HRM Practices Training Plan and Evaluation: Nissan Motor Corporation

This report presents a training plan designed to assess and enhance Human Resource Management (HRM) practices within Nissan Motor Corporation. The plan focuses on two key areas: performance management and employee relations. The performance management section outlines training activities, such as role-playing, to educate managers on performance evaluation techniques, aligning employee goals with company objectives, and providing regular feedback. It highlights the strengths of performance management, including aligning employees with organizational goals and providing motivation, while also addressing weaknesses such as unstructured processes. The employee relations section explores activities like case studies to improve managers' understanding of employee dynamics and emphasizes the importance of open communication, recognition, and feedback. Strengths include increased employee engagement and productivity, while weaknesses include potential conflicts and absenteeism. The report offers recommendations for improving sustainable organizational performance, including setting clear goals, gathering information from multiple sources, linking performance with rewards, and training managers. The overall aim is to create a positive work environment, empower employees, and improve communication to boost productivity and achieve organizational goals.

Human resource management

Table of Contents
INTRODUCTION...........................................................................................................................3
MAIN BODY..................................................................................................................................3
Preparing plan for training that assess HRM practices within workplace...................................3
Conclusion-......................................................................................................................................8
REFERENCES................................................................................................................................1

INTRODUCTION
Human resources management is the strategic approach of managing people effectively
and efficiently in the organization (akheet, 2021. ). It is mainly related with the management of
people in the organization, concentrating on policy or system so that company achieving their
goal. It is responsible for overseeing employees benefits, recruitment, training and development.
Nissan motor corporation is a Japanese multinational auto mobile manufacture company,
situated in Yokohama, Japan. The organization sell its vehicle in the Nissan and Datsun brand
with in house presentation tuning products labelled as Nismo. In 2019, company was sixth
biggest auto maker in the world after Toyota, general motor. Nissan was the leading e-segment
vehicle manufacture with the globally sale of more than 320,000 electric vehicles.
Later, this report will explain about plan for a training gathering which evaluates HRM
practices with in the working environment. The preparation cover strengths and weakness of
HRM practices as well as recommendation of how the practices could enhance sustainable
organizational performance.
MAIN BODY
Preparing plan for training that assess HRM practices within workplace.
Training session in regarding with Performance management-
Purpose-
The aim for this training session is awareness to managers regarding performance
management and techniques related to that.
Activity to engage participants-
For purpose of conducting this training, management will take approach to select and
conduct specific activity, which make them capable to engage individual participant. They will
choose role-play as an activity, it means pretending to be someone and it is effective as well as
flexible tool that help the employees to make sense of theory through practical experience. It is
very essential to understand that specific rules and guideline in role-playing . Role-playing will
help in understanding what is going to work in a particular situation and what can go against
them. It will helps the employees to boosting imagination and creativity in the mind. It also helps
the manager to learn how to interact in various situation and apply content in a relevant context
that will be proven beneficial in life. According to which they guide managers to presented

themselves as human resource manager. As they are responsible to manage performance of
employees.
Performance management is one of those areas regarding which training session may
held in the workplace. It is a continues and constant process of communicating and advisory to
the profession role, duties, performance expectation and progress planning. It optimizes the
employees performance and adjust with company strategic goal. It is help the management to
track the employees performance and give suggestion that they need extra support or higher level
of training (Fallah, 2018). It is important for the Nissan motor corporation, have planned
performance management and following process to maintaining the standard of company.
Performance management refers to method of confirming the set of activity as well output meet
the organization goal in the effectively manner. It will focus on performing manner of
employees, organization, sector and the process in place to maintain particular activity. Its
standard generally organized by senior leader at a Nissan motor corporation and by the owner.
It is an HR practice which follow strategies by the manager to reviewing the employees
performance better. Communicate company objective and performance expectation
communicate the of objective of then company and performance expectation help the employees
to know what is expected from them. Clearly define objective and responsibility help the
employees to what to achieve for the company. Creating culture of regular feedback and
checking it is responsibility of the management to create the culture where having regular
checking and continuous feedback on performance is essential or the company. So employees
know about what they do well and what area they can do better and improve for achieving goal.
Introduce 360-degree appraisals regularly appraising the performance of the employees is
very important for manager to see the 360 degree review of the employees' performance. This
give more rounded view of the employees. Prioritize employees training and development -
effective performance management system includes technical and behavioural evaluation of the
employees to determine the current level of the employees. On the basis of their current position
the manager provide training and development program. For purpose of performance
management, manager may take approach to use different techniques, along with above such as
effective recruitment. It is one of those effective processes that enable HRM to identify, view
shortlist and hire potential human resources for fulfil the specific job role. There are number of
document that form part of the recruitment process.

