Introduction to People Management: Nissan Case Study Cw1 Report

This report provides a comprehensive analysis of people management practices at Nissan, a motor manufacturing company. It begins with an introduction to the importance of human resource management in achieving organizational goals, followed by an examination of key theoretical models like contingency theory and the transitional model, alongside their applications within Nissan. The report then delves into the roles and priorities of Nissan's management, including training and development, quality control, project assessment, and health and safety regulations, as well as the HR functions of planning, recruiting, employee relations, organizing, and controlling. Furthermore, the report investigates both internal and external influences on leadership, management, training, development, and talent management, discussing how these factors impact Nissan's operations. The report concludes with recommendations for improving people management strategies, such as the application of contingency theory and the implementation of effective training and talent management programs. The report highlights the significance of managing people effectively for organizational success.

Cw1 introduction to
people management

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
Key theoretical models as well as their applications...................................................................1
TASK 2............................................................................................................................................3
Roles & Priorities of Nissan management...................................................................................3
TASK 3............................................................................................................................................4
Internal and external influences on Leadership & management, T&D and talent management. 4
Recommendations........................................................................................................................6
CONCLUSION................................................................................................................................6
REFERENCE...................................................................................................................................7

INTRODUCTION
Every organisation wants to run their business with the help of people who is important
and managed by HRM department. People are those who understand the needs and wants of
business and give their contribution for completing task. Human resources uses different types of
strategy and policies to accomplish their goals and objectives. It recruits skilled employees,
provide them training and development programme, maximize the performance by attracting
people and get work done effectively (Collings, Wood and Szamosi, 2018). Managing people
means to arrange the people according to requirement in business corporation and maintain the
production as well as profits. This controls all activities and maintain the organisational functions
effectively. Such report is prepared to understand about management of people in organisation
and how they helps to attain the business goals. For this Nissan is chosen that is motor
manufacturing company in Sunderland. This organisation was founded on 15 April 1984 and its
has headquarter in Sunderland, United Kingdom. This report is divided in to three parts where
management team of Nissan adopts policies and regulation to manage their staff and maintain the
organisational production. Furthermore, present report consider talent management, leadership &
management and training and development.
TASK 1
Key theoretical models as well as their applications
Leadership & Management
Leadership & management are important term which is used in organisation to attracts
people and motivate them to complete the assigned work and maintain the organisational
productivity. Leadership is the process in which employees are leading by leaders who
understand the problems and provide a better solution which helps to control the business
activities. Management is also an important activity which is perform by organisation's manger
to control all function and manage the business performance. In context to Nissan, leadership and
management both are important which helps to attracts people by solving their problems and
suggest them a good path to complete the task (Hislop, Bosua and Helms, 2018). For this
effective theory is used by chosen organisation that is:
Contingency theory:
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This is important for organisation to deal with difficulties and maintain the profitability
by running the business. This theory states the concept of situation which is related with leader
member relations, dealing with general atmosphere, loyalty and confidence that helps to manage
the functions effectively (Worden and McLean, 2018). The management and leaders of Nissan
organisation uses contingent theory to access, manage, control and predict the behaviour of
employees which helps to understand how to motivate employees and get work done effectively.
This is main theory of leadership and management which helps to maintain the good relation
between employees and management. For instance, the management of Nissan assign the work
and assess the activities which helps to defined how they can do better in order to achieve goals.
By using this, relation between management and employees remains good and also maintain
good atmosphere.
Training & development
Organisation is having different work and activities which is not known for every
employees so they provides training and development to their employees which helps to work
accordingly. The main aim behind this, to increase their learning capacity and make them good
in business. This improves capacity and skills by getting training and development programme.
In context to Nissan, management conduct training and development programme for employees
which helps to perform well by increasing learning capacity which helps to attain goals and
objectives (Sims and Bias, 2019).
Transitional Model – This model is related with vision, mission and objectives of
business organisation where management focus on whole corporation. This involves two loops
one is outer and second is inner. In outer loop management of Nissan organisation focuses on
vision, mission and values on the basis of training and inner loop consider activity execution.
