Analysis of EasyJet's People Management: Leadership, Training & Talent

This report provides an overview of people management practices at EasyJet, a British airline known for its low-cost services. It explores various aspects of human resource management, including leadership styles, training and development initiatives, and talent management processes. The report discusses the traits of effective leaders and managers, analyzes different leadership styles like the democratic approach used at EasyJet, and examines the merits and demerits of such styles. It further delves into training and development, highlighting the importance of employee performance, measurement tools like 360-degree feedback, and learning style theories like Honey and Mumford. The significance of SMART objectives and employee engagement in enhancing organizational productivity is also emphasized. Finally, the report examines talent management, considering internal and external factors affecting HR functions and outlining the steps involved in the talent management process, from identifying goals to succession planning and professional development. It also discusses the criteria for selecting the right candidates and the various stages of the selection process at EasyJet.

Introduction
to
people
management
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Table of Contents
Introduction......................................................................................................................................3
TASK 1............................................................................................................................................3
Leadership and management..................................................................................................3
TASK 2............................................................................................................................................5
Training and development......................................................................................................5
TASK 3............................................................................................................................................7
Talent management:...............................................................................................................7
CONCLSUSION............................................................................................................................11
REFERNCE...................................................................................................................................12
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Introduction
Employee management can be regarded as one of the most important functions of Human
Resource Department in every organisation. Present report is based on easy jet that is British
airline organisation offering low-cost services of airlines across different parts of the world.
Presently this airline is having presence in more than 30 countries and they are providing
services across 1000 routes in different parts of the world (Wehrmeyer, 2017). Present report is
based on how leadership and management are managed in these organisation practices of
training and development that are confused and management of people in such organisation
lastly, there is discussion of process of talent management and importance of talent management
in an organisation.
TASK 1
Leadership and management
Leadership is basically a process that is relation with how a leader is influence their team
members and impact all the individuals that are together working for achievement of a common
goal. There are different types of teams that are made at different levels in every organisation
and according to some specific project a particular team can specially be developed in a
organisation to achieve a common goal. In case of easy jet the management of the company is
formation of team and appointing competent leaders for leading such team.
Management on the other hand is a process that is fairly connected with how administrative
functions are being performed in easy jet. It is a process that has four major functions such as
planning of different sector, organisation of different resources required for execution of such
plans, leading people achieve that specific objectives in these plans and finally the last step is to
direct and control all the activities that are being planned and monitor them to take care of any
deviation that takes place in the planned and achieved results.
Traits of manager and leader:
There are some specific traits that have to be compulsorily present in a leader and consist of
effective communication skills, personal skills such as high level of understanding. Technical
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skills related to management of time and allocation of duties and responsibilities equally among
their team members and handling of all the internal conflict so that the productivity and
coordination level of working among all the members does not get affected.
In case of skills of managers there are some necessary traits like communication abilities
reliability, influencing others, management and allocation of task present in all the managers in
easy chat so that they are able to manage properly all the duties and responsibilities assigned to
them by their top authorities.
Leadership style:
There are different types of leadership styles that have been developed by many theorists
and can be adopted by such leaders for their effective working (Webb, 2017). Democratic
autocratic are some examples of leadership styles that are used by different organisations
according to their suitability. In present scenario, of easy jet there is of leadership that is used in
most of the cases for the process of decision making so that there is equal participation of all the
employees that are working together for achievement of one common objective.
Merits and demerits of leadership styles:
Every leadership style has some of the merits and demerits in present case of democratic
leadership style that has been adopted by easy jet it has a merit of leading to High motivation
among all the team members as they are given opportunity to present their views and thoughts
related to any major decisions that is going to affect them in the long run.
On the other hand it has demerits that each individual possess a different and innovative you of
looking at various aspects of a decision and sometime search differences in opinion might create
lot of internal conflicts and it becomes very difficult for the leaders to understand and consider
opinion of each and every employee (Stewart, and Brown, 2019). So there can be possibility of
situations where such high amount of internal conflicts. These can posses’ direct impact on the
overall productivity level of employees and they are not able to maintain a positive working
environment all these lead to negativity among the overall workforce and non achievement of
overall goals in the organisation.
