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Toyota Way - Question No. 4 for Jeff Liker

What are the main differences between people training and development in Toyota and in the typical western companies?
The most important difference is that Toyota takes people development very, very seriously. They truly believe people development is the competitive advantage of the company. They have over the years evolved very effective approaches to training and development. It is somewhat different for repetitive shopfloor operations compared to professional roles like engineering though the philosophy is the same. For repetitive operations they use the Toyota Job Instruction Training method detailed in Toyota Talent. It involves breaking down the job into the tiniest details and for each work element understanding key points to teach and reasons for the key points. Then these are drilled into the trainee through repetition over and over with the teacher showing and explaining and then the student doing and then explaining back. This continues for weeks until the student is ready to do the tasks on their own. That is for a one minute job. For a complex job like engineering there are a series of experiences from working in the factory to selling cars to using the computer aided design system to develop drawings to learning to sketch and on and on. Learning the basics takes 2-3 years and then the student is ready to work on an actual development program with a mentor. Two cycles of development programs (another 4 years) and the student is considered a "full engineer." The training continues throughout their career. All managers are also teachers both teaching in the classroom and mentoring daily on the job.

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