Nissan Motors Company: People Management and Performance Report

This report provides a detailed analysis of people management practices within Nissan Motor Company. It explores the company's approach to performance management, emphasizing the roles of leadership and management in guiding employees towards achieving organizational objectives. The report examines how Nissan's progressive leadership style, adoption of modern technology, and focus on employee well-being contribute to improved work efficiencies and employee satisfaction. It also delves into the company's training and development programs, including skill development, personality development, and IT training, and their impact on employee productivity and growth. Furthermore, the report highlights Nissan's talent management strategies, including recruitment, employee incentives, and promotion policies, demonstrating how the company attracts and retains skilled employees to meet its business objectives. The conclusion summarizes the key factors underpinning employee performance at Nissan, underscoring the importance of leadership, technology, and training in fostering a productive and motivated workforce.

Introduction to People
Management

Table of Contents
INTRODUCTION.................................................................................................................................3
Main Body.............................................................................................................................................3
Performance management.................................................................................................................3
CONCLUSION.....................................................................................................................................8
REFERENCES......................................................................................................................................9

INTRODUCTION
People management is defined as managing human resources in the organisation.
People management is associated with managing the needs and requirements of the
organisation related to its human resources. This report is based on the Nissan Motor
Company. The organisation operates its business operations in automotive sector. Company
was established in the year 1933 by the founders Masujiro Hashimoto, Kenjiro Den, Rokuro
Aoyama, Meitaro Takeuchi, Yoshisuke Aikawa and William R. Gorham. Headquarter of the
Nissan Motors Company is located in Japan. Company serves the automobiles, luxury
vehicles, commercial vehicles, outboard motors and forklift trucks to its customers. In this
report different areas of people management in Nissan Motors Limited will demonstrate.
Henceforth, report will emphasis on leadership and management of the Nissan Motors
Limited and its impacts over performance management in organisation. Report will also
analysis training and development conducted for employees in company and its impacts on
performance management. Furthermore, report also emphasis on talent management
approaches channelizes by the Nissan Motors Limited.
Main Body
Performance management
Performance management is an approach that involves managing the needs and
requirements related to human resources part of the organisation. Performance management
is influenced with various factors that involve leadership and management, training and
development of employees and the approaches use by the company in respect to its talent
management activity (Akingbola, Rogers and Baluch, 2019). Performance management is
more like managing and controlling the productivity of employees associated at different
designated positions in organisation. Human resources are among the key resources part of
the organisation that play a major role for the organisation achieving its objectives. They are
a part of almost every single activity conducted by the Nissan Motors Limited.
Leadership and Management
Leadership is defined as guiding employees in company towards achieving objectives
of the company. Leadership of the companies directly underpin performance management
related to human resources in company (Al Anzi and Ismail, 2017). Nissan Motors Limited is
among the dominating companies in automobile sector. Approaches use by leadership and

management to manage and control the human resources play an important role for the
organisation achieving the domination in the market. Leadership of the Nissan Motors
Limited is more like a progressive in nature. Progressive leadership approaches always take
decisions related to improving the work efficiencies of operations. As a result of the
progressive leadership style leadership in company could improve the infrastructure of the
company by making its modern and hi tech. Management tried to allocate all latest
technological equipments to employees so that employees get better support in performing
the assigned roles and responsibilities. Technology always supports in performing the same
functions in less time frame. This also boosted the efforts of employees in company and they
become perform double the tasks in the same time frame after the modernisation used by the
leadership and management in Nissan Motors Limited.
Leadership and management in Nissan Motor Limited have given huge priority to
solve all issues associated with company’s employees. This is another effective approach
used by the leadership and management in company that has improved the employee well
being in company. Leadership and management has allowed human resources department to
take strictly al issues of employees and to take call over all such issues in order to solve such
issues. Solving issues of employee has improved the employee satisfaction which also keeps
the employee turnover rate low in the company (Baker, 2017). This has improved the
sustainability of employees in company. Experienced work force improve the work
efficiencies of all employees even the fresh employees also get the guidance of experienced
employees that also allows them to perform all their functional roles efficiently. This
approach used by management and leadership has improved the employee loyalty in respect
to the organisation. Employee loyalty and well being has played an important role in
improving employee morale and motivation towards performing more efficient functional
role in company. Due to these reason employees of company always feels positive about the
leadership and management and that also channelizes into employees taking all challenges
that becomes part of the job role.
Leadership and management in Nissan Motors Limited give priorities to improve
employee motivation. This is also another key feature attached with the leadership and
management in Nissan Motors Limited. Employee motivation plays a huge role in improving
employee efficiency and productivity. Leadership and management in company take the
guidance of content and process theory related to employee motivational practices. Employee
needs are among the key tool impact on the motivation level of employees towards

