Human Resource Management: Training Session Plan for HRM Practices in Nissan Motor Corporation

This report analyses the role of human resource management in Nissan Motor Corporation and prepares a training session plan for HRM practices. It covers recruitment, selection, creating a favourable working environment, performance management, and employee retention. The report also discusses on-the-job and off-the-job training methods.

Resource
Management

Table of Contents
INTRODUCTION ..........................................................................................................................3
MAIN BODY...................................................................................................................................3
TASK 2............................................................................................................................................3
Prepare and deliver a plan for a training session that assesses HRM practices within the
workplace....................................................................................................................................3
HRM practices with its strength and weakness...........................................................................4
CONCLUSION ...............................................................................................................................8
REFERNCES:..................................................................................................................................9
Books and Journals:....................................................................................................................9

INTRODUCTION
The report aims to analyse the role of human resource management in order to cope with
the market changes into business environment. There is requirement of the organisational
activities which will manage human resources appropriately. A manager is liable to set an
appropriate standards for recruitment and selection of employees. Many large organisation facing
skill shortages due to the situation of Covid-19 pandemic. It leads to impact on the business
working and companies could not meet with the demand of employees. Therefore, HRM
practices needs to be carry out in an effective manner which will be able to deliver right skills
and talent within the company. Therefore, this report is going to work upon Nissan motor
corporation (Stone, Cox, and Gavin, 2020). The company is a global dealer of automotive
industry. It was established in 1933. It sells their cars and vehicles of other brands like Infiniti
and Datsun. The company is a Japanese brand which has high operations and demand of their
vehicles. It will helps in organisational development by analysing the key factors that influence
on the HRM strategies. The other part of the report is going to prepare a training session plan in
which the managers will participate in recruitment and selection process which will create
sustainable organisational performance.
MAIN BODY
TASK 1
Covered in PPT
TASK 2
Prepare and deliver a plan for a training session that assesses HRM practices within the
workplace
Training session Participants Duration Methods use
Recruitment and
selection activity in
order to conduct
interviews, hire and
select suitable
candidates.
Managers,
Coordinators and
leaders.
This activity will take
place for one hour.
Case study methods
will be use in order to
acknowledge the
participants about the
importance of
recruitment and

selection procedure.
This session involves
analysing trends of
recruitment and
selection.
Managers, head of
departments,
employees and
leaders.
This activity will take
place for 2 hours.
The session is going to
conduct by using
Scenarios of different
organisation in order
to work upon all the
trends prevailing into
market.
Session for using tools
of Performance
management
Employees and
managers.
This activity is going
to conduct for 1 hour.
Role plays is suitable
method to make
employees aware
about performance
management tools
through involving each
member in reviewing
performance of others.
Session for taking
feedbacks and
reviews.
Employees, managers
and team leaders.
1.5 hour One-to-one interaction
is suitable for this
activity through which
managers will take
personal feedback
from employees to
know their issues and
provide solutions
accordingly in order to
improve performance.
An effective training session is vital within an organisation. It will attract and engage
participation of employees towards various HRM practices. These training session will cover
essential activities that will lead to contribute in sustainable business performance of Nissan

motors. Therefore, every HRM function has it strength and weakness which will be identified
during these trainings. The main purpose is that, managing talent is become vital in this
competitive environment (Boon, et.al 2019). So that, proper recruitment and retention process is
vital in order to cope with the uncertain challenges, shortage of employees fulfil the requirement
of skilful employees. In Nissan motor corporation, the company is facing issues in their
international locations. There are many challenges came across while managing staff and recruit
the new ones. These are cultural barriers, high employee expectation, inappropriate training and
development or poor working environment. Therefore, the managers needs to have appropriate
training regrading performance management and making good relations with employees.
HRM practices with its strength and weakness
There are various HRM practices that must be take place in an appropriate manner. These
practices will helps in creating a positive working environment and company could achieve their
goals and objectives. The HR manager could able to deliver right duties, responsibility and
authorities to the right individual, grant support and create a favourable conditions. Therefore,
training is crucial part of HRM practices which keeps employees aware about standards and
policies. The best HRM practices are described below:
Recruitment and selection: It is one of the crucial activity of Human resource manager.
It should take place in a good environment and by planning the requirement of staff into the
company. This practice must be cost effective and sustainable for maximum utilisation of
resource in Nissan corporation. It includes recruitment and selection of necessary employees
which will be suit for the organisation department (Azizi, et.al 2021). This process involve
taking skill test, aptitude test of the candidates. Also, the mangers must set a specific criteria
before giving applications and job description. In order to avoid any overlapping of candidates,
the managers needs to prepare all the important documentation like person specification, cover
letters.
Strength:
 This process involve eliminating unnecessary applicants from reaching to next level of
selection.
 It is a cost effective way which gives a sustainable rise in achieving talent management in
the organisation.
Weakness:

