MG411 - Nissan Motors: An In-depth People Management Portfolio

This report provides an in-depth analysis of people management practices at Nissan Motors, focusing on leadership and management styles, training and development programs, and talent management strategies. It examines Nissan's transformational leadership approach, the implementation of the ADDIE model for training, and the talent management processes for recruitment, retention, and development of employees. The report also includes recommendations for improving Nissan's people management practices, such as enhancing training sessions, focusing on employee motivation, and improving leadership quality. The analysis is supported by relevant models and theories, demonstrating the importance of effective people management in driving organizational success. Desklib provides access to similar solved assignments and resources for students.

Introduction to People
Management

TABLE OF CONTENTS
INTRODUCTION.............................................................................................................................3
MAIN BODY....................................................................................................................................3
Leadership and management.........................................................................................................3
Recommendation...........................................................................................................................5
Training and development.............................................................................................................5
Recommendation...........................................................................................................................7
Talent Management.......................................................................................................................7
Recommendation.........................................................................................................................10
Recommendation of analysis......................................................................................................10
CONCLUSION...............................................................................................................................10
REFERENCES................................................................................................................................12

INTRODUCTION
People management refers as an activity from which a business occupation includes variety
of talent optimization and retention to provide a proper guidance to the employee of the
organization. Nissan is one of the leading company ion the field of automobile manufacturing
located at the country Japan. The recent CEO of the organization is Makoto Uchida a Japanese
businessman. In today life, the company operates over many different locations such as US,
Mexico, Europe, South Africa, china and southern Asian countries. Nissan is mainly selling the
vehicles under the Infiniti and Datsun brands. Before the 20th century the Nissan was known as
Nissan zaibatsu but after that it said to be Nissan group. Even in the recent year 2018, the
company was announced as the world’s largest electric automobile manufacturer with a wide
range of global sales of more than 321,000 electric automobiles.
In the organization, it has been researched that the company is containing the major three
people management function which are leadership, training and development and talent
management at the organization. the study of people management is widely important and brings
a huge change and modification in the organization from which the company can be able to grow
more and more (Sangeetha, and Kumaran, 2018). The organizational culture of the company is
surrounded with diverse people, follows the team work efficiency and even motivate each other to
grow up in the actual and perfect manner.
In this report, it will illustrate the people management method or theory of the mentioned
organization and will acknowledge the company’s organizational structure from which they are
leading at the top most manufacturing organization over all the world. It also includes some
relevant models and theories such as human resource management, leadership quality and even
the talent management theories which will demonstrate the actual importance of people
management.
MAIN BODY
Leadership and management
The leadership and management reflects where a leader is responsible to provide the
efficiency in the work process and motivate the employee for achieving the targets and settled
goals. The leadership quality is and a good leader is important in every organization who can
balance and maintain the success growth and helps an individual employee to focus on their

missions. Accordingly, the leadership and management theories it is consisting of different
elements which includes autocratic, democratic, partnership and transactional and such more.
In the Nissan, the organization have the transformational leadership styles in their
management approach. The transformational leadership is useful and important from which they
are capable to encourage the people and employee from which they can be able to drive their
organisation at successful level (Al-Khaled, and Fenn, 2020). Similarly, the Nissan implements
this theory in their organization which makes them to lead the organization at successful level.
Lets’ understand the transformational style and management in the context of the mentioned
organization.
Transformational management and style
The transformational style is followed by the Nissan which helps and supports them to
boost the motivation and encouragement to their employee which makes them to achieve
excellent result. The company implement this theory to motivate the employee and from which
they can be able to focus on their assignment and work process accordingly. This theory is also
known as relationship theory which helps to build the proper connection to the people which
makes them to provide their best efforts and hard work. The leader is able to evaluate and enhance
the ability of an individual which makes them to complete their work process on time and not feel
unsatisfied in the work culture.

