MG411: People Management Report - Nissan's Performance Management

This report provides a comprehensive analysis of people management practices at Nissan, a multinational automobile manufacturing company. The report is structured into three key areas: leadership and management, training and development, and talent management. The leadership section explores the traits of managers and leaders, leadership styles (specifically democratic leadership), and its advantages and disadvantages within the context of Nissan. The training and development section defines the concept, employee performance measurement, and tools like 360-degree feedback and SMART objectives. The talent management section examines internal and external factors influencing talent management, outlining the talent management process, and discusses how Nissan selects and retains employees, including their selection process. The report incorporates references and aims to demonstrate an understanding of people management principles within a real-world organizational context, fulfilling the requirements of the MG411 Introduction to People Management module.

Introduction to
people
management

Table of Contents
INTRODUCTION...........................................................................................................................3
TASK 1............................................................................................................................................3
Leadership & management ........................................................................................................3
TASK 2...........................................................................................................................................5
Training & Development............................................................................................................5
TASK 3............................................................................................................................................6
Talent management ....................................................................................................................6
CONCLSUSION..............................................................................................................................9
REFERENCES..............................................................................................................................10

INTRODUCTION
The process of managing overall activities of an employee with an aim to increase
productivity is termed as people management. It is basically motivating, directing and provide
training to subordinates in order to develop professional growth. In these present report, Nissan
an auto mobile manufacturing company is chosen as base company. It is a multinational
company and head office in Yokohama, Japan. The company was proposed by William R.
Gorham, Kenjiro Den in year 1933. The company offered more than 62 products in greater than
181 countries. The report covers three parts that is Leadership & Management, Training and
development and the talent management process in an organisation (Ahmed, 2018).
TASK 1
Leadership & management
The ability of a person to encourage and motivate an individual or a group of people is
refer as Leadership. In the organisations, a leader influence its employees to work with full
potential so that objectives can be attained effectively and with in the specified time period. A
good leadership skill helps organisation to enhance productivity as well as profitability of a
company. A leader contribute towards the organisational goal in an effective and positive
manner.
The process of designing and maintaining an environment in which the employees work
together for organisational objective is referred as the process of management. It includes four
factors that is planning of activities, organising resources, lead for right direction to people and
then monitoring as well as controlling of all the activities (Ashdown, 2018). It is important for
every manager to guide its subordinates effectively so that organisational goals can be achieved
within stipulated time frame.
Traits of manager & Leader: The traits which is required in every manage includes
Time management, communication and interaction skills, knowledge & experience, grievance
handling skills, confidence, people management and many more.
A leader require traits such as integrity, accountability, effective communication skills,
confidence, problem solving skills, empowerment ability are some of the skills that helps a
people to become a role model and a successful leader. As this skills help an organisation to
build positive mindset of employees towards work.

Leadership style- It is a leader strategy of giving direction, motivating employees and
execute plans of an organisation. There are various leadership styles such as autocratic,
democratic, participative and many more. Organisation adopt leadership styles so that activities
can be carried out properly and task is achieved on time. In context to Nissan, the manager of the
company follows Democratic leadership style. In this style, every employee has a chance to
share their thoughts and idea in the decision making process (Frankel, Gelman and Pastor,
2018). This increases the confidence level of subordinates and make them feel valued as well as
important part of an organisation.
Advantages & Disadvantages of Democratic Leadership style:
This leadership style builds a good relationship among the teams of an organisation as
they together work to form a creative and effective idea. In addition to this, it improves the
knowledge and skills of an employee as they learn something new when opinions is shared by
other peoples. It also develops high job satisfaction as the employees feel appreciated when their
experience and skills is used in decisions of an organisation.
Sometimes the opinion of all the team members does not match and leads to
dissatisfaction and disharmony. It is a time consuming process as leaders did not take decisions
immediately. With this, the leaders is not sure that the decision took is result as positive outcome
or not. This may also leads to decline in productivity of an organisation.
suggestion & recommendations- Organisations should follow leadership style as per the
activities and requirements of subordinates so that proper decisions can be taken out by a leader
which leads to raise in the productivity as well as efficiency of a company.
TASK 2
Training & Development
Meaning- It is a program which raise the knowledge, abilities and skills of subordinates.
The companies conduct this programs with an aim to develop opportunities and raise
performance level (Malik and Rowley, 2015). It is a formal process to communicate with
subordinates and improves effectiveness of teams and individual also. This programs are
basically organise by Human resource sector of an organisation so that employees recruited by
them can be effective for the company.

