I worked 2nd shift. I finally had enough recently. They preach about "respect for the individual" and "if you see something wrong, report it" this place literally does the complete opposite. You can't stick up for yourself or you are instantly outcast. If you report anything wrong, they act like they will do something but actually just sweep it under the rug. And if one of the tc's or managers does something against honda policy, don't waste your time reporting it because the phrase "I will always have my tc and manager's back" has been said before, by a shift lead.
And good luck getting a different position here. You have to brown nose, do tc's job for them, work a ton of overtime, be a buddy or be in a relationship with a higher up to get any other positions here. They aren't a fair based place and there isn't a ton of opportunities here, regardless of what they try to sell to you in the beginning.
If you want first shift, this job is not for you. You have to be there for 5 years (full-time, not including the once mandatory temp time) to get the chance to go to 1st shift.
Also, there is vitually no personal time. You get 3 emergency time days a year, but they pull that from your pot of personal paid time. Which is very few to begin with. The first full year you work there you only get 5 days. Its absurd.
And don't dare have a relationship here. The management will harass you. Literally. Its insane how many times I've seen people get in trouble for giving their significa
ProsOption to work overtime
ConsEverything. Pay, time off, management, time on 2nd shift, moral
Work/life balance is all based on there needs to make more money for the company needs.(special groups at hmin needing more funds for traveling to different countries). Hmin produces the most vehicles in North America yet you don't see the compensation for it and each year they take more and more of what used to be your benefits. Oh, and security is joke! Anybody could walk in using somebody's badge. Oh, but god forbid you park in the visitors parking spaces because that's certainly a risk to the company. We definitely need 120 parking spaces for all the celebrities visiting the small town factory. Now managment is best part about this wonderland. The higher ups are constantly preaching the Philosophy of Honda and how this company treats everyone equally. Speak up about any issues and your boss will help you in any way possible. That's until your actually on board what really happens in the factory. If you have any issuses at all they tell you to suck it up if you aren't a favorite. Your boss can treat you like s**t and the higher ups decide that you are the issue and will defend your boss by giving you a warning for behavior. Oh, and you can't have a normal relationship with a significant other at work or your a perfect target for harrassment from the big wigs. But, it's 100% okay for married men to to sexually harass women and say anything they want without consequences. If they have a decent position and end up in HR. All they do is a slap on the wrist and go back to work.
Stable, visionary company; promotes by merit, from within; great product and market, with great new facility opening soon.
I've worked at Honda of Clear Lake since 2003. HCL is one of 14 Honda dealerships in metro Houston - a very dense and competitive milieu (for contrast, DFW has seven Honda dealerships, Bexar County/San Antonio, four).
HCL has had the same owner (John Eagle) since 1991, and the same managing partner and GM (Tom Tyrrell and Harvey Bishop, respectively) since 2002. Our nearest Honda rival has had four different corporate owners over the same period.
Honda's top recognition for dealership quality is the President's Award, available to every one of ~ 1100 dealers annually, earned by 5 or 6 percent. HCL has earned the PA eight times this century. We have the top-rated Honda service department in our region. We provide systematic initial and ongoing training in sales processes that have increased sales volume more than 300 percent and profitability more than 400 percent during the current management team's tenure.
The company promotes from within, based on merit; every supervisor in sales, our F&I director and most of his staff, began as a floor sales reps at HCL. And we're moving to an all-new, state of the art dealership this year - four times as big, ten times as nice as the aging facility where we've accomplished so much.
Last year, six of our sales reps earned corporate recognition from Honda's Council of Sales Leadership; we're working to double that number this year.
