Training Session: Assessing HRM, Employee Relations & Performance

This report details a planned training session designed to assess Human Resource Management (HRM) practices within Nissan Motor Corporation, focusing on recruitment, retention, employee relations, and performance management. The training emphasizes the importance of employee relations, highlighting communication, motivation, and career development opportunities as key factors. It also covers performance management, discussing various appraisal systems like general appraisal, 360-degree appraisal, and technological performance appraisal. The session includes activities such as role-playing, workplace parties, and learning lunches to foster employee relations and team building. The ultimate goal is to enhance HRM practices to reduce employee turnover and achieve sustainable organizational goals by improving employee relations and performance management.

Human resource management

CONTENTS
INTRODUCTION......................................................................................................................1
PART – 1....................................................................................................................................1
PART – 2....................................................................................................................................1
Planning a training session that assess the HRM practices within the workplace.................1
Activities to be included in training sessions.........................................................................4
CONCLUSION..........................................................................................................................4
REFERENCES...........................................................................................................................5

INTRODUCTION
PART – 1
Covered in PowerPoint presentation
PART – 2
Planning a training session that assess the HRM practices within the workplace
Training and development play a very crucial role in the growth and progression of
each and every individual. For the purpose of making improvement in the sustainable
performance of the organization Nissan Motor Corporation, a one-day training session have
been planned by the human resource administrator for the managers of the company on
recruitment and retention in the firm for the purpose of supporting continuous professional
development (O'Meara and Petzall, 2019). The training session will emphasize on the two
main areas that is employee relation and performance management.
Employee relation
Talking in regards with employee relation, it is being referred as the association being
shared between the workers in the firm. The workers must be comfortable with each other for
a healthy working environment. If Nissan will fail in maintaining good relationship with the
workers than their performance will reduce and this will certainly influence the overall
productivity of the firm and they will not be able to attain their overall sustainable goals.
Therefore, for maintaining employee relation, it is quite important that the managers of the
company must pay attention on the following aspects:
 Communication – It is important that the manager should offer required data to the
workers to keep them updated in regards with the operation of the firm. For
illustration, Nissan should offer data to the workers in regards with the new products
and services to the sales personnel (Marchington M. and et al., 2021). This will allow
the workers to augment their sales through giving effective information to the clients.
moreover, this will also support in assisting the workers in maintaining good
association with the clients. Therefore, worker will be able to perform better.
 Motivation – The managers of the company should also need to make sure that the
employees are motivated for maintaining good relationship with the employers. If the
workers are encouraged then they will work hard and perform better. This can be
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done by offering them rewards, promotions, augmenting the pays and incentives,
bonuses and so forth.
 Career development opportunities – Employee’s relation can also be maintained in
the companyby building their expected careers. Pertaining to this, it is also important
on the part of Nissan Motors Corporation to offer career development opportunities to
their workers and must commit their workers that they will be promoted on the basis
of their performance level. Seeking help from this, employees will be encouraged and
will remain loyal to the firm. Through this, relationship among the employees will
also improve (Aktar and Pangil, 2017).
 Vision – Further, it is also important that the company must also develop their vision
in such a manner that it helps in stimulating the workers to provide enhanced
performance of the workers. The vision must be designed in alignment with the
objectives and goals of the workers.
Performance management
Performance management is being regarded as a continuous as well as systematic
strategy that makes sure the accomplishment of the goals of the organization through
streamlining the performance of the workers and efforts to match the established objectives
effectively. Further, it helps in building a communication system amid a manager as well as a
worker that takes place across the years in support of fulfilling the strategic objectives of the
firm. It is important for the managers of the Nissan motors corporation to understand the
important of performance management. there are different benefits of performance
management both to the workers and the organization such as it helps in determining the
skills as well as knowledge needed for performing the job effectively, it is quite crucial for
motivating the workers and boosting their empowerment, it also helps in offering
communication channel amid the supervisor and team and allows the employees to attain the
work performance for setting standards (Garg, Dar and Mishra, 2018). Furthermore, there are
different types of appraisal system which can be utilized by the managers of the Nissan
Motors corporation for measuring the performance of their workers and some of them are
being elaborated in the subsequent paragraph:
 General Appraisal –This is the basic kind of method which involves unceasing
interaction amid the manager as well as employer in relation with the performance
across the year. The communicate in regards with the pre-determined objectives,
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feedbacks received from the performance and establishes new goals for the coming