 The recruitment process may have limited options if only internal recruitment has done. It
did not involve further opportunities to attract fresh talent.
 The recruitment process enable lack of communication in which the recruiter may not
find the effective talent properly.
Creating favourable working environment: The workplace must be creating in positive
manner. There is requirement of working in well structure workplace which provides support,
relation. It motives the staff and helps in retaining. Nissan motor corporation facing issue of
unhealthy workplace which creates conflicts and politics into the working environment.
Therefore, the company needs to look at providing better coordination and group activities which
will contribute into the more productivity and dedication.
Strength:
 This HRM practice is required to keep employees motivated towards working.
 It will boost interpersonal relations which will give rise to good management and
coordination.
Weakness:
 This practice may impact negatively if the strategies are not followed accurately.
 The company may loose employees productivity if they get totally a free environment.
Performance management: It is another HRM practices which involve employee
participation and motivation to work. Performance management are a part of employee
retention. It will give rewards and extra benefits to those who deserve extra by giving their
contribution ( pandemiVrontis, et.al 2021). The managers of Nissan corporation needs to first
research about the competition into market so that, they will provide better facilities to the
employees. Before recruiting and retaining, employees should be aware about companies
performance management policies. It will helps in deriving out their best potential from the staff
and fulfil their needs.
Strength:
 It gives motivation to the employees as they always seeks extra benefits apart from the
salaries.
 When company gives good benefits, it will helps in attracting talented employees from
many areas.

Weakness:
 Government may put influence in giving benefits to the employees at international level.
 Giving bonus and incentives to one employees may create interpersonal biasses and
factor of jealousy.
Employee retention: It is also another HRM practices which is required to widely look
at. An organisation seeks great talented and skilful employees. The Nissan motors require this
HRM practice in order to avoid any shortages of employees at the time of peak session. The
company will have sufficient employees to divide the work and activities in order to manage
work properly. The Nissan motors require retention programmes, campaigns and activities which
will provide benefit to the company as well.
Strength:
 it will boost company reputation and brand image into market by retaining employees for
long term.
 Retention is important to avoid shortage of employees and cost of further recruitment
Weakness:
 Long term retention of employees will keep the organisation far from recruiting new and
fresh talent as per the modern business requirement.
 Retention for one employee may create impact on others as those employee will feel
unvalued into the organisation.
Therefore, the Nissan motors needs to encounter all these HRM practices into the
organisation. These are crucial aspects which must be fulfil by HR managers of company to
eradicate human resource problems and seeks best talent from worldwide level (Strohmeier,
2020). All the above discussed practices will have adequate impact on the talent management of
organisation. It is required that, there must have performance management, role plays, group
activities to involve employees participation.
Training methods:
There are various types of trainings methods which helps in provide best knowledge and
information to the employees. Training is a crucial activity for self development and
performance appraisal (Mousa,and Othman, 2020). It helps in creating valuable efforts into
organisation by improving mistakes and gain higher opportunities. These training methods are
necessary to undertake employees contribution which are described below:

