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,(1988) Global Markets, Industrial Concentration and the Reorganisation of the Labour Process in Britain, Paper prepared for the International Working Group on Labour Market Segmentation, Porto, July, Labour Market Studies Group, University of Leicester, England. Storey,J.(ed.) (1991) New Perspectives on Human Resource Management, London: Routledge. Besser, T. (1995, May). Rewards and Organizational Goal Achievement: A Case Study of Toyota Motor Manufacturing in Kentucky. Journal of Management Studies, p. 383-399. Liker, J. K., & Meier, D. P. (2007). Toyota Talent Developing Your People The Toyota Way. Chicago, United States of America: McGraw-Hill. doi: 10.1036/0071477454 Lynne MacDonald. Responsibilities of the Line Managers in HR. Retrieved from http://smallbusiness.chron.com/responsibilities-line-managers-hr-35205.html

http://hrcouncil.ca/hr-toolkit/planning-strategic.cfm http://toyotamanagement.wordpress.com/2013/05/10/toyota-hr-process/

Human Resource Management (HRM): Employees are an expensive and vital resource.Toyota motors manage recruitment and selection, training and development, and rewards and remuneration. Toyota motors consider their employees as HUMAN CAPITAL. The mission and objectives of the Toyota motor is the driving force behind the HRM strategy. Toyota motors uses following techniques to retain their employees: Recruitment, Selection, Training and development, Compensation, Maintenance Firm Infrastructure: This activity includes and is driven by corporate or strategic planning. Toyota motors implemented Management Information System (MIS), and other mechanisms for planning and control in differentdepartments