Introduction to People Management - EasyJet

This study focuses on the operational practices, training and development, and talent management of EasyJet in the context of people management. It discusses the leadership and management style of EasyJet, the training and development programs offered by the company, and the talent management strategies implemented by EasyJet. The study also provides recommendations for improving these practices.

INTRODUCTION TO
PEOPLE MANAGEMENT
EASY JET

ABSTRACT
People management is the difficult task companies have to manage its workers in significant
manner so that firm can work better in the market. Study describes operational practices of
EasyJet. It explains training and development practices of company and determine the ways
through which EasyJet can improve its practices. QUAD model of talent management states that
firms needs to pan, acquire, development and retain the talent in order to manage them well.

TABLE OF CONTENTS
ABSTRACT....................................................................................................................................2
INTRODUCTION...........................................................................................................................1
AREA 1: LEADERSHIP AND MANAGEMENT.........................................................................1
Operational context......................................................................................................................1
Theoretical models.......................................................................................................................2
Recommendations........................................................................................................................2
AREA 2: TRAINING AND DEVELOPMENT..............................................................................3
Operational context......................................................................................................................3
Theoretical models.......................................................................................................................3
Recommendations........................................................................................................................4
AREA 3: TALENT MANAGEMENT............................................................................................4
Operational context......................................................................................................................4
Theoretical models.......................................................................................................................5
Recommendations........................................................................................................................6
CONCLUSION................................................................................................................................6
REFERENCES................................................................................................................................7