Employee Performance- It is a process to know the behaviour of employees at
workplace and to know whether the duties assigned to employees can be obliged or not. The
managers check the performance of staff members with the set standards and then review them
about their performance.
Tools to measure employee performance: The tools and techniques which is used by
organisations to measure the effectiveness of employees are 360 degree, MBO, KPI, Reward &
recognition programmes and many more. This tools allows HR manger to appropriately defines
the performance level of subordinates which further used to improve employees skills and
efficiency.
SMART objectives: The objective of the company is to reduce turnover rate of
employees to 15%. The company aims to achieve this target by coming quarter. The policies and
strategies are framed by the upper level authorities which is favour of staff members and build a
positive mindset of employees. This objective helps company to retain employees for longer time
and gain trust of them (Markey, 2018). With this, it creates a zeal in subordinates towards work
which in turn increases productivity of an organisation. In order to achieve this objectives, the
management team of company set the time period as well as standards.
Employee Engagement with its importance- A concept to make employees feel passionate and
committed towards their job. With reference to Nissan, the HR department of company uses this
strategy so that employees put efforts towards goals and objectives. As this also creates a sense
of belongingness among the manager and subordinates of organisation. With the help of this, the
managers develop positive environment in the company which leads to raise in the level of
productivity & profitability. The company gains the trust of employees which in turns keep them
for longer time. The Human resource manager of Nissan maintains a strong bond with all the
subordinates and solve their issues on priority basis with an aim to increase employee
satisfaction.

TASK 3
Talent management
In order to do proper functioning and carry out the task on time it is essential for every
company to manage its employees or workforce appropriately. The manager of Nissan company
analyse the internal and external factors in order to effectively manage the work force.
 Internal factors- This factors have presence inside an organisation and directly effect the
overall management process. It impacts on the decision which is taken by upper level
authorities in relation to measure performance. With relation to Nissan, the management
team of the company emphasise on the skills and interest area of its employees so that
they can effectively use the talent of its workforce which raise the level of profits as well
as revenue. In addition to this, the company tries to improve internal factors that affect
the performance and productivity of Nissan.
 External Factors- It consist of elements such as economical, environmental, social,
political, technological and so on which affect the activities and working pattern of an
organisation (Marrelli, 1998). In context to Nissan, the higher authorities develops
strategies and plans in order to reduce the effect of external factors on company.
Process of Talent Management:
The process which an organisation uses for Talent management are as follows:
 Goal Identification: The first step is to clear the goals and priorities of company to the
Human resource manager.
 Attracting & sourcing talent: At this point, the HR manager finds out the candidate as
per the requirement. Nowadays, social networking is the best way to find out the talent
for the organisation. With reference to Nissan, the company considers internal candidates
such as referrals.
 Recruiting & selecting talent: At this stage, the interviews and tests is conduct with an
aim to hire top talent or best person for the company.
 Employee Retention: This stage took place after the hiring of best candidate. At this
point, the human resource manager creates strategies to retain and engage employees in
the organisation for longer time. An employee can only be retained in the company if the
candidate finds growth opportunities in future.

