Introduction to People Management

This report provides an introduction to employee management and focuses on Easy Jet, a British airline company. It discusses the role of leadership and management, the process of talent management, and the importance of training and development in organizations.

Introduction
to
people
management

Table of Contents
INTRODUCTION...........................................................................................................................3
TASK 1...........................................................................................................................................3
Leadership and management ................................................................................................3
TASK 2............................................................................................................................................4
Training and development......................................................................................................4
TASK 3............................................................................................................................................5
Talent management ...............................................................................................................5
CONCLSUSION..............................................................................................................................8
REFERNCE.....................................................................................................................................9

INTRODUCTION
Employee management is a very important part of human resource department which has
to be compulsorily performed by all organisations (Stewart and Brown, 2019). This report is base
on Easy jet which is which is a British airline company having low cost services and is having
presence in approx 30 countries and are providing services over 1000 routes. Various aspects
discussed in this report are leadership and management role in the company, process of talent
management and how training and development has to be carried in in any organisation.
TASK 1
Leadership and management
Leadership is a process which is related to how a leader is able to influence a group and
posses a impact on various individuals who are working towards achievement of a one particular
goal. Every leader makes attempts to ensure that all their group members are working towards a
common goal and how productively exact individual is contributing towards their common goal
is determined by the capacity of how positively leaders is able to influence its team members
(Wehrmeyer , 2017).
Management is referred to the administrative functions performed in a Company. This is
a process which is related with four major aspects which are related to planning of various take,
then organizing of resources, leading people towards achievement of those objectives and finally
controlling activity takes place. This function is performed by managers in every company.
Traits of a leader and manager: There are some of the traits which must be
compulsorily present in every leader such as confidence, integrity, good communication skills,
accountability, empowerment ability to other team members.
Traits of a manger include that there must be adequate experience, communication abilities,
management of time, reliability, required amount of knowledge are some of the capabilities
which must be surely present in manager of every company.

Leadership style: There are many different leadership styles which have to be adopted
compulsorily by every leader. This style will help a leader in managing their teams and overall
task which have been allotted to them. Democratic style of leadership has been adopted in case
of Easy Jet as they consider views of their subordinates so that they are able to contribute
towards all decision which are have to be taken by leaders in the company.
Merits and demerits of adopted leadership style: There are many merits of this
leadership style as This makes all the employees and staff workforce a feeling of relatedness and
important as their views are considered in the process of decision making which gives them a
opportunity to share their views and opinions on decision which are having impact on
employees.
Every individual may have a different view and opinion which may lead to high amount of
conflicts amongst workers in the company and this will also posses a negative effect on overall
working environment of company. This may effect the overall functioning of employees and
may lead to reduction in their productivity.
suggestion and recommendations: It is being suggested to the company that they must
make proper attempts that if any leadership style is adopted then it has to be in accordance with
requirement of organisation and various traits of employees (Webb, 2017).
TASK 2
Training and development
Meaning: This is one of functions which is a major function of human resource and it is
department which is helping in improving effect
tiveness of individuals and staff who is working in the organisation. Training can be viewed as a
process which involves increasing the exiting skills of employees in the company.
Employee Performance: This is referred to as certain standard level which is a a
individual trait of a employee in a organisation. It is used to measure the level of performance
which is achieved by employee in while they are performing their duties.
Tools used for measurement of employee performance: there are many different types
of tools which can be used by organisations in measuring performance level of employees such
as:

Productivity tests, 360-Degree Feedback, man agent by objectives etc. all these are methods
which are used by employers in measuring the overall level of performance of employees in the
Responsibility of HR in terms of Training and Development
Honey and Mumford Learning Style Theory: This is type of learning style which has
been developed by Peter Honey and Alan Mumford they have identified four types of learning
styles which are Theorist, Activist, Pragmatist and Reflector which is used in seeking out of
opportunities to learn with the usage of that style.
SMART objectives: To reduce employee turnover by 10% from the last quarter. This is
a objective which is specific, measurable as a numerical value has been set. This is attainable as
in the coming quarter this objective is easily achieved as there has been many policies made in
favour of employees of the company which is surely going to have a positive impact on the
mindset of employees and they will not be leaving the company. There is a time set which is
coming quarter.
Employee Engagement and its importance:
Employee engagement plays a very important part in all organisations and in case of Easy jet the
human resource department is also using this strategy so that they are able to engage their overall
workforce in the company (Stewart and Brown, 2019). This will have many benefits on part of
employees as it will lead to boosting of productivity level of their employees, will help in
increasing customer level of satisfaction, retain of employees for a longer period of time, the
overall culture of Easy Jet will be more positive and this all will help in ensuring success of the
company.
TASK 3
Talent management
Managing of employees is very important for every organisation as this is related to
managing of the overall workforce who are responsible for functioning of the company. It can be
said that in Easy Jet there are some of the essential factors which are discussed below:
 Internal factors: This is related with various element which are present inside the
company and this has a influence on the execution by board and initiates which have
taken by the top management of the country with regards to various measures which are
affecting the talent management process in companies. In Easy Jet there is a requirement

