Introduction to People Management: Leadership, Training, Talent Management and Performance

This article discusses the importance of people management in organizations, with a focus on leadership, training and development, talent management, and performance management. It also provides recommendations for Easy-Jet to improve their people management practices.

Introduction to people
management

TABLE OF CONTENT
INTRODUCTION ..........................................................................................................................3
MAIN BODY...................................................................................................................................3
Leadership and Management.......................................................................................................3
Training and Development..........................................................................................................4
Talent management underpin the Performance management......................................................6
CONCLUSION................................................................................................................................8
REFERENCES................................................................................................................................9

INTRODUCTION
People management can be defined as the process through which using, maintaining and
obtaining of workforce is utilized for management of the organization which can be used for the
purpose of contribution in the organization. In this project Easy Jet is chosen which is a big part
of UK aviation industry. This project will discuss the demonstration of the knowledge and skills
and behaviour for being an effective manager. This project will also identify and evaluate key
HR processes for underpinning the performance management at this organization. In this project
the contemporary issues faced by the line manager in relation to the management will be
understood.
MAIN BODY
Leadership and Management
The structure of the organization in Easy-Jet is hierarchal structure with their chief
executive office being at the top of all their operations. The bottom of the structure comes the
ground staff and cabin crew. Values of the management at this company is safety, simplicity and
teamwork which provides them integrity, passion and pioneering (Fritz and Van Knippenberg,
2018). Their focus is majorly on the development of strong position in the Europe's leading
Airports. The leaders at this company believe in the development of the people on the job for
creating a learning culture and also being able to increase enjoyment and retention. The
contribution of the leadership o this company is very high on the success or failure, affecting the
motivation and employee performance. Leaders at Easy-Jet have been able to from different
types of business model of innovation effective in the organization for being technologically
driven.
Transformational Leadership Theory
Transformational leadership theory is the model of leadership which relies on the
encouragement of the team which helps in the realization of the overall success of the
organization (Top, Abdullah and Faraj, 2020). This allows the organization in uplifting the
morale and self-confidence of the members. It is a theory which is used for the inspiration of the
team members for the working together as a single unit. With the help of this theory organization
are able to align itself to the overall vision and common purpose of the organization. In Easy-Jet
this leadership style is used as they focus on the attributes such as important element for
employee job satisfaction and commitment. This organization is able to utilize this theory

effectively in its structure as the leadership in this organization is based on positioning, authority
and seniority as the commitment of highly associated loyalty and transformational leadership.
The transformational qualities of the management of this organization has been very influential
for the business in leading the performance of the company beyond expectations of the Easy Jet's
operations. This will also be helpful for the measure the effectiveness of the travel of this
company (Siangchokyoo, Klinger and Campion, 2020). This approach of leadership has made
this company very effective in the adaptation of the against different types of issues which has a
combined effect on the leadership and culture of the business operations. Transformational
leadership is always very effective for the organization which wants to have efficiency in their
operations for decreasing the cost of production. The risk taking ability which is essential for the
successful use of this leadership style can be considered to be the way in which the business can
grow.
Recommendation
Following are the recommendations for Easy-Jet to improve the leadership and
management in the organization,
 As per the discussed theory this organization needs to put its employees as the first
priority in order make sure that they provide the best services to their customers as well.
 Their needs to be power of equality in the performance which is essential for the
adaptation of the business changes when required.
 The cultural values of the business will be needed to be kept at the heart of the business
practice such that the business will be able to keep more focus and enhancing.
 This organization needs to develop a strong brand image for their airline which will help
them in articulating employees and the numbers of ways.
 There requires to develop a formal leadership resources which ample for the
communication into the HR department and for their development in the PR pattern.
 The focus of the leadership of this company needs to be in the creation and maintenance
of the leadership control for keeping the customers feedback a positive notion.
Training and Development
Training and development are the activities related to education which enhance the
knowledge and skills of the employees while providing information and instruction in order to
perform better in the company. It basically describes the formal and ongoing efforts that makes

the employees to improve their efficiency and performances. Training is the short-term process
in which training and knowledge is provided to the employees in order to develop the skills of
the employees (Armstrong and Landers, 2018). In this process the aim of the employees is to
develop the additional skills and in development it develops the total personality of the person.
The organization must provide the training to their employees in order to develop the overall
personality and skills of them. In the training, the initiative is basically taken by the management
in order to meet the present needs of thee employees and in development the organization focus
on the individual's growth which makes them to achieve the planned objectives of the company
(Training and development, 2021). It is basically the educational activities in order to enhance
the skills and knowledge of the working employees in order to perform best in their work.
Human Capital Theory
The human capital theory is the approach which analyses that the human beings can
increase the productivity capacity through a greater education and skills training (Nemeth, 2017).
This theory shows how utilization of the capital into their human capital can add to the level of
performance and quality of employees they have (Al Karim, 2019). Easy-Jet which has been so
successful as an organization has always believed in the development of its employees which is a
way of motivating them for success. This theory means that the efforts made by the organization
on the employee's development is directly and indirectly benefiting the organization itself. This
helps them to be more productive, be more efficient and also growth the growth of the employee
practices. It is the best way in which the business is able to increase the employee motivation as
when the organization invests in the growth of the employees they feel more related and are
considered to be effective in the organization. This is good for the brand image of the Easy-Jet as
it is able to attract more talented individuals in the organization.
Recommendations
Following are the recommendations for Easy-Jet to improve the training and
development in the organization:
 The discussed theory suggest that in order to analyse the that how the human can
increase their productivity by having the greater productivity getting educational
skills .
 The organization can provide the flexible and accessible learning to their
employees in order to make them efficient in their work.