 Promotions & performance appraisal: No employee want to work on the same pay scale
and designation for longer time. Promotion helps an employee to grow and develop their
career (Nankervis, Rowley and Salleh, 2016). In order to find the potential of an
employee, the company uses various appraisal tools such as ranking method, critical
incident tool and so on.
 Succession planning: At this stage, the managers of the company takes decision about the
development of subordinates with an aim to development f an organisation. It is basically
which employee replace other staff in near future. In addition to this, succession planning
is not same as replacement planning.
How to choose right candidate for organisation: The steps which is considered by Nissan in
selection of a right candidate are as follows:
 The fist step is to assign the time and the venue (where the interview is to be conduct) to
the candidate.
 Subjective questioning to the candidate is to be asked by the HR of the company.
 The experience, achievements & accomplishment of a interviewer is considered in order
to know about potential and career work of a candidate (Rose, 2018).
 After this, the attitude and behaviour of candidate is analysed in proper manner. With
this, an situation is given to candidate in order to know the problem solving and handling
skills of a person. At last, an interview is taken by the top authorities of company which
shows the talent and confidence level of a candidate.
Selection process:
The process to choosing the best and talented person who can carry out activities of a
company is known as selection process. The person is shortlisted as per the skills, knowledge as
well as requirement of the company. The selection process which Nissan follows:
 Preliminary interview: The first and the foremost process of selection. In this, the
candidates is selected from the list who can match with the requirements of job position.
 Applications receiving: At this point, the applications or the resume is receive and check
by the HR of the company (Schur, Colella and Adya, 2016).
 Screening of applications: Herein, the capabilities of candidates is checked and the
applications of those candidates is rejected who does not fulfil the criteria.

 Employment tests: The various test is conducted in order to know the IQ level,
knowledge and competencies of a candidate. For instance, Aptitude Test.
 Employment Interview: Herein, the first face to face interaction is take place between
the candidate and the company. The interview consist of basic questions regarding the
career, studies is asked.
 References: At this stage, the background is check of the selected candidate through the
references provided by them. As per this other steps is taken place.
 Medical examination: Herein, the medical examination of a candidate occur in order to
know the fitness of a selected candidate or to know whether candidate is physically fit or
not for the organisation working (Webb, 2017).
 Final selection: The last step of selection process where the offer letter is assigned to the
candidate which consist f Joining date and time.
Importance of selecting candidates through applications:
For every organisation it is essential to choose right candidate who can fulfil all the
requirements of vacant job position. It helps companies to increase their performance or the
productivity. With this, an organisation can deliver the best service to customers and build high
position in the market (Wilton, 2016). With reference to Nissan, if the vacant position of
company is fulfilled by Human Resource manager as per the requirement it can attain objectives
on time or in a positive manner.
CONCLSUSION
From the above study it has been analysed that Leadership plays vital role in motivating
and influencing employee which further helps company to finish projects on time. Management
of people is essential for a company so that activities can be properly carried out and every
employees obliged their duties properly. Different skills and attributes of a leader as well as
manager is required to manage the teams and employees of a company. These includes
communication skills, analytical skills, problem solving skills and many more. Training
programs is organise by companies with a motive to enhance skills and productivity of
subordinates. The talent management process and selection process is followed by company in
order to acquire best person or high talent for an organisation.

REFERENCES
Books&Journals
Ahmed, S.M., and et. al., 2018. Skill Development in Freshmen by Adopting Project
Based Learning-" Introduction to Engineering" Course. Journal of Engineering
Education Transformations.
Ashdown, L., 2018. Performance Management: A Practical Introduction. Kogan Page
Publishers.
Frankel, A. J., Gelman, S. R. and Pastor, D. K., 2018. Case management: An
introduction to concepts and skills. Oxford University Press.
Malik, A. and Rowley, C., 2015. 1 Profiting from people management practices: an
introduction. In Business Models and People Management in the Indian IT
Industry (pp. 21-32). Routledge.
Markey, R., 2018. Introduction: Global patterns of participation. In Models of employee
participation in a changing global environment: diversity and interaction (pp. 3-
22). Routledge.
Marrelli, A. F., 1998. An introduction to competency analysis and
modeling. Performance Improvement. 37(5). pp.8-17.
Nankervis, A., Rowley, C. and Salleh, N.M., 2016. Introduction: Human resource
management and organisational effectiveness–an overview and synthesis. In Asia
Pacific Human Resource Management and Organisational Effectiveness (pp. 1-
13). Chandos Publishing.
Rose, M., 2018. Reward Management: A Practical Introduction. Kogan Page Publishers.
Schur, L., Colella, A. and Adya, M., 2016. Introduction to special issue on people with
disabilities in the workplace.
Webb, S. P., 2017. Knowledge management: Linchpin of change. Routledge.
Wilton, N., 2016. An introduction to human resource management. Sage.