Training for improving service quality at Honda Essay Example for Free

genteelness for improving service grapheme at Honda EssayThis case is near Honda Ameri tail assembly Motor ph wizr which tries to improve caliber due to blended learning approach. They split it in three different phase.1. pattern whiz The first phase unsays plaza online. For two to three weeks, learners access a series of online modules that set up the logical deales for effective problem solving and decision making. Learner progress is essentially self-paced, but since the bailiwick is driven from a Web server, the instructor can follow the progress of each learner and add on-going encouragement and livelihood. During phase one, learners are likewise asked to identify situations to which they intend to apply the techniques so they can centre on these situations when they attend the workshop. This powerful combination of initial learning and preparation for applying the concepts to real-life issues ensures the following phase pull up s expects non only be effi cient but also build deep understanding and meaningful penury to use the ideas on the job after training.2. Phase two The second phase takes nursing home at the workshop. Guided by the instructor, learners spend two days deepening their understanding of the concepts, addressing best practices and assentingal techniques for problem solving and decision making, and practicing on detailed case scenarios. Since skill transfer and results occur roughly rapidly when starting with the learners on-the-job issues, a significant portion of the session is played out working on the problems, decisions and plans identified in phase one. Simultaneously, learners receive coaching and feedback from the instructor and one an some other. Learners expire the session strikey to fully apply the concepts and with a plan in hand to move successfully from the workshop to consistent use of the concepts back on the job.3. Phase three The final phase takes place back online. In the three weeks follow ing the session, learners resolve the on-the-job issues they began to work on during the workshop. They document for instructor review, feedback and approval the specific techniques they used to resolve the issues. During phase three, learners contain access to a host of online support tools and information. They can contact the instructor with questions at any time. The goal of this phase is to ensure use of the larn concepts and buildconfidence.Advantages of Hondas blended learning approachQuality of individual output is improved.Employees have the said(prenominal) way of thinking and working - Makes it easier to work with manager and all the co-actors. Deep understanding and strong motivation from the employeesPersonalized supportReduce their time away from the jobTake advantages of expanding technology capabilities and infrastructure see tangible transfer of skillsFormat which best support the overall emphasis on growth and qualityQuestionsAfter the presentation of our case some questions have been asked by the students of the class. We have discussed approximately them and tried to plant some explanations. There were different kinds of questions.The first kind was about the learning model itself. The main questions were the followings1. How can you measure the quality improvements? Overall and in figures?2. Is the learning time too piddling?3. Can you stripping in the library some video clips?4. Is it non to theoretical this learning musical arrangement?For the first one we think that it is sincerely difficult to measure in term of figure this kind of political platform. Indeed it is not a small part of Hondas employees that are training but the whole company. In addition it is not a program for the short term but for the long term. The global quality of Hondo achievement will increase due to the learning program that means that the customers will be more satisfy. In the long run they will come back to the company to buy their next car. It wi ll take years to specify the real impact on the turnover. However it is possible to conduct some brush up to the customer to know if they think that the quality has improved. The companycan also check if the time to lick a car decrease or if there are less failure with the production. For the second one we do not think that the learning time is too short. 6 weeks is enough for this time of training. provided it is not because you have done it one time that you cannot do it anymore in the future.With a short training you can be focaliseed on the main point and do not resort time on secondary information that the employee will never use. For the third one we do not know if it is already available on the intranet of Honda. But it can be a really costly idea if it does not exist yet. People prefer to watch somebody explaining something (and see how it is working) than only read it in a book. The last one if one of the most important question for this kind of program where you mix theoretical and manual of arms learning. Where is the border betwixt too much of one or the other? At the first view it seems that two days of practice is not enough. However when the employee start is manual formation he has already learned lots of information. So the trainer will not recidivate lots of time to explain easy and obvious things but can be directly focus on the main important information that the trainee must learn.The second kind of question was more about the employees and their interaction with the learning program. The following questions have been asked to us1. How can you motivate the employees, with which kinds of incentives?2. What about the learners who are not ready after phase 2?3. What are the interactions among the employees?By participating into an important process in order to improve the quality of their company, the worker feels involved and useful. Indeed, its not sufficient for the most part. Regarding to the low struggle that the workers can pe rceived, a money incentive can be a real motivation to accommodate them want to learn. Moreover, they can motivate them by establishing in the company policy, a rule that explain that if the worker is efficient and provides good work quickly, he can whether be promoted or get bonus in the end of each month.The answer of the second question is quite simple. Indeed, the instructorscan easily evaluate the learners by watching him doing the job. If the learner applies the method perfectly, the instructor will give him the permission to go to the next phase. Otherwise, harmonise to his level of difficulties, the instructor will send him either in the first phase or make the second phase.Employees interact each other every time (within the company, lunch breaks), but also on the intranet through forums or instant messages. Thus, they can talk easily about working problems, or for instance, role tips and solutions about technical problems. Every single solution is directly saved into t he database. Lot of communication transmit allows workers to interact easily each other.How does Honda doing compare to its competitors?First of all it is a really complex process to compare sales and figures with quality management. As we learned during the lecture there is no guaranteed effect between sales of products, Stock price progress and quality. Therefore it is even challenging for Managers to analyze the effects of quality improvements. In ours point of view there is one obvious point how to compare it. The annual recalls of Cars.Toyota US 2013 (Toyota US, 2014 Reuters, 2014)Cars Sold 182152Cars RecallNearly 19 one thousand thousand vehicles globally from late 2009 to early 2011 due to unplanned acceleration claims.Honda US 2013 (IBT, 2014 Reuters, 2014)Cars Sold 135255Cars RecallBetween 2008 and 2011, Honda was forced to recall about 2.8 million vehiclesafter finding a defect with driver-side airbags supplied by Takata. Honda (2.8 million), Hyundai-Kia (2.2 million) and Ford Motor Co. (1.2 million) rounded out the occur five in terms of vehicles recalled in 2013. ConclusionTo conclude, this system of training in three phases has umpteen advantages. It permits to all employees to feel involved in it because it is not only a theoretical learning system, to have a personalized support and a control at each phase permit to really evaluate their progression. Furthermore this system of training allows them to reduce their time away from their job. We have analysed some questions about this system such as the measurement of the quality improvement because we cant really quantify the real impact on the turnover now. The project is on the long term and it will take some few years to measure the satisfaction of the customer, if they will buy another car of this scar or not. The other questions were about employees and their interaction with the program. The money is not the only motivation for employees they are also motivated by the self-satisfaction (increase their knowledge, promotion, or belong to a company of quality). This program permits the skills transfer also, to discuss of problems on the intranet (forums) Despite some issues such as measuring the efficiency right now of this system or the non-guarantee of effect between sales of product, stock price progress and quality Honda is the company with the lowest annual recalls of cars.BibliographyIBThttp//www.ibtimes.com/here-are-december-2013-big-eight-us-auto-sales-numbers-gm-ford-chrysler-toyota-honda-nissan-1525492, 16.04.2014 Reutershttp//www.reuters.com/article/2013/04/11/us-toyota-recall-idUSBRE93A04D20130411, 16.04.2014Toyota UShttp//toyotanews.pressroom.toyota.com/releases/tms+march+2014+sales+chart.htm, 16.04.2014