Goodyear Human Resources
Goodyear's Human Resources Team has a direct impact on the company’s overall culture which is scored a D+ by employees. Let’s not forget culture starts at the top. Richard Kramer, Goodyear's CEO, has been rated 59/100 by employees.
How does the HR Team rate Goodyear?
The Human Resources Team rates Goodyear a C+ in comparison to departments at companies of similar size.
The Human Resources Team ranks Goodyear in the Top 50% of companies in Cleveland, OH
Goodyear HR Team Versus other Departments
As the enforcers of company culture, it’s intriguing to know what the human resources department thinks about Goodyear's culture in comparison to other departments. The human resources team ranks their overall culture 68/100 which is 8% higher than the average overall culture rating of 60/100 provided by the entire company. Other notable culture scores are 61/100 from the Operations department, 61/100 from the Sales department, and 60/100 from the Engineering department.
The Effects of HR on Goodyear
Goodyear's human resources department has a direct impact on the work environment. Employees rate their environment a D- and are happy at Goodyear. When asked what’s positive about the culture and environment at Goodyear, one user shared, “There is still a big amount of employees who have been there for a really long time and love the company. The are often the guides and real leaders that keep things running without a title. Its really something extraordinary when you work with them”.
- Bottom 25%D+Overall Culture
Goodyear is in the Bottom 25% of Similar Sized companies on Comparably
- Bottom 10%D-Environment
Goodyear is in the Bottom 10% of Similar Sized companies on Comparably
- Bottom 40%CHappiness
Goodyear is in the Bottom 40% of Similar Sized companies on Comparably
Goodyear is in the Bottom 15% of Similar Sized companies on Comparably
Recent Questions about HR at Goodyear
How does Goodyear handle HR issues?View AllThis varies by issue, location, and HR practitioner. Union relations also significantly impact the way issues are addresses for bargaining unit associates. Salaried associates can expect a lack of standard approaches based on how they are perceived - this can work in your favor or to your detriment.
