Introduction to People Management

This document provides an introduction to people management, focusing on leadership, training and development, and talent management. It includes a case study on Nissan and discusses various theories and models of leadership, training methods, and the talent management process.

INTRODUCTION TO
PEOPLE MANAGEMENT

TABLE OF CONTENTS
INTRODUCTION...........................................................................................................................1
MAIN BODY...................................................................................................................................1
Leadership and management........................................................................................................1
Training and development...........................................................................................................2
Talent management underpin the performance management......................................................4
CONCLUSION................................................................................................................................6
REFERENCES................................................................................................................................7

INTRODUCTION
Leadership can be defined as an art of motivating or inspiring others so that they can
work together for achieving main goals and objectives in an appropriate manner. Leadership and
management play a vital role in managing workforce, their overall performance and motivate
them to bring improvement within themselves so that main organizational goals and objectives
can be achieved in an appropriate manner (Diamond and Spillane, 2016). organization chosen for
this assignment is Nissan. Nissan is a multinational auto-mobile manufacturer that was founded
in December 1933 and whose main headquarter is in Japan. Main areas that this assignment will
cover are: leadership and management, training and development, and Talent Management
underpin Performance Management.
MAIN BODY
Leadership and management
Leadership and management play a vital role within an organization as it helps an
organization to achieve success and gain competitive advantage. Each and every leader has their
own skills and qualities that help them in manging their workforce, achieve organizational goals.
They also help management in showing a path through which they can achieve their main
objectives and enhance overall performance of their workforce (Nawaz and Khan_ PhD, 2016).
Effective leadership can help organizations like Nissan to overcome their financial loss and take
organization to achieve heights. In 2005 when Nissan had suffered huge loss Carlos Ghosn used
turnaround strategy for converting all of their losses into profit. His experience of working in
different companies helped him in achieving this objective. There are various kinds of leadership
models that can be used by Nissan for leading organization towards success. Some main
leadership theories and model are:
Trait theory
This theory says that an effective leader has number of common traits or characteristics
that help them in becoming effective leaders. This theory helps in identifying effective
characteristics or traits that can help in becoming and effective leaders. Some of the most
common traits found within a leader are: assertiveness, likability, empathy, integrity, decision-
making skills, intellectuality, self-confidence, integrity, determination and many more.
Transformational leadership
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This theory says that leaders are required to work with team members in order to identify
changes, create vision that can help organization to achieve success and inspire others. This
leadership style further helps in developing commitment within employees (Nawaz and Khan_
PhD, 2016). Leaders with this leadership style focuses upon matching their skills and qualities as
per the need and requirement of organization. Such leaders further focus upon developing
objectives that are required to be achieved in such a manner that company can successfully adopt
or bring changes within organization as per changing market needs and requirements. The only
objective of such leaders to bring changes within business is to help business to grow and shape
the future success of the company.
Behavioural approach
This theory says that success of a leader is completely based upon their behaviour rather
than on their attributes. This theory is based upon evaluating and observing leaders actions as
well as their behaviour when they behave in a particular situation. Leaders with behavioural
approach have two main components that are: relationship-oriented and task-oriented
behaviours. both the components help them in adopting themselves in any situation.
From these theories it can be said that Leaders of Nissan can focus upon adopting
transformational leadership in which they can focus upon working with team members in order
to identify changes that are requirement that are required to be brought within an organization in
order to achieve heights and gain competitive advantage as well as enhance overall performance
of team members by inspiring them.
Training and development
Training and development are two most important things that are required to be focused
upon within an organization so that overall performance of employees can be enhanced as per
the changing needs and requirements of the organization (Armstrong and Landers, 2018).
