Introduction To Performance Management

This report provides an introduction to performance management, discussing the process of managing and controlling employees in an organization. It covers contemporary issues faced by line management, knowledge, skills, and behaviors needed to be an effective people manager, and performance management methods used by Nissan Ltd. Recommendations for improving employee performance are also provided.

Introduction To
Performance
Management

Table of Contents
INTRODUCTION...........................................................................................................................3
TASK 1............................................................................................................................................3
Contemporary Issues face line management faces when it comes to People Management:.......3
TASK 2............................................................................................................................................5
Knowledge Skills and Behaviours needed to be an effective people manager:..........................5
TASK 3............................................................................................................................................6
Performance management methods used by Nissan Ltd.:...........................................................6
RECCOMENDATION....................................................................................................................7
CONCLUSION................................................................................................................................7
REFERENCES................................................................................................................................9

INTRODUCTION
People management is the process which is undertaken by managers exist into the
organisations for managing its employees in order to managing and controlling its objectives. It
is the set of practices that considers talent acquisition, talent optimization and talent retention in
order to provide support for the company in that manner so that managers can guide employees
of the company. Better people management directly affects the organisations performance it
leads to managing its costs and enhancement in skills. People management considers all things
such as compensation, motivation, training and development, talent management, leadership
skills and training and development (Alfes, 2018). The company which is selected for this report
is Nissan. It is the motor company trading as the Nissan motors. The company was founded in
1933, headquarter situated in Kanagawa, Japan. The company has products such as Auto
mobiles, luxury vehicles, commercial vehicles, outboard motors and forklift trucks etc. This
report covers topics such as issues faced by management when it comes to people management,
knowledge, skills and behaviour needed to be an effective management, HR processes for
performance management of employees of an organisation.
TASK 1
Contemporary Issues face line management faces when it comes to People Management:
Training and development:
Training and development concern with skills development activities within an
organisation for its employees (Alziari, 2017). Training and development involves improvement
in organisational activities within individual and team. Organisations faces various challenges
regarding its people management in the company. Firm faces challenges at the time of training
such as dealing with change, development in leaders, engaging learning, quantifying training
effectiveness and improving learning effectiveness (Denning, 2018). For managing people within
an organisation it is important to provide proper training to employees so that they can improve
their skills by gaining knowledge. As change in technology and environment make things typical
for employees because they need to proper knowledge and requirements, if managers does not
provide any training to employees this can be demotivation for them. In this context it is
necessary to provide proper training to employees so that they can enhance their skills and it
motivates them in order to completion of tasks. The main purpose of training and development is

to provide and organize learning and development. It is about acquisition of the knowledge,
skills, and activities which are required for an effective performance. In context to Nissan, HR
team of the firm make efforts in order to provide knowledge and learning about their works.
They provide training to people so that they can contribute in effective and efficient manner in
order to increase in sales and improve profitability (Hoffman and Tadelis, 2018). As an motor
vehicle firm the faces various challenges regarding its training program because change in
technology makes typical fro employees to understand it easily. Firm uses various techniques in
order to provide training program such as classroom method, group discussion, stimulation
method, role playing, case study. Training program helps in enhancement in skills so that they
can company can achieve its objectives effectively and efficiently.
Recruitment and selection:
Recruitment is the process of searching potential candidates and encouraged them for
applying for the job profile so that they can select better candidates. Firm invites people for
filling application for its job profile. In context to Nissan, firm uses recruitment process for
searching potential candidates for the organisation. Recruitment process involves various stages
which are mentioned below:
Analysing job requirements: In this process HR team oversee towards firms activities
and its employees if they are any requirement in any department they analyse for what position
they are require.
Advertising the vacancy: After the analysing job requirement HR team prepares Job
description and specification and advertise them so they can communicate candidates.
Attracting candidates for the job profile: In this process HR team attract candidates in
order to apply for the job profile (Jyoti, 2019).
Managing Response: firm managing responses of the candidates who are apply for the
position.
Scrutinizing applicants: In this HR team screening the responses of employees.
Short listing Candidates: After screening firm shortlisted potential candidates for the
selection process.
Selection is the process of identifying and choosing people from pool of job applicants
with the competences and qualifications to fill profile with potential employees. The selection
comes with the placing right persons at the right job. Selection process involves various stages