Strength
Performance management is essential for the Nissan motor corporation for improving
sustainable performance. It benefits the organization to line up with their employees, properties
and system for meeting their planned objective (Harney, 2021). It works like dashboard, in
which it provides quick warning of possible problem as well as allows manager to make some
adjustment to keep a business on track. It helps the manager to give motivation to the employees
and performance judgement will recognise the individual who are unsettled. Organization put on
transfers, promotions with some other strategies which will reward their employees. More highly
motivating people are expected to be more faithful and valuable employees for the company. In
additional, moral must be improved forming workplace even more satisfying and output for per
hour working must be increased, and cutting down the labour cost.
Weakness
Their some weakness or reason for the failure of performance management system is
process not structured. It is one time process for the management if the manager not making
correct structure for the process, very difficult to achieving the goal. Same time manager are not
able to connect with employees what they were expected. It is significant to communicate
clearly with individuals in terms of advantages of performance management. Appreciation and
recognition is very important to keep motivating them. In performance management system is
not consist of appreciation and reward for employees performance tend to be unsuccessful more
easily.
Training session related to Employee relation -
Aim The aim of this training session is to aware managers regarding employees relation
and techniques related to that.
Activity- for purpose of conducting this training management will take approach to select
and conduct specific activity, which make them capable to engage individual participant. They
will t choose case studies as an activity, it is an exhaustive study about people and bunch of
people who aimed to simplify several unit. Case studies defined as intensive, systematic,
examination of a individual, particular topic, community (Inoue, 2019.). It is very important as
an employee because it helps the individual to create better logical skill and enhance their
capability to incorporate new information. A business case study could exist in real life
circumstances, and can present huge selection of skill in which applying the knowledge is most

important. According to which they guide managers to presented themselves as human resource
manager. As they are responsible to manage employees relation.
Employees relation refer to the relationship shared among the employees in an
organization. Employees relation is an organization effort for building and maintaining the good
relation between employees. By upholding positive, productive employees' relation help the
company to keep loyalty and interaction among employees. For maintaining positive employees'
relation give motivation to employees and create good working environment to achieving the
goal of the company (Murphy, 2020). Employees relation focus on creating and delivering
people activity which develop and maintain positive working relationship among company and
its employees. Employees relation refer the relationship by the employees In the organizational.
Employees must be comfortable with each other for healthy environment at work.
It is types of HR practices which is followed differed method for maintain effective
employees' relation. Open communication is a key for improving the transparency that they need.
It can help the employees to understand their role in company better and make them feel
confidence. Show gratitude is one of the important aspect for employees, it strengthens
employees good work. When the employees finished a project on time with budget and manager
have to celebrate and reward them properly. Consistent feedback key activity for improving the
employees performance and motivation. Continuously feedback giving to the employees
awareness and provide training according to the performance of employees. This training give
motivation and encouraging them for achieving the goal.
Strength -
A positive employees' relation between employee and it leads to higher motivation and
employees engagement. Positive relation contribute to economic development and it leads to
enhance the effectiveness (Verhoest, 2018). It is the backbone of company it reduces the
employees turnover. It is enhance employees engagement and engaged worker experience
higher productivity. Company need to ensure that their worker feel empowered and appreciate to
increase moral and motivation. Having a good employees' relation is vital for successful business
plan. Healthy workplace relation help the individual to give their best and work hard for the
aching the organizational goal. Maintain good relation with employees not only limited to the
good commination but also recognition the employees' effort within the work place. Good
relationship on the work place help to reduce the conflict in the company and help to improving

