People Management Report: Leadership, Training, Talent at Nissan

This report analyzes people management practices at Nissan, a global automobile manufacturer. It examines three key areas: leadership and management, training and development, and talent management, within the context of performance management. The report discusses the leadership structure at Nissan, including the roles of key executives and challenges faced due to leadership changes and financial misconduct. It also explores Nissan's training and development programs, focusing on leadership training and the challenges related to staff rotations and clarity of training content. Furthermore, the report investigates Nissan's talent management strategies, including recruitment of new graduates and mid-level management, and the challenges associated with managing a highly talented workforce, such as increased expenses and potential for fraud. Finally, the report provides recommendations for improving people management at Nissan, focusing on leadership oversight, structured training programs, and budget management to enhance the company's performance.

People Management

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Contents
Introduction......................................................................................................................................2
Overview..........................................................................................................................................2
Leadership and management...........................................................................................................3
Training and Development..............................................................................................................4
Talent Management.........................................................................................................................5
Recommendations............................................................................................................................6
Conclusion.......................................................................................................................................7
References........................................................................................................................................9

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Introduction
People management is the procedure of motivating, training and directing employees in order to
enhance productivity of people and encourage professional growth. It is the duty of managers or
leaders to sustain the relationship with the employees in order to motivate them to perform their
services effectively. It is essential for a leader or a manager to manage the people effectively so
that it can operate smoothly and effectively. There are many techniques from which the leader or
manager can train or manage the people (Noe, Hollenbeck, Gerhart, and Wright, 2017). There
are many issues that can face by the company and it is required to resolve those issues for it. In
this paper, the discussion is made on the topic of “people management and its practices such as
talent management, training and development, leadership and management. In this paper, Nissan
has been taken into consideration as an organization to examine the issues related to people
management and after that recommendation will be given.
Overview
Nissan Motor Co. Ltd. is a Japanese company that operates the business in automobile
manufacturing company. Its headquarter office is in Nishi-ku, Yokohama, Japan and it mainly
operates the business in Japan. It sells the cars with the name of Datsun, Infiniti and Nissan
brands within house situation turning goods which is label with the name of Nismo. Earlier, the
name of the company is Nissan Zaibatsu but now it is called Nissan Group. The company also
has a partnership with the Mitsubishi Motors of Japan and Renault of France. In 2013, the
company grabs 43.4% of voting and Nissan grasp 15% of non-voting stake in Renault. In earlier
time, it was the 6th biggest firm across the world in the terms of automaker after Volkswagen
Group, Toyota, Hyundai Motor Group, General Motors and Ford. It is also a leading Japanese

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company in Mexico, China and Russia. In 2014, it is also considered as the biggest car
manufacturing in North America. The firm has more than the sales of 320000 all electric
vehicles. It achieves the high success in business and also operates the business all over the
world with the 138910 number of employees (Nissan Motor Corporation, 2019a). It is very
difficult for the company to manage the large number of people due to which it faces the many
issues but also use many techniques to manage the employees.
Leadership and management
Leader is the person who handles all the activities of group and supervises the team for
performing their responsibilities (Thorpe, 2016). Leadership and Management describes the the
leaders of the company that handle all the activities effectively. The company has the duty to
provides them facilities so that they perform their duties effectively. In real life example, the
company (Nissan) provides the targeted leadership training programs in order to train the leaders
so that they handle the expert with their skills and techniques. It has been seen that Makoto
Uchida performs his duties as executive officer and chief executive officer of Nissan. Apart from
it, the board appointed current Mitsubishi Motors Corporation Chief Operating Officer Ashwani
Gupta is also a presenting executive officer and chief operating officer of Nissan. It has been
found that Nissan appointed two main leaders Nissan Senior Vice President and President of
Dongfeng Motor Co, Ltd. Makoto Uchida as it present the position of executive officer and chief
executive officer of Nissan. Jun Seki also appointed at the position of vice-chief operating
officer. Uchida is an appropriate leader for the company in order to drive the business forward.
Uchida is the main leader who leads the company as one team, and he mainly focuses on
recovery of the business and regenerates the company (Nissan Motor Corporation, 2019b). These
are the main leaders that operate the business effectively and efficiently. These leaders handle all