This helps to perform the business activities effectively and increase the organisational
production. For instance, Nissan is motor manufacturing organisation which uses new
technology to add new features according to customer demand. For this managers provide
training to its employees which helps to understand the new technology and perform business
activities effectively (Analoui, ed., 2018). This also helps to increase the organisational
productivity and profitability. Moreover, they develop training sessions which helps examine all
factors which are available in organisation. This helps to build the confidence level and trust of
employees and get them good education in order to perform well.
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Talent Management -
In organisation, many people are working at different post by showing their talent which
helps to increase the business performance. In other words, this is a systematic process which is
used by Nissan management to identify the vacant position, hiring capable and suitable person,
developing the skills and expertise the person to match the position and retain them for long
period of time (Dumas and et. al., 2018).
Expectancy theory: This theory was stated by Victor Vroom, who states that a manager
and leader should behave in good manner by motivating them and should increase organisational
outcomes. If employees are motivated then only they perform well and helps to accomplish the
goals. In context to Nissan, management understand needs of employees and motivate them by
rewarding, bonus and promotion that helps to work good and give them opportunities to increase
business more (Ballantyne, 2018).
TASK 2
Roles & Priorities of Nissan management
Management are those people who are playing important role within organisation as they
set the goal and delegate work between employees which helps to complete the effectively. They
have different characteristics and skills which help to deal with difficulties properly. The role
and priorities of Nissan Management and functions are determined below:
Role and Priorities -
Training and development – Management give priorities to their training and
development programme which are provided to people in order to perform good and increase
business performance. In context to Nissan, manager are playing their role by providing training
and development to people which helps to understand new process and increase this effectively
(Honarpour, Jusoh and Md Nor, 2018).
Determining quality control standard – This means management should check the
quality of their products and services which helps to run a business. In context to Nissan,
management determine the quality standard by checking quality of their manufactured products
and services.
Assessing project and resource requirement – This is another role of Nissan where
management give priorities to resources and project completion. In context to Nissan,
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management are giving priorities to their project and resources which are require to complete the
project (Meyer and Grosse, 2018).
Maintaining health and safety regulations – The management of Nissan is following
the all legal regulations and laws which is related to health and safety of people which helps to
retain their employees for long term and increase the performance
HR Functions
HR department in business organisation are focusing on different types of functions
which helps to fill the needs and complete the project. The functions of HR in context to Nissan
organisation are as defined:
Planning – This means to make plans and schedule of completing task which helps to
increase the business activities and maintaining performance which helps to complete the goals.
Recruiting and Training – This function states that HR manager recruits and provide
training to its employees which helps to retain them and complete the work. In context to Nissan,
employees are recruited and trained by HR management.
Employee relations – This is also important function of HRM in which HR manger of
Nissan understand the employees problem and provide them optimum solution which helps to
maintain good relations (Pool-Funai, 2018).
Organising – The manger of Nissan company organise their all activities and function
according to schedule and maintain the good performance which helps to increase the
productivity and profitability (Amoako, 2019).
Controlling – This is another activity in which all functions and activities are controlled
by Nissan's manager. They make proper plans and control the management which helps to
improve the organisational performance.
TASK 3
Internal and external influences on Leadership & management, T&D and talent management
Internal and external influences
This is crucial for business organisation to manage its people and employees who are
consider as core part of business entity. They helps to manage all functions and activities in
synchronise form and maintain the good performance. In context to Nissan, management team
execute various functions in order to examine the internal and external elements which helps to
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perform business effectively. Internal and external influences which are related to talent
management, T&D, leadership & management are as defined:
Leadership and management
Internal influences – This factors which is related to leadership and management
consider that includes manpower, volunteers, leaders and skilled employees that perform all
functions and increase the business activities. In context to Nissan, various circumstances in
which staff accept challenges in order to perform well (Starr-Glass, 2019).
External influences – This means those factors which resides out of the country and
leads the changes in organisation. In social environment, leaders and managers of Nissan focuses
on community, religion and different living style of employees as well as people which helps to
produce products accordingly and maintain the profits.
Training and Development
Internal influence – This consider motivation, learning, values, beliefs and perception of
management and leaders which influences training and development. In context to Nissan,
employees are motivated and having good knowledge which influences positively training and
development as they increases capacity of business organisation and complete the work.
External Influence – In business environment, various factors which is related to ideas,
thing and place belongs to outside. In context to Nissan, different types of training programme
and learning activities are run by management which influences on training and development in
good way that increases confidence level.
