People Management Report: Leadership, Training & Talent at EasyJet

This report provides an in-depth analysis of people management practices within EasyJet, a British low-cost airline. It explores three key areas: leadership and management, training and development, and talent management. The leadership section examines the operational context, focusing on the airline's innovative approaches and challenges, and recommends the adoption of the Contingency Theory. The training and development segment investigates the existing programs, highlighting the importance of safety and customer service training, and suggests the integration of reinforcement and social learning theories. Finally, the talent management area discusses the operational context of recruiting and retaining employees, the 5 B's talent management model, and provides recommendations for effective talent acquisition and development. The report concludes with a synthesis of the key findings and recommendations for enhancing people management strategies within EasyJet.

Introduction to People
Management

Table of Contents
INTRODUCTION...........................................................................................................................1
AREA 1-Leadership & Management...............................................................................................1
The operational context of the organization................................................................................1
Relevant applicable theoretical models.......................................................................................2
Recommendations on the required knowledge, skills and behavior...........................................2
AREA 2-Training & Development..................................................................................................3
The operational context of the organization................................................................................3
Relevant applicable theoretical models.......................................................................................3
Recommendations on the required knowledge, skills and behavior...........................................4
AREA 3- Talent Management.........................................................................................................4
The operational context of the organization................................................................................4
Relevant applicable theoretical models.......................................................................................5
Recommendations on the required knowledge, skills and behavior...........................................5
CONCLUSION................................................................................................................................6
REFERENCES................................................................................................................................7

INTRODUCTION
Introduction to people management helps to provide excellent skills and abilities to the
people. This is the way to providing essence of organisational effectiveness. People within the
organisation came from different area and background. It depends on the company environment
how they influence their employees and how they develop their employees skills accordingly.
Present study based on the people management and will discuss the topics on the case study if
Easy Jet which is an British Low cost airline company situated in London. Present study will
explains the three different areas Leadership and Management, Training and Development and
Talent Management. In these three areas study will deeply considered the different models and
theories in the development of employees.
AREA 1-Leadership & Management
The operational context of the organisation
It has been analysed from the study that Easy Jet is the Airline company which operated
from London (Cappelli and Keller, 2017). Comparatively, this is the only airline company who
carries more passengers than any other. The operate its business domestically, internationally on
about 500 routes. At Easy Jet Leadership skills followed by Innovative products and creating by
different form of areas. Management team of the company is belongs to the higher management
group or support team with high innovating skills. Also, there are facing some issues because
each and every manager could not think the best idea on immediate basis but still leadership
skills is very unique adopted by the Easy Jet as compare to other airline like Ryanair. Culture and
leadership styles are given significant impact on the employees (Cascio and Boudreau, 2016).
Leadership style gives encouragement to people ion management to work into productive
manner. It has been observed that for Ryanair and Easy Jet leadership styles contribute negative
impact on the failure due to lack of resources and skills. This type of leadership styles is often
associated with flatter airline structure and low power distance. Basically, Easy Jet adopts
Transformational leadership style into management activities with employees it helps to employ
and adopt the best services and task to full fill the management requirements. But in order to
engage new innovation and make the management more innovative (Dekker and et.al., 2016).
Easy Jet require to adopt new style of leadership styles.
1

Relevant applicable theoretical models
There are different leadership models and theories are available that can be adopted by
the organization.
Great Man Theory
Great Man theory is widely adopted model of leadership in which defines that leaders are
born with just right skills and abilities for leading a team within the organization. Such kinds of
leaders are intellectual, confidence, communication skills, charismatic etc (Fedotova, Tikhonov
and Novikov, 2018). Such kinds of leaders has always motivate people and make them
productive at every stage at work. This leadership style can help Easy Jet to be confidence and
energetic towards the task.
Trait Theory
Trait Theory is the another most recommended theory in leadership management. It is
founded on the characteristic of different leaders. This theory is known for predict effective
leadership. Trait theory is similar with Great Man Theory. This theory identifies qualities and
characteristics of leaders with different perspectives.
Contingency Theory
Contingency theory is the another leadership theory which can helpful for the
organization to be more competitive in the business environment (Gerard, McMillan and
D’Annunzio-Green, 2017). This theory of leadership setting that determine the style of
leadership and believes that the best form of leadership which one of the finds the perfect
balance between behaviours, needs and context. This leadership factor can also helps to
influence the motivation level of other employees.
Recommendations on the required knowledge, skills and behaviour
It has been observed from the case study that there is a requirements of one competitive
style of leadership which successfully fix the issue in Easy Jet. In order to observation, Easy Jet
should require to adopt the Contingency Theory of Leadership which can be more productive
and effective different perspectives that focus on the physiological attributes weight and balance
the system between different situations. This style and new innovative leadership skill will
definitely help and provoke management theory and adopt the best management style for the
team members (Hurmelinna-Laukkanen and Olander, 2019). This approach can helpful to
develop dynamic nature or environment at workplace environment. Also helps to design
2