On the job: These training programme are known as internal methods which takes place
within the organisation. It could take place regularly within the company to create a learning
environment in the organisation. It includes various area through which managers could provide
training. In context of Nissan corporation, the apprenticeship programme, planned progression,
coaching and temporary promotions are a part of it (Michael, 2019). Therefore, the managers
could attract employees though giving them promotions and apprenticeship to be a part of the
firm. Mainly young employees look for more career opportunities that requires these
programmes and benefits. It may include role plays, case study trainings, questions and answers.
The role plays will help in attracting employees to participate in real life sceneries and acts. It
will work as a fun and entertainment with gaining knowledge regarding their specialisation area.
Job rotation is also a part of on the job training (Bratton,Gold,Bratton, and Steele, 2021). It is
about shifting one employee to another post of location. It will give them new experiences and
learning environment. These new experiences provide potential functions to the employees in
order to work in challenging situation.
Off the job: This type of training programme involves external work environment. These
type of performance require more attention into the training session. External trainings are found
to be less interesting as people does not take interest in attending lectures, seminars conferences
and many more (Collins,2021). On the other side, these are necessary in practical cases. The
seminars and conferences are a part of group meeting in which decisions are formed and
standards are set. Discussion methods and role playing are a part of this activity. It involves
trainings through computers, technology and other interesting methods.
There are some of the methods which needs to be taken into consideration by the Nissan
corporation which are described below:
Role plays: The Nissan corporation needs to involve role play activities. It will make
interaction among employees, create communication and good interpersonal relations. Therefore,
the company needs to undertake this practice for better attracting and retaining talent.
Case studies: This practice involve training and recruitment process through case study
methods (Macke, and Genari, 2019). It provides real world examples from other organisation.
This will give insight about what happening in the world and how competition could hit the
Nissan corporation. Case studies will help in meeting with the real cases that provide effective
continuous development of employees as well as managers.

Recommendations
As per the above discussion, The organisation needs to take into consideration about
various talent management programmes in order to attract top talent from the market. This will
be done through undertaking right activities like delivering programmes and providing career
development opportunity, personal and professional development and motivation.
 The Nissan motors needs to carry out work practices like group plays and case studies so
that, the employees will take active participation in all the work culture of organisation
 There is need of providing effective work culture and environment. When employees get
free and positive workplace, they will dedicate their efforts more collaboratively.
Creating good workplace culture require good values, beliefs and cultural aspects that
demonstrate effective need of interpersonal efforts.
CONCLUSION
The report has concluded that, human resource management is an important activity in
the organisation. It involve various practice towards whole management and employee retention.
Managing talent is crucial aspect which leads to carry out effective workplace and fulfil
organisation aims and objectives. Therefore, the report has also analysed that training sessions
are vital which helps in career development and personal improvement. So that, the organisation
must take appropriate on the job and off the job training programmes which will lead to involve
employee participation and improve their talent and knowledge.

REFERNCES:
Books and Journals:
Stone, Cox, and Gavin, 2020. Human resource management. John Wiley & Sons.
Boon, et.al 2019. A systematic review of human resource management systems and their
measurement. Journal of management, 45(6), pp.2498-2537.
Azizi, et.al 2021. Innovative human resource management strategies during the COVID-19
pandemic: A systematic narrative review approach. Heliyon, 7(6), p.e07233.
Vrontis, et.al 2021. Artificial intelligence, robotics, advanced technologies and human resource
management: a systematic review. The International Journal of Human Resource
Management, pp.1-30.
Strohmeier, 2020. Digital human resource management: A conceptual clarification. German
Journal of Human Resource Management, 34(3), pp.345-365.
Michael, 2019. A handbook of human resource management practice. bookboon. Com.
Collins,2021. Expanding the resource based view model of strategic human resource
management. The International Journal of Human Resource Management, 32(2),
pp.331-358.
Macke, and Genari, 2019. Systematic literature review on sustainable human resource
management. Journal of cleaner production, 208, pp.806-815.
Bratton,Gold,Bratton, and Steele, L., 2021. Human resource management. Bloomsbury
Publishing.
Mousa,and Othman, 2020. The impact of green human resource management practices on
sustainable performance in healthcare organisations: A conceptual framework. Journal
of Cleaner Production, 243, p.118595.