Introduction to People Management

This report provides an introduction to people management and its importance in organizations. It discusses the role of leadership and management in improving employee performance, the impact of training and development programs, and the approaches used for talent management. The report focuses on the case of Nissan Motors Company.

introduction to people
management

Table of Contents
INTRODUCTION.................................................................................................................................3
Main Body.............................................................................................................................................3
Performance management.................................................................................................................3
CONCLUSION.....................................................................................................................................8
REFERENCES......................................................................................................................................9

INTRODUCTION
People management is defined as managing human resources associated with the
organisation (Wigert and Harter, 2017). People management is more like managing the needs
of individual’s part of the organisation. This report is based on the Nissan Motor Company.
The organisation operates its business operations in automotive sector. Company was
established in the year 1933 by the founders Masujiro Hashimoto, Kenjiro Den, Rokuro
Aoyama, Meitaro Takeuchi, Yoshisuke Aikawa and William R. Gorham. Headquarter of the
Nissan Motors Company is located in Japan. Company serves the automobiles, luxury
vehicles, commercial vehicles, outboard motors and forklift trucks to its customers. In this
report different aspects related to Nissan Motors Limited will demonstrate. Henceforth, report
emphasis on leadership and management of the Nissan Motors Limited and its impacts over
performance management in organisation. Report will also analyse about training and
development in company and its impacts on performance management. Furthermore, report
also emphasis on talent management of the company.
Main Body
Performance management
Performance management is defined as managing the productivity of the human
resources part of the company. Performance management is influenced with different factors
of the organisation which involves leadership and management, training and development of
employees and the policies of company related to talent management (Van Waeyenberg and
Decramer, 2018). Performance management play an important role in improving the
organisation growth potentials in target market and also its profitability. Human resources is
among the key resources associated with the corporate organisation. They play a role in the
process of achieving all business objectives behind the operations of the company.
Leadership and Management
Leadership is defined as guiding employees of company towards achieving all
objectives of the organisation. Leadership play an important role for improving the
performance of all employees’ part of the company. Nissan Motors Limited Company is
among the leading organisation in automobile sector all across the globe. Company’s
progressive leadership played a huge role behind enhancing the growth potentials of the
company in target market. Leadership and management in Nissan Motors Company follow

the progressive approach that has improved the performance of all employees (Bianchi,
Bovaird and Loeffler, 2017). Progressive leadership approach drives the management to
make the infrastructure of the company advanced and hi-tech. Management has aimed to
allocate all latest technological equipments to all employees so that employees part of the
company get more feasibility in meeting all the specific job roles in company. With the
support of latest technology employees get to perform the assigned tasks in fewer time frames
which has also improved the productivity of all employees in company.
Leadership and management in Nissan Motor Company also give emphasis over
solving all issues associated with company’s employees. This is another key aspect attached
with the leadership of the organisation that has also improved the employee productivity in
company. Management give huge priority to solve all issues associated with its human
resources. Due to timely solutions of all issues of employees human resources of the
company becomes more loyal towards the organisation. Employee well being played an
important role in improving the productivity of employees. Due to these reason employees of
company always feels positive about the leadership and management and that also
channelizes into employees taking all challenges that becomes part of the job role. This
aspects of leadership and management also improve the employee confidence in respect to
the organisation.
Leadership and management in Nissan Motors Company focus on employee
motivation. This is also another key feature attached with the leadership and management in
Nissan Motors Company. Employee motivation plays a huge role in improving employee
efficiency and productivity. Leadership and management in company follow the content and
process theory to motivate employees in company. With the support of different content and
process theories leadership and management could cope up with all different needs of the
employee’s part of the company. Needs of employees drive the motivation in respect to
conducting functional role efficiently (Bourne and et.al., 2018). With the guidance of Maslow
Need hierarchy theory leadership in Nissan Motors Company could fulfil all different needs
like safety and security, growth, basic needs, need of acceptance and other form of needs that
drive employees to do the job in organisation. With the support of this model company could
effective deal with employee motivation level in organisation. Leadership play an important
role to drive the employee productivity and efficiency in company. All such approaches
channelize by the leadership and management in Nissan Motors Company put the positive
impact over employee mindset in respect to performing its duties. Leadership and

