata Motors is an Indian automotive manufacturing company established in 1945 with headquarters in Mumbai. It operates in several countries and has manufacturing plants in India and other locations. The company aims to become the most aspirational auto brand in India by 2024 through delivering superior financial returns, sustainable mobility solutions, exceeding customer expectations, and highly engaged workforce. Tata Motors follows a matrix organizational structure and makes decisions through information gathering, evaluating alternatives, and selecting the best option. It emphasizes group collaboration and treats employees as a resource who are expected to follow corporate guidelines in completing work.
The document discusses the strategic human resource management practices of Bharat Forge Ltd that have helped it become a global leader in the automotive forging industry. It outlines Bharat Forge's growth from a small plant in Pune to the largest forging company in the world through strategic investments in technology and skilled workforce. It highlights the leadership of Dr. Baba Kalyani and initiatives like apprentice training, leadership development programs, and emphasis on talent retention that have supported its business strategy. The case study examines how strategic HRM has provided a competitive advantage and facilitated Bharat Forge's transformation.
This document is a project report on training and development at Maruti Suzuki India Limited. Some key points:
- Maruti Suzuki is India's largest car manufacturer and the first to receive an ISO 9000 certification. It was established in 1981 through a collaboration with Suzuki Motor Corporation.
- The report analyzes training programs at Maruti Suzuki to identify gaps and determine how to improve employee skills. It uses questionnaires and interviews of employees to understand their training needs and interests.
- Common training methods identified include refresher training, intermediate training, and extensive training. Most employees agree that training and development are important for their roles and that Maruti Suzuki provides adequate opportunities.
This document provides an overview of Radheshyam Spinning Mill Pvt. Ltd., including its mission, history, products, and achievements. The company was founded in 1965 and has since expanded to become one of the largest textile conglomerates in India. It produces yarns, fabrics, sewing threads, and acrylic fiber. The document also provides conceptual information on worker absenteeism, defining it, describing different types of absenteeism, and how absenteeism rates are calculated. Research methodology for a study on absenteeism at the company is outlined, including objectives, scope, sampling, and data collection methods.
Pak Suzuki HR analysis presentation covered the following topics:
1. Brief history of Pak Suzuki from 1983 start to current operations and milestones.
2. Findings from a GAP analysis of Pak Suzuki HR practices compared to textbook standards, identifying few minor issues around performance management and compensation.
3. Suggestions provided around expanding performance evaluations and addressing seniority-based compensation.
4. Overall conclusion that Pak Suzuki follows strict HR policies and processes resulting in high quality and employee satisfaction.
Recruitment and selection in mahindra & mahindra111111111111111111Prashant Sharma
The document is a research report on the recruitment and selection process at Mahindra & Mahindra. It provides an overview of the company, including its leadership, board of directors, products and services. The objectives of the project are to evaluate the current recruitment and selection process, determine employee satisfaction, and assess its overall effectiveness from an employee perspective. The report also includes the recruitment and selection hierarchy, future plans of the company, and awards/achievements.
This document is a project report on studying HR practices at ITC. It includes an introduction, objectives of the study, details about ITC's certifications and awards, company profile and history. It also outlines the report contents which will cover ITC's policies, philosophy, HR management, practices, research methodology used, results and conclusions. The project aims to analyze and improve upon ITC's recruitment, training, performance appraisal, and employee welfare practices.
Tata Motors is an Indian automotive manufacturing company headquartered in Mumbai, Maharashtra, India. It was established in 1945 and currently has over 60,000 employees and annual turnover of $42 billion. Cyrus Mistry is the non-executive director and chairman of Tata Motors. The board of directors includes the CEO and managing director Guenter Butschek as well as other executive directors overseeing various business units. There are also four independent non-executive directors on the board. Major shareholders of Tata Motors include Life Insurance Corporation of India, HDFC Trustee Company Limited - HDFC Equity Fund, and the Government of Singapore.
- Pak Suzuki Motor is a joint venture between the Government of Pakistan and Suzuki Motor Japan established in 1982 that produces cars and motorcycles. It has over 60% market share in Pakistan.
- The document discusses the recruitment process for 150 new positions at Pak Suzuki Motor. It includes planning recruitment needs, advertising vacancies, selecting candidates through exams and interviews, and training and developing the selected candidates.
- Expenses are outlined for each stage of recruitment including advertising, selection exams, and training the new employees.