Figure 1:Transformational leadership style
A good leader is capable and able to motivate and inspire their employee to work
effectively and ambitious. The Nissan follows this management in different methods such as they
provide an appreciation and incentives for the employee best efforts and hard work for the
company (Usman, 2021). They also motivate their employee by giving them, exciting gift
vouchers which makes them to feel excellent and a familiar working environment which makes
them to put their more efforts and loyalty to the organization.
Recommendation
The company is utilizing the transformational management style in their organization which
helps them to grow in the definite manner. Accordingly, it has been recommended that the
company can also provide the medical insurances packages as the motivational and inspirational
activities which make them to provide effective results an outcome. It also includes the holiday
packages or a flexible timing to their employee which will make them to obtain higher outcome
and productivity which will drive the company at successful position.
Training and development
Training and development is the most important part in any organization either its small
business or a multinational organization. Through the training session the employee working in a

company are able to provide their best results to the company which will obviously makes
comfortable growth to the particular organization (Bagdadli, and Gianecchini, 2019). According
to this, the company Nissan also implement the training and development sessions in the
company. The Nissan have approximately 138,000 employee working in their organization which
are properly trained time to time which makes to provide effective productivity and result to the
company.
Most of the organization do not focus on the training of the employee and makes to not
obtain effective results and some who do follow the training sessions but not able to provide
effective sessions from which they are also not able to obtain enough and satisfied outcome. A
poor training sessions makes employee confused and enable them to not focus on their working
process effectively. Regard to this, the Nissan has utilized ADDIE model which makes them to
provide an effective training sessions to their employees.
ADDIE model
Figure 2: Addie Model
Source (Water bear learning, 2020 )
Analyse: The first factor introduces that a skills and abilities of the employee needs to be
analysed by the management from which they can be bale to understand their skill set which helps

them to fulfil the requirements accordingly. For example, the Nissan management firstly identify
the requirements of the employee from which they need to improve themselves.
Design: Once, the identification of the requirements and needs are understandable by the Nissan
management then they design and plan the effective resources and areas of improvement from
which they can provide effective training and development sessions (Stankevičiūtė, and
Savanevičienė, 2018).
Development: The management of the Nissan then focus on the development areas and utilize
the objectives and resources in the training sessions such as the company has decided to
implement their training sessions with the help of digital sources such as projector and video
presentations.
Implementation: Now, in this factor the action to the training sessions has been displayed or in
other terms the design and planning converts into an action.
Evaluation: The final step is evaluation which means the monitoring of the training sessions
which helps and support them to recognize their improvement areas which help them to enhance
their performance and understanding.
Recommendation
The Nissan has followed an effective training sessions in their organization but it has been
required that the company should provide a remote working training sessions by utilizing the
digital sources from which they can be able to provide an effective training nd development to
their employee which will provide better and excellent outcome. It has also been recommended
that company is required to provide training after the recruitment process from which from the
beginning of the work process the employee will be able to understand the working structure of
the organization.
Talent Management
Talent management is the team where they are responsible for the recruitment and retention
of the employee and involves the HR process which helps and supports the workforce planning,
training, leading and development which impact the performance of the organization. The talent
management help to manage the Nissan organization performance as they create a beneficial and
effective work environment from which people are able to implement their skills and abilities
which directly impacts the company performance level (Henkel, Marion Jr, and Bourdeau, 2019).

Figure 3: Nissan sales due to talent management
This management plays multiple role for the organization better productivity which
include the effective recruitment process where they are able to find out he suitable employee for
the company. Along with this, after the recruitment they have to train them and motivate them for
enhancing and implementing their skill and feel motivated while working ion the organization. In
the above figure, the Nissan company performance has been displayed from which it is clearly
describing the impact of the talent management approaches and their process which help the
company to grow in the definite manner and driving the company at successful position (Bamrara,
2018). Here, describing a relevant model which will display the talent management process of the
Nissan organization.

Figure 4: Talent Management model
(Source: Cox Automotive, 2022)
Planning: The first factor demonstrates the planning term which is the initial step of the talent
management process. The Nissan organization talent management focus on the planning where
they provide a valid job description and responsibilities to the people.
Attracting: The Nissan management attracts and approach the people from various websites and
tools such as LinkedIn and bnaukri.com from which they are able to identify the suitable
employee for their job vacancies (Budoya, Kissaka, and Mtebe, 2019).
Selecting: The selection process includes the interview sessions in which they communicate with
the people and recognize their abilities and skill set in the definite manner.
Developing: In this factor, the employee is able to perform in the organization work procedure
where they can increase and enhance their skills and abilities and can develop themselves in the
effective order. This includes a perfect developing programmes which includes proper education
and guidance to the people.
Retaining: The management also retain their employee by providing them effective a beneficial
promotions and increments process, opportunities to achieve higher growth and also includes
them in decision making procedure.