 Managers of the company should be involved in order to provide the best training
and make their employees perform better. As mangers knows the lacking points
of their employees, so they must get involved in order to develop the personality
of their employees.
 Training provided by the person is less complicated as compare to online training
which is so complicated for the employees to understand. By providing the face-
to face training it makes easier for the employees to learn and achieve the skills
faster.
 The organization must match the differences after providing training to their
employees which makes them know that they have gained skills or not.
 It is recommended that the company can enhance the skills and knowledge by
providing continuous training and development which provides them opportunity
to learn something new every day.
Talent management underpin the Performance management
The talent management refers to the management which includes the attraction, selection
and main retention of the employees in the company and it also includes the combination of the
processes of the HR in the employee's life cycle. It includes the workforce planning, learning and
development, performance management, recruiting, employee engagement, succession and
retention (Galiakberova, 2019). The talent management supports the performance management
of the organization. The cited organization must have the good talent which makes them to
survive in the competitive market. As talent management focuses on the full journey of the
employees starting from recruiting to promotions whereas the performance management means
to measure the performance of the employees in order to improve the productivity and achieve
the organizational goals. Performance management plays a crucial role in the development of
talent in the organization as it has three key areas operational efficiency that are achieving the
strategic goals of the organization, maximizing the employee engagement and ensuring efficient
succession planning. By having good talent management it makes the organization to have the
best performance and make there organization to lead in the competitive market.
Theory and approaches
By having the following strategic approaches to the talent management in the
organization it makes the organization to have the good performance management:

Performance assessment approach: This is the best approach in order to find out the
performance of the employees by which organization must be known the improvements on the
regular basis (Claus, 2019). This approach can be used by organization on the quarterly basis or
twice per year in order to be effective in their work. This assessment approach is usually done by
the management of the organization in order to check and review the performance of the
employees. This shows that what is done by employees, how was their performance and how it
can be improved in the coming time.
Effective Compensation: The company should hire the talented people and provide them
effective compensation. The compensation given to the employees should be quite impressive
which motivates them to perform better in the organization. By using this strategic approach the
organization the company can hire the best employees and can compete in the market. They
should also provide the health care benefits and additional benefits which makes them feel
motivated in the organization. The talent management provides the company stem in order to
have good vision of the company. Providing bonus and other incentives makes the company to
have good performance.
Recommendations
Following are the recommendations for Easy-Jet to improve the talent management that
underpin the performance management are as follows:
 It is suggested to the company that they should not have the one-size retention
program as it does not fit for all. They must provide the coaching and have the
retention programmes in order to benefit and have high potential in the
organization.
 The organization should also provide the career potential and opportunities for
having the advancement in order to retain the talent management which supports
the performance management.
 It is also recommended to the organization that the non-monetary awards can also
retain the talent management in the organization. By having the flexible working
hours, casual dress policies can also motivate employees to maintain the
performance management in the organization.

CONCLUSION
With the help of this project it can be concluded that Easy-Jet is very effective in the
performance management of its employees. In this project the leadership style of
transformational leadership has been shown to be used by Easy-Jet for management of the
organizations and development of a culture. This project has been able to provide training and
development very efficiently to its employees as it believes in the Human capital theory as
investing into the employees is beneficial for the organization. This project also discussed the
different ways and strategic approaches in which HR management of the organization is able to
manager the individuals of the organization.

REFERENCES
Books and Journals
Al Karim, R., 2019. Impact of different training and development programs on employee
performance in Bangladesh perspective. International Journal of Entrepreneurial
Research. 2(1). pp.8-14.
Armstrong, M. B. and Landers, R. N., 2018. Gamification of employee training and
development. International Journal of Training and Development. 22(2). pp.162-169.
Claus, L., 2019. HR disruption—Time already to reinvent talent management. BRQ Business
Research Quarterly. 22(3). pp.207-215.
Fritz, C. and Van Knippenberg, D., 2018. Gender and leadership aspiration: The impact of
work–life initiatives. Human Resource Management. 57(4). pp.855-868.
Galiakberova, A. A., 2019. Conceptual analysis of education role in economics: The human
capital theory. Journal of History Culture and Art Research. 8(3). pp.410-421.
Nemeth, J., 2017. Human capital theory in the framework of organization theory. Strategic
Management-International Journal of Strategic Management and Decision Support
Systems in Strategic Management. 23(3).
Siangchokyoo, N., Klinger, R.L. and Campion, E.D., 2020. Follower transformation as the
linchpin of transformational leadership theory: A systematic review and future research
agenda. The Leadership Quarterly. 31(1). p.101341.
Top, C., Abdullah, B.M.S. and Faraj, A.H.M., 2020. Transformational leadership impact on
employees performance. Eurasian Journal of Management & Social Sciences. 1(1),
pp.49-59.
Online
Training and development. 2021. [Online]. Available through:
<https://explore.darwinbox.com/hr-glossary/training-and-development>
Transformational Leadership, 2021. [Online]. Available through:
<https://www.simplypsychology.org/what-is-transformational-leadership.html>