INTRODUCTION
Human resource department is the most essential functional unit that manage job
recruitments, promotes people and ensure that talent retain in firm for longer duration (Vaiman,
Haslberger and Vance, 2015). Present study is based on EasyJet, it is Popular low cost airline
that provides services in more than 156 destinations. In the year 2019 it has generated revenues
of 6385million. Company has employed 14000 employees. HR department of EasyJet ensures
that it manages people well and provide them training timely. This supports the firm in raising
productivity and profitability to great extent.
AREA 1: LEADERSHIP AND MANAGEMENT
Operational context
The main agenda of Easyjet is to develop its position in airline industry, Leaders of the
firm always praise people for their hard work and contribution. They drive people in such
manner so that they can perform their duties in significant manner. Leaders create vision and find
innovative ideas through which Easyjet can fulfil its objectives significantly. Personality, beliefs
of leaders encourage employees and they follow their instructions carefully. Leaders have
democratic leadership style, as they involve workers in every meeting and ask their suggestions
or ideas (van den Broek, Boselie and Paauwe, 2018). This develops relationship and bonding
between management and staff members. By this way they become loyal towards the
organisation and contribute well in order to accomplish organisational goal successfully.
Managers of the firm are very professional, they direct employees and monitor their
performance closely (Meyer and Xin, 2018). This aids management in analysing loop fall and
resolving that issues timely so that overall working can be improved. In addition, entity treats its
workers well hence managers provide them rewards and recognition so that people feel happy.
Managers has transformational style, as they allow their employees to participate in discussions
but final decision is taken by managers that is necessary to be adopted by all the staff members.
Management believes in managing or implementing changes at workplace. Manager of EasyJet
give particular challenges to employees and push them to work hard. Once people have
completed their challenge successfully, manager give them rewards and recognition (Elegbe,
20160.
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Theoretical models
Contingency management theory states that performance of company is highly depended
upon the way managers drive people and handle different situations. There are three major
elements that can impact on working of leaders or managers. First component is leader member
relationship. If leader or manager is able to develop healthy bonding with staff then people will
give their support and will accept their decisions. This relationship helps in developing trust of
workers and people feel motivated when they work with their respective superiors (Bournois,
Chauchat and Roussillon, 2017). Task structure is another major component, if people have
clarity about their task then they will be able to perform it well. Hence managers need to give
clear guideline to them so that employee understand their job role and can perform it
accordingly. Positional power is another major factor, power of leader have great impact over
productivity of business unit.
Situational leadership theory states that leaders are most essential resource of company and
they have to handle situations well. If a leader is able to take right decision or react right in
several situations, then individual can lead people well. Leaders have several leadership style:
Telling is the style in which leaders of organisation have to tell people for what they are
responsible and what is there job role (Adekiya and Ibrahim, 2016). Selling style states that
leaders of company have to communicate their ideas to all group members so that their resistance
can be handle in better manner if company plans to make changes at workplace. Participating is
another style, leaders have to involve employees so that new ideas can be generated and sound
decision can be made. This develops relationship between employees and management,
Delegating is the style in which leader has to give responsibility to the right person so that
operations can be done smoothly (Zaitseva and et.al., 20150.
Recommendations
 Manager and leader of Easyjet should have good communication and decision making
skill. They would help in making people aware with the issues and making them ready to
accept changes at workplace significantly.
 They must have good knowledge about work and policies so that they can ensure each
person is working according to these policies.
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 Leader and managers of EasyJet must behave positive with all staff members, this
positive attitude will create healthy workplace environment and people will like to work
in firm for longer duration.
AREA 2: TRAINING AND DEVELOPMENT
Operational context
Training plays significant role in the success of business unit, EasyJet provides training to
its workers so that they can perform their duties in significant manner and can manage work
systematically. EasyJet first identify the skill gap in employees and accordingly design its
training and development programs. It hires the trainer that has great knowledge about particular
areas so that problems of people can be resolves quickly and working efficiency of employees
can be increased (Ayeleke and et.al., 2016). Company offers off the job training to its valuable
human resource. It organises training sessions for the people those who have recently joined.
Proper training related to their work role, technical things are given to them. By this way person
develop their knowledge and become able to perform their duties in significant manner.
Technical and soft skill training programs are organised by EasyJet for its staff members.
People are given knowledge about latest technologies that may reduce their workload and can
help them to work more efficiently. Apart from this employee are given training to improve their
communication, presentation skill (Barney and et.al., 2017). This helps employees in dealing
with travellers in significant manner and raising their satisfaction level to great extent. Company
provides on boarding training when person joined the firm. This type of training sessions helps
individual in performing job well and contributing well in the success of organisation.
Theoretical models
Reinforcement theory states that there is need to understand learning behaviour of person
and then company has to design its training programs so that individual can learn thigs and can
implement it in their working practices in proper manner. Company has to schedule training
sessions by considering organisational goal and have to expect positive outcome (Söderlund and
Borg, 20180.
Experimental learning is another kind of theoretical framework that describes person learns
from their experience. If individual has faced failure in their career, then this failure makes them
able to improve their knowledge and do not repeat that mistakes again in the future. Experiences
raises maturity level of employee and enhances their learning capabilities as well. This makes the
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person more focused. If employees learn through their experience, then it would make them able
to analyses their own capabilities and work to improve their lacking areas. Role play training
method is most effective technique in which person is given specific role and management
creates realistic situations to make the person aware how to react or work on such conditions.
This type of training methods develops interpersonal relationship and it makes positive changes
