Individual Research Portfolio: People Management at Nissan (MG411)

This report provides an in-depth analysis of people management practices at Nissan, exploring key areas such as leadership and management, training and development (T&D), and talent management. It examines the application of various theoretical models, including classical and behavioral management theories, to Nissan's operational context. The report highlights the importance of organizational and interpersonal skills for effective managers and discusses the role of T&D in enhancing employee skills and productivity. Furthermore, it delves into Nissan's talent management strategies, including recruitment, culture, leadership, and performance appraisal methods. The report emphasizes the skills and behaviors required by managers to successfully implement these strategies, ultimately contributing to improved performance management within the organization. The report also provides detailed insights into the different types of skills a manager needs, including technical, conceptual, decision-making, and accountability skills. The report concludes by summarizing the effective management of these three areas within Nissan and highlights the importance of these skills for managers.

Introduction to People
Management
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Table of Contents
INTRODUCTION...........................................................................................................................3
Leadership and management.......................................................................................................3
Training and development...........................................................................................................5
Talent management......................................................................................................................6
CONCLUSION................................................................................................................................8
REFERENCES................................................................................................................................9
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INTRODUCTION
For an organisation it is required to manage people in such a way that the goals and
objectives are attained. For managing people there is require some skills and knowledge which
enable in leading, training, etc. people in organisation. However, it is necessary to provide them
growth opportunities through T&D. (Ashdown, 2018. )
This report will describe the operation of areas leadership and management, T&D and talent
management of Nissan. it will also be discussed about models and theory in that area and what
skills and behaviour is needed by manager.
Leadership and management
Leadership is considered as the crucial factor that can makes a firm more successful. It is
considered as an art that impacted people to perform various delegated tasks efficiently, willingly
as well as competently. Without the leadership a line manager is not considered as an effective.
Line managers' leadership able to modify potential into the reality. With the help of the good
leadership organization function is not forced but at the same time developed. Managers are also
judged by the performance of the firm. The way they set the standards, integrate work
groups ,coordinate and make design and decisions regarding the performance of the firm.
Management is all about the dynamic process by nature, allocation as well as
maintenance. Management is accountable for the developing as well as carrying out the process
called management process (Bratton and Gold, 2017). It is considered as the dynamics through
nature as well as evolves to meet the constraints and needs within the requirements external and
internal environment. Within the global marketing the rate of change is fast under adaptability,
flexibility falls under the managerial process. It is based on the functional areas such as
planning, leading, organizing as well as controlling. Management functions helps managers to
enhance the efficiency as well as effectiveness in order to accomplish the goals of the firms.
Relevant application of the theoretical model
Classical management theory- It is considered as the oldest management theory as it focuses on
the operations as well as creations regarding standards to enhance the production output. The
management theory is focuses on the primary motivation to the staff members of the Nissan
private Ltd. Practices of the management theory highlights on the enhancing output as well as
rewarding high performing employees by the bonuses and wages. Mention below the primary
theories.
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Scientific management theory- According to this theory it focuses on the reducing wastes as
well as minimizing production times. It was developed by the Frederick Taylor using the
scientific approach regarding enhancing operations. It lay emphasis on the incentives of the
staff members' performance as well as decreasing the process called ''Hit and trail'' process.
(Collings, Wood and Szamosi, 2018)
Administrative management theory- Here all the theories consider as the primary business
activity as well as this theory gives the detailed guidelines for the Nissan managers.
Behavioural management theory- Enhancing complex industries as well as company provide
rise to more human interest within the workplaces. As management theories began to involve
more people bound methods. Here to satisfy the interpersonal needs and Human behavioural of
the staff members of the workers of the Nissan becomes more central regarding management.
They may be motivating the teamwork by fostering as a collaborative environment.
Skills, knowledge and behaviour
Organizational skills- One of the most crucial skills regarding an effective manager as
these kinds of these skills are expertly delegated the resource to get the desires outcomes. It is
recommended that there is a regular goal tracking that enables for the opportunity to give the
feedback as required as well make the performance plans and also prepares outlines for the
missed deadlines.
Interpersonal skills- Another vital skills of the effective manager is the human skills. It will
involves about the ability to the work, communicate, motivate, direct as well as understand
people. It involves the team group and team working within a firm. So it is also important for the
manager that must be handled as well as successfully communicate the staff members of the
Nissan so that they can perform well. The skills of the effective manager of an organisation has
consider the good people skills that ca be able to manage relations wit all the people working
within the firm. Manager is also credited with the development and growth for all the staff
members of the firm ( Horwitz, 2017)
It is recommended that performance management must be considered as the ongoing as
well as continuous process not the twice or thrice within a year. The mental attitude towards the
ongoing feedback is also vital. It is necessary that most relevant increasing learning as well as
gives the opportunity to full-fill the need to meet the objectives.
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It is recommended that information must includes objective data such as sales
report ,deadlines or call records. As gathering information from different sources enhances the
objectivity and assures all the various factors that influencing performance are considered. Also,
there are various valuable information that includes feedback from others, documentation of the
ongoing dialogues, records regarding environment or external factors that influencing
performance.
It is recommended that performances of the staff members' appraisal must be written
confirmation such as job expectations, key areas regarding contribution as well as past
discussed goals as well as analysis methods with the staff members of the employees. (Noe and
Wright, 2017)
Training and development
Training and development is considered as one of the key function of the Human
resource as most of the firms like Nissan looks at the training and development as an integral
part of the human resources action. Technically training includes the skills, attitudes or
knowledge to be more effective within a person with the outcomes improvement within the
behaviour. Training is crucial for the employees. Training and development amplify the
employees to amplify the strength as well as new skills as it is crucial for the firm to target
relevant individuals.