Hyundai is a South Korean automotive manufacturer founded in 1967. It operates the world's largest car manufacturing plant and sells over 4 million vehicles worldwide annually.
Hyundai aims to retain and develop talent through its human resources department, which focuses on employment, performance management, compensation and benefits, and human resources development. The department helps achieve organizational objectives and regulatory compliance through strategic workforce planning and performance analysis.
Hyundai develops human resources plans by understanding its strategy, identifying critical issues through SWOT and skills analyses, and implementing evaluated action plans to support the company's mission and address gaps. This strategic approach to human resources management has contributed to Hyundai's success competing globally.
This document provides a summary of a summer training project report submitted by Shashank Dwivedi to the United Institute of Management in partial fulfillment of an MBA degree. The report focuses on assessing the effectiveness of training and development programs at Parle Biscuits Pvt. Limited in Sitarganj, Uttarakhand. The report includes an introduction, literature review, company profile, research methodology, data analysis and findings regarding training at Parle Biscuits.
The document discusses changes in management that the Tata Group has implemented, including organizational restructuring, a consumer-centric approach, cost cutting, raising quality, managing unions, spreading a performance culture, mergers and acquisitions, budgetary allocations, technology enhancements, and responding to new business entrants. Key changes include reorganizing over 100 companies, appointing new heads in subsidiaries like TCS, focusing on consumer needs through initiatives at companies like Tata Sky and Titan, and large acquisitions such as Jaguar Land Rover.
HR PRACTICES OF TATA MOTORS-MALIKZADA RAASHIDRaashid Malik
The document appears to be a student assignment submitted to Lovely Professional University in partial fulfillment of an MBA degree. It discusses human resource practices at Tata Motors, an Indian automotive manufacturing company. It provides an overview of Tata Motors, describing its operations, vision, management team, and products. It then summarizes Tata Motors' recruitment, selection, training processes and learning programs. The student analyzes the HR practices and provides recommendations to improve them.
This document provides an overview of principles of management. It discusses what management is, defines management, and explains that management is both an art and a science. It also outlines the various roles of managers in an organization, from top management to functional and line managers. Finally, it discusses managerial skills including technical, human, and conceptual skills.
A study on training and development at galla foods, rangampet, chittorIJARIIT
Employee training is the most important subsystem of human resource development. Training is the specialized
function and is one of the fundamental and operative functions of Human resource management. Hence my study is in “Training
and Development” i.e., how far the organization is able to achieve the goals, improving its productivity and also employee
efficiency through Training and Development.
Toyota works hard to develop exceptional people through extensive training. People development is critical to Toyota's success. Toyota selects capable people with problem-solving and teamwork skills, and provides standardized training to develop their fundamental skills. Toyota teaches skills in a generic way initially, then provides job-specific training. Their focus on training develops highly talented employees and allows Toyota to achieve results even with a global workforce.
This document provides certificates for a report submitted by Pinaky Tarafder on the brand positioning of Horlicks in the minds of people. It includes a certificate from the guide, Mrs. Snidghamayae Choudhary, certifying that the report is a bona fide record of Pinaky's work carried out under her supervision and guidance. It also includes a certificate of approval from the Vice Principal and Director (Academics). The document provides the necessary approvals for Pinaky's report on the brand positioning of Horlicks.
This document provides information about the Kaizen Japan Study Tour organized by Gemba Partner Kaizen Management Consulting. The tour aims to help Western companies learn about the Toyota Production System (TPS) and lean manufacturing techniques used by top Japanese companies. It includes seminars led by former Toyota managers, factory visits, and cultural activities. The sample itinerary shows visits planned at Toyota, Mitsubishi Electric, and other firms, as well as TPS and TPM training workshops. The document provides background on Toyota and Mitsubishi Electric to give context for the planned site visits.
Gemba Partner organizes kaizen training program in Japan including TPS and TPM applications and site visits that achieves to operational excellence level.
This project is based on secondary data source only. Tata motors does not have any relation with this project. It was made for study purpose only not for research purpose.
Toyota is a large, multinational automaker headquartered in Japan. It has over 300,000 employees worldwide and manufactures a wide range of vehicles, including the Camry, Corolla, and Lexus brands. Toyota focuses on developing human resources through on-the-job training and passing down company values. It recruits employees through an online application and assessment process. Performance is appraised three times per year and compensation and benefits are structured to attract and retain top talent.
