Introduction to People Management

This report explores the major areas of people management, including leadership and management, training and development, and talent management, and how they underpin performance management in organizations. It focuses on Nissan Motor Manufacturing Ltd in the UK and examines the strategies and practices used by the company to manage employee performance effectively. The report highlights the importance of leadership, training, and talent management in enhancing employee skills and productivity.

Introduction to people
management

TABLE OF CONTENTS
INTRODUCTION...........................................................................................................................3
MAIN BODY..................................................................................................................................3
Leadership and Management.......................................................................................................3
Training and Development..........................................................................................................5
Talent Management.....................................................................................................................8
CONCLUSION................................................................................................................................9
REFERENCES..............................................................................................................................11

INTRODUCTION
There are some major areas in the organisations which has a great impact on the productivity
as well as the processes. These areas include the Leadership and Management, Training and
Development and talent management which supports the performance management at the
organisations. These areas are mainly focussed on the well-being of the employees as well as
aiming at enhancing their skills and talents. Nissan motor manufacturing Ltd which is also
known as NMUK is basically a manufacturing plant in Sunderland, England (Nissan, 2021). The
company is operated and owned by European division of Nissan which is a manufacturer of
Japanese car. It has almost 7000 employees working in the company. The company deals in the
automobiles products. The report will research about the above mentioned three major areas
which underpins the performance management in context of Nissan in UK.
MAIN BODY
Leadership and Management
Leadership plays a major and active role in managing the performance as the leaders are
the people who help in dictating the performance culture of organisations. The reviews from the
performance management help the leaders which lead to improved team performance. The
leaders are responsible for promoting high standards of performance by taking the regular
feedbacks and setting certain goals. Nissan also focuses on the leadership and management of the
organisation and therefore manages the performance of the employees effectively (Tseng and
Levy, 2019).
This is also observed that there are many ways in which performance can be managed and the
most effective one is keeping the employees on track. The leaders focus on the team and the
tasks they perform. The responsibility of the leaders in Nissan is motivating, coaching and
mentoring by using the effective ways of recognition and communication. The company
considers two major leadership theories which are transformational and transactional leadership
(Kremer, Villamor and Aguinis, 2019). The leaders of Nissan being transformational leaders
help in stimulating and inspiring the followers for achieving the extraordinary outcomes. The
main focus of these leaders is paying attention to the needs of the followers which helps them to
look at the problems and putting extra efforts for achieving the goals of the team as well as the
organisation. Furthermore, the leaders of Nissan also follow the transactional leadership which is

also referred to as managerial leadership under which their focus is promoting the compliance of
the followers by giving them punishments and rewards according to their performance and
activities. The transformational leadership where focuses on changing the future, the
transactional leadership is keeping the things same but to bring improvements in them (Gipson
and et.al., 2017). It focuses more on the activities and processes going on instead of thinking
about the forward ideas.
Figure 1: The 5 Leadership Mindsets at Nissan
Source: The 5 Leadership Mindsets at Nissan, 2020
The leaders of the company are also responsible for aligning the employees, coordinating the
goals and working on the strategies but if the leaders do not focus on the integration of
performance management then these things definitely suffer. On the other hand, if the leaders of
Nissan focus on managing the performance then the leaders become able to develop and
motivate the employees to implement the strategies because through this the employees can be
on track along with achieving their organisational as well as personal goals (Pasha and et.al.,
2017). The managers of the company also take the accountability which helps in aligning the
overall team along with rectifying and correcting the issues in the performance as soon as they
arise. The leaders and managers of Nissan also focus on developing and implementing the
strategic performance plan which helps in keeping the entire team focused on the one end goal
which helps in the employees’ personal as well as professional development.
Leaders of Nissan also track and analyse the data after managing the performance of the
employees. By using the talent management systems in the organisation, the leaders become able