to be focussed on various factors which are internal affecting the organisation and in
performance level of employees (Taylor, Doherty and McGraw, 2015).
 External Factors: there are many social elements which are present in the dynamic
environment such as political, social, economical which can have a affect on the
employees working in the company.
Meaning and importance of Talent Management:
Meaning: Talent management is a process which is related with requirement of human
capital in the organisation. In Easy Jet this is related with how a they is planning to meet their
requirements with the usage of strategic human resource planning this is helpful in ascertainment
of business value with the competent employees with required skills & knowledge.
Importance of talent management:
 Employee motivation: If there is strategic talent management in organisation then it
helps them to keep their employees motivated and helps them in staying in organisation
for a longer period of time. In easy jet this will help in reduction of employee turnover in
long duration of time.
 Increasing employee engagement: Talent management helps in consistent decision
making and systematic decision which have ti be taken for staff members and helps
employees in developing their skills. In Easy jet this will be very helpful in having a fair
procedure fir development and increasing the retention of employees which will fulfil
operational requirements in the organisation.
 Improvement of customer satisfaction: there will be a systematic approach in talent
engagement then it will help in integration approach in organisation and will be helpful
in having a consistent approach in organisation. In Easy jet this will be helpful in
increasing the satisfaction level of their employees by increasing the quality in way the
services are offered.

How to pick a right candidate: There are certain steps which have to be taken care in the
overall process of selection of a candidate which is taken to consideration by Easy Jet as
described below:
 There must be quantification of various deliverables when interview what to be
conducted of a particular candidate(Huang, , 2016).
 Asking subjective questions is also a necessary step which has to be taken care by the
human resource department.
 Focus must be there on overall experience of a candidate and also various
accomplishments and achievements which have been done by a particular person in the
due course of their career.
 There must be proper evaluation of attitude of a employee towards working culture and
their attitude must also be clearly analysed so that various interpretations can be made
whether employee will be able to handle the work pressure, priorities of their top
management and other responsibility which will be assigned while they will be working
in the company.
Selection process:
Selection process can be defined as a process in which right employee is selected and
shortlisted according to requirement of skills to fill up various vacancies in the organisation.
There are certain steps which have to be followed in every company which is discuss below:
 Preliminary interview:This is form of basic interview in which main motive is to
eliminate those candidates who are completely not fit fir the required position of job.
 Receiving of applications: In this application from various employees who can be
potential and have the capabilities sis done in the company (Diraco, Leone and Siciliano,
2015).
 Screening of applications: In this all those applicants which are not according to the
requirement have to be rejected.
 Employment tests: In this various tests of a individual is conducted to ascertain their
skills, competence, potential and knowledge level.

 Employment Interview: This is a step in which interview of the candidates is conducted
to identify skills posses by them and their ability to work in the company. This is most
critical step in the whole process.
 References: In this step all the references provide by a employee is checked so that if
there are any doubts regarding employee those can be cleared early and this is very
important consideration to be done before a employee is finally selected.
 Medical examination: physical fitness is also a very necessary attribute which must be
present in a candidate as if a person is not mentally and physically fit full contribution
cannot be made towards the organisation.
 Final selection: In this step a person is finally selected in the company and a letter of
final selection is provided. Which leads to a confirmation for both employee and
employer (Bainbridge, 2015).
Importance of assessing candidates according to their applications:
It is very important for selecting a candidate according to overall requirement of a
particular Vacant position and also it is necessary as this can help in fulfilment of requirements
in organisation and also can help a employee to make their performance equalize with their job
requirement. They will be bale to deliver their performance in the best manner. In Easy Jet if all
vacant positions will be filled by identifying requirements of those jobs then it will lead to
achievement of major objective of human resource department which is hiring right candidate for
right job profile.
CONCLSUSION
This report is based on various functions and attributes which are associated with human
resource department in the company. Leadership & management are the two major aspects which
is related to managing of employees in every company. These are very important functions
which are performed by leaders and managers. After this another function is training and
development which is also very necessary as no organisation can have a fully competent
workforce hence they have to be provided training according to requirement if organisation
functioning. Management of talent is also a very important aspect of human resource department

in every company. It can be said that these all these constitute the major functions of Human
resource department in every company.

REFERNCE
Books & Journals
Bainbridge, H., 2015. Devolving people management to the line: How different rationales for
devolution influence people management effectiveness. Personnel Review, 44(6),
pp.847-865.
Diraco, G., Leone, A. and Siciliano, P., 2015. People occupancy detection and profiling with 3D
depth sensors for building energy management. Energy and Buildings, 92, pp.246-266.
Huang, E.S., 2016. Management of diabetes mellitus in older people with
comorbidities. Bmj, 353, p.i2200.
Pratikna, R.N. and Gamayanto, I., 2017. Developing leadership systems inside university using
Jim Collins method [good to great]: People management development to face ASEAN
economic community in Indonesia. Review of Integrative Business and Economics
Research, 6(3), p.45.
Stewart, G.L. and Brown, K.G., 2019. Human resource management. Wiley.
Taylor, T., Doherty, A. and McGraw, P., 2015. Managing people in sport organizations: A
strategic human resource management perspective. Routledge.
Webb, S.P., 2017. Knowledge management: Linchpin of change. Routledge.
Wehrmeyer, W., 2017. Greening people: Human resources and environmental management.
Routledge.