Leaders at Toyota are developed through a process of continuous self-improvement known as shu-ha-ri. Potential leaders undergo mentorship and are immersed in different roles to broaden their skills, while deepening their expertise. The goal is to identify leaders who live the Toyota Way values and can develop others. Leadership is judged not just by results but also by the process used, with an emphasis on problem-solving, teamwork and respect for people.
Toyota Motors is the third largest automotive manufacturer in the world based on annual vehicle sales. Some key points:
- Toyota was founded in 1937 and is headquartered in Toyota City, Japan. It employs around 200,000 people worldwide.
- Toyota pioneered the Toyota Production System which emphasizes just-in-time manufacturing and continuous improvement. This revolutionized the automotive industry.
- In addition to automotive manufacturing and sales, Toyota engages in financial services, industrial vehicles, and robotics research among other activities.
- Through utilizing lean manufacturing principles and relentless improvement, Toyota has been able to significantly reduce costs and become a highly successful global company.
1) Ghanshyam Mhatre gave a presentation about his participation in an Executive Management Program on HRM/IR in Japan from October 3rd to 15th, 2016.
2) The program was sponsored by HIDA and the Japanese Ministry of Health and involved plant visits, lectures on HRM trends and challenges, and interactions with Japanese business and academic leaders.
3) Mhatre thanked the sponsors and Japanese hosts for their hospitality during the program and said he gained valuable insights and memories from the experience.
The document is a project report on studying Toyota's R&D activity that was submitted to fulfill the requirements for a postgraduate diploma in management. It includes sections on Toyota's corporate profile, business overview, corporate philosophy, vision for 2020, corporate governance, and research and development activities. The research and development section describes Toyota's product development processes within business divisions and its separate R&D center's work on fundamental technologies, new products, and materials.
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Lean IT - Why IT Service Management needs itBoonNam Goh
IT Service Management is sometimes (usually?) implemented badly even if best practices such as ITIL is used. The implementation usually carry out the letter but not the spirit of such best practices. Lean IT helps to apply Lean principles to IT so as to ensure that IT processes are streamlined and provide value to the user/customer. Lean also has techniques that help IT to innovate and transform.
The document discusses how Lean IT principles can help IT service management (ITSM) implementations. It begins with an overview of Lean IT background and concepts including value, flow of work, Kaikaku (radical improvement), Kaizen (evolutionary improvement), and waste reduction. An example case study of an educational institute's audiovisual system support process is used to illustrate how Lean could help address issues like slow, bureaucratic service and lack of value for users. The case study demonstrates potential Lean improvements like proactive support visits before class to prevent issues, remote monitoring and control to eliminate unnecessary travel, and ongoing Kaizen to further reduce waste. The document advocates that ITSM needs to continuously innovate and transform using Lean in order
The document discusses the history and philosophy of the Toyota Production System. It describes how Toyota developed innovative manufacturing techniques like just-in-time production and built quality checks like jidoka into its processes. This allowed Toyota to survive and thrive by producing high quality vehicles efficiently to meet customer demand. The core ideas were standardized work, continuous improvement, respect for people, and eliminating waste. Toyota's success demonstrated that its philosophy of long-term thinking, problem solving, and developing exceptional people could achieve business excellence.
Training Planet provides job-oriented training programs to develop world-class talent. It offers BPO training to prepare students for international call center jobs in processes like customer service, technical support, and technical sales. It aims to provide practical knowledge and skills development as well as assistance with placements. Training Planet works with employers, individuals, and organizations to ensure access to needed skills and talents.
ViTrox Technologies is a machine vision company located in Penang, Malaysia. It aims to provide innovative and cost-effective machine vision solutions. The Lean Deployment Function (LDF) team works to eliminate waste and drive lean management practices throughout the company. As an intern in LDF, the author's responsibilities include attending meetings and training sessions, carrying out an internship project in collaboration with LDF, and publishing a weekly newsletter on the LDF portal. The overall goal of LDF is to create a truly lean enterprise at ViTrox by 2023.
This document provides an overview of a lecture given by Tetsuya Sogo on Japanese manufacturing culture and global management. The summary includes:
1. Sogo is the CEO of NTN Americas and gave a lecture on Japanese "monozukuri" culture and global management at Kyoto University.