such as Screening, elimination, examinations, interviews, checking references and offer letter. As
selection involves wide range of activities it can be both time consuming and expensive.
Selection process helps firm to fill position with experienced and potential candidates so that
they can helps it to achieve its objectives in effective and efficient manner (Knies and Leisink,
2018).
Leadership and management: Leadership and management is the process of
managing , attracting, retaining high quality employees, developing skills, motivating them for
their effective and efficient performance. In context to Nissan, The main purpose of leadership
and management is create motivated employees in order to accomplish organisations objectives.
Its helps business for connected with people who are required for increasing its productivity
which leads to increase profitability.
Talent management: In context to Nissan, talent management is the process of
attracting, retaining high quality employees, developing skills, motivating them for their
effective and efficient performance. This use managers in order to motivated employees so that
they can connect with business for long period. This helps organisation in order to increase its
productivity which leads to increase in profitability for the company.
Theory of leadership and management:
Behavioural theory: This theory is based for behaviours of leaders in the organisation. It
is believe good leaders can made, it is not necessary simply born. For example, if leaders gives
orders for the employees, they expect that will be follows.
TASK 2
Knowledge Skills and Behaviours needed to be an effective people manager:
Managers are required for skills and behaviour for managing people within an
organisation so that they can guide them. In context to Nissan, firms managers has various skills
so that they can manage people within an organisation for accomplish its tasks. Required skills
includes planing, good communication, decision-making, team building, leadership etc. some
skills and behaviour mentioned below:
Planning: Planning is the process of pre estimation of activities which is involves in
completion of tasks (Knies, Leisink and Van De Schoot, 2020). It involves activities which is
required to achieve a specific goal. A manager should contain this skills fro guiding employees

for the tasks. Better plan makes employees motivating work effective. It is an intellectual attempt
which is designed by managers to anticipate the future actions for better organisational
performance. It is a primary management function that uses by managers for creating value of an
organisation in order to accomplish tasks. Changes in environment and economic environment
reduce the effectiveness of plans, so manager has to prepare for this in order to overcome with
this challenge. Planning enables managers in order to command the future and taking actions
future objectives.
Good communication: Communication skills are very important for managers as they
are managing team and employees. Communication should be precise and clear so that
employees can understand the objectives and helps firm to accomplish its tasks. Managers uses
communication skills for setting rules, defining employees roles, encouraging employees, setting
goals and organise according to teams. Better communication skills of managers leads to
increase morale, productivity and term unity easily and effectively. Communication is the tool
for make performance better and increasing profitability in the organisation. In context to Nissan,
for firms managers it is important to communicate regularly with the team and update all things.
Communication helps in decision-making so that it can make performance better. Managers are
arranging all things and people in the organisation and for guiding them it is important to have
better communication skills.
Motivation: Motivation is the process of inducing people within an organisation for
achieving pre estimated objective in order to achieve organisational goals. Motivated employees
helps firms in order to achieve its goals and it is directly proportional to an firms objectives.
Motivation helps in managing things and empowering team for better performance. Motivated
employees leads to increase in productivity and allows organisation in order to achieve better
performance. In context to Nissan, Motivation helps in encouraging employees so that they use
resources effectively and make profitability. Managers should motivating people by rewarding
and promoting them. It helps to enhancing employees morale and boosts ability to done their
tasks. Motivation is the stimulating action by understanding the needs of employees and utilizing
their motives. Various motivation techniques used by managers such as bonus, rewards,
promotion etc. motivation helps in increase in productivity, ensures organisational efficiency,
ensures loyal workforce, ensures reactive workforce, facilitates direction etc.