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the activities and also supervise their employees to perform their services with high experience.
In terms of supervising and leadership, the leaders of the company perform their services
appropriately (Bolden, 2016). It is essential for top management of the company to take care of
leaders because the chances of facing the challenges have been arises (Global Nissan, 2019).
It has been analyzed that Nissan faced challenges related to leader because of top management of
the company. In the case of Nissan, it is observed that Nissan lost two main leaders just because
of carelessness of the top management of the company. It is observed that the company salary
payment is the question for a leader. It has been seen that the leader Hiroto Saikawa being forced
to step down from the position of CEO in less than a year after his onetime mentor. The main
reason of forcing down the leader from CEO position is that the other CEO of the company
Carlos Ghosn was rearrested on financial misconduct charges. After losing the CEO as the main
leaders of the company, it faces the challenges (Blair, 2019). This is such a bad timing for Nissan
as it is very difficult to find a partner with the strong financial conditions and trust worthy
partner as the company face the challenge related to misconduct in financial terms. Careless of
top management regarding the company is the main reason of losing the leader of Nissan
(Nagata, 2015).
Training and Development
Training and Development describes the training program those are organize by the company to
enhance the skills and develop the personality of employees. It is required for the company to
train the employees so that they achieve their objective and success in business for long time
(Sartori, Costantini, Ceschi, and Tommasi, 2018). It has been seen that Nissan provides the
training based on two things such as world class public and inventive vehicles. It has been seen

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that leadership training is essential for Nissan. Leadership skill is one of the main supporting
skills of success of business strategy. The company takes a strategic and systematic approach to
job rotations, train, and recruitment. The company provides the leadership training to human
resources to enhance their skills. The company organizes many programs those are offered at
numerous development stages in which different training program are organize for different age
of people such as young employees, group senior managers, and regional middle managers. In
terms of training and development, the human resource of the firm faces the issues such as staff
rotations beyond divisions and regions that are strategically and systematically applied while
giving training to employees. Rotations may affect their schedule and also raises the health
issues. The employees also face issues related with the clarity and shared understanding as well
as nurturing a mindset to attain the maximum result with the maximum human resources. It is
observed that the employees face the challenges related to clarity as the training and
development of the company is not more suitable and clears all concepts of employees (Nissan
Motor Corporation, 2019c).
Talent Management
Talent management describes the creativity and innovation in the companies that are required or
manage by the company to operate smoothly and effectively. The company manages the talent
by setting the salary on the basis of performance so that they perform well by using the talent
(McDonnell, Collings, Mellahi, and Schuler, 2017). In the case of Nissan, it is observed that
Nissan reinforcing human resource through recruitment of new graduates. The company also
hires the outstanding mid-level management candidates in order to enhance the talent in the
organization. Hiring the talented employees helps the company to perform its services with the
high creativity and innovation that helps to attain the high success in business. These talent

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management schemes are effectively operate by the company by organizing the regular meetings
of employees with the senior managers. In these meetings, the managers have the duty to identify
the innovative and creative plan from employees. The main purpose of these meetings is to found
the employees who are highly talented and gives the creative idea due to which talent has been
maintained in the organization. Nissan’s strategic talent management system is internationally
coordinated which depicts that its talent (Collings, Scullion, and Caligiuri, 2018).
Although, the company has huge talented employees who perform their duties with the high
dedication and loyalty but it is observed that the company face the challenges. The chances of
frauds have been increases in the organization due to increasing the creative and innovative
people. In the case of Nissan, the company faces the challenge of expenses as the employees are
highly talented. The organization hires the high talent employees due to which it has to pay more
amount as salary. The company offers the salary to employees as per their performance. Apart
from it, the company also offers the incentive as per their work and performance. Performance
management is a good technique to retain the employees for long time in an organization. The
amount of expenses has been increases which directly affects the net profit of the company. It is
a challenge that the company face while operating the business at the international level with the
help of high (Nissan Global, 2019).
Recommendations
As per the above discussion, the company faces the issue related to leadership and management.
it is observed that the company faces the challenges related to losing the leaders just because of
carelessness. It is a very difficult time for the company to operate the business smoothly in the
market as it lost their main leaders. It is recommending that top management of the company has