Talent management
Internal influence – Working in good manner is only possible through having good
skills and talent to complete the task in specified time period. Age, seniority and education level
of employees within organisation affects the talent management. In context to Nissan, employees
are skilled and experienced which helps to manage the functions easily and maintain the good
performance. This influences talent management as employees works in suitable culture and
environment by using their talent.
External Influence – In context to Nissan, workforce planning, job security, job
satisfaction and fresh blood enters and other attracting employees consider as external factors
which influences talent management in good way as it helps to increase the production level and
profitability.
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Recommendations
From such determination and influences it has recommended that people management is
important which helps to run the business organisation and maintain good performance. The
management of Nissan formulates policies and regulation which helps to produce better quality
of products and increase organisational sale. This is important for business organisation manage
the functions and run training and development programme which helps to improve the
organisational productivity and profitability. This report covers three area that are as followed:
In first part that covers leadership and management discussion, states Nissan should use
contingency theory which helps to deal with difficult situations. By using this management can
control and improve the organisational productivity (Gibbons, 2018).
In second area, it has suggested to management should conduct training and development
programme that will help to accept challenges and manage the functions easily.
Ending area talked about talent management in which team management of Nissan
organisation hire skilled and qualified employees which helps to give positive outcome to
organisation and maintain the operations in good way.
CONCLUSION
From this report it can be concluded that managing people is an art which is done by HR
department that helps to perform all functions easily. Leadership and management is a systematic
process which motivates employees and complete the task effectively. HR department consider
recruitment, training & development and organising, controlling and employee relation which
are important functions of HRM and helps to manage all activities effectively.
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REFERENCE
Books and Journal
Collings, D. G., Wood, G. T. and Szamosi, L. T., 2018. Human resource management: A critical
approach. In Human Resource Management (pp. 1-23). Routledge.
Hislop, D., Bosua, R. and Helms, R., 2018. Knowledge management in organizations: A critical
introduction. Oxford University Press.
Worden, R. E. and McLean, S. J., 2018. Measuring, managing, and enhancing procedural justice
in policing: Promise and pitfalls. Criminal Justice Policy Review. 29(2). pp.149-171.
Sims, R. R. and Bias, S. K., 2019. AN INTRODUCTION TO HUMAN RESOURCES. Human
Resources Management Issues, Challenges and Trends:" Now and Around the Corner",
p.1.
Analoui, F. ed., 2018. Human resource management issues in developing countries. Routledge.
Dumas, M., and et. al., 2018. Introduction to business process management. In Fundamentals of
Business Process Management (pp. 1-33). Springer, Berlin, Heidelberg.
Ballantyne, H., 2018. An introduction to change management theory for veterinary nurses: part
one. Veterinary Nursing Journal. 33(11). pp.305-308.
Honarpour, A., Jusoh, A. and Md Nor, K., 2018. Total quality management, knowledge
management, and innovation: an empirical study in R&D units. Total Quality
Management & Business Excellence. 29(7-8). pp.798-816.
Meyer, K. E. and Grosse, R., 2018. Introduction to managing in emerging markets. Oxford
handbook of managing in emerging markets, pp.3-34.
Pool-Funai, A., 2018. Ethics in Fiscal Administration: An Introduction. Routledge.
Amoako, I. O., 2019. Introduction: Trust, Institutions, and Managing Entrepreneurial
Relationships in Africa. In Trust, Institutions and Managing Entrepreneurial
Relationships in Africa (pp. 1-20). Palgrave Macmillan, Cham.
Starr-Glass, D., 2019. The Culture of Management and the Management of Culture: An
Introduction. In Management Science (pp. 49-74). Springer, Cham.
Gibbons, P., 2018. Managing Humanitarian Action: An Introduction. In International
Humanitarian Action (pp. 397-415). Springer, Cham.
(Collings, Wood and Szamosi, 2018)(Hislop, Bosua and Helms, 2018)(Worden and McLean,
2018)(Sims and Bias, 2019)(Analoui, ed., 2018)(Dumas and et. al., 2018)( Ballantyne,
2018)(Honarpour, Jusoh and Md Nor, 2018)(Meyer and Grosse, 2018)(Pool-Funai,
2018)(Amoako, 2019)(Starr-Glass, 2019)(Gibbons, 2018)
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