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Recommendations and suggestion:
It has been suggested that for easy jet democratic style of leadership is suitable but there is
efforts that has to be made by leader in order to avoid the negative impact of such leadership
style. Such as they must be equal opportunity given to each employee to maximize their
contribution level in the process of decision making but at the same time there must be proper
consideration given to each every employee must be given equal chance but the decision making
power must be according to maximum number of that is willing for a particular decision. It will
lead to increase number of that is for the leader and no negative environment at the workplace.
TASK 2
Training and development
Training and development is one of the most important functions that is performed by
Human Resource Department in every organization. Training is basically a process that consists
of enhancement of present level of skills of employees in an organization.
Employee performance:
Employee performance is the certain set standard level that is individual according to the
contribution of employee is making their performance level is measured by leaders and managers
by the use of some specific measurement tools.
Tools used for measurement in easy jet:
In Case of Easy jet, the managers are using 360 degree feedback criteria where employee
performance is measured from all different perspective such as from the point of their
subordinates colleagues and superiors so that all these special considerations are given to view
points from all such areas that leads to complete and detailed evaluation of a particular individual
in the workplace.
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Honey and Mumford styling theory:
It is a learning style that is developed by Alan Mumford and Peter honey , in which there
are four different types of learning styles that have been identified and includes reflector, activist,
theorist and pragmatist that is related with opportunities of learning according to particular style.
SMART objectives:
For ensuring effectiveness in employees performance level and cost-effectiveness there are
certain smart objectives that have been set up by managers and leaders and easy jet. One such
goal is set for reducing the overall turnover of employees by 10% coming financial year ending
to 2020 (Huang, 2016.). This effort will lead to reduction in overall cost that has to be incurred
by the Human Resource Department in recruitment and selection of new vacant position that
arises because of an employee leaving their Organization in the financial year.
Importance of employee engagement:
Employee engagement basically refers to criteria in which employees are willingly
interested in making high contribution towards achievement of overall organizations objective.
In this employees are having high moral and motivation level that leads to more level of
contribution with they are making as compared to past situation (Gupta, Kundu, and Das, .,
2019)There are many benefits of having higher employee engagement level search as when
employees are willing to contribute more and there is increase in productivity of these employees
it leads to over overall productivity of the organization and in easy jet it will lead to reduction in
cost of employee turnover as employees will be willing to be associated with the organization for
longer period of time that is major objective of Human Resource Department in the present
financial year.
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TASK 3
Talent management:
It is a process of managing employees that is regarded as one of the most important
functions in every organization which is in relation with how effectively Human Resource
Department is able to manage their employees. It can be said that in case of easy jet there are
certain external and internal factors that are affecting functioning of Human Resource
Department as discussed below:
Internal factors:
It consists of different elements that are part of internal functioning of environment and
are considered by top authorities to be most crucial in order to manage their talent. In case of
easy jet there is requirement to make policies relation with increasing the motivation level of
their employees by adoption of two such as more increments, rewarding most competent
employees, monthly high performers. Etc. Also chapters will lead to the present motivation level
of employees in their organization (AS, ., 2019).
External factors:
There are some external factors that are part of overall external environment that is
dynamic, political elements economical elements technological social that have considerable
impact on functioning of employees so top authorities and Human Resource Department should
make elements are not affecting the employees mindset and performance level in a negative
manner.
Process of talent management:
There are certain steps that are part of overall process of talent management as discussed below:
1) Process of Talent Management:
There are many steps which are part of Talent management which are described below:
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1) Identification of goals: In this step over all goes have to be clearly identified by human
resource department.
2) Attracting of talent: In this step confident talent has to be attracted by the human resource
managers by identification of suitable sources.
3) Recruitment: In the step the most stable and place have to be the recruited and selected in the
organization.
