the situation. On-line, or web-based, training set up on a company’s web site is a growing means of training. However, TMMI feels that this would not be a good idea because the trainees would not be working on-the-job in-group situations (Uiterwijk, 1998). The final method used in training and development is using programs directed by outside organizations. Depending on the organization chosen to do the training, there could be a variety of previously mentioned training techniques utilized. With this in mind, if the company decides to rely on an outside organization to train its employees, then the trainees should be counseled before attending the training and after the training is over. This is to make sure that the employees obtained the information needed during the session and did not pick up the other company’s culture in the process. Implementation of this training will be the final test to see if the out-sourcing of the training process was a success (Supervisory, 1996).At Toyota, an attempt is made to balance the training between the two most important methods used in training and development, which are on-the-job experience and classroom lectures with demonstrational situations. TMMI feels that this combination of training will be the most effective for their plant. Toyota employees that have either had the training or are higher in position and know the training process teach the classroom sessions. These are the people that are very familiar with the results that TMMI is leaning toward in order to achieve success in the industry. Also group leaders of the Kentucky plant were in charge of some of the training. A few managers were sent to the Toyota headquarters in Japan for training and overview of the cultural practices to implement in the TMMI plant. However, Toyota relies very heavily on on-the-job training and past experiences of employees in order to achieve the leadership skills and knowledge need...
