Mission: Since Goodyear's founding in 1898, our standard for success has been based on a commitment to continuous improvement and innovation.
We’ve since grown into one of the world’s largest tire companies, with one of the most ...
"The Goodyear Highway Hero Award has honored truck drivers who have rescued children from drowning, pulled injured people from burning vehicles, saved law enforcement officials from attackers and more,” said Gary Medalis, marketing director, Goodyear. “Every truck driver we’ve met through the Goodyear Highway Hero Award program has been just that: A hero."
For more information: http://glassdoor.com/slink.htm?key=vQwkd
The Manufacturing Institute will honor two Goodyear associates at the sixth annual Women in Manufacturing Science, Technology, Engineering and Production (STEP) Ahead Awards ceremony in Washington, D.C. on April 10. Lori Miller and Jennie Tinney will be recognized as STEP Ahead Honorees for demonstrating leadership and excellence in their respective industries and communities. Goodyear is proud to have them represent the company at this year’s STEP Ahead Awards. Congratulations, Lori and Jennie!
Goodyear associates are ONE TEAM Driving Performance – on the road, in the marketplace and throughout the company. Associates’ contributions help Goodyear win with customers around the world. We recognize that an inclusive culture is foundational to our success with customers, consumers and associates and welcome individuals with diverse backgrounds and experiences.
Associates work together under five core competencies to achieve business and individual success:
We are focused on delivering for our customers through operational excellence, continuous improvement, quality and safety. Let us help you find your fit and make it a Goodyear!
As we continue building top talent in every region, Goodyear deploys and utilizes tools to attract, develop, motivate, and retain the best team of global associates. Our ongoing commitment to developing people is supported by technology that allows us to collaborate and communicate globally, which helps drive better business results.
TALENT MANAGEMENT CULTURE
Throughout the year, we revisit our talent strategy to ensure it is aligned with our short- and long-term business strategies. We identify internal and external hiring needs and plans for developing critical organizational capabilities, such as operational excellence and innovation. In addition, we proactively focus on identifying and developing successors to critical positions. When job openings occur, we seek to identify Goodyear associates who have the required skills and experiences. Other times, we purposefully look outside to bring in new capabilities. Within Goodyear’s performance-based work environment, managers and supervisors engage associates in discussions throughout the year about performance, potential opportunities for advancement, career interests, development, and rewards.
RAISING THE PERFORMANCE BAR
By investing in our performance management process, we continue to raise the performance bar. Tailored performance management solutions are readily available to support the quality of each phase of the performance management process. We set targeted business and development objectives that are linked to our strategy and accurately assess performance throughout the year. Our Global Talent Management System makes performance data easily accessible, which drives improved collaboration and communication. Managers are expected to provide ongoing feedback so associates know when they are on track and when adjustments are needed. Formal feedback opportunities focus on celebrating what went well, learning from the past, and helping us to identify improvement areas.
In 2014, The Goodyear Tire & Rubber Company was recognized with the 2014 Aon Hewitt Top Companies for Leaders® award. Winners were selected and ranked by an expert panel of independent judges based on a number of criteria, including strength of leadership practices and culture, examples of leader development on a global scale, alignment of business and leadership strategy, company reputation, business and financial performance. Visit http://www.aon.com/topcompanies-winners for the full list of Aon Hewitt Top Companies for Leaders.
MATCHING CAREER ASPIRATIONS WITH OPEN ROLES
Our online Global Talent Management System enables associates in every region to document work history, education, skills, experiences, and career aspirations — creating an electronic portfolio that supports career conversations with managers. The tool allows managers to use this data to search for global talent, fill open roles, and complete succession plans, tapping into a diverse database of global talent.
In our culture of continuous learning, we provide an environment where associate development is “employee-owned, manager-supported, and HR-enabled.” Goodyear provides relevant and challenging learning experiences for all levels, from individual contributors and frontline leaders to midlevel and senior leaders. Learning may start in the classroom or online, but it must continue on the job. And learning from others is critical to success. Often the most effective learning takes place on the job, by stretching people with expanded responsibilities in their current roles or by putting them in new roles to develop key skills and experiences.
