American Honda Reviews

Pros

Original intention is to keep people long term if possible, but sometime the economic situation changes everything.

Cons

Hired lots of contractors, even they are actually doing the long term job.

Pros

people are nice and easy going, willingness to share information, security, vacation, benefits, decent pay, supportive management if you show your willingness to work.

Cons

complacent hr, it is extremely rare that any associates ever get fired. even for incompetence. its a vicious cycle because mgmt doesnt bother disciplining staff because they know hr wont act. hr is too scared off lawsuits. too many temps, not enough opportunites for those that deserve to be associates. the culture has become somewhat complacent which is a reflection of the brand. although there are still some people that have passion for the product burning in them that keep the company afloat.

Advice to Senior Management

hold your staff accountable! fire the incompetent and hire the ones that really deserve it. need more support and focus on higher education. if u want honda to continue to be successful in the future u need this. while technology and social media is expanding exponentially you guys use programs 8 yrs old to support your objectives. the competition is not just getting smarter, theyre getting faster and honda is too slow to react in its current silod structure.

Pros

Stability, excellent benefits. Key assignments with high visibility once you've proven your abilities. "Undiscovered jewels" of associates - high talented but untapped resource. You experience the talent almost by accident when you are working with associates on multiple projects. A fantastic company philosophy. Hindsight is 20/20... Mr. Amamiya made several wise decisions that paid off in today's economy.

Cons

Limited growth (flat organization), favoritism, high tolerance for mediocre work by a significant portion of associates. Lack of a reward system for high performers/high potential employees. The true essence of the company philosophy seems to have gotten lost/been forgotten/pushed aside in the last 5-6 years.

Advice to Senior Management

Take a hard, objective look at those who are in key leadership roles, including those who are in "unofficial" leadership position. Leadership not management roles. There is a difference between the two. Ask if these associates should truly be in their current roles. If they do, great. If not, have the courage to make a change and identify the right talent, internal or external. Great leadership can cause great transformations. Poor leadership can destroy a corporation.

"Leadership is not a magnetic personality, that can just as well be a glib tongue. It is not "making friends and influencing people", that is flattery. Leadership is lifting a person's vision to higher sights, the raising of a person's performance to a higher standard, the building of a personality beyond its normal limitations."
— Peter F. Drucker

Pros

Hands on experience. Learn a lot. People are nice. This is one of the best possible opportunities you could have if you want to work in R&D. They are very loyal to their employees, you have the option of traveling and you get to work in an exciting industry. If you aren't interested in cars, don't waste your time though.

Cons

Hard to get promoted. Old school Japanese mentality for developing cars. If you are a car enthusiast and you love learning, work here.

Advice to Senior Management

Loosen up a bit. You can make exciting cars without ruining what you already have.

Pros

Working for American Honda can be a rewarding experience because of all the great people you will find who work there. As far as the actual job goes, Honda provides a great atmosphere for learning the ins and outs of warehouse safety and equipment, as well as how to use the scanners so often found in most types of retail businesses. If you have a Honda vehicle you will also be able to get parts for cheaper than having an actual dealer obtain the parts for you. Occasionally Honda will auction off old company cars that you can purchase too. The management from Honda is wonderful. They keep everyone informed of what is going on and of job openings for employees seeking a change in position, new hirings for Randstad (a hiring agency) employees, or other applicants from the area. In the heat of the summer, as stated in the negative aspects of working at Honda, management provides gatoraide to keep employees hydrated.

Cons

The major downside for working at American Honda is how hot and humid it gets in the summer time within the warehouse . Being in the south, temperatures rise to at least 80 degrees in the warehouse every day, though sometimes it can reach even higher temperatures. Although this is not that hot, the humidity provides a stuffy work place. Honda does it's best to maintain the temperature, but a warehouse is too large to have adequate heating and cooling. Another issue that can not be easily avoided is the monotony of the work we do. There are several different jobs, from stocking parts, to sending them out to customers, but each becomes very repetitive.

Advice to Senior Management

The management at American Honda does very well to keep everyone informed of events that are going around in the workplace. Though the job is repetitive, the warehouse supervisor do try to move you around if you ask. One word of advice to the management would be to maintain the wonderful job you are doing, and you will be rewarded with great employees that will do their best.

Pros

Respect towards the individual employee.

Cons

Due to the abundance of consultants in the ISD group, there is a dire lack of accurate feedback and non-bias opinion / objectivity. This promotes the incompetency of middle mgmt which relies on consultants to just fix the problem and bill the company while they sit on their hands. There is a very obvious presence of long-time associates who are resistant to change that may jeopardize or stress their current situation.

Advice to Senior Management

Convert consultants to associate positions. Set aside managers that are an obstacle rather than to shield them by placating them with inefficient slogans e.g. Bring down the obstacles of glass-house mentality used by BLDG 600. Set aside the finger-pointing stance used by many and hold each individual accountable instead of threatening the consultants with possible demise on the next budget-funding.