HRM6635 Troy University HRM Development Opportunity Research Paper

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HRM6635

Troy University

Description

Topic: Identify a company or organization of your choice with a true and current HRD development opportunity. Prepare a comprehensive human resource development program on that opportunity.

The suggested outline for this paper is as follows:

  • Title Page
  • Introduction
  • Overview of the subject company
  • Assessment of the HRD opportunity
  • Design of the HRD plan
  • Implementation strategy
  • Delivery
  • Method of evaluation

Grading will stress structure, content, analysis, and style.

The paper must be at least three thousand words in length, but not exceed 4,500 words not counting tables, figures, and any (optional) Appendices; it must correctly cite and use at least 10 ACADEMIC references, NOT counting the textbook. ALL cited sources must appear both within the body of the text (in text citations) and in the References list. NOTE: for an “A” grade, the paper must use articles from at least 2 peer reviewed journals or "scholarly" books. Most of these periodicals are available on line from the Troy University Library.

Choose a topic of importance to the human resource development field. Some suggested topics might be:

  • Performance Management
  • Employee Selection
  • Recruiting Strategies
  • Employee Engagement
  • Building a Diverse Workforce
  • Reductions in Force
  • Performance Reviews

Please choose and organization you know. For example a current or former employer, a friend’s or relative’s employer or at a minimum an organization from which you can gain true insight into the HRD issues.

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Explanation & Answer

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Running head: NISSAN’S PERFORMANCE MANAGEMENT

Nissan’s Performance Management
Student’s Name
Institutional Affiliation

1

NISSAN’S PERFORMANCE MANAGEMENT

2

Nissan’s Performance Management
Traditionally, organizations perceived performance management as a strategy primarily
aimed at maximizing employee productivity and increasing profits. Therefore, managers
established performance programs with the aim of modifying employee behavior to achieve high
revenue outcomes. Jain and Gautam (2014) claim that these traditional performance management
approaches cannot assist contemporary organizations in achieving sustainable rewards. Today,
traditional approaches are becoming obsolete due to the changing business environment.
Employee welfare has become a crucial determinant of success because it influences the
relationship between management and the workforce. Thus, organizations have shifted their
performance management approaches toward promoting the development and learning of
employees. Most firms have adopted employee-centered cultures because they have realized that
workforce satisfaction is a crucial determinant of success (Maza, 2018). Nissan Motor Company
is among contemporary businesses that have realized the value of workforce satisfaction and,
thus, it has established programs that promote employee development as its key performance
management approach.
Company Overview
Nissan is a global automobile manufacturer with headquarters in Japan. The company
traces its origin to 1932 when DAT Jidosha Seizo Co., Ltd. became Tobata Casting Co., Ltd.’s
subsidiary and the two firms adopted Datsun as their name (Nissan Motor Corporation, 2019). In
1933, Tobata Casting Co., Ltd. purchased land in Yokohama City where it began automobile
production. The following year, the corporate adopted Nissan Motor Co., Ltd. as its name and
started exporting its first automobiles outside Japan. Since then, the firm has gradually developed
to occupy a top position among the largest automobile producers worldwide. Today, it operates

NISSAN’S PERFORMANCE MANAGEMENT

3

six brands, including Nissan, Infiniti, Datsun, Heritage, Motorsports, and Nissan crossing. It
operates under the vision, “enriching people’s lives,” which influences the design, technology,
and quality of its products. Additionally, the vision allows Nissan to develop unique product
designs with excellent safety technologies and quality outcomes to improve customer experience.
The company could not implement its vision without support and cooperation from its large
global workforce.
Assessment of Nissan’s HRD Opportunity
Effective performance management approaches can assist an organization in improving
employee satisfaction and optimizing performance. DeNisi and Murphy (2017) define
performance management as HRM interventions that organizations es...


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