4) Employee retention: In this step competent employee have to be reading for along good
addition of time by use of certain efforts by top management of the organization
5) Promotion: Employees after all for timely promotion so that they are giving rewards according
to the high level of performance.
6) Succession planning; in this step of There are management individual development criteria
had to be planned by the human Resource department.
7) Professional development decision: In this step there are different developmental decisions for
employees related to better training and individual level of development has to be planned by the
human resource managers.
Picking a right candidate:
So there are some steps that are part of process of selection of candidate that is considered by
easy jet as discussed below:
There must be certain quantification of different deliverables in the interview process.
There must be final selection of a candidate according to taking into consideration of overall
experience possessed by a particular employee (Agarwall, Das and Swain, 2019) .
The overall personality of a particular candidate must be assessed in detail apart from the
educational or technical level of qualifications particular Individual posses.
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Selection process:
There are certain steps of overall part of the selection process that have to be used by manager on
easy jet order to select a right candidate according to availability of vacancies:
1) Preliminary interview:
It is a basic interview to assess basic qualifications of a candidate that takes place in form of a
direct conversation between the interviewer and the interviewee.
2) Attracting applicants:
In this step the most suitable candidates and competent candidates have to be attracted by the hr
manager in easy jet.
3) Screening of applications:
In this step all the applications that are not suitable have to be screened and rejected at this
particular step.
4) Employment test:
In face of easy jet there are certain, that have been planned by the human resource manager such
as written skill test for assessing the potential competence and knowledge level of a employee.
5) Employment interview:
This is an interview round that is conducted between the top management and the candidate to
make a final assessment of candidate and review them for final selection process.
6) References:
There are certain differences that have been provided by individual and have to be assessed in
order to check the reliability of a particular is selected candidate.
7) Medical examination:
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It is very necessary to assess a candidate that they are physically and mentally fit in order to
functions in most effective manner for this a medical examination test is conducted.
8) Final selection decision:
This is the last step of selection process in which either a candidate is finally selected or may be
rejected if selected then offer letter is sent to the candidate and they are communicated about the
different job roles and responsibilities that they have to be performed and joining & other details
are specially mentioned in the offer letter that have to be either accepted or rejected by the
candidate.
Above discussed are some of the Steps of selection of a candidate that is very important to be
considered for selection of a particular individual according to their present competence level. In
case of easy jet all these waking positions have to be filled by identification of requirements of
the job and then that has to be hiring of suitable candidate for a suitable job profile otherwise a
mismatch can lead to resources for the organisation.
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CONCLSUSION
It can be concluded from above discussed points that Human Resource Department plays
a very important role in every organisation. Leadership and management are two basic tools that
are very important for effective people in every organisation. Training and development is
another aspect that is connected with proper management of employees and increasing their level
of confidence important to maximize the contribution of a particular employee towards
organisations overall objectives.
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REFERNCE
Books & Journals
Agarwall, H., Das, C.P. and Swain, R.K., 2019. Does flexibility of employee–management
relationship influence the operational performance of firms? A case study. Journal of Operations
and Strategic Planning, 2(1), pp.85-97.
AS, A., 2019. Employee Management System Using Leasewave.
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.
Gupta, A., Kundu, A. and Das, R., 2019. AUTOMATED ATTENDANCE SYSTEM
FOR EFFICIENT EMPLOYEE MANAGEMENT: A BIOMETRY BASED
APPROACH. International Journal on Recent Trends in Business and Tourism, 3(3), pp.117-
121.
Huang, E.S., 2016. Management of diabetes mellitus in older people with
comorbidities. Bmj, 353, p.i2200.
Stewart, G.L. and Brown, K.G., 2019. Human resource management. Wiley.
Umana, E. and Okafor, L., 2019. Employee/Management Sabotage Effects on
Organizational Output. Journal of Management and Strategy, 10(3).
Webb, S.P., 2017. Knowledge management: Linchpin of change. Routledge.
Wehrmeyer, W., 2017. Greening people: Human resources and environmental management.
Routledge.
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