The pay plan promotes cooperation and teamwork: everyone's pay draws from one revenue pot, and
Cost Planning Commodity Leader Honda Power Equipment
I would not recommend this position to my worst enemy. Understand that this is the red headed step child of all Honda's! Honestly the only reason that Honda hasn't shut the plant down yet is probably due to the fact that they can use it as a tax write off. The plant hasn't profited a single dollar in the last decade. Just taking a look around at the managers it all makes perfect sense. Management is not strategic in their thinking at all and they expect for you to cover them day in and day out. There is also a huge divide between the American managers and Japanese managers which leads to the huge breakdown in communication and being a cost planning commodity leader you experience all types of craziness due to this. There is no way you can function properly in this role when your own managers don't even know what is going on. On a day to day basis your will get calls from your suppliers with issues, such as their tool needs to be repaired due to the wear and tare from running your parts and you are responsible for issuing payment to them. Sounds easy right? WRONG! In this position you will be required by your SIX managers to write up an application explaining why payment is needed and why should Honda pay it. You have to take this application down and hunt down EACH manager and sit them down one by one and make sure they are happy before they will sign onto the application. You will be asked pretty ridiculous questions by management that they know you will not be able to answ
ProsThe benefits are amazing. You will always have job security because no one wants to do your job
At Garden State Honda, my employment period has been stagnant. Within the Product Specialist position, one must take upon the following responsibilities: Attend to walk in customers, aid in total customer support/technical aspect of every single Honda model and trim level. From this position, I learned patience with clientele, how to manage customer emotion and evaluate a customer scenario, and how to respond in order to ensure customer satisfaction. The hardest part of the job is the lack of dynamism or rather brain drain. Being the most knowledgeable person in the room and not making the same amount of money as a salesman while doing essentially the same job of "selling" the car is not a happy feeling. No commission or bonus for customer retention or satisfaction means no incentive for good work and acknowledgement. At the end of the day, work is work and it'll always get done. Management is not as well run as one would perceive. Throughout my 3 year span, my previous manager would often not be clear on my job title or workload or how to actual run the job, forcing me to really teach myself to cater to the customer in terms of satisfaction. On one occasion, my manager found my co worker slacking, playing a video game while working, so the 3 Product Specialists that we here (including myself) were penalized. Now also part of the job in retaliation for something I did not do, we must also fold BDC (business development center) letters daily upwards of 200+ letters. this drast
Prosability to purchase car for flat deal, stable hours
Consdraining shifts, lack of incentive, lack of management, lack of job growth, obtrusive rules and regulations that stagnate productivity
I worked here for 2 and a half years as a receptionist and if certain things would not have transpired, I might have still been there. I'm torn because I really loved, for the most part, my fellow co workers, my best friend is still there. We met through working together. The job in itself wasn't hard. It did get stressful at times dealing with so many customers, but that's normal. People are definitely treated differently here. They have their favorites and based on that can also determine how much further you go and how much you make. I often felt treated unfairly, people in management would lie straight to my face about certain things, even up until the very end, and I knew it because I've kept the screen shots to prove it. I also feel that when you try to leave they try and sabotage you finding something better. Just alot of two faced, backstabbing going on. Go figure, it is the car business. My biggest thing is knowing that people who were there less time than me and were less qualified made more than me, and that never set well. Also, if you have some type of disability, mental or physical, BEWARE. Whenever someone would mention to me about their anxiety, depression, etc.. Don't talk about it with anybody. I kept EVERYONE'S secrets there. I really felt that's when my career ended with Honda. When I had to tell them, they just treated me differently. It's a double edged sword. It was Monday through Friday. Great hours although you could end up working 12 hours if the oth
ProsSet hours, pay was okay, loved co workers, made some really heartfelt connections with customers
ConsHours could change if someone called out or wanted off, management, two faced, payed unfairly, not the greatest at dealing with people with disabilities
Started working near Christmas time, so business was ok during those days. Afterwards, there are hardly any customers which is frustrating when your pay is 100% commission based. The dealership I worked at had a draw against commission pay system, where the draw check would consist of minimum wage.
Most of the management were people that I simply could not respect and had no desire to follow, especially with all of their cursing and racial comments. In terms of selling, one manager was particularly good and I respected his ability to negotiate but that's the only positive thing I have to say.
The co-workers are a mix of people in between jobs and people that simply have no other choice but to work in automotive sales. Many conduct themselves unprofessionally and even unethically, promising whatsoever to customers just to get them to come into the dealership when they cannot follow through. Many, also try to take advantage of the new employees. Only a rare few of the veterans were willing to help the new employees without asking for something in return.