2. NTN Corporation is a global bearing and precision equipment manufacturer founded in 1918. It has over 24,000 employees worldwide and annual sales of over $7 billion.
3. The lecture covered topics like lean manufacturing concepts, continuous improvement, and building a learning organization to inspire growth in people, processes, and markets.
Similar to Japan KAIZEN STUDY MISSION MARCH 2019 (20)
ProSocial Behaviour - Applied Social Psychology - Psychology SuperNotesPsychoTech Services
A proprietary approach developed by bringing together the best of learning theories from Psychology, design principles from the world of visualization, and pedagogical methods from over a decade of training experience, that enables you to: Learn better, faster!
Procrastination is a common challenge that many individuals face when it comes to completing tasks and achieving goals. It can hinder productivity and lead to feelings of stress and frustration.
However, with the right strategies and mindset, it is possible to overcome procrastination and increase productivity.
In this article, we will explore the causes of procrastination, how to recognize the signs of procrastination in oneself, and effective strategies for overcoming procrastination and boosting productivity.
You may be stressed about revealing your cancer diagnosis to your child or children.
Children love stories and these often provide parents with a means of broaching tricky subjects and so the ‘The Secret Warrior’ book was especially written for CANSA TLC, by creative writer and social worker, Sally Ann Carter.
Find out more:
https://cansa.org.za/resources-to-help-share-a-parent-or-loved-ones-cancer-diagnosis-with-a-child/
Aggression - Applied Social Psychology - Psychology SuperNotesPsychoTech Services
A proprietary approach developed by bringing together the best of learning theories from Psychology, design principles from the world of visualization, and pedagogical methods from over a decade of training experience, that enables you to: Learn better, faster!
Understanding of Self - Applied Social Psychology - Psychology SuperNotesPsychoTech Services
A proprietary approach developed by bringing together the best of learning theories from Psychology, design principles from the world of visualization, and pedagogical methods from over a decade of training experience, that enables you to: Learn better, faster!
As we navigate through the ebbs and flows of life, it is natural to experience moments of low motivation and dwindling passion for our goals.
However, it is important to remember that this is a common hurdle that can be overcome with the right strategies in place.
In this guide, we will explore ways to rekindle the fire within you and stay motivated towards your aspirations.
2. The Kaizen Japan Study TourThe Kaizen Japan Study TourThe Kaizen Japan Study TourThe Kaizen Japan Study Tour
While not only Asia but many regions around the world are suffering because of the severe
and well-known financial and economic crisis, it is important to act for the recovery and
future growth of the companies’ business. In Japan, after many years of sluggish expansion
and natural disasters, many companies are actually increasing their competitiveness in the
manufacturing field even in comparison with the low cost labor countries.
TPS (Toyota Production System) led Kaizen in quality, productivity, cost and time reduction,
environment friendly technologies… are improving company profits and image. That is why
we think that a study and training tour, visiting some process and assembly industry plants
of these Japanese organizations could help the companies to get some hints and lessons
to learn.
Does "The Kaizen Japan Study Tour" Work for You?
CharacteristicsCharacteristicsCharacteristicsCharacteristics of "The Kaizen Japan Study Tour"of "The Kaizen Japan Study Tour"of "The Kaizen Japan Study Tour"of "The Kaizen Japan Study Tour"
Education and Assistance by Experts and Consultants with TPM and TPS Background
Seminars and Kaizen Training by ex Toyota Motor Managers and Trainers
Case Examples
Factory visits
Small-Group Tour to Lead Participants to Substantial Output
Objectives of "The Kaizen Japan Study Tour"
To Study the Background and Structure of Toyota Production System and Other
Japanese Methodologies
To Share, Analyze and Solve Together Problems Participants May Have