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to take care about the leaders. The company has to set the audit meetings on quarterly or monthly
basis so that the chances of frauds and mistakes have been reduces. Apart from it, it is also
suggesting that the company has to offers the high salary according to the high position so that
they do not face any challenges.
According to above analysis, it has been found that the employees face the challenges at the time
of training and development. The training and development program of the firm affects the job
rotations of employees. It is also observed that the training and development program raises the
health issues of employees. The employees face the challenges during the training and
development program. It is recommending that the company has to organize the training and
development program with the artificial instruments without any job responsibilities. It is
required for the organization to train the members without giving job duties and responsibilities.
It has been analyzed that Nissan employees face the issue related to salary and high expenses. It
is recommending that the company has to take care about the expenses. The accountant of the
company has to maintain the budget so that it does not face the challenges related to net profit.
Preparing the budget helps the company to control the expenditure so that it gains the high net
profit of the year.
Conclusion
As discussed above, it is concluded that Nissan operates the business effectively and smoothly in
the market. According to analysis, it has been found that there are many challenges face by the
company related to leadership management, talent management, training and development. It is
noticed that the company face the challenges related to leaders, related to expenses, and issue
face by the company related to rotation and expenditure. It is recommended that the company has

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to train the employees with different campaigns, develop budget, and also organize audit
meetings to reduce the chances. These recommendations help to operate the business effectively
and smoothly in the market.

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References
Blair, G. (2019) Why has Nissan lost two leaders in quick succession?. Available From:
https://www.aljazeera.com/ajimpact/nissan-lost-leaders-quick-succession-
190923065818760.html [Accessed 17/1/2020].
Bolden, R. (2016) Leadership, management and organizational development. In Gower
handbook of leadership and management development (pp. 143-158). Routledge.
Collings, D.G., Scullion, H. and Caligiuri, P.M. (2018) Global talent management. Routledge.
Global Nissan. (2019) Nissan appoints new top leadership. Available From:
https://global.nissannews.com/en/releases/191008-02-e [Accessed 17/1/2020].
Larsen, H.H., 2017. Key issues in training and development. In Policy and practice in European
human resource management (pp. 107-121). Routledge.
McDonnell, A., Collings, D.G., Mellahi, K. and Schuler, R. (2017) Talent management: a
systematic review and future prospects. European Journal of International Management, 11(1),
pp.86-128.
Nagata, K. (2015) Nissan faces mounting problems on its turnaround path, analysts say.
Available From: https://www.japantimes.co.jp/news/2019/05/15/business/corporate-business/
nissan-faces-mounting-problems-turnaround-path-analysts-say/#.XiHI3iPhXIU [Accessed
17/1/2020].
Nissan Global. (2019) Employees. Available From:
https://www.nissan-global.com/EN/DOCUMENT/PDF/SR/2017/SR17_E_P080.pdf [Accessed
17/1/2020].

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Nissan Motor Corporation. (2019a) Overview. Available From:
https://www.nissanmotor.jobs/americas/en/about-us-overview.html [Accessed 17/1/2020].
Nissan Motor Corporation. (2019b) Products & Brand. Available From:
https://www.nissanmotor.jobs/americas/en/about-us-products.html [Accessed 17/1/2020].
Nissan Motor Corporation. (2019c) Human Resource Development. Available From:
https://www.nissan-global.com/EN/SUSTAINABILITY/REPORT/SOCIAL/HR_DEVELOPME
NT/ [Accessed 17/1/2020].
Nissan Motor Corporation. (2019d) Training and Development. Available From:
https://www.nissanmotor.jobs/amie/eu/life-training.html [Accessed 17/1/2020].
Noe, R.A., Hollenbeck, J.R., Gerhart, B. and Wright, P.M. (2017) Human resource management:
Gaining a competitive advantage. New York, NY: McGraw-Hill Education.
Sartori, R., Costantini, A., Ceschi, A. and Tommasi, F. (2018) How do you manage change in
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psychology, 9, p.313.
Thorpe, R. (2016) Gower handbook of leadership and management development. CRC Press.