in recognising the need for integrating the performance management along with planning the
tasks to be done in coming 12 months (Nissan launches all-new note, 2021). The leaders of the
company also ensures that there is an effective communication and collaboration among the
employees which can contribute in making the culture of the company better which can motivate
the employees for improving their performance. This is how leadership contributes majorly in
managing the performance of the employees in the company. The leaders must be able to
become the examples for the employees so that they can be much focused to achieve the goals of
the company. Leadership therefore supports and underpins the performance management in
many companies like Nissan.
Training and Development
Training and development has become the most important part in the organisations for
the development of the employees. The managers take guidance from the employees for
improving the performance of the workplace. These can be done by setting the goals and taking
the feedbacks are major forms of guidance which the mangers of the company use for providing
to the employees. Training the employees of the organisation in managing the performance
provide the new ways to assess the things (Sousa and Rocha, 2019). Training also teaches which
things must be expected on the basis of feedbacks and also helps in guiding them that if they
work towards achieving the goals of the company then it helps in developing their professional
skill set.
This is observed in the Nissan Company that there is a clear connection between the performance
management and training. Training helps in improving the performance management in the
workplaces like Nissan. Effective training also provides the employees a framework regarding
the way in which the duties and the tasks can be completed and especially they become aware of
the work their managers expect from them. This helps in centralising the knowledge in the
workplace (Vui-Yee, 2018).

Figure 2: Nissan Motors Ltd.
Source: The Nissan Way-Power from within, 2020
Nissan considers training as the most important part and therefore, the company opened the
Nissan Global training centre at the Oppama Plant in Yokosuka City in Japan. This new facility
is aimed at enhancing the skills of the employees working in the Nissan’s manufacturing
facilities worldwide. It will help in training, developing and educating the employees across
different countries through their Master trainer program (Nissan, 2021). In this the trainees were
given the instructions in the classroom style along with actual hands on practical training which
are implemented on the real world production lines which is integrated into the Oppama plant.
The training is given regarding the different areas such as power-train manufacturing, quality
assurance, logistics, vehicle manufacturing and the management and maintenance of the plant
(Ugoani, 2018).

Figure 3: Nissan Motor Company
Source: Nissan Motor Company, 2020
The important focus of this training is technological-competence. This training is also provided
to the employees by using the techniques of visualization teaching which includes the graphic
manuals which can be accessed online through the computers. The trainers of Nissan are also
certified who gives trainings to at least 14 regional training centres across the world
(Okechukwu, 2017).
These trainings help in knowing about the skills and abilities of the employees along with their
weaker areas which needs to be improved. These further help in managing the performance of
the employees by giving them rewards for the best tasks done by them and also punishments are
given to the employees because of their mistake which encourages them to do the best next time
in greed of the rewards.
The activities of training and development at Nissan also help in designing and supporting the
effective performance appraisal also which involves effective communication between the
managers and the employees. Through training and development, managers get to know about
reinforcing the needs to improve the skills which help in gaining high performance of the
employees along with encouraging the strengths of the employees (Younas and et.al., 2018).
This is how, the training and development helps in underpinning the performance management in
companies like Nissan.

Talent Management
Talent management is that component of the organisation that deals with the anticipation of the
require human capital in an organisation. This particular field of management is seen growing
into the depths of time since the last ten years where there are most of the practitioners that are
dealing with this. The talent management is the border term in the human resources management.
The management in the company is of many forms. The HRM will use talent management
software to check the performance management of the employees. This particular trait will let
people and the firm analyse their potential regardless of the atrocities. The Nissan motor
company which is said to be the most renowned automobile company which is best known for
selling the cars that are manufactured (Claus, 2019). Being an automobile company and
excelling in the sector of the world’s automobile market is where the entire challenges lie and
that is properly met with the management. The talent management of Nissan is a strategic
management where the employees are free to learn and acquire anything that is related to the
development. The company provides a platform to the employees to build their careers with
regards to the field they are interested in the company that will in return draw the results for the
company. The recognition that the company gives to its workforce is one of the probable means
of justifying the growth of the company. With the strategic talent management criteria, the
performance is based and that is coordinated in all the facets with respect to the company. The
performance standards are directly proportional to the increased innovations and management
rate and therefore the means of performance management is no-where different when it comes to
sales. The performance management will help to develop the relationship with the employees
(DeNisi and Murphy, 2017). Its helps to know more about the performance of the workforce
through metrics and feedback. An automobile industry is said to be the best form of income
generating one out of all others. To cope up with the atrocities, the HRM in the company will
focus upon all the regions of development that makes the company worth-while. The talent
management and the performance management both are the essential assets in the organisation
because both deal with the employees who are the best contributors of growth.
The essential features of this particular management are as follows:
Applicant tracking
The talent management software of the company helps the HRM in the company to store the
relevant data of the people that are recruited and approached for the recruitment process. This is