Provision of training and development programs for employees helps them to develop required
skills and knowledge for completion of specific task. It is important for an organization to focus
upon developing appropriate training and development programs for enhancement of skill
development, increasing productivity, bringing improvement within organizational culture,
improving overall quality and safety at workplace, enhance overall profitability, bring
improvement within overall corporate or brand image of the organization and for many more. An
organization need to bring changes within their business operations as per the changing market
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needs and requirements (Noe and Kodwani, 2018). Due to this, importance of training within
organization increases because it can help them to train their employees in such a manner that
they can adopt themselves as per the changing environment and needs without degrading their
overall performance. Whereas development has its own importance. It helps in providing
opportunities to employees to that thy can bring improvement within their current skills and
knowledge and move forward within their career and achieve their career goals and objectives.
It further helps in providing opportunity to employees for promotion etc.
Nissan has developed their own training and development program as they are committed
to become most innovative, trusted, and environmentally responsible car company in the world
(Bhandwalkar and Deshmukh, 2018). Nissan has developed unique Special Accelerated
Development programs for high- performing employees. This program includes intensive
training workshops which helps in providing opportunity to employees so that they can stretch
and grow within their careers and develop leadership skills. This Special Accelerated
Development programs program further includes assessment, feedback, coaching, and mentoring
opportunities. They also provide Targeted Leadership Training programs so that required
leadership skills can be developed within employees that an effective leader possess. They focus
majorly upon overall development of skills, qualities, and knowledge of employees so that they
can not only excel within their work but can also become effective leaders in future (Nawaz and
Khan_ PhD, 2016). They have developed their own Cross-Functional Teams who are assigned
with different task for training new employees. There are two types of training methods which
can use by Nissan for improve their performance of employees in effective manner are as
follows:
On-the-job training method: Understudy: In this employees trained by their supervisor for working process and
system. This help to maintain effective and valuable growth of employees. Job rotation is refers with shifting of an employee from one job to another job is help to
gain knowledge of all the department as well as able to handle all the responsibilities
(Rodriguez and Walters, 2017). Special projects is refers with departmental work. In that trainee member acquire the
knowledge of the assigned work and also learn about the working with others.
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 Experience refers to learning by doing. This is oldest methods where employees can
learn prospective work because they have effective experience of work.
Off-the-job training method: conferences and seminars refers with the traditional method of developing personnel. In
that candidates are required to pool their thoughts, viewpoints, suggestions as well as
recommendations. This creates more effective working capacity of employees. Case study method: in that management provide case study to employees and tell them to
solve that. Through that employees are able to improve their critical thinking and
decision-making power in any critical situation (TRAINING AND DEVELOPMENT
(T&D) METHODS, 2016).
 Role playing is another method of training and development through employees of
Nissan able to handle all the situations at work place. In that trainee members assigned a
role, which they have to play in created situation. Like trainee asked to play role of trade
union leaders and another one required to perform a role of HR manager. This create
better result of understanding of each other and their role (Frost, 2016).
Those are the effective methods of the training and development which can be used by company
to develop skills of employees.
Talent management underpin the performance management.
Talent management is the process which is involves attracting and retaining high quality
employees, developing their skills and continuously motivating them in order to improve their
performance in effective manner. This creates more effectiveness for Nissan management for
improve performance for managing performance and achieving goals or objective of company in
effective manner. Proper use of talent management help to manage complete performance of
company in effective manner. With the help of this, company able to grow in positive manner as
well as achieve sets objective of company (Makram, Sparrow and Greasley, 2017). This creates
wonderful team management at working place in order to manage positive performance of
company. This help to improve overall business performance. It allow to Nissan to stay
competitive and drives innovative. This leads to strong employer branding as well as decrease
employee turnover. The company Nissan suffers from the huge amount of losses for that here is
need to maintain talent of employees by using process of talent management by HR of company.
The process of talent management are as follows:
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Specify what skills needed:
This is the first step of talent management process where management determines the
kinds of hiring which company required. In this management need to consider would be possible
to teach existing employees to avoid the needs to be hire anyone new. Through that company
able to analyse the required talent.
Attract the right people:
There are various stages to attract talent management at the workplace in effective
manner. This creates more wonderful aspects to covers talent management. In that management
need to create target advertisements and post them on the top job sites helps to attract right
people for working in better manner (Talent Management, 2019).