systematic organizational structure and plan the information decision system properly. This also
can help employees to openly share their own reviews and adopt the best style of management
task.
AREA 2-Training & Development
The operational context of the organisation
Training & Development system at EasyJet exploring the training programme prior to
starting the job role. The main focus or operational context of Easy Jet in Training and
Development is focus on the Safety and Equipment, First Aid and Aviation security and
Dangerous goods and customer service and cabin crew. All such areas for the company is
essential important to be considered while given the training to those employees. It has been
observed from research that training and development at EasyJet is quite difficult for employees
to get get out of the difficult situations (Joslyn, Miller and Callender, 2018). Apart from all this,
employees training is must in aviation industry because it requires more to give comfort to the
customers who fly with Easy Jet .Employee training is on the highest priority when it comes to
allocating training resource is increasing the effectiveness of training programs. After the
deregulations airline industry in Europe which became fully effective in April 1997. one of the
main and most interesting aspects of the free market has been the entry in the industry of low
cost airlines. Research also been observed that, many of the passengers of EasyJet Commented
that skills and language of the staff is very poor. This could be a major issue for the organization
or their reputation in the market (Kearns, 2016). Due to lack of skills and abilities this would be
developing a wrong image of the organization.
Relevant applicable theoretical models
Training and Development is the core area to be developed in order to meet the business
task. Employees of the organisation makes the company popular and fulfil the client
requirements. There are several organization who gaining high advantage to be the most
competitive and long lasting working task. There are describing some models and theory of
Training & Development in order to develop the employees abilities.
Theory of Reinforcement
This Theory emphasizes on the learning behaviour of a person and suggests that the
learner will repeat that behaviour. Skinner an economist of behaviourist school of thought
3

proposed the theory of reinforcement and suggested that the T&D should be formed in
systematic manner. This theory of reinforcement defines the importance to make employees
powerful and leading in the form of given bonuses, salary raises, promotion and awarding of
certificate after the training program (Malik and Rowley, 2015). In aviation industry the main
purpose of T&D is to ensure the safety needs of travellers. The purpose of this week was to
investigate the purpose of Training & Development.
Theory of Social
This is the another method of T&D through EasyJet can better trained their staff. This is
the new concept based method which direct reinforcement. Social learning is the way through
employees and staff will easily get to know the things and better behave with the customers into
the best possible manner. This model of theory is based on the human behaviour and give the
learning in socially manner to gain the interest of the other person. Social learning theory is also
known as observational theory. By the help of this learning support employees of EasyJet is
willingly work for the company and give their full support to the people. In within the
organization learning this environment motivates staff and give them internal peace and support
to work more hard.
Recommendations on the required knowledge, skills and behaviour
In order to recommend the theory or model to EasyJet. It would be both reinforcement
and social learning (Noe and et.al., 2017). These two learning is the best approach to get back the
interest of employees. Recommendations theory to gain back the employee interest and gain
some more reputation for the business. Reinforcement theory is more beneficial and following
the best way to promote the services. By the help of maximizing the business support it would be
more helpful to gain the support system and also give the best form or results into their business
task. This makes the system more influencing and making the systematic form of results.
AREA 3- Talent Management
The operational context of the organisation
In terms of operations EasyJet operate a modern and new advanced based techniques and
aircraft fleet by using the A320neo aircraft. All such efforts makes the company more reliable
and generating the efficiency in outcomes (Sparrow, Hird and Cooper, 2015). In terms of
employees and staff of the organization. EasyJet having over 10,000 workforce including 2865
pilots and 6516 cabin crew. In other words, EasyJet hiring a most talented and well supportive
4