Productivity is not only rely on the staff members but also what type of the technology used by
the firm. With the help of the training staff members up to date their skill with new technology
by utilizing the better ones and at the same time discard the outdated ones. Workers can also
attended the right training sessions as well as guidance to develops the skills crucial for the
enhance of their own career and for the productivity of the Firm as well. (Rose, 2018)
Theory of Reinforcement
The theory lay emphasis on the motivation overlooks within the internal stage regarding
individual. Such as inner feelings as well as drives that can be ignored through Skinner. It lay
focuses on the outcomes when an individual takes some actions. Thus, as per Skinner he external
environment of the firm must be effectively designed positively and effectively to motivate the
employees. It is considered as the strong tool for evaluating the behaviour of the individuals.
Positive reinforcement- It is considered as a positive response when the individuals shows
positive and necessary behaviour. Such as instantly praising the worker for coming early at the
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workplace. This can increase the behaviour of reoccurring again. Here the reward is considered
as the positive reinforce as it includes that if the behaviour of the employees enhances than it
can be a positive reinforcement. (Schur, Colella and Adya, 2016)
Negative reinforcement- It can be applied rewarding an employee by removing negative
outcomes .
Training and development have a huge influence on a firm. Training as well as development
must be focused on the producing tangible and targeted outcomes regarding the business.
Skills, knowledge and behaviour
Technical skills – It involves the knowledge regarding the equipment, process and techniques
and any more. Technical skills are the basically depends on the specified task or Job as such
skills such as coding, civil engineering accounting and drafting legal documents. So the effective
manager of the Nissan Private limited possess the necessary skills within mention field.
Conceptual skills- It involves the overall visualization and understanding the firm. That
indicates that managers able to see and understand all the parts of the working of a firm. So
with the help of the conceptual skills the members have the capacity to solve the problems by
more creativity as well as effectively. It assist them to understand the complex situations as well
as relations. Hence, they have enough capacity to solve any type of the problem that arise.
Apart from the above skills an effective manager has the decision-making skills, leadership
skills, behavioural skills as well as administration skills ( Wehrmeyer, 2017)
Talent management
Talent management is considered as the strategy regarding the business of the Nissan that
will allows them to retain their top skilled and top talented staff members. It is considered as the
useful terms that describes firm's commitment to hire ,develop, manage as well as retain the
talented staff members.
Human resource manager provides training, support as well as backup to assure the new workers
Success comes from the manager. Coaching and developing staff members comes from his or
her daily communication with the managers. Within effective strategy includes the sharing
information regarding talented employees as well as their potential career path all over the
Nissan.
Theoretical model
Strategic talent management model
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This model is usually adopted by automobile companies in order to measure the talent of
employees. In this various elements are taken into consideration. They are as follows :-
Recruitment – In this recruitment is done on basis of strength and weakness of organization. It
enables in analyzing employee value to business. Also, employee skills and capabilities are
evaluated as well in it. (Wilton, 2016)
Culture – this element plays vital role in talent management. The culture defines process,
relationship, etc. of organization. Beside that, it includes ethics, values, etc.
Leadership – the leaders must be talented enough in organization so that they are able to lead
employees in effective way. They identify talent of staff and offer opportunities for growth. They
motivate staff to do something different.
Work environment – it is completely different from culture. In this proper communication
process is identified, supervisor management style, etc. is considered.
Team management – this include team working towards attaining common goal. Moreover,
skills, behavior, etc. of individual is defined.
T&D – employees talent management is enhanced by training and development. Generally, there
are three main activities in it that are T&D and education.
Performance appraisal – In this performance appraisal method is analyzed with regard to talent
management.
Skills, knowledge and behaviour
There are certain skills and knowledge required by manager of NIssan. They are as
follows :-
Accountability skills – this skill is required by manager to perform responsibility in effective
way. the manager should do tasks that is assigned to them.
Training skills – it is needed by manager to provide proper training to employees. They should
know that what type of training is required and how it will benefit in enhancing talent of staff.
Decision making skills – this skill is needed by manager in order to analyse talent of staff. They
can take decision of what talent is required in staff. (Ashdown, 2018)
Knowledge required
The manager should gain knowledge about different types of performance appraisal
techniques and how it can be applied in talent management. Furthermore, practices and methods
of training and development is required by manager.
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Behaviour
The manager should behave with respect to employees. They must follow policies and
guidelines properly to deal with employee talent.
CONCLUSION
It can be summarised that in NIssan the three areas are effectively managed by manager.
they follow different models and theories in all areas. However, there are certain skills,
knowledge and behaviour required by manager such as decision making, technical skills, etc.
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REFERENCES
Books and journals
Ashdown, L., 2018. Performance Management: A Practical Introduction. Kogan Page
Publishers.
Bratton, J. and Gold, J., 2017. Human resource management: theory and practice. Palgrave.
Collings, D.G., Wood, G.T. and Szamosi, L.T., 2018. Human resource management: A critical
approach. In Human Resource Management (pp. 1-23). Routledge.
Horwitz, F., 2017. Introduction: The business of business is sustainable business. In Cranfield on
Corporate Sustainability (pp. 1-6). Routledge.
Noe, R.A. and Wright, P.M., 2017. Human resource management: Gaining a competitive
advantage. New York, NY: McGraw-Hill Education.
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.
Wehrmeyer, W., 2017. Greening people: Human resources and environmental management.
Routledge.
Wilton, N., 2016. An introduction to human resource management. Sage.
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