Transitioning: The transitioning process is also obtained by the talent management of the
company where the employee gets retirement benefits and an accurate success in their future
existence (Rumawas, 2021)
Recommendation
The Nissan talent management has been recommended to provide a well structure targets
and goals at the time of recruitment period where the interviewers or new employee can be able to
understand the seriousness of the company ambition. Along with this, the company is also needed
to enhance their work culture and provide a motivation sessions and activities from which
employee can be able to provide an effective result and productivity to the Nissan.
Recommendation of analysis
Efficient training session: The company Nissan has been recommended to improve their training
and development sessions from where their employee can be able to understand the work process
effectively (Marinakou, 2022). The company can also have utilized some relevant software for the
remote working people to provide efficient training education.
Focus on motivation: The motivation is important for the employee to give effective result. The
Nissan has been recommended to improve their focus on the motivation of the employee by
various methods such as they can provide a flexible working hours for them and can also include
them in a decision making process from which they will feel a valued part of their organization
and contribute their best efforts to the organization.
Enhance the leadership quality: For enhancing the leadership skill, the leader is required to help
and support their team members in the work process (Grunberg, Barry, and et.al., 2019).
Communication is the best key to improve the leadership style and identify the obstacles of the
employee from which they are having problem in supplying effective result. The leader is
required to create a definite plan and vision from which they can be able to supply the
effectiveness and a nature of good leadership quality.
CONCLUSION
In this report it has been concluded that people management plays a vital and important role
in the business organization. People management is the key player to drive an organization in the
definite manner and provide a beneficial result. It includes the different resources of the people
management of the mentioned company and analyse them to understand it in the better manner. In

addition, it has performed the appropriate recommendation to enhance the people management of
the organization from which the company can be able to increase their productivity and
performance level.

REFERENCES
Books and Journals
Sangeetha, P. and Kumaran, S., 2018. Impact of shared leadership on cross functional team
effectiveness and performance with respect to manufacturing companies. Journal of
Management research.18(1). pp.44-55.
Al-Khaled, A.A.S. and Fenn, C.J., 2020. The impact of strategic human resource management
practices on organizational performance. BERJAYA Journal of Services &
Management.14, pp.53-60.
Usman, S., 2021. The Leadership Management in improving the character.
Bagdadli, S. and Gianecchini, M., 2019. HRM/organizational career management systems and
practices. In The Routledge Companion to Career Studies. (pp. 365-381). Routledge.
Stankevičiūtė, Ž. and Savanevičienė, A., 2018. Designing sustainable HRM: The core
characteristics of emerging field. Sustainability.10(12), p.4798.
Grunberg, N.E., Barry, and et.al., 2019. A conceptual framework for leader and leadership
education and development. International Journal of Leadership in Education.22(5).
pp.644-650.
Henkel, T.G., Marion Jr, J.W. and Bourdeau, D.T., 2019. Project manager leadership behavior:
Task-oriented versus relationship-oriented. Journal of Leadership Education.18(2), p.1.
Bamrara, A., 2018. Applying Addie Model to Evaluate Faculty Development Program. Issues and
Ideas in Education.6(1). pp.11-28.
Budoya, C., Kissaka, M. and Mtebe, J., 2019. Instructional design enabled Agile method using
ADDIE model and Feature Driven Development method. International Journal of
Education and Development using ICT.15(1).
Rumawas, W., 2021. Talent Management Practices on Employee Turnover Intention. Jurnal
Manajemen Teori dan Terapan| Journal of Theory and Applied Management. 14(3),
pp.248-263.
Marinakou, E., 2022. Talent Management. In Encyclopedia of Tourism Management and
Marketing. Edward Elgar Publishing.
Online references
Water bear learning, 2020. [Online]. Available through <https://waterbearlearning.com/addie-
model-instructional-design/>