Introduction to People Management

This document provides an introduction to people management, discussing its importance in organizations and how it contributes to productivity and professional growth. It covers topics such as leadership and management theories, training and development methods, and talent management processes. The document also includes a case study of Nissan, a multinational automobile manufacturer, to illustrate the application of people management practices. Read more on Desklib.

Introduction to People
Management

Contents
INTRODUCTION.....................................................................................................................................3
MAIN BODY.............................................................................................................................................3
Leadership and Management...................................................................................................................3
Training and Development......................................................................................................................5
Talent Management.................................................................................................................................6
CONCLUSION..........................................................................................................................................7
REFERENCES..........................................................................................................................................9

INTRODUCTION
People management is considered as procedure which includes training, motivation and
directing staffs so that they can conduct their work in effective manner that must be productive
as well as promote professional growth (Armstrong and Taylor, 2020). People management is
generally conducted by the leader at the work place such as manager; team leader as well as
department head in order to oversee workflow as well as it will also help in boosting
performance of employees every day. Organization taken for the respective report is Nissan
which is operating its business in the automotive industry. It is founded in 1933 by kenjiro Den,
Masujiro Hashimoto, Rokuro Aoyama, Meitaro Takeuchi, William R Gorham and Yoshisuke
Aikawa. Its head office is located at the Yokohama, Japan as well as they are operating at the
worldwide level. They offer products like commercial vehicles, luxury vehicles and so on.
Topics covered in this report understand of knowledge, behavior and skills which are required
for becoming the effective people manager. In addition to this it will also explain about the key
human resource process which underpin the performance management of the people at
workplace as well as it also include issue which are face by line manager related to the people
management.
MAIN BODY
Leadership and Management
In an organization, leadership and management practices play an essential role that helps
to maximize efficiency of firm in appropriate manner. Leadership is an important function of
management that aid to achieve organizational goals and objectives easily. Both these aspects are
a core branch of business but play a different role as leadership is about getting people who
believe in the vision of the company or make individual able to attain business objectives. On the
other hand, management is all about administrating day to day business activities in effective
manner.
Leadership theory: Leaders of Nissan are play an important in the organization in order
to provide direction and guidance to their employees. On the basis of these kind of practices,
employees assist in attaining organizational goals and objectives easily. Major leadership
theories which are implemented in the organization determine below as:

 Contingency theory: This theory of leadership focus on particular variable that are
related to the specific environment of the firm that might determine which particular
leadership style is best suited for the situation. This is a most effective leadership
approach which is not just about the qualities of a leader but also about the right balance
between needs, context and behavior.
 Situational theory: This theory define that leaders choose the best course of action
which needed to be based on situational variable. In Nissan, leaders basically pay their
maximum attention towards implementing such leadership theory that assist them to take
appropriate type of decision based on specific situation.
 Behavioral theory: This theory is based on an approach that leaders are made, not born.
Thus, it considers the great leadership approach of an individual in which they pay
maximum attention towards developing own skills that assist to become a successful
leader.
Management theory: Management theories are simply set of general rules which guide
manager for managing a business firm. It is important for Nissan Company to implement suitable
management theories within their working as it will provide assistance in accomplishing goals
and objectives in effective manner as well as also help in gaining competitive advantages within
market area. I simple term it can be said that, theories are an explanation for providing assistance
o personnel’s of Nissan in effective relating their business goals and implementing effective
means for accomplishment of same in proper ways. In addition to this, there are numerous
theories which can business firm can implement within their working as per the requirement.
Along with this, management theories address how manager as well as supervisors related
organization within the knowledge of their goals, the implementation of effective means to
accomplish goals as well as how to motivate performance of staff at high standard.
Implementation of effective management theory will provide assistance to business firm in
motivating their staff members and they will perform their operations in better manner which
result in achieving goals and objectives in business in appropriate ways. Thus, implementation of
management theory is essential for a corporation but it is important to ensure that it should be as
per the requirement.

Nissan is a company that is recognized by people across the world and thus has a large
customer base. Also, there are many potential candidates who want to work for the company.
When qualified and experienced candidates are hired, the management of the respective
company makes sure that they are provided effective training. This helps them in gaining
knowledge about the different operations and functions of the company as well as get an
opportunity to interact with other employees. This helps in building their network and also
contributes to their overall understanding of the company in an effective manner.
Training and Development
Training and development is one of the important function of organization as this support
in increasing effective and efficiency of business (Noe and Kodwani, 2018). This is a systematic
process of organization that will lead to enhance skills and capability of employees in order to
conduct business task. Nissan organization is using new and updated technology in performance
of organization activities as well as creation of products. Training and development function of
Nissan organization will lead to have positive impact in its business function as well as support
in increasing productivity of employees. This function of respective company will help in
increase various skill of employees such as technical skills, operational skills, marketing skills
and other which will support in accomplishing desired objective of business.
There are different training and development method that will support respective
company to improve competencies of employees. Training methods are majorly classified into
on the job training and off the job training (Bell and et.al., 2017). Both of these methods will lead
to have significant impact on performance of business and enhancing business productivity. On
the job training includes coaching, mentorship, internship and other method that will help in
increasing knowledge of job role and getting hands on experience in order to increase capability
of employees. Whereas off the job training method includes seminars, classroom training,
lectures and so on that will provide new and different knowledge regarding business functions.
Nissan company human resource team is analyzing and identifying training needs of
learner as well as using correct method for training employees. It is crucial for employees to
increase their skills and other capability to use new and advance technology of organization in
correct manner. It is crucial for Nissan to provide correct and appropriate training to employees
which will assist in meeting with business requirements.