in the attitude of employees (Vaiman, Haslberger and Vance, 2015).
Recommendations
 EasyJet should implement on and off both job training methods. On the job method will
help employees in understanding reality of their job role while working at actual
workplace. This would support them in raising their knowledge and experiencing real
things. By this way they can understand the problem areas and can work with focus.
 To develop knowledge and skills of employees, EasyJet organise seminars time to time.
This type of seminars raises confidence of person and make them able to work more
effectively. In the seminar, there should be discussion on specific issues and expert must
give their views and must share their experiences with all the members so that they can
improve their work and can work more effectively at workplace.
AREA 3: TALENT MANAGEMENT
Operational context
Each organisation wants to hire best talent in the firm who can support the firm and can
help business in gaining competitive advantage. In order to manage talent EasyJet always
prepare job description, it first describe things that must be in particular person to perform at
vacant post (van den Broek, Boselie and Paauwe, 2018). Skills, attributes, experiences are
described and accordingly HR conducts recruitments. Human resource manager select the most
deserving person who met these criteria. One best talent tis hired in the firm then EasyJet ensure
to improve their performance hence company provides them regular training so that employee
can develop their capabilities. This helps in raising their productivity that gives benefit to
business unit to great extent.
EasyJet also provides compensations and rewards to the person who is performing their
job well. This types of rewards and payment encourage workers and they put hard efforts to meet
the organisational goal (Meyer and Xin, 2018). This helps business in retaining talent in business
unit for longer duration. EasyJet also provide career development opportunities to its staff
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members so that they feel happy. Furthermore, entity develops such culture where people like to
work. Company has standardised feedback process in which it takes reviews of allow workers.
By this way entity get to know the areas that must be work on to retain talent. HR managers
work immediately on these areas. This strategy of EasyJet helps the organisation in gaining trust
of talented staff members and retaining or managing them in the firm for longer duration
(Elegbe, 2016).
Theoretical models
QUAD model explains that companies can get benefit by managing talent in significant
manner. There is need to have proper planning, acquiring right person, develop that person and
retain them. This process of managing talent can aid organisation in raising its profitability and
meeting the organisational goal successfully. Companies have to plan what kind of person it
requires in the workplace; they have to set criteria of employees by considering job role. There
must be audit of current talent levels.
Figure 1QUAD model
Source: Theoretical framework of talent management practices – an overview, 2018
Once it is done then firm needs to acquire person from various sources. Entities can take
support of internal or external recruitment sources to acquire talent in business unit. After that
there must be development practices that may improve knowledge and capabilities of recruited
person so that individual can perform their duties in significant manner (Bournois, Chauchat and
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Roussillon, 2017). Entities have to give training to staff or have to give them rewards so that
person feel encouraged and perform their work in effective manner. By this way long term
objective of organisation can be obtained successfully. Once development is done then entity
has to work to retain talent. This can be done by providing them incentives, flexible working
hours or creating healthy workplace culture. This would make them feel happy and people will
retain in business for longer duration (Barney and et.al., 20170.
Recommendations
 EasyJet should first prepare proper job description and person specification. By this way
right person would be recruited that would be better for organisation to raise its
productivity and minimise the mistakes. If the person has relevant experience of that field
and have knowledge about it then individual will be able to perform job well.
 EasyJet should improve its performance management practices and have to give rewards
to the person who is performing well in business. this will encourage them and they will
put hard efforts to work better. Rewards and compensations is the practice that raise
confidence of person and fulfil their needs as well. By this way person feel happy or
satisfied and utilise their capabilities in significant manner so that overall goal of
organisation can be accomplished.
CONCLUSION
Study can be summarised as managing people in organisation is very important aspect for
the success of business unit. If employees are working well then company can get success in the
market. Firm has to design training sessions in proper manner by considering skill gap of
workers. This can support the entity in giving adequate knowledge to workers and making them
able to work better at workplace. Talent management aids the firm in retaining right person in
business for longer duration and raising productivity of the enterprise to great extent.
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REFERENCES
Books and Journals
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antecedent role of culture and entrepreneurship training and development. The
International Journal of Management Education. 14(2). pp.116-132.
Ayeleke, R. O. and et.al., 2016. Outcomes and impact of training and development in health
management and leadership in relation to competence in role: a mixed-methods
systematic review protocol. International journal of health policy and
management. 5(12).pp.715.
Barney, J. B. and et.al., 2017. Management and organization review special issue ‘Coopetition
and innovation in transforming economies’. Management and Organization
Review. 13(1). pp.201-204.
Bournois, F., Chauchat, J. H. and Roussillon, S., 2017. Training and management development
in Europe. In Policy and practice in European human resource management (pp. 122-
138). Routledge.
Elegbe, J. A., 2016. Talent management in the developing world: Adopting a global perspective.
Routledge.
Meyer, K. E. and Xin, K. R., 2018. Managing talent in emerging economy multinationals:
Integrating strategic management and human resource management. The International
Journal of Human Resource Management. 29(11). pp.1827-1855.
Söderlund, J. and Borg, E., 2018. Liminality in management and organization studies: Process,
position and place. International Journal of Management Reviews. 20(4). pp.880-902.
Vaiman, V., Haslberger, A. and Vance, C. M., 2015. Recognizing the important role of self-
initiated expatriates in effective global talent management. Human Resource
Management Review. 25(3). pp.280-286.
van den Broek, J., Boselie, P. and Paauwe, J., 2018. Cooperative innovation through a talent
management pool: A qualitative study on coopetition in healthcare. European
Management Journal. 36(1). pp.135-144.
Zaitseva, N. A. and et.al., 2015. Foresight technologies usage in working out long term.
Forecasts of service and tourism personnel training system development. Journal of
Environmental Management & Tourism. 6(2 (12)). pp.410.
Online
Theoretical framework of talent management practices – an overview. 2018. [Online]. Available
through < https://shodhganga.inflibnet.ac.in/bitstream/10603/38348/7/07_chapter
%201.pdf >
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