To Have a Tour to The World's Highest Level Factories
To Learn about Japanese Culture and the Background of its Excellent Production
Systems
http://genbakaizen.com
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3. The Kaizen Japan Study TourThe Kaizen Japan Study TourThe Kaizen Japan Study TourThe Kaizen Japan Study Tour
ScheduleScheduleScheduleSchedule
7 days, 6 nights 247 days, 6 nights 247 days, 6 nights 247 days, 6 nights 24thththth –––– 30303030thththth March 2019March 2019March 2019March 2019
Day Time Program
Day 0
(Sun)
PM Arrival at Nagoya Airport (24th
March 2019)
Check-in Hotel
Day 1
(Mon)
AM
TPS Work-shop Training Session ①
Lecture & Hands-on Training by ex-Toyota trainers
PM
TPS Work-shop Training Session ②
Detect waste & Kaizen method by ex-Toyota trainers
Day 2
(Tue)
AM
Plant/Company Visit Selection
Kaizen System, Employee Management
PM
Toyota Techno Museum - Site Visit
History of Toyota and TPS
Day 3
(Wed)
AM
Plant/Company Visit Selection
Fabric Automation
PM
Plant/Company Visit Selection
Employee Motivation, Unique Systems
Day 4
(Thu)
AM
Plant Visit Selection
Improvements Ideas
PM
Toyota former Executive Seminar Japan Culture: Q&A
session on TPS (Move to Fukuoka by BULLET TRAIN)
Day 5
(Fri)
AM
Toyota Motor Co. – LEXUS Plant Visit
Origin of TPS: Kanban, Andon , Poka Yoke, etc
PM
Plant Visit Selection
New technologies and productivity improvement
Day 6
(Sat)
AM Departure from Fukuoka International Airport
(on 30th
March 2019)
http://genbakaizen.com
JAPAN MALAYSIA
Expitris Worldwide Sdn Bhd
60-1, Block H Platinum Walk, Jalan Langkawi, Setapak 53300
Kuala Lumpur Malaysia
Tel: ++603 4131 5636 Fax: ++603 4143 5563
support@expitris.info, www.expitris.info
4. The Kaizen Japan Study TourThe Kaizen Japan Study TourThe Kaizen Japan Study TourThe Kaizen Japan Study Tour
Workshop Training
http://genbakaizen.com
JAPAN MALAYSIA
Expitris Worldwide Sdn Bhd
60-1, Block H Platinum Walk, Jalan Langkawi, Setapak 53300
Kuala Lumpur Malaysia
Tel: ++603 4131 5636 Fax: ++603 4143 5563
support@expitris.info, www.expitris.info
TPSTPSTPSTPS DOJODOJODOJODOJO –––– HirayamaHirayamaHirayamaHirayama TrainingTrainingTrainingTraining CenterCenterCenterCenter
The Hirayama Training center originally started from giving basic TPS operation training to
employees assigned to work at Toyota Motors or group companies, and have been making
remarkable output. Activities of the training center evolved and currently the main purpose l
ies in spreading TPS Kaizen method domestically and globally, supporting educational and
training programs. Until present, more the 4,500 participants from more than 30 countries h
ad attended our Dojo.
In this course we will:
1) acquire the ability as managers & supervisors to execute Kaizen by yourself
2) acquire TPS fundamental knowledge
3) apply Genchi, Genbutsu principle to detect MUDA, MURA and MURI
4) experience and master Kaizen technique by motion analysis.
<Schedule>
Wednesday
09:00 - 10:15 Explanation of Standard work sheet & Combination chart
10:30 - 12:00 Standard work sheet & Combination chart practice
Friday
09:00 - 10:15 Finding problems from radiator assembly line
10:30 - 11:30 Detection of MUDA, MURA, MURI and group discussion
11:30 - 12:30 Discussion
5. The Kaizen Japan Study TourThe Kaizen Japan Study TourThe Kaizen Japan Study TourThe Kaizen Japan Study Tour
Workshop Trainers
http://genbakaizen.com
JAPAN MALAYSIA
Expitris Worldwide Sdn Bhd
60-1, Block H Platinum Walk, Jalan Langkawi, Setapak 53300
Kuala Lumpur Malaysia
Tel: ++603 4131 5636 Fax: ++603 4143 5563
support@expitris.info, www.expitris.info
SC. Mitsuru Fujii ((((TOYOTA Motor Corporation))))
Chief Foreman of Plant of TOYOTA Motor Corporation (head office) .
He was responsible for the smooth running of the assembly lines of the
Honsha Plant and overseas, like the Malaysia plant. His passion for the shop
floor is second to none. Mr. Fujii is a technical training group trainer and is
busy working on various on-site education and training programs
including the Toyota Production System.
SC. Mori, Tadashi((((TOYOTAMotor Corporation))))
Chief Foreman of Plant of TOYOTA Motor Corporation (Tahara Plant) .
He is another true professional who knows the factory shop floor like the palm
of his hand. He was responsible for the smooth running of the assembly lines
of Takaoka Plant (Corolla ) . His passion for the shop floor is second to none.