performing its duties and roles. Employee needs drive the motivation in respect to conducting
functional role efficiently (Ghasemi and et.al., 2018). With the guidance of Maslow Need
hierarchy theory leadership in Nissan Motors Company could cope up with all different kinds
of needs like safety and security, growth, basic needs, need of acceptance and other form of
needs that drive employees to do the job in organisation. Growth is among the key factor that
impacts over employee motivation. Leadership and management in Nissan Motors Limited
have also made changes in the organisation hierarchy that has resulted into more advanced
hierarchy of company. This advancement has created more positional role in company that
has also delivered better growth opportunities at the internal level of organization for all
employees. Leadership play an important role to drive the employee productivity and
efficiency by improving employee motivation in company. All such approaches channelize
by the leadership and management in Nissan Motors Company put the positive impact over
employee mindset in respect to performing duties. Leadership and management in Nissan
Motors Company also conduct employee orientation program to improve the employee well
being in company.
Training and development
Management of Nissan Motors Company conducts different training sessions with
human resource department of company. Training of employees guides employee to enhance
the work efficiencies and also to improve the productivity.
Skill development training: Nissan Motors Limited conduct different skill development
training program. These trainings give emphasis to improve the skills of employees by
guiding them to adopt the new skills along with polishing the already acquired skills. These
training sessions are conducted with the support of experts and professional who guide
employees to improve various professional skills like communication skill, research skill,
analysis skill, and decision making skill, management skill which involves time management
and work management and other professional skills (Hafiz, 2017). Company conducts
various training sessions based on the designated roles in company. As each designated
positions requires different forms of skills and abilities. Management conduct the training
sessions based on the needs and requirements related to the designations in company. These
training programs not just involve theoretical implication of skills rather it involves practical
aspects of the methods to improve the respective skill. This training program has supported

company to achieve better operation efficiency of all employees’ part of the organisation.
These training sessions could improve the potential capabilities of employees.
Personality development sessions: Nissan Motors Limited plan personality development
training for its employees. Personality development training channelizes into effective and
attractive personalitiie4s of the human resources part of the organisation. Personality of
employees is more like reflection of the company’s internal environment and culture. In this
training sessions trainer focus to develop various features in personality like body language,
voice tone, analysis, observation and other key features that boost the employee confidence
and also polish the personality of company’s employee (Kara, 2018). Personality
development training guides employees to create better growth opportunities not just at
internal level in the company but also external business sector. Personality development
training also improve the employee well being in company which also improves the
employee morale towards performing the assigned tasks more efficiently. This training
session allows employee to approach the functional roles in more professional and confident
manner.
IT Training: Nissan Motors Limited conducts information technology training every year to
make the employees aware about all technological advancement and development.
Leadership of company always give priorities to make changes in the company by installing
latest technology equipment and make changes to improve the technology of the company.
Automobile sector is among the fastest growing market sector due to emerging demand every
year of automobile products. The industry immensely depends upon the innovation and
technology (Khan and et.al., 2018). The IT training supports technical employees of company
to develop its knowledge related to information technology and its utilisation. This training
has supported employees of company to achieve more effective operation efficiencies.
The above mentioned training sessions conducted in the Nissan Motors Company has
contributed in the productivity and growth of employees. Training programs always support
employees to improve the work efficiencies along with improving the growth potentials of
employees. Training programs improve the already acquired skills but also lead employees to
learn new skills that can support him in meeting his responsibilities in the organisation in
more productive manner. Apart from the above training management also guide employees
with the support of its team leaders to work on different other skills like presentation skills,