employees for their workforce environment to maintained the high standards and growth for
customer satisfaction. This been the great journey to equipped the following business goals to
generate the high speed following task (Stark, 2015). The basic purpose of talent management is
to recruit and hire the full potential employees and staff members for the organisation. Such as
EasyJet standards of recruiting an employee is different. They firstly reviewing the online
application and secondly they have taken online test and than the next process is application
review to match the company requirements with the candidates.
Relevant applicable theoretical models
5 B' s Talent Management Model
Buy : this is the initial stage of recruitment where it depends on recruiter that how they
grab the talent which meets the company objectives.
Build : Next step is to build the platform and standards for their people to enhance their
skills and competences (Zhu, and Lee, 2017).
Borrow : securing the internal and external consultant to help for a short period of time
until the necessary talent is available.
Bind : It is the another essential process which focussing on how you let go of people
who are not fit for those purposes.
Bounce : Focussing on how you let go of people who are not fit for purposes.
Recommendations on the required knowledge, skills and behaviour
In order to recommend the company in the context to define the talent management
practices within the environment (Thunnissen, 2016). So it has been defined that how many
business organization will perfectly defined the challenging and leading business task. Talent
management practices is clearly defined what company exactly wants from their employees and
which kind of talent they looking for. In order to hire and recruit the best candidates, company
should need to acquire the above mentioned model of 5 B's Talent Management Model. It helps
to hire the best candidates within the organization and also brings the best services to the
company development. There should be clear and deep understanding of the organizations
current and future business strategies. Also it helps to hire accurate talent pool as according to
the requirement of the organization (Wild, 2017). Talent management also develop a standards
of employees and enhances their capabilities and skills towards the accomplishment of task in
proper effective manner.
5

CONCLUSION
On the basis of above learning and describing the concept of people management. It has
been concluded that to engage skills and knowledge of an individual person within the
organization. It is very required to enhance their skills and abilities through training and
development. So for that, study recommend the two potential methods of T&D reinforcement
and social training methods. Apart from this, Leadership and management is the another most
essential element within the organization for that study also recommended the best style of
leadership for the company that might be helpful for the employees to gain the competitive edge.
Therefore, study also looked at upon the Talent management as well. In this study explained the
importance of the process of recruitment and selection in order to get the best employees for the
organization.
6

REFERENCES
Books & Journals
Cappelli, P. and Keller, J. R., 2017. The historical context of talent management. The Oxford
handbook of talent management, pp.23-42.
Cascio, W. F. and Boudreau, J. W., 2016. The search for global competence: From international
HR to talent management. Journal of World Business. 51(1). pp.103-114.
Dekker, S. and et.al., 2016. Crew resilience and simulator training in aviation. In Resilience
Engineering Perspectives, Volume 1 (pp. 133-140). CRC Press.
Fedotova, M. A., Tikhonov, A. I. and Novikov, S. V., 2018. Estimating the effectiveness of
personnel management at aviation enterprises. Russian Engineering Research, 38(6),
pp.466-468.
Gerard, L., McMillan, J. and D’Annunzio-Green, N., 2017. Conceptualising sustainable
leadership. Industrial and Commercial Training. 49(3). pp.116-126.
Hurmelinna-Laukkanen, P. and Olander, H., 2019. Introduction to managing people for
technological innovation. Int. J. Technology Management. 79(3/4). p.211.
Joslyn, E., Miller, P. and Callender, C., 2018. Leadership and diversity in education in England:
Progress in the new millennium?.
Kearns, S., 2016. E-learning in aviation. Routledge.
Malik, A. and Rowley, C., 2015. 1 Profiting from people management practices: an introduction.
In Business Models and People Management in the Indian IT Industry (pp. 21-32).
Routledge.
Noe, R. A. and et.al., 2017. Human resource management: Gaining a competitive advantage.
New York, NY: McGraw-Hill Education.
Sparrow, P., Hird, M. and Cooper, C. L., 2015. Introduction: HR Looking out and Looking in.
In Do We Need HR? (pp. 1-18). Palgrave Macmillan, London.
Stark, J., 2015. Product lifecycle management. In Product lifecycle management (Volume 1) (pp.
1-29). Springer, Cham.
Thunnissen, M., 2016. Talent management: For what, how and how well? An empirical
exploration of talent management in practice. Employee Relations. 38(1). pp.57-72.
Wild, T., 2017. Best practice in inventory management. Routledge.
7

Zhu, X. and Lee, K. S., 2017. Global virtual team performance, shared leadership, and trust:
proposing a conceptual framework. The Business & Management Review. 8(4). p.31.
8