The hours are a bit unreasonable, considering how the job is 100% commission based. I do not see a reason why it is necessary to keep a sales staff of almost 40 people on the clock when the amount of customers walking in each day, especially during the slow season, is about less than 10. On the busiest Saturdays that I've seen, having half of the sales staff would still suffice. Having this many sales reps creates too
ProsTough experience will teach you to be competitive and assertive
Honda of Chantilly doesn't care about their employees
It is commission only, so if you don't sell, you don't make money. They have 40+ people on the floor, so it is hard to sell volume. You can follow the process work your leads and still not sell. They preach integrity and yet they don't practice what they preach. All they care about is lining their pockets because you would think with the Corona Virus going around they would at least give their employees their draw, but next month it will be taken out of any commission they make. They constantly change the pay plan. You work very long hours and they give you a hard time if you take off, even if you are sick they expect you to be there on the last day of the month. The GM gets his kicks off of making people uncomfortable when they are called into the office. He makes people feel like they won't get hired any place else, so they have to stay, but then threatens to fire them if they don't sell a certain number of cars.Their turnover rate should be a huge clue and the fact that they don't move people up the chain and hire outside, should be a huge indicator that they really don't care about their employees because if they did, so many people wouldn't have left. They lost 10 people within 3 weeks at one point. A typical day at work starts with a meeting where you are told that you aren't doing enough to get people to come in. It is very rare when you are given compliments. Then you are required to make 50 phone calls a day, you process leads and try to get people to come into the d
Decent place to work however the culture was going down in a hurry there. Loved it when i first started. Now they were hiring anyone with a pulse and the quality was not very good. Also, the buyout pushed a lot of knowledge and experience (over 600) out the door which was disappointing. That decision did not make a ton of sense as it was difficult to keep professionals there. Many engineers would stay 6 months to a year as they were so overwhelmed with doing the work of 2-3 people, they would say forget this. Once key members of leadership decided to leave i saw the writing on the wall that Alabama would no longer run Alabama, but OHIO was taking over. From talking to people that are still there, my fear was accurate. I understand sometimes things have to change for Financial reasons, but that is why we all have decisions to make.
ProsCompensation was below average at first but after several years it increased, Benefits used to be wonderful, Work shift was not bad, Leadership was pretty good in some areas, Many activities to include family and things like that which was good, On-site medical and safety in each area which is very convenient, Invest in the facility which is great and shows longevity, Began round tables several years back with departments, Could add more Pros
ConsCompensation was below industry average, Benefits changed and was no longer a perk, Decisions made by leaders in various areas of the facility was very puzzling, Production was often the main thing over any aspect (quality and moral), Safety was followed fairly well, Too many changes over the 10 yrs w/ total compensation package, Performance reviews were very subjective and not based on ur accomplishments, The people hired closer to 2019-2020 left a lot to be desired, Perception was not that great in the surrounding community, Production associates were overworked (could list more cons)
The company is split into three departments: Customer Service, Customer Accounts (collections) and Credit (buying and funding contracts for Honda and Acura vehicles).
All three departments operate as call centers, with the collections department operating off of an automated dialer.
A typical day is spent making and taking calls specific to the department you are assigned to, in addition to working various other departmental tasks.
Honda strives to promote from within, and all the existing managers were once associates that started in Honda's entry level positions. They maintain an open door policy, and work alongside associates in cubicles instead of separate offices.
My coworkers range from fresh out of college to those that have been with the company 20+ years. The peer environment is both professional and competitive, but also relies heavily on teamwork to accomplish departmental goals.
The hardest parts of the job are time management and managing escalated calls. Not only are you expected to field a large amount of calls daily, but also to complete various tasks such as impound management, daily audits, etc, and priorities and deadlines change frequently. You will also deal with difficult and sometimes verbally abusive customers.
The best part of the job is the benefits package, which includes full health and dental coverage, 401k, paid sick and vacation time, and a generous maternity leave (6-8 weeks paid ). As a full time employee you also have access to the
ProsOpportunities to advance, frequent free lunches, competitive benefits
ConsVerbally abusive customers, lack of communication in the company, lower salary then typical
Management consists of a bunch of high school drop outs that think they know how to run the company when they actually do not. The normal people with degrees have been brainwashed by these people which is sad. They have a review system that can keep your career advancement suppressed and is very opinionated. You can help out everyone on your team, do 1000+ overtime hours while helping everyone complete their work; but if you do not deliver even 1 deliverable that you promised they will forget all the good work you have done and destroy you on your review the next year while expecting you to uphold all the good work you did as a 'norm.' This place is very sexist towards males; a female engineer can walk in get everyone else to do her work while being promoted the following year. (No overtime needed) Everything a female does deserves a promotion while the poor people that are actually working hard gets walked all over. They also promoted the wrong people; i had a group leader with 0 knowledge in any electrical or mechanical systems but since he was good at kissing management's a** he got promoted. They have a 'coaching' system that is only meant to protect management and not its associates. They fire people for very stupid reasons. They also think that even if your not at work whatever you do in your free time can also get you potentially fried. Example: coworkers and I went out to dinner I show my friends some bumble matches and someone finds that offensive. The next day inst
ProsNothing
ConsSleeping in your car outside the plant, Taking care of everyone's work not only your own, Toxic environment
Great place to advance your technical and management skills.
Any day at HMSI-PQ keeps the whole team on its toes. It begins with analysis of closing activities and status of the previous shift. Since, the responsibilities bestowed upon me is full of variety, I mostly start my day with the task that I do not find interesting, mainly paperwork. Once, I finish them, I start the metallurgical inspection of parts as per the plan. Thereafter I go through the progress in calibration activity which is done by my deputy. Meanwhile, if any problem arises, analysis is done from metallurgical point of view either to rule out or find out the root cause of the problem. At end of the shift, I finish off by reporting my superior.