management in Nissan Motors Company also conduct employee orientation program to
improve the employee well being in the company. As the company’s business objectives are
highly depends upon the efforts put by the employees part of the organisation.
Training and development
Management of Nissan Motors Company conducts different training sessions with the
support of its human resource department to improve the employee efficiency. Training of
employees drive organisation to improve the skills and capabilities of its employees.
Skill development training: Leadership of Nissan Motors Company conduct different skill
development training. In this training program organisation aims to improve the skills of
employees. In this training program with the support of expert’s professionals in company
provide training over different skill development like communication skill, research skill,
analysis skill, and decision making skill, management skill which involves time management
and work management and other key skills. On the basis of the designated role of the
employees different forms of skill development training conducted by the company (John
Bernardin and et.al., 2016). These training programs not just involve theoretical aspects of
different skills rather it involves practical implication of the methods to improve the
respective skill. This training program has supported company to achieve better operation
efficiency of all employees’ part of the organisation. In order to improve the work efficiency
of employees it is essential to improve the skills of such employees. All the skill development
training gives scope to over all personality development of employee’s part of the
organisation.
Personality development sessions: Nissan Motors Company believes that employees are
among its key assets. Due to the professional approach of the company towards its work force
compny also conducts personality development sessions in organisation. This is also the key
employment policy company follow that allows employees to grow the overall personality. In
this sessions trainer focuses to develop various features like body language, voice tone,
analysis, observation and different key features that can support employees to entertain more
effective growth opportunities not just at the internal level in Nissan Motors Company but
also externally also. Personality development sessions conducted by the company has
improved the potential capabilities of employees (Kasemsap, 2017). These sessions has
enabled employees to contribute more effectively in its professional capacity. Personality

development training also improve the employee well being in company which also improves
the employee morale towards performing the assigned tasks more efficiently.
IT Training: Management of Nissan Motors Company conduct information technology
training every year to make the employees of company aware about all latest technological
advancement and development. Automobile sector is among the fastest growing market
sector due to emerging demand every year of automobile products. The industry immensely
depends upon the innovation and technology that has also improved its growth potentials.
The IT training supports technical employees of company to develop its knowledge related to
information technology and its advancement. This training has supported employees of
company to achieve more effective operation efficiencies.
The above mentioned points are among the key training sessions conducted in the
Nissan Motors Company that contributes in the overall growth of organisation and its work
force. With the support of different training sessions company targets to improve the skills of
employees along with the overall personality development of such employees. Employee
contribution in company is immensely depends upon the skills and abilities employee possess
(Levy and et.al., 2017). These training programs not just shine the already acquired skills but
also lead employees to learn new skills that can support him in meeting his responsibilities in
the organisation in more productive manner. Apart from the above training management also
guide employees with the support of its team leaders to work on different other skills like
presentation skills, designing and other key skills that also support employees in performing
the assigned roles more effectively.
Talent management
Talent management is defined as anticipating the requirements of the organisation and
conducts the precise recruitment campaigns to meet such needs of company. This is an
important functional role part of the organisation. Human resource department of the Nissan
Motors Company operate the functional role of talent management in company. Department
identify about the requirement of human resources in company by interacting with all the
different departments associated with organisation hierarchy of the company and conduct
recruitment campaigns (Ma, 2017). Talent management is an important functional role which
further contributes in the organisation achieving its overall business objectives. As the
employees are among the key resources organisation possess that contributes in the
sustainability and growth of the company. The approaches used by the human resource