a method to safeguard the information and the recorded details will fetch the stipulated results as
and when required.
Employee recognition
The talent management will help to recognise the potential of the employee and will result in
greater innovations (Krishnan and Scullion, 2017). Once the employee talent is recognised and
awarded there is scope for the employee to develop a long-term interest in working for the
organisation.
Learning management
The learning management will help the employee to learn the assets that are related to the
automobile sector. through this the employees will draw complete knowledge and will get
habituated to the developing processes.
360 Degree feedback
The process of collecting the feed that is in due of the company with respect to the overall
performance from the multiple stake holders fall into this. This helps to analyse the regions of
development and the prior deeds to be done by the company.
Career development
Through career development the managers of the company will upload an individual
development plan in the employee portal through which employees will seek the areas that will
lift up their career as well.
Goal management
Through goal management the mangers will the goals that are to be achieved by the employees.
These goals will further link to the career management where the employees can define their
talent in.
CONCLUSION
The entire report consists of the people’s management prospect in a company or an
organisation that determines the company. The organisation consists of the Human Resources
Management which is in charge of dealing with the subtle means of the employee managerial
deeds that will formulate the company’s growth. The report deals with the company Nissan and
in view of its people management all the points are listed. The HR processes and the
contemporary issues in the line of the managers were listed along with the talent management

underpinning the performance management were put forth with the possible research oriented
approaches.

REFERENCES
Books and Journals
Claus, 2019. HR disruption—Time already to reinvent talent management. BRQ Business
Research Quarterly. 22(3) pp.207-215.
DeNisi and Murphy, 2017. Performance appraisal and performance management: 100 years of
progress?. Journal of Applied Psychology. 102(3). p.421.
Gipson, A.N. and et.al., 2017. Women and leadership: Selection, development, leadership style,
and performance. The Journal of Applied Behavioral Science. 53(1). pp.32-65.
Kremer, H., Villamor, I. and Aguinis, H., 2019. Innovation leadership: Best-practice
recommendations for promoting employee creativity, voice, and knowledge
sharing. Business Horizons. 62(1). pp.65-74.
Krishnan and Scullion, 2017. Talent management and dynamic view of talent in small and
medium enterprises. Human Resource Management Review. 27(3). pp.431-441.
Okechukwu, W., 2017. INFLUENCE OF TRAINING AND DEVELOPMENT, EMPLOYEE
PERFORMANCE ON JOB SATISFACTION AMONG THE STAFF. Journal of
Technology Management and Business. 4(1).
Pasha, O. and et.al., 2017. Transformational leadership and mission valence of employees: The
varying effects by organizational level. Public Performance & Management
Review. 40(4). pp.722-740.
Sousa, M.J. and Rocha, Á., 2019. Leadership styles and skills developed through game-based
learning. Journal of Business Research. 94. pp.360-366.
Tseng, S.T. and Levy, P.E., 2019. A multilevel leadership process framework of performance
management. Human Resource Management Review. 29(4). p.100668.
Ugoani, J., 2018. The role of training and development in performance effectiveness in
Nigeria. American Journal of Business and Society. 3(2). pp.17-27.
Vui-Yee, K., 2018. Linking training and development to employee turnover intention: are
performance management and compensation sequential mediators?. Journal for Global
Business Advancement. 11(5). pp.564-586.
Younas, W. and et.al., 2018. The impact of training and development on employee
performance. IOSR Journal of Business and Management, IOSR-JBM. 20(7). pp.20-23.
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Online
Nissan launches all-new note, 2021. [ONLINE]. Available through :< https://www.nissan-
global.com/EN/index.html>
Nissan Motor Company, 2020. [ONLINE]. Available through:
https://www.nissanmotor.jobs/life/training/
Nissan, 2021. [ONLINE]. Available through :< https://www.nissan.in/>
Talent management underpinning performance management: [ONLINE] Available through:<
https://www.getapp.com/resources/talent-management-vs-performance-management-
whats-the-difference/>
The 5 Leadership Mindsets at Nissan, 2020. [ONLINE]. Available through: <
https://www.youtube.com/watch?v=wN39CmFRPaY>
The Nissan Way-Power from within, 2020. [ONLINE]. Available through: <
http://www.casestudyinc.com/the-nissan-way>
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