We prioritize our group development efforts on the organizational capabilities needed to enable business success. Individual development is driven by performance management feedback and career planning. Development enables success in current and future roles, which drives better skills, higher engagement, and accelerated performance.
At Goodyear, we celebrate an iconic heritage over a century in the making, and we honor the boundless spirit of innovation. Goodyear associates build on a tradition of excellence in designing, engineering, manufacturing, marketing and selling some of the most innovative and technologically advanced tires in the world, for one of the world’s most respected brands. We are focused on delivering for our customers through operational excellence, continuous improvement, quality and safety.
Goodyear associates are part of a collaborative international team with diverse backgrounds and
cultures, working together to succeed in a complex global marketplace. You bring your ideas, your energy and your desire to deliver results, and we’ll provide an environment that focuses on taking talent to the next level.
Developing our associates allows us to better serve our customers, and we offer programs to
accelerate career growth and ignite real possibilities for professional empowerment. Opportunities
for development are plentiful, and always evolving to match associate interests, including
relationships with global thought leaders and world-class universities. Formal programs are coupled
with challenging assignments, which may include international positions, to provide meaningful and
fulfilling career paths.
Goodyear associates are a reflection of our company and our Good Name. We value integrity, honesty and respect – our associates are expected to build trust and earn the confidence of others, inside and outside the company. We embrace sustainable business practices and environmental stewardship. And as a complement to our worldwide charitable giving, we encourage our associates to give of their time and talents to the communities in which they live and work.
A career at Goodyear is a wide open road, and we are a team that understands the power of acceleration. From our manufacturing facilities and retail stores, to our global corporate headquarters and innovation centers, we are One Team driving performance for customers – on the road, in the marketplace andthroughout the world.
Our diverse and inclusive culture at Goodyear allows our associates to contribute at their best in an environment that's designed to be flexible and fair. Goodyear associates are encouraged to make courageous decisions and communicate openly and effectively with others.
Goodyear currently has four Employee Resource Groups (ERGs) that continue to build strong membership and make significant contributions. These include the Goodyear Veterans Association (GVA), Goodyear Women’s Network (GWN), Goodyear Black Network (GBN), Next Generation Leaders (NextGen), and Helping Educate Regarding Orientation (HERO), our newest group that promotes diversity and inclusion for all Goodyear associates. ERGs benefit Goodyear associates by providing access to invaluable coaching, mentoring, professional development, training and seminars, as well as opportunities to significantly expand their professional network within Goodyear. In addition, ERGs benefit Goodyear by providing employee opportunities to support product, market and service outreach, as well as allowing human resource and management teams to identify diverse talent, improve succession depth and support overall talent recruitment and development.
In the United States, we are closely working with universities and student organizations to place emphasis on our entry-level recruiting. In addition, we attend Diversity Career fairs that improve our opportunity to recruit the finest diverse talent for Goodyear and have established key relationships with military-related organizations to further our commitment of hiring military veterans. In 2012, Goodyear made a commitment to hire 1,000 United States military veterans in the next three years, and we surpassed our goal more than a year early. In 2014, we pledged to hire an additional 1,000 veterans.
I have been working at Goodyear full-time (More than a year)
Warm Environment, Social Integration, Good Superior-Subordanate Relationship, Self Improvement Opportinity, Training Activities, Internal Career Opportunuties
Heavy Going Process (Not Agile)
Advice to Management
Increase Sport Activities. For example, create teams for some sports area and join to the internal/external sport tournouments such as Corporate Basketball League.
I applied online. The process took 1 day. I interviewed at Goodyear (Columbus, OH) in February 2018.
The interview was pretty laid back, and I could tell the manager was in his position because he had to be, not because he wanted to be. He was a friendly guy but just ran through his script of questions and asked if I was willing to be considered for other positions as well.