He is a technical training group trainer and is busy working on various on-site
education and training programs including Toyota Production System.
SC. ISHIGAKI, Tadamasa((((TOYOTAMotor Corporation)))) CENTER CHIEF
Chief Foreman of Plant of TOYOTA Motor Corporation (head office) .
He is also a professional of Kaizen, after long time contribution on assembly in
Honsha Plant, he changed his position as TPS trainer in Toyota motor.
He is very friendly, and good at teaching people no matter Japanese or
Foreigner.
MINEGISHI, Susumu ―((((TOYOTAMotor Corporation))))
Chief Foreman of Head Office Plant of Toyota Motor Corporation.
He is a real professional who shouldered the weight of the assembly lines of
Honsha (head office) Plant. His no-nonsense, uncompromising attitude
towards goings-on on the shop floor has earned him respect and many
followers. He is busy as a technical training group trainer and is dedicated to
various on-site education and training programs including Toyota Production
System.
SUZUKI, Mitsuru― ((((TOYOTAMotor Corporation))))
Chief Foreman of Head Office - Plant of Toyota Motor Corporation.
He is another true professional who knows the factory shop floor like the
palm of his hand. He was responsible for the smooth running of the
assembly lines of Honsha Plant. His passion for the shop floor is second to
none. He is a technical training trainer and is busy working on various on-
site education and training programs including Toyota Production System.
6. The Kaizen Japan Study Mission
How they Have done it and How you May Do it.
Observe and reflect on your everyday work. They have
done it the way that eases their day-to-day work. The
Japan Kaizen tours will amaze and equip you with loads of
ideas and be sure you see and experience what you desire.
The KAIZEN tour preparations and packages, all the visiting
companies, and the valuable interactions you will get,
everything on this tour is all around your needs.
Whatever the Specific industries and / or Methods of
Learnings the Japan KAIZEN Study Mission will amaze in
its delivery and it is going to be truly wonderful and
beyond your expectations
The Benchmarking
The idea of The Japan KAIZEN Study Mission is about continues improvement and a strategic learning
experience, that the sharing and perceiving of these ideas will help in improving your day-to-day work place.
The benchmarking is for you to compare your processes with best practices, within your organization and
outside your organization, it is how you will see and what you will see that will reflect on you to strive on how
best you can apply in your work station and the organization as a whole. Be with us in this Japan KAIZEN tour
and you will learn how to maximize your KAIZEN experience through the discovery of best strategical methods
and best practices. Watch and discuss improvement methodology as it is being implemented in real time and
benchmark your own organization’s KAIZEN Methodology and Improvements for a Global Success.
Some of the World-Class Companies we Visit, in
no particular order:
Toyota, Nissan, Mitsubishi, Yasukawa Robotics, Yazaki,
Denso, Daihatsu, Kojima Press, Meidoh, Sony, Omron, TOTO,
Daihatsu, Isuzu Co., Panasonic, Nissan, DAIFUKU, Mifune
Co., Toyota Industries, Green Cycle Recycle Co. (Sony) AVEX
Co. etc.
The Companies we will visit including TOYOTA are Confirmed
at the Time of Printing and Marketing of this brochure and
Subject to Change without any Notice.
http://genbakaizen.com
JAPAN MALAYSIA
Expitris Worldwide Sdn Bhd
60-1, Block H Platinum Walk, Jalan Langkawi, Setapak 53300
Kuala Lumpur Malaysia
Tel: ++603 4131 5636 Fax: ++603 4143 5563
support@expitris.info, www.expitris.info
KAIZEN EXPERIENCE:
Where else will you experience such an opportunity to
observe the World-Class Companies …only in its birth
place… JAPAN…!
Observe and Experience the KAIZEN Methodology live on
the Shop Floor. Make use of your ideas by watching and
learning from these companies, an opportuning of your
lifetime. The visiting companies will show you how they
have done it and at the same time exchange the ideas on
how you may do it.
KAIZEN Topics Covered
Productivity Improvement Training
Kaizen Proposal System, Quality Control
Sustainability and Safety
Kaizen System, Employee Management,
History of Toyota and TPS
Origin of TPS: Kanban, Andon , Poka Yoke, etc
3S, Improvements Ideas for Employee
Toyota former Executive Seminar Japan Culture:
Shopping and sightseeing
7. The Kaizen Japan Study Tour
City Information - NAGOYA
City Information - FUKUOKA
Nagoya City, located at the center of Japan, is capital of Aichi Prefecture in Chubu Region and one of the
three major metropolitan regions (Tokyo, Osaka, and Nagoya).
