People Management and Leadership in Nissan

This report discusses the importance of people management and leadership in Nissan, including the adoption of transformational leadership style, training and development strategies, and talent management concepts. It also provides recommendations for the company to improve their HR practices.

Introduction to People
Management Nisan

TABLE OF CONTENT
INTRODUCTION...........................................................................................................................3
MAIN BODY...................................................................................................................................3
Executive summary:.....................................................................................................................3
1 Leadership and management theory of Nissan:........................................................................3
2 Training and development in Nisan .........................................................................................5
3 Analysing the concept of talent management in Nisan.............................................................6
Recommendation:........................................................................................................................7
CONCLUSION................................................................................................................................8
REFERENCES................................................................................................................................1

INTRODUCTION
People management means practice of handling and managing people and their
productivity in the workplace, this is one of the most important process of every business
organization. People management can very challenging because people belong to diverse culture
and have their own value and belief (Hoffman and Tadelis, 2021). This study is based on Nissan,
this company manufacture cars and well-known as auto mobile king. In this report we will
discuss leadership and management in the business organization. Later this report will discuss
training and development. At last this report will discuss talent management underpin
performance management in Nissan.
MAIN BODY
Executive summary:
This report is based in people management and leadership, people management is process
of managing employee and their effectiveness in the workplace. Every business follow one of the
leadership style which allow them to lead their employee towards the success. Many business
organization follow transformational leadership style which help them to manage people with
motivation.
1 Leadership and management theory of Nissan:
Every business organization need to motivate their employee for better performance and
productivity, they tend to adopt various leadership style. These style allow them to reach
employee in such as way that their performance tend to increase, leaders of organization manage
people in their own way. Leadership means leading people, in business leadership allow business
to be more effective. Leaders of business try to manage and lead their sub ordinate, they motivate
them and push them to give their best in the business organization (Budur, 2020). Every leader
have their own leadership style which allow business to lead people these style may include,
transformational style, transactional leadership, authoritarian leadership, participative leadership
and delegation leadership. Nissan have adopted transformational leadership style which allow
them to keep their employee motivate, they know this style is best in stimulating inspiration and
motivation in employee. Transformational leadership style provide high degree of charisma to
the leader which help them not be autocratic or coerce their employee.

Nissan leader inspire their follower and show them the way which lead to overall success
of the company, this style make their role model of their follower (Anderson, 2017). At the
starting stage of Nissan, this company adopted different leadership style and theory to quickly
grow in the market but now they focus to adopt transformational leadership as per the demand of
the employee in the workplace. It is very clear that Nissan is one of the most successful car
manufacturer which have great success in auto mobile industry, changing leadership and
management style can become very challenging for the business. This company know that
transformational style is beneficial in achieve short term goal of the organization rather than
pushing employee to achieve long term goal. There are certain benefit of the transformational
leadership style such as:
High corporate vision: transformational leadership style allow leader to show the corporate
vision to their employee, this style help them to create high value for the corporate vision. Nissan
adopt this leadership style because they believe this style help them to maintain corporate
structure with high corporate vision (Northouse, 2021). Leaders of this company show the vision
to their employee and motivate them, Nissan try to motivate their employee by their
performance. This company provide financial benefit to their employee who performed well in
the workplace,
Empower employee: it is very clear that transformational leadership is one the most effective
and beneficial style that empower employee. Every business have various ways to empower their
employee, Nissan try to empower their employee by providing them financial reward. They
know that employee need motivation in the form of reward, leaders of Nissan provide them
reward according to the performance. Sometimes transformational leadership style create huge
barrier between employee and management and reward become the reason.
Transactional theory of leadership:
Transactional theory leadership means leaders of the business organization try to
motivate their employee by providing them reward and punishment at the same time. This type
of leader are very goal oriented towards the business organization as they want their employee to
work with their own self-interest.

This get their power from authority which push them achieve organizational goal, Nissan have
being following transformational leadership style to manage their people and their productivity
but some part of the Nissan they tend to follow transactional leadership as well because they
believe apart from motivating the employee with financial reward a leader should also monitor
the performance of employee and then reward the accordingly (Baškarada, Watson and
Cromarty, 2017). In this theory employee have to follow and obey their leader, this theory help
Nissan to develop short term organizational goal and achieve them with the motivation of the
employee. In transformational leadership style approach is proactive and in transactional
approach is responsive.
2 Training and development in Nisan
Training and development refers to that element of human resource management that
ensures the growth of the employees in the organization. The concept of training and
development is just not limited to increasing the work ability of the employees. It is a broad
concept as it involves the over all development of the employees. Nisan is one of the leading
firm in Auto-mobile manufacturer. There is high demand for the company's product and services.
The company is growing on a high note. One of the major reason behind the success of the firm
is the effective employee set of the company (Rodriguez and Walters, 2017). It has been found
from various studies that, company is using effective training and development theoretical
modals in order to increase the productivity of the employees. In order to understand this with

more clearance, here is the complete description of those strategies that has been adopted by the
company in terms of providing training and development to their employees:
Centralized training - This model ensures the on-the-job training to the workers in the company.
With the help of this model, the company gathers all the employees along with the training
resources at the same location. This enables the workers to learn about the different elements of
their work at same place where the work has to be carried (Claus, 2019). Mainly, the manger
describes the important information in relation of the work to the members and then the practical
task has been performed and afterwards, the employees performs the practical task. It creates the
productivity of the employees in the organization. As all the employees are guided towards
becoming more productive. Collectively, all the employees collaborates with each other and
enhance their skills.
Functional training and development model- The company is producing the Auto-mobile
products. Therefore, it is important to have those employees that are highly skilled and have
knowledge in relation of machine parts. This training and development model enables the