year.
 360-Degree Appraisal –This is another important method which can be used by the
manager of the firm for appraising the performance of the workers in which feedback
about the performance along with the behaviour of the workers is offered from the
manager, peer, supplier, customers, sub-ordinate, supervisors and by the workers
themselves.
 Technological Performance Appraisal –This kind of methos is completely relied on
the technical knowledge of the workers. The technical expertise as well as abilities of
the workers are throughput as well as determined by the manager.
 Employee Self-Assessment –In this method, the workers make comparison of their
own performance with the set performance standard being expected by the managers.
The manager then discusses the achievement or failure of the level of performance
with the employees (Sattarand et al., 2015).
 Manager Performance Appraisal –This is being regarded as one of the important
tools being designed for appraising the performance of the manager. In this method,
feedback from the customers along with the team member is accumulated for
evaluating the performance level of the manager.
 Project Evaluation Review –This method can also be adopted by the manager of the
Nissan Motors Corporation as it is being referred as the best method for determining
the performance of the workers at the workplace. After completion of each project,
the performance of the workers is analysed and on the basis of the review, another
project is being allotted to the workers.
 Sales Performance Appraisal – Since, the company is being engaged into the process
of selling of cars and other automotive vehicles, a particular monthly or annual sales
target us being allotted to the worker at the beginning of the year. At the end of the
financial year, the sales person is being judged on the established target and on the
basis of the outcomes of the workers. In such type of a system, it is quite crucial that
realistic sales target is being established for the workers (Rubel and et.al, 2018).
These human resource practice such as performance management and employee
relation with allow the managers of Nissan Motors Corporation to decrease their employee
turnover. Higher rate of employee turnover hampers the performance of the firm and
augments the cost of the HR department. Therefore, HRM at Nissan can accomplish their
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sustainable organisational goals by increasing employee relation, managing employee
performance and reducing employee turnover.
Activities to be included in training sessions
In regards with fostering employee relation among the workers and for making
training session more interacting, different activities needs to be planned such as play plays,
case studies and games. Some of the activities for augmenting employee relation which will
be included in the training session are as follows:
 Role play–In this activity, each and every member will be allotted a challenging task
and will be asked to deal with the same and work together to achieve a common goal.
This will help them in maintaining good relation and will also help them to learn and
improve their team building exercise (Foss and et.al., 2015).
 Workplace parties – The training session will also be going to include some
workplace party time for the workers so that they can enjoy and take out some time to
take rest and know each other personally. Knowing each other personally also helps in
having great bonding professionally.
 Learning lunches – Learning lunches will also be arranged for the workers where they
will work and enjoy in groups and get to know with each other. This will help in
enhancing their bonding which will in turn support in augmenting their relationship. If
they share good bonding and relationship with each other, the sustainable goals and
objectives of the company will be accomplished easily (Cooke, 2014).
CONCLUSION
Thus, from the above report it has been concluded that the human resource
management practices of the Nissan Motor Corporation are quite effective and at best levels.
It is supporting them in enlarging their profits levels through decreasing their employee
turnover. Further, it has also been determined that the different internal as well as external
factors which impacts the human resource management decision making in the context of
organizational development. The report has originated that for bringing enhancement to the
performance of the firm, there is a requirement of effective management of human capital.
Firm must make use of varied tools and approaches for this and for measuring the
performance, useful tool must also be developed. Furthermore, variety of rules along with
regulations have been set for directing the firm in regards with managing employee relation,
practices and their policies. The report has significantly covered the aspects in concerned
with the performance management and recruitment and selection effectively.
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REFERENCES
Books and journals
Aktar, A. and Pangil, F., 2017. The Relationship between Employee Engagement, HRM
practices and Perceived Organizational Support: Evidence from Banking Employees.
International Journal of Human Resource Studies. 7(3). p.1.
Cooke, F.L., 2014. Chinese multinational firms in Asia and Africa: Relationships with
institutional actors and patterns of HRM practices. Human Resource Management.
53(6). pp.877-896.
Foss, N.J., Pedersen, T., Reinholt, F.M. and Stea, D., 2015. Why Complementary HRM
Practices Impact Performance: The Case of Rewards, Job Design, and Work Climate in
a Knowledge?Sharing Context. Human Resource Management. 54(6). pp.955-976.
Garg, K., Dar, K.A. and Mishra, M., 2018. Job Satisfaction and Work Engagement: A Study
Using Private Sector Bank Managers. Advances in Developing Human Resources.
20(1). pp.58–71.
Marchington M. and et al., 2021.Human resource management at work. New York, USA:
Pearson education.
O'Meara, B. and Petzall, S., 2019. The Handbook of Strategic Recruitment and Selection: A
Systems Approach, Emerald Group Publishing Ltd, GB.
Rubel, M., Rimi, N., Yusliza, M.Y. and Kee, D., 2018. Hight commitment human resource
managementpractices and employee service behaviour: trust in management as
mediator. IIMB Management Review.30. pp.316-329.
Sattar, T. and et.al., 2015. Role of human resource practices in employee performance and
job satisfaction with mediating effect of employee engagement. Pearson education.
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