Greater Nagoya, centralized in Nagoya City, is the hub of Japanese manufacturing industries, producing
over 40% of major manufacturing categories such as automobiles, automobile parts, machine tools and
aircraft parts, and exerts its role as a strong leader in the Japanese economy.
Population: 2,263,907 inhabitants
Economy: Greater Nagoya GDP(459 billion USD) Is placed 18th
comparing with the world's countries.
Tourist Spots: Nagoya Station Area (business area and modern buildings) , Nagoya Castle Area
(government and public offices ) , Sakae Area (Shopping, fashion and night life), Shirakabe (the most
powerful Shogun family “Tokugawa” origin)
Food: Nagoya is famous for its miso sauce cuisine and tebasaki .
Famous plates are kishimen noodle, miso-katsu cutlet,
and tebasaki fried chicken wingtips.
Food: Fukuoka is a gourmet city known as the birthplace of Hakata ramen, Motsunabe (beef hotpot) and
Mizutaki (chicken broth hotpot). There are also various kinds of local cuisine such as bite-size gyoza
(pan-fried dumpling) and many others
Fukuoka is the capital city of Fukuoka Prefecture, situated on the northern shore of Japanese island
Kyushu. It is the most populous city on the island, followed by Kitakyushu in the same province.
Today's Fukuoka is the product of the fusion of two cities in the year 1889, when the port city of Hakata
and the former castle town of Fukuoka were united into one city called Fukuoka. Hakata remains the name
of one of Fukuoka's central districts and of the main railway station
Population: 1,570,485 inhabitants
Economy: Fukuoka is the economic center of the Kyushu region,
with an economy largely focused on the service sector.
Fukuoka city is also the largest startup city in Japan,
and is the only economic zone for startup.
Tourist Spots: Fukuoka's open air food stands (屋台,
Yatai) are possibly the city's best known symbol.
There are over 150 yatai scattered across Fukuoka
but the best place to find them is on the southern end
of Nakasu Island.
http://genbakaizen.com
JAPAN MALAYSIA
Expitris Worldwide Sdn Bhd
60-1, Block H Platinum Walk, Jalan Langkawi, Setapak 53300
Kuala Lumpur Malaysia
Tel: ++603 4131 5636 Fax: ++603 4143 5563
support@expitris.info, www.expitris.info
8. The Kaizen Japan Study Tour
Useful Information
Electricity: The voltage used throughout Japan is uniformly 100 volts, A.C.
There are two kinds of frequencies in use; 50 Hertz in eastern Japan and 60
Hertz in western Japan (including Nagoya, Kyoto and Osaka). There are no
columnar-shaped plugs or 3-pin plugs used in Japan but 2-flat-pin plugs are
used instead. It is therefore advised to purchase a plug adapter beforehand.
Money : The Japanese currency is named YEN. There are coins 1, 5, 10,
50, 100 and 500 yen and notes of 1,000, 2,000, 5,000 and 10,000 yen. You
can buy yen at foreign exchange banks and other authorized money
exchangers. There is no relevant differences in rates between money
exchangers.
International credit cards and Travelers Checks are accepted by leading
banks, hotels and stores in major cities. However, credit card are not always
convenient so obtaining some cash beforehand is recommended.
ATMs: There are Post Office ATMs in Japan which display stickers indicating
which cards are accepted. Seven Bank ATMs are placed at 7-Eleven
convenience stores and the service will be given 24 hours a day in English,
Korean, Chinese and Portuguese Guidance.
Japan has a 8% consumption tax which is levied on all goods and services
purchased in Japan, including food. In addition to the consumption tax, a 10-
15% service charge is added to the bill at most hotels and first-class
restaurants.
Domestic/International Calls: Public telephones accept 10 yen and 100 yen
coins and/or telephone cards. A local call costs 10 yen per minute. If you put in
two 10-yen coins and speak for less than one minute, one of the coins will be
returned to you. No change is given for partial use of a 100 yen coin. Prepaid
telephone cards cost 1,000 yen from kiosks at train stations and convenience
stores. Charges for inter-city calls vary according to the distance. A direct
overseas call can be made from a public telephone displaying an International
and Domestic Telephone sign. These phones are not widespread, but can be
found at airports, hotels, and other key facilities. Direct dial calls can be made
via a telephone company using the company's access number.
