Customized service model builds the right staff for the JIT facility

Our Client - Toyota Tsusho

With a team of nearly 5,000 and over 60 years of experience, Toyota Tsusho North America provides supply-chain management, logistics, and import/export services to enterprise-level companies across the continent.

The challenge

Too man staffing vendors. Not enough staff.

Prior to December 13, 2021, our client, an automotive tier 1 supplier in the central Kentucky area, was simultaneously using three different staffing vendors. Despite this, they consistently faced a shortage of 25+ associates and received very few applications. They also encountered internal challenges in hiring due to the tight labor market. This situation was particularly difficult because the client’s nearby competitors, including OEM, were offering higher pay scales, which created additional obstacles in successful recruitment.
The use of multiple vendors created an environment that required constant shifting of resources to cover critical projects. The multivendor environment also created frustration in:

  • Overall and consistent communication
  • Establishing and maintaining headcount
  • Maintaining ramps for special projects
  • Consistent screening and onboarding approach

 

Furthermore, retention challenges had a negative impact on on-time delivery metrics and caused unnecessary overtime.

As a result of this environment, the client needed a consistent culture to attract associates and build pride in their work.

The solution

Implement the ResourceMFG* Value in Partnering (VIP) program to zero in on a culture of quality.
The ResourceMFG team conducted a detailed site analysis to understand the current and future-state needs. The result was a customized, site-based model that changed how processes and infrastructure were utilized to drive results. ResourceMFG provided an on-site strategic account manager and a dedicated site-based recruiter who provided an “all-hands-on-deck” solution with day-in, day-out attention to the requirements that attract the right kind of people to the right kind of jobs. This solution turned the tide, establishing a culture of quality and clear expectations from recruitment to retention. A plan of action for recruiting included tours of the facilities to familiarize prospective recruits with the work environment, clear explanations of required dress codes for safety, and personal assistance in helping new recruits meet these codes, such as providing steel-toed shoes. Daily tracking of absenteeism helped stabilize headcount, ultimately increasing the core base by 50 associates. Daily on-site oversight allowed the VIP team to recognize the value and strengths of individual team members and shift assignments to maximize strengths. This allowed for associate promotions from within rather than necessitating across-the-board pay raises.

The outcome

One reliable vendor. Reduced turnover. Steady improvement, trust, and pride.
With monthly turnover reduced from 55% to just 17% in the first six months, the VIP team is recognized and respected by the client. Now positioned as their only vendor, communications have been streamlined and improved, allowing the team to get in front of the many project changes and subsequent demands that are indicative of a tier 1 supplier. Improving retention and reporting while quickly and nimbly reacting to needs in a timeframe necessary for tier 1 supply, the result is a purposeful and impactful relationship poised for long-term success.