employees to have knowledge regarding the different machines and parts that has been used in
the products (Larsen, 2017). Mainly, this model is used for the specific task. In order to achieve a
set target, the company creates the group and then, the training has been given to the employees
in relation of that particular task. As a result, the company in ensuring the high results to the
customers and also developing their employees. When the employees are trained over a
particular goal then it leads to make employees more effective in relation of that particular task.
University model of development- This involves the ethics and best practices within the
company. This determines the development of the employees by influencing them to adopt the
ethical behaviour. Under this, the human resource department of the company has adopted the
effective techniques of providing motivation to the employees. Along with this, it has been make
sure by the managers that all he employees in the organization are experiencing the ethical
practices. Learning of ethics leads to add in the over-all development of the employees. As a
result, the effective interaction has been made between the members and collectively, the unity
has been maintained. The monetary and non-monetary incentives has been used by the HR
department in order to motivate the employees.
Takeaway training and development model- Nisan is a leading firm which consist large number
of employees at the global level. There are different needs and requirement of the training and
development for all those employees (Noe and Kodwani, 2018). Therefore, the manager of the
company observes the needs and requirement of the employees and on the basis of that the
training and development session has been organized in the company.
The company is using the effective techniques in order to provide training and development to
the employees. The human resource manager finds out the needs and requirement of the staff and
on the basis of that the training has been given to them.
3 Analysing the concept of talent management in Nisan
The talent management refers to that concept which helps the employees in order to find
their potential along with this, it enables the firm to add the effective set of humans in the
organization. The human resource management of the company uses the talent management in
order to increase the effectiveness of the employees. The chosen organization is using the talent
management in order to ensure the talent it their employees (Susomrith, Coetzer and Ampofo,
2019). This enabling the company to have the effective set of human base. The human capital of
the company is one of the main reason behind the success of the firm. The talent management

process provides the assurance of having talented people in the organization. Here is the
description of talent management process that has been adopted by the Nisan:
Human capital theory- The company has a strong belief in adopting the effective human base
for the company. Therefore, the company has adopted the effective strategy in order to recruit
the people. The human capital theory suggest that, in the organization the productivity can be
maintained by recruiting the bunch of talented people. This has been considered as long-term
investment by the company (Engetou, 2017). As employing the talented people will ensure the
high return to the company. And providing training to the employees leads to add more glory in
the over all working of the employees.
Resource based theory: this theory state that some resource of company are rare such as human
resource, every business organization know that talent of employee can provide competitive
advantage to the company in high competitive target market (Alvarez and Barney, 2017). This
theory allows business to focus on talent of employee which can be very beneficial for the
business, it is very clear that every employee belong to diverse culture these culture push
employee to become more effective. Nissan knows that employee's talent is non substitutable
which can not be copied by the competitors, they focus on getting competitive advantage by
ensure that employee talent remain high in the workplace.
Recommendation:
Different leadership style: every business organization have their own leadership style, and
they manage people with that style. Nissan have transformational leadership style which is very
effective but it is recommended that they need to adopt new or other leadership style such as
participative or transaction. Adopting other style will allow them to manage their people in
different way, these different way sometimes become very beneficial for the company. Nissan
can have different leadership style if they want, but they need to
HR practice: every business organization have being performing HR practice, HR practice
means managing people and their effectiveness in the workplace. Nissan's need to focus more on
HR practice, they can improve their effectiveness by performing these practice, HR practice may
include talent management, talent recruitment and training and development program. Nissan is
being adopting these practice, but they need to focus more on bringing improvement on these
practice.

CONCLUSION
From the above report it has been concluded that, the leadership and management plays
the vital role in the success of the company. Approaching effective leadership results in adding
more glory in the working process. Nisan has adopted the transformational theory and this
enabling the company to create an effective environment in the organization. The training and
development has been performed by the company in efficient manner. The needs and wants of all
the employees has been maintained effectively in terms of providing the training. The talent
management concept of the company ensures the effective human capital to the company.

REFERENCES
Books and journals
Alvarez, S.A. and Barney, J.B., 2017. Resource‐based theory and the entrepreneurial
firm. Strategic entrepreneurship: Creating a new mindset, pp.87-105.
Anderson, M., 2017. Transformational leadership in education: A review of existing
literature. International Social Science Review, 93(1), p.4.
Baškarada, S., Watson, J. and Cromarty, J., 2017. Balancing transactional and transformational
leadership. International Journal of Organizational Analysis.
Budur, T., 2020. Effectiveness of transformational leadership among different
cultures. International Journal of Social Sciences & Educational Studies, 7(3), pp.119-
129.
Claus, L., 2019. HR disruption—Time already to reinvent talent management. BRQ Business
Research Quarterly. 22(3). pp.207-215.
Engetou, E., 2017. The impact of training and development on organizational performance.
Hoffman, M. and Tadelis, S., 2021. People management skills, employee attrition, and manager
rewards: An empirical analysis. Journal of Political Economy, 129(1), pp.243-285.
Larsen, H.H., 2017. Key issues in training and development. In Policy and practice in European
human resource management (pp. 107-121). Routledge.
Noe, R.A. and Kodwani, A.D., 2018. Employee training and development, 7e. McGraw-Hill
Education.
Northouse, P.G., 2021. Leadership: Theory and practice. Sage publications.
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.
Susomrith, P., Coetzer, A. and Ampofo, E., 2019. Training and development in small
professional services firms. European Journal of Training and Development.
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