management of company related to talent management supports company in performing its
targets and business objectives.
Human resource management of the Nissan Motors Limited follow different
approaches like issuing job description, providing development opportunity, performance
assessment, selection process, effective compensation and other relevant approaches to
manage the talent part of the company. Talent management involve both the activities
attracting new talents as per the needs of the organisation and managing the already acquired
talent. All the above approaches used by the human resource department allow company to
conducts both operations associated with the talent management.
Recruitment campaigns of company are precise which distributed into various stages
like test, group discussion round, personal interviews and other relevant features. All the
stages drive company to recruit the most efficient talent for different functional roles in
Nissan Motors Company. Skilful talent allows company to put extra work pressure over its
work force so that all objectives can meet. Nissan Motors also usage the approaches like
incentive benefits and other key approaches to manage the already acquired talent in
company. These approaches of talent management motivate employees to perform more
efficient functional role in company (Ogunyomi and Bruning, 2016). With the support of
different incentive benefits leaders of Nissan Motors Company motivate employees to
improve the work efficiencies in against to earn extra resources. This is an effective approach
which improves the work efficiency of employees along with enhancing the capability of
doing operations in limited period of time. Nissan Motors Company also follows the
approach of promotions in the company. This is another key talent management approach use
by the company. This approach also supports company to motivate employees to perform
more productive operations so that chances of promotions can be created. In this approach all
productive employees of company get promoted at higher positions in against to the
productive performance.
The above mentioned approaches used by the Nissan Motors Company in respect to
managing its talent has improved the capabilities of the organisation in respect to achieving is
growth objectives (Rajnoha and et.al., 2016). All such approaches motivated employees to
perform more efficient operations as a part of the designated positional role in company
which further improved the profitability of the company. All such approaches has enabled

company to acquire the potential talent along with managing the existing human resources in
such a way that long term employee sustainability can be achieved by the company.
CONCLUSION
This report has projected different factors influences company’s productivity and
performance in associated target market. Leadership and management in company play an
important role in improving the employee efficiencies and potential capabilities. Leadership
and management support employees by allocating all latest technological resources to
perform the assigned duties more efficiently. Training and development also improves the
potential capabilities of employees. Trainings like skill development training, personality
development training and other form of trainings not just improve the work capability of the
employees but it also improves the overall personality of employee’s part of the organisation.
Talent management approaches like incentives, promotion and other approaches drives
employees to perform the functional activities in the most effective manner.

REFERENCES
Books and Journals
Bianchi, C., Bovaird, T. and Loeffler, E., 2017. Applying a dynamic performance
management framework to wicked issues: how coproduction helps to transform
young people’s services in Surrey County Council, UK. International Journal of
Public Administration. 40(10). pp.833-846.
Bourne, M. and et.al., 2018. Performance measurement and management: a system of
systems perspective. International Journal of Production Research. 56(8). pp.2788-
2799.
John Bernardin, H. and et.al., 2016. Rater rating‐level bias and accuracy in performance
appraisals: The impact of rater personality, performance management competence,
and rater accountability. Human Resource Management. 55(2). pp.321-340.
Kasemsap, K., 2017. The role of business analytics in performance management. In Decision
Management: Concepts, Methodologies, Tools, and Applications (pp. 1224-1243).
IGI Global.
Levy, P. E. and et.al., 2017. Performance management: A marriage between practice and
science–Just say “I do”. In Research in personnel and human resources
management. Emerald Publishing Limited.
Ma, L., 2017. Performance management and citizen satisfaction with the government:
Evidence from Chinese municipalities. Public Administration. 95(1). pp.39-59.
Ogunyomi, P. and Bruning, N. S., 2016. Human resource management and organizational
performance of small and medium enterprises (SMEs) in Nigeria. The International
Journal of Human Resource Management. 27(6). pp.612-634.
Rajnoha, R. and et.al., 2016. Business intelligence as a key information and knowledge tool
for strategic business performance management. Economics and management.
Van Waeyenberg, T. and Decramer, A., 2018. Line managers’ AMO to manage employees’
performance: the route to effective and satisfying performance management. The
International Journal of Human Resource Management. 29(22). pp.3093-3114.
Wigert, B. and Harter, J., 2017. Re-engineering performance management. Gallup. com.
Viewed: March. 6. p.2019.