TASK 3
Performance management methods used by Nissan Ltd.:
Performance Management Review: an effective review of performance shows values
and development planning and development opportunities to employees. In this managers takes
reviews from its employees in order to make performance better and better decision making.
Under this managers puts sessions, meeting, discussions in which they take reviews from
employees, their suggestions and ideas for the performance and organisations strategies. In
context to Nissan, Employees fill the form for feedbacks and reviews so that management team
can improve their strategies and makes better decisions. Performance management reviews also
knows as performance appraisal and performance evaluation. Managers conduct meeting
quarterly, half yearly and yearly in order to know about their performance and strategies
effectiveness. If there are any problem arise from it managers takes actions for improvement in
productivity that leads to increase in profitability (Liao and Ai Lin Teo, 2018).
360 Degree Appraisal: The 360 degree performance appraisal method allows helps
employees in order to know feedback from managers, supervisors, peers, staff members,
teammates and customers. In this type of appraisal system performance reviews by various
people and feedbacks gathered in that manner competencies of the employees. It is the way of
improvement of understanding of strengths and weaknesses of the employees with the help of
various feedbacks. In context to Nissan, this method helps in order to enhance performance and
prospective of the future leader, manpower development and in order to collect feedback from
overall organisation and ensures managers for better decision making and improve in
performance. Feedback is collecting from job performance of employees for enhancing their
skills by better decision-making. It is mostly focuses on contribution of employees and their
skills in order to accomplish organisation objectives (Stankevičiūtė and Savanevičienė, 2018). It
is the best way for know teamwork, leadership, interaction, communication, coordination,
management, accountability, work habits and vision related to their job profile.
RECCOMENDATION
It has been recommended to Nissan that firm should manage its employees timely so that
it can help it can improve their performance. For improvement in skills of employees managers
should take care of their needs such as training and development, compensation, motivation,

rewards, promotion. These tools helps firm to encourage its employees that leads to
improvement in morale, productivity and profitability. As motor company, its important higher
turnover so that it gains more sales it has to improve employees skills and team management.
Managers should improve their skills such as team building, employee encouragement,
motivation, communication, decision-making etc. managers should appraise overall performance
of organisation and take effective decisions for it. Firm should use performance appraisal
techniques for their employees to that they can guide them and improve their performance.
Performance management techniques includes performance management reviews and 360 degree
appraisal.
CONCLUSION
From the above report it has been concluded that people management is the process of
managing and encouraging employees within an organisation in order to achieve organisations
objectives. Better people management directly affects the organisations performance it leads to
managing its costs and enhancement in skills. There are various challenges that managers faces
such as training and development, compensation, motivation, recruitment and selection,
leadership development, employee relations etc. For managing people in the organisation
managers needed knowledge, skills and behaviours such as planning, good communication,
decision-making skills, team building, leadership, motivation etc. firm uses theories for effective
performance management such as performance management reviews and 360 degree
performance appraisal. Performance management review is related to feedbacks and form filling
from employees itself about their experience. 360 degree performance appraisal refers to
collection of feedbacks from various people exist in the organisation so that managers can know
about employees competencies and performance.

REFERENCES
Books and journals:
Alfes, K., 2018. People management in volunteer organizations and charities. In HRM in mission
driven organizations (pp. 47-77). Palgrave Macmillan, Cham.
Alziari, L., 2017. A chief HR officer’s perspective on talent management. Journal of
Organizational Effectiveness: People and Performance.
Denning, S., 2018. The emergence of Agile people management. Strategy & Leadership.
Hoffman, M. and Tadelis, S., 2018. People management skills, employee attrition, and manager
rewards: An empirical analysis (No. w24360). National Bureau of Economic Research.
Jyoti, K., 2019. Green HRM–People Management Commitment to Environmental Sustainability.
In Proceedings of 10th International Conference on Digital Strategies for
Organizational Success.
Knies, E. and Leisink, P., 2018. People management in the public sector. In HRM in mission
driven organizations (pp. 15-46). Palgrave Macmillan, Cham.
Knies, E., Leisink, P. and Van De Schoot, R., 2020. People management: developing and testing
a measurement scale. The International Journal of Human Resource Management.
31(6). pp.705-737.
Liao, L. and Ai Lin Teo, E., 2018. Organizational change perspective on people management in
BIM implementation in building projects. Journal of management in engineering.
34(3). p.04018008.
Stankevičiūtė, Ž. and Savanevičienė, A., 2018. Raising the curtain in people management by
exploring how sustainable HRM translates to practice: The case of Lithuanian
organizations. Sustainability. 10(12). p.4356.