Luggage: Recommended to pack lightly traveling around Japan. Most trains
do not provide space for bulky luggage. Overhead shelves on shinkansen
trains are about 40cm high and 60cm deep and cannot accommodate large
items. Furthermore, on many shinkansen trains the leg room is large enough
to place a suitcase in front of you, although this may not be the most
comfortable solution.
http://genbakaizen.com
JAPAN MALAYSIA
Expitris Worldwide Sdn Bhd
60-1, Block H Platinum Walk, Jalan Langkawi, Setapak 53300
Kuala Lumpur Malaysia
Tel: ++603 4131 5636 Fax: ++603 4143 5563
support@expitris.info, www.expitris.info
9. The Kaizen Japan Study Tour
*TO BOOK YOUR SEAT,YOU WILL ONLY NEED TO EMAIL OR FAX THE LAST PAGE of THIS BROCHURE ( JULIAN )
Organization: __________________________________________________________________________
Postal Address: _________________________________________________________________________
Approval: (This Bookingform is invalidwithoutsignature,HR or top level managementcan sign it)
Name:_______________________________Position:_____________________
Date:______________ Person-in-charge (PIC) ___________________________
Tel____________________________ Email: _____________________________
TheTheTheThe fee includesfee includesfee includesfee includes ::::
Hotel Accommodation for 6 nights (breakfast and lunch included also Welcome and Farewell diner only)
Travel to and from Japan, (depart Kuala Lumpur - NAGOYA, return Fukuoka - Kuala Lumpur)
Arrangements for factory visits escorted by Hirayama Staff Japan
Transportation during the tour, including company visits and sightseeing, within Nagoya / Fukuoka
Education materials and text books
Interpreter’s fee during the training program and factory visits
Hirayama Staff assistance and cultural technical inputs during the tour
TheTheTheThe fee excludesfee excludesfee excludesfee excludes ::::
Transportation, from your destination to your city Airport (in Japan only if it is not in the same group)
Travel insurance, Incidentals (telephone calls, additional drinks, laundry, etc.)
All ticket, hotel, transportation or any other related expenses of any member of family brought by any participant should
be bore by the participant. No member of family is allowed to joying the tour group during Nagoya and Fukuoka trip.
Payment Policy :Payment Policy :Payment Policy :Payment Policy :
The payment must receive within 7 days of the invoice date or 21 days after booking
CancellationCancellationCancellationCancellation Policy :Policy :Policy :Policy :
45 days prior to the starting date of the tour No charge
29 –16 days prior to the starting date of the tour 30% of the tour fare
15 – 8 days prior to the starting date of the tour 50% of the tour fare
7 days prior to the starting date of the tour 100% of the tour fare
*If the event is cancelled/postponed the Organizer will fully refund back the money,(100%), if the payment has been made.
Dates – 7 days , 6 nights ((((24242424thththth totototo 30303030thththth MarchMarchMarchMarch 2019201920192019))))
The participants must arrive at the Nagoya Airport on Sunday Afternoon to be lead to Hotel by
Hirayama Staff. A Tour introduction and Welcome dinner will be held on Sunday Night. On the return
trip, participants will depart from Fukuoka Airport on Saturday.
Study Tour Details and Registration
http://genbakaizen.com
JAPAN MALAYSIA
Expitris Worldwide Sdn Bhd
60-1, Block H Platinum Walk, Jalan Langkawi, Setapak 53300
Kuala Lumpur Malaysia
Tel: ++603 4131 5636 Fax: ++603 4143 5563
support@expitris.info, www.expitris.info
PARTICIPANT’S NAME DESIGNATION PARTICIPANT’S BUSINESS email ADDRESS
Sign and Stamp HereSign and Stamp HereSign and Stamp HereSign and Stamp Here
Participation Fee : Normal Price: RM23,900/-
Register Before 28 Feb’1928 Feb’1928 Feb’1928 Feb’19:::: RM21,900/-
Register Before 1111stststst Feb’19 :Feb’19 :Feb’19 :Feb’19 : RM19,900/-
Group Fee: 3 and Above
RM18,900/- per person
Register Before 1st February 2019
No need to write if same as CO stamp