Onboard and organize work:
At this place, HR manager of Nissan need to make comfortable environment for new
employees. This help to make great hard efforts of new employee onboard. In the orientated
being ready to that as soon as they enter into the company in effective manner.
Organize learning and development:
This is another stage where company need to maintain complete job performance by
taking better training and development from the company. If company want to develop skills of
their current employees then have need to organize training and development program help to
make proper use of talent management in respect to manage performance of employees in
appropriate manner.
Hold performance appraisals:
Checking employees performance on daily basis is help to HR manager of Nissan to see
worker could manage additional responsibilities. This could save the time of hiring new talent
and help to employee prepare for a promotion (Painter‐Morland and et.al., 2019). Through that
management have chance to improve performance of employees in effective manner.
Strategies to retain the best talent:
Keep the employees' talent through providing promotions, benefits, motivating tactics,
improving company culture and ensuring job satisfactions in effective manner. This help to
management to gathered higher level of talent of employees in effective manner.
Plan for successions:
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This is the last stage of talent management process where employees able to make plan
for getting success at their work. The nature of employees for the succession, like for when the
senior member of the staff retires. This is enable employees for performing to their best
throughout the learning opportunities, including knowledge management (Swailes, 2020). An
employee is decided to leave the company, then management need to conduct an exit interview
in order to find out what went wrong. This could be helpful for HR manager of Nissan to prevent
the same issue occurring again in the future.
Those are the stages of talent management process which is help to gathered complete
work as well as improve performance of employees in effective manner.
CONCLUSION
From the above study it had been concluded that the people management is a very
important part of the company where management need to complete work in effective manner by
completing their efforts. In respect to that report had been covered leadership and management
into the company which have more important for managing overall team member. For that here
is complete trait theory and transformational theory of leadership and management help to
handle overall team in effective manner. Training and development also the important part where
employee have opportunity to improve their performance and learn more new things for
business. In respect to that management required complete motivation for employees. On the
other side, talent management underpin the performance management has important for company
to improve performance and gathered objectives. For that management need to follow complete
process of talent management help to improve performance.
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REFERENCES
Books and Journals
Armstrong, M.B. and Landers, R.N., 2018. Gamification of employee training and
development. International Journal of Training and Development. 22(2). pp.162-169.
Bhandwalkar, V. and Deshmukh, D.P., 2018. A Study of Implementation of Training
Technology Adopted by Automobile Industries. International Journal of innovative
science and research technology. 3(6). pp.506-508.
Diamond, J.B. and Spillane, J.P., 2016. School leadership and management from a distributed
perspective: A 2016 retrospective and prospective. Management in Education. 30(4).
pp.147-154.
Frost, S., 2016. The importance of training & development in the workplace. Small Business,
http://smallbusiness. chron. com/importance-trainingdevelopment-workplace-10321.
html.
Makram, H., Sparrow, P. and Greasley, K., 2017. How do strategic actors think about the value
of talent management? Moving from talent practice to the practice of talent. Journal of
Organizational Effectiveness: People and Performance.
Nawaz, Z.A.K.D.A. and Khan_ PhD, I., 2016. Leadership theories and styles: A literature
review. Leadership. 16(1). pp.1-7.
Noe, R.A. and Kodwani, A.D., 2018. Employee training and development, 7e. McGraw-Hill
Education.
Painter‐Morland, M. and et.al., 2019. Talent management: The good, the bad, and the possible.
European Management Review. 16(1). pp.135-146.
Rodriguez, J. and Walters, K., 2017. The importance of training and development in employee
performance and evaluation. World Wide Journal of Multidisciplinary Research and
Development. 3(10). pp.206-212.
Swailes, S., 2020. Responsible talent management: towards guiding principles. Journal of
Organizational Effectiveness: People and Performance.
ONLINE
Talent Management. 2019. [Online]. Available through: <https://www.valamis.com/hub/talent-
management>
TRAINING AND DEVELOPMENT (T&D) METHODS. 2016. [online]. Available through:
<https://management-chandrasekhar.blogspot.com/2011/05/training-and-development-
t-methods.html>
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