designing and other key skills that also support employees in performing the assigned roles
more effectively.
Talent management
Talent management is defined managing the human resource requirement of the
organisation along with managing the needs of the human resources part of the organisation.
Human resource department in Nissan Motors Limited control and manage the talent of
company (Long, Kowang and Chin, 2017). The talent management approaches of the
company are distributed into two segments one is to conduct recruitment campaigns to meet
the needs of the company related to human resources at various designated positions. Talent
management is an important functional role which further contributes in the organisation
achieving its overall business objectives. As the employees are among the key resources
organisation possess talent management allows company to sustain such resources.
Human resource management of the Nissan Motors Limited follow approaches like
issuing job description, providing development opportunity, performance assessment,
selection process, effective compensation and other relevant approaches as a part of the talent
management function. Talent management involve both the activities attracting new talents as
per the needs of the organisation and managing the existing talent.
Recruitment campaigns of company are also well designed that taste all requirements
associated with the designated position. Recruitment campaign of company is segregated into
stages like aptitude test, group discussion round, personal interview round and final selection.
All such stages allow company to select the most skilful talent for different designated
positions in company (Vac and Talpos, 2018). Skilful employees fulfil all responsibilities
attached with the positional role in company. Talent management also involve approaches
like incentive benefits, bonus and other approach like promotions. These approaches of talent
management motivate employees to perform more efficient functional roles in company.
Incentive benefits allow ream leaders in company to motivate employees towards performing
more productive functional role in company. Nissan Motors Company also follows the
approach of promotions in the company. This approach also supports company to motivate
employees to perform more productive operations so that chances of promotions can be
created. In this approach all productive employees of company get promoted at higher
positions in against to the productive performance.

All the above approaches are among the key talent management practices channelizes
in the Nissan Motors Limited. Talent management is always an important functional activity
part of the company. Nissan Motors Limited follow practices to manage and control both the
segments involve in talent management one is to acquire fresh talent in company at different
designated positions and the other one is to manage the already acquired talent part of the
company.
CONCLUSION
This report has projected different factors that under pin employees performance in
company. Leadership and management in company play an important role in improving the
employee efficiencies and potential capabilities. Company allocate latest technology to
employees for performing better functional activities in company. Training and development
also improves the potential capabilities of employees. Trainings like skill development
training, personality development training and other form of trainings improve the work
capability of the employees along with improving the overall personality of employee’s.
Talent management approaches like incentives, promotion and other approaches drives
employees to perform the functional activities in the most effective manner.

REFERENCES
Books and Journals
Akingbola, K., Rogers, S. E. and Baluch, A., 2019. Employees and Change Management in
Nonprofits. In Change Management in Nonprofit Organizations (pp. 95-126).
Palgrave Macmillan, Cham.
Al Anzi, F. and Ismail, S. A. M. M., 2017. Utilising Employees Performance Management
System (EPMS) towards Enhancing Academic Staff Performance in Higher
Education Institutions. Asian Journal of Multidisciplinary Studies. 5. p.9.
Baker, T., 2017. Management Myth# 8—Employees Can’t Be Trusted with Sensitive
Information. In Performance Management for Agile Organizations (pp. 175-193).
Palgrave Macmillan, Cham.
Ghasemi, F. and et.al., 2018. The role of personal commitment to safety in shaping safety
performance of front-line employees: a case study in small manufacturing
industries. Iranian Journal of Ergonomics. 6(2). pp.16-23.
Hafiz, A. Z., 2017. Relationship between organizational commitment and employee’s
performance evidence from banking sector of Lahore. Arabian Journal of Business
and Management Review. 7(2). pp.1-7.
Kara, E., 2018. The Effects of Total Quality Management on Employees’ Performance: A
Study on Textile Business. BMIJ,(2018). 6(3). pp.551-563.
Khan, I. and et.al., 2018. Role of Employees' Performance Measurement System in
Achieving Organizational Objectives: A Case Study of Banking Sector in Punjab,
Pakistan. Paradigms. 12(1). pp.54-60.
Long, C. S., Kowang, T. O. and Chin, T. A., 2017. HR practices and employee’s turnover
intention: A proposed framework. The Social Sciences. 12(5). pp.826-830.
Vac, G. I. and Talpos, M.F., 2018, May. New Perspectives in Performance Management:
Appraising Employees Based on Computer Usage Patterns. In Griffiths School of
Management and IT Annual Conference on Business, Entrepreneurship and
Ethics (pp. 147-158). Springer, Cham.