good working environment in the organization. It improves trust and confidence of the individual
in the workplace. Nurturing confidence in the workplace require lots of effort both the employer
and employees. The degree of trust and communication depend on the way employers
communication with the employees.
Weakness
Inappropriate relationship between management and their employees increase conflict in
the organization. Industry conflict reduce the productivity of the employees and the quality of
work suffer. Inappropriate relation break down the discipline and increase labour turnover and
absenteeism that increase the negative environment in the work place. One of the stressful issue
is the problem of overwork which often result in absenteeism.
Recommendation related to improve sustainable organizational performance-
For to improving sustainability organizational performance require the manager can
setting clear goal in the organization. Goal are the source of effectiveness performance
management. While setting goal, key job expectation and responsibility work as the main
reference and guide. Goal is not to be set only as address about what is expected but also show
how is to be achieved (Fílardí, 2020). They can Improving efficiency by better goal
management and regularly goal tracking allow for the opportunity to deliver feedback and make
adjustment towards performance plan, tackling problems and preparing emergencies for unused
deadlines help for better performance management. They can Gather information from multiple
sources help the manager to increase objectivity and ensure all factor impacting performance.
Link performance with reward and recognition help the manager to motivating the
employees in a effective way. Prepare and train the manager, it is very difficult for manager to
managing the performance of individual. Training must be needed to ensure manager for feeling
satisfactorily and prepared with effectiveness for complete all the task. With the help training the
manager can observe and applicable for controlling the situation, providing motivation and
identifying the problem which interface in performance. This is a recommendation for
performance management manager to improving their contribution in development of sustainable
organization .
The achievement of any organization hinged with the ability and competence of the
employees. How well employer create a positive work environment (Obiekwe, 2019.). It
satisfied the emotional needs of the employees will influence to a great extent the level of

organization productivity. They can delegate some task to employees which increase the
opportunity and empower the employees. It helps to allow employees to understand their
strength and weaknesses. Creating working environment with effective communication network
and there is one key factor that is vital.
Maintaining effective channel of communication will make the employees aware about
problem quickly. They can improve equality for individual because it would build fair and equal
workplace environment for all. If each individual feel equal and importance they will more likely
to work harder and will be more productive.
Conclusion-
On the basis of above discussion, it has been concluded that various plan for training that
assess HR practices within the workplace. That main aim of that training session was to get the
managers aware regarding employees relation, performance management and techniques related
to that. The report has been described the strength and weakness of the HR practices which help
the employees to increase awareness. Furthermore, that report has been given recommendation to
the manager how to improve the practices and contributing in sustainable organization
development.

REFERENCES
Books and journals
Bakheet, L I and Javed, U., 2021. LEADERSHIP IN HRM IN RELATION TO THE
COMMITMENT OF EMPLOYEES IN SAUDI ARABIA. PalArch's Journal of
Archaeology of Egypt/Egyptology.18(14). pp.51-61.
Fallah, SN., 2018. Computational intelligence approaches for energy load forecasting in smart
energy management grids: state of the art, future challenges, and research
directions. Energies.11(3). p.596.
Harney, B. and Alkhalaf, H., 2021. A quarter‐century review of HRM in small and medium‐
sized enterprises: Capturing what we know, exploring where we need to go. Human
Resource Management.60(1). pp.5-29.
Inoue, H., 2019. Giants: The Global Power Elite. Journal of World-Systems Research.25(2).
pp.518-522.
Murphy, K R., 2020. Performance evaluation will not die, but it should. Human Resource
Management Journal.30(1). pp.13-31.
Verhoest, K and Wynen, J., 2018. Why do autonomous public agencies use performance
management techniques? Revisiting the role of basic organizational
characteristics. International Public Management Journal.21(4).pp.619-649.
Fílardí, F and CASTRO, R M P., 2020. Advantages and disadvantages of teleworking in
Brazilian public administration: analysis of SERPRO and Federal Revenue
experiences. Cadernos EBAPE. BR.18.pp.28-46.
Obiekwe, O and Eke, N U., 2019. Impact of employee grievance management on organizational
performance. International Journal of Economics and Business Management.5(1).pp.1-
10.

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