For Nissan organization on the job training method will be more effective and efficient
method as this is less costly. In this method, respective company will be able to continuous its
business function and employees will get training while conducting business activities. On the
job training method will help in improvement in performance of employees or learner by
evaluating performance.
In this training employees will be able to increase their knowledge and information about
use of innovative technology in business (Zaitseva and et.al., 2015). They will be able to use new
and advance technology in order to gain hands on experience for learning and trainer will be able
to guide employees for correctly using technology. On the job training method will lead to
increase productivity and profitability of Nissan organization. Through this method employees
will feel more motivated for conducting business task as they have proper understanding about
their job role. Training and development will boost morale of employees as well as help in
creating strong relationship between organization and employees. On the job training method
will not only improve efficiency of employees to conduct task but it will also encourage
creativity.
Talent Management
Talent Management can be defined as a structured and organized process of hiring the
right talent for the right jobs and helping them grow their capabilities. This helps an organization
in achieving its desired goals and objectives. Nissan Motor Ltd. is multinational manufacturer of
automobiles based in Japan. The company is widely recognized and has a large customers base
across the world. The process of talent management in respective company involves identifying
gaps as well as vacant positions within the company. Once this is done, the right people who are
eligible and possess the right qualifications are hired (Armstrong and Taylor, 2020). When they
are hired, effective training is provided so that they develop all the necessary skills and also get
to know about the various functions in the company.
The process of talent management involves six steps, namely- planning, attracting,
selecting, developing, retaining and transitioning (What is Talent Management? Definition,
Strategy, Process and Models, 2020). Planning is the first step in the process that involves
identifying gaps within the organization like human capital requirement and then developing job
descriptions for the different vacant positions. This is done in order to ease out the process of

recruitment and selection of the right candidates. Once the planning is done, the next step is to
decide if the hiring is to be done from inside the organization or from outside. There are various
ways in which the management of Nissan analyze overall information about the candidates
which include referrals, social network, job portals etc. the process of selecting involves a series
of tests in order to find which candidate is the right fit for the available vacant job position.
The different kinds of tests include written tests, aptitude tests, group tests and
psychometric tests. This helps the management in getting an all-round image of the candidate as
well as hi/her qualifications (Banfield, Kay and Royles, 2018). The management of Nissan
makes use of various artificial intelligence enabled tools in order to screen large numbers of CVs
or applications that are sent in by a lot of candidates. The next step is to develop the new
employees who are hired by the company and in order to do so, they are offered training so that
they develop expertise, contribute to the organization and helping it in attaining the desired goals
and objectives. For this, an onboarding program is first conducted for the new hires and then
providing them various opportunities so that they become proficient. The management should of
the company is recommended to have the complete knowledge about that vacant positions within
the company and the required qualification and skills among the candidates. While carrying out
the process of talent management, the management of the company should also have an expertise
in the area that they are hiring candidates for. Lastly, the management is recommended to behave
in an efficient and professional manner with the candidates because they represent the company.
All organizations aspire to be successful, sustainable and for this, it is important to retain
the employees that have been working for a long duration of time. Nissan tries to retain its
existing talent in order to maintain its overall efficiency. For this, the company offers
promotions, increments and various opportunities for the overall growth of the employees (Khan
and et. al., 2016). The last stage of the talent management process is transitioning which involves
making the employees feel that they are a part of the company. This is done by providing
retirement benefits, conducting exit interviews and planning for succession effectively.
CONCLUSION
From the above report it has been summarized that people management is a process of
directing, motivating, managing employees in an organization that assist in enhancing business
profitability and productivity. In this process, manager and leader of an organization play an

essential role who make changes in workplace policies in order to implement person
development practices. All these business activities are based on theoretical models and
framework that assist in making modifications for future development. For these procedures,
organization can implement training options, reimbursement and other approaches through target
objectives can be achieved.

REFERENCES
Books & Journals
Armstrong, M. and Taylor, S., 2020. Armstrong's handbook of human resource management
practice. Kogan Page Publishers.
Banfield, P., Kay, R. and Royles, D., 2018. Introduction to human resource management.
Oxford University Press.
Bell, B.S., and et.al., 2017. 100 years of training and development research: What we know and
where we should go. Journal of Applied Psychology. 102(3). p.305.
Khan, M. N. and et. al., 2016. A review of introduction of common carp Cyprinus carpio in
Pakistan: origin, purpose, impact and management. Croatian Journal of Fisheries. 74(2).
pp.71-80.
Noe, R.A. and Kodwani, A.D., 2018. Employee Training and Development, 7e. McGraw-Hill
Education.
Zaitseva, N.A., and et.al., 2015. Foresight technologies usage in working out long term.
Forecasts of service and tourism personnel training system development. Journal of
Environmental Management & Tourism. 6(2 (12)). p.410.
Online
What is Talent Management? Definition, Strategy, Process and Models. 2020. [Online].
Available through:< https://www.hrtechnologist.com/articles/performance-management-
hcm/what-is-talent-management/>.