During my tenure at HMSI-2F, I have got many opportunities to use and advance my learnings in metallurgy and heat treatment combined with my previous experience in casting, forging and machining. Additionally, I also learned about other special processes such as welding, electroplating, painting and powder coating. I have also seen and learnt manufacturing processes of springs, gears, valves, piston, engine block, etc.
Management in HMSI-2F, in my opinion, is very transparent. A hierarchy is followed while directing orders or reporting results. PQ is managed by the department manager under whom there are two section managers. Each of them has two groups which is lead by group leaders. A team works under them.
The PQ team consists of 27 members in all. Every one of them are expert in their field. The average age of th
ProsCompensatory Offs against overstay.
ConsNo festival offs during first half of the year.
5.0
Analista de Treinamento | São Paulo, SP | Mar 12, 2014
Muito dinamismo, velocidade na tomada de decisões trabalhando com simplicidade, velocidade e resultado.
Respondendo à Presidência da Honda Serviços Financeiros, focados em desenvolvimento de treinamentos para a toda rede de concessionária visando o aumento das vendas com qualidade, analisando o cenário de cada região do Brasil e desenvolvendo treinamentos específicos e técnicos para as equipes de vendas.
Acompanhando diariamente os números de cada região e trabalhando em parceria com as áreas de planejamento, comercial e marketing desenvolvendo o melhor treinamento para determinada ação e campanha para alavancar os números de vendas.
Foco no atendimento pós venda o grande forte da Honda, eleita por diversas vezes o melhor pós venda, muito trabalho em equipe envolvendo a própria área e as demais áreas.
Trabalhando com o máximo de sinergia e proximidade com os líderes conseguíamos desenvolver e bater as metas determinadas pela presidência mundial da Honda.
A parte mais difícil do trabalho foi trabalhar pós crise 2008/2009 muita dificuldade, mas acredito que foi o período que mais aprendi e cresci profissionalmente, foi de grande valia não só para mim, mas para todos os meus pares, conseguimos passar pela crise e com certeza aumentamos o volume de vendas e os números em todos os produtos da marca.
Nesses 5 anos de trabalho tive a oportunidade de conhecer a adversidade de culturas que temos no Brasil, tendo que me adequar a cada região levando um treinamento personalizado para cada região do País.
Conhecendo os 27 Estados da Federação e muitos municípios por todo
ProsMarca forte consolidada no Mundo e desejo de muitos brasileiros em ter um produto da marca.
ConsCrescimento profissional na empresa diferente com o mercado, sem critérios específicos para promoção.
Questions And Answers about Honda
How do you feel about going to work each day at Honda?
Asked Jan 22, 2017
When going to honda i feel likev vomit..managers...owners...finance...all crooks treat employees horrible...cheat customers and salesman.. ended up getting sick with depression..diabetes..prostate..and they fired me because i was sick...nice family dealership...disgusting...Honda cars boston..Everett ma.
Answered Aug 13, 2019
My dealership leaders suck but I guess I like selling cars and it close to home so I stay other then ask the salesman before going to apply how work is.
Answered May 20, 2019
If you were in charge, what would you do to make Honda a better place to work?
Asked Jan 27, 2018
I would hire from outside the upper management from other car companies they are stuck in a rut this is the way we have done it for 35 years no need to change the management team needs to inspire the associates instead of putting more checklists and paperwork to do their jobs its not just the bottom line.
Answered May 28, 2019
I would focus on associate development, to allow associates with all the tools and knowledge about the company to be successful.
Answered Mar 6, 2019
How long does it take when hired in as a temporary to a permanent status.
Asked Dec 27, 2016
It usually takes 2 years to get a permanent job
Answered Oct 15, 2018
Generally it takes about an year or two to get permanent. It all depends on one's performance. They can ask you to leave in few months if you failed to meet target.
Answered May 6, 2018
How did you get your first interview at Honda?
Asked Jul 14, 2016
Got a call to come to an interview
Answered Aug 4, 2019
Face to Face
Answered Sep 14, 2018
How long does it take to get hired from start to finish at Honda? What are the steps along the way?
Asked Jun 28, 2016
Depends on the individual and their performance. Also what job your doing, contractors for maintenance 6 months. Must have a 2yr degree or 5 plus years work experience that can be validated. Production workers through a temp service 1-2 years and both of these are based strongly and stringently on attendance, performance, quality of work which I can't emphasize enough.
