Navigating Human Capital: Exploring People Management Strategies at EasyJet

Introduction

People management is the strategic planning of the organisations to manage their people and strengthen their long run and experienced employee base in the workplace so that the organisations can expand their operations and maximise organisational excellence. The aim of the study is to identify the people management strategies at the company Easy Jet as well as recommend some suitable suggestions for better management of people and diverse workforce for the benefit of the company. The study is effective to identify the leadership and managerial strategy as well as the practice of talent management at the organisation which further helps the organisation to retain the experienced staff for long run and improve the organisational performance. Further recommendations after drawing conclusion of the findings would be beneficial for the organisation Easy Jet to sustain in the airline industry and perform better for gaining high competitive advantage (Moeller et al., 2016).

Organisational background and People Management issues

Easy Jet is the British low cost airline group, founded in 1995. The organisation is efficient to serve the customers with better airline services where the numbers of employees at the organisation are 15000. The area served by the organisation is over 30 countries through 100 routes by Easy Jet UK, Easy Jet Switzerland and Easy Jet Europe. The organisational activities are efficient to create values for the customers and it further retain strong customer’s base in long run through delivering quality services and other airline industry facilities. As this is a low cost airline group, the customers can make effective travel decision with Easy Jet at lower price and thus it is the major strategy of the company to retain the consumers and sustain in the market.

It is the responsibility of the organisation to manage diverse workface as the company is operating through 30 countries and it is mandatory to strengthen their employee’s base by hiring experienced staff and technical expertise to run the organisational operations efficiently. The major issues, related to the people management are cultural diversity, lack of suitable organisational culture, internal conflicts and low communication, which may deteriorate the quality of service of Easy Jet in near future (Harvey and Turnbull, 2016). In the recent era of globalisation, the airline industry has intense competition and for gaining high competitive advantage, Easy Jet must focus on people management and mitigate the issue for managing experienced staff and enhancing their performance through talent management and creating their values at the workplace, so that the staff are contributing proficiently to maximise organisational values across the international markets.

Strategy of Leadership and management for People Management

The leadership and management plays a crucial role in people management where the leader and the managers are taking care of the people and develop proper strategic planning to handle all the staff and manage diverse workforce successfully. The organisation Easy Jet is an international brand, where the leader and the management team must manage the diverse workforce and in order to mitigate the issue such as employ’s internal conflicts and resistance to change and cultural diversity, the leadership style needs to e developed. The leadership style of the company Easy Jet is related to transformational leadership, which is sustainable in this 21st century to manage the workforce efficiently (Michie et al., 2016). As per the transformational leadership style, the leader develops suitable organisational culture and ensures motivating the people at the workplace. The leader of Easy Jet aims at motivate the people at the organisational workplace through giving them compensation and benefits as well as creating their values. The leader also takes care of the people and encourages their creativity to improve organisational innovation. Empowerment of the employees and technical staff is there at the workplace, where the management team values the opinion of the staff and empower them for developing effective organisational decision. On the other hand, the, the leader is cooperative where proper collaboration with the employees further helps the management team to develop strong bonding and lead the staff towards achieving the organisational success (Wilton, 2016).

The leader of Easy Jet is also efficient to create suitable organisational culture by managing harmony and giving freedom to work. Cultural diversity is managed well through providing cultural training as well as enhancing open communication and group discussion in the workplace (Armstrong and Taylor, 2020). The leader in this regard is also efficient to support the workforce of Easy Jet across the international countries where high support and high directive practice of the leader are beneficial for the organisation to manage the people and lead them efficiently. Additionally, the managers try to interact with the staff members and control their participation proficiently through cooperation and communication with them. The leader also tires to manage the empowerment issues and problems related to people management by sharing the important organisational information with them, empowering them and giving them value and respect at the workplace (Liao and Ai Lin Teo, 2018). The organisational environment is also considered to be effective where the leader of Easy Jet is successful to manage transparency and accountability as well as develop integrated system to lead the people with high cooperation and collaboration. Hereby, the leadership style at Easy Jet is related to high awareness, integrity and honesty at the workplace, developing strong operate bonding and innovation management, which further provides a scope to the management team of Easy Jet to manage people and maximise the organisational performance for gaining high competitive advantage in the global airline industry.

Role of training and development in People Management

Training and development is mandatory for optimising and utilising the human resource of the organisation, where their people can managed well through proper training program and evaluation and successful monitoring. The HR department and the management team arranges the training and development program for increasing the productivity of the staff, the company Easy Jet is also efficient to create training program to support the staff members and in this regard there is induction process, technical training and staff training program through the skill and knowledge of the employees are developed well (Baruch and Gregoriou, 2017). The employees at Easy Jet can improve their professionalism and identify the working practice to serve the customers in a better and efficient way. It is also effective to create better corporate image and provide s a scope to the people for personal and professional development. The company Easy Jet focuses on different training program including offline activities and on-the job training, and online training program s that the employees can gain in depth insight and knowledge for improving their performance. The training and development provides the environment for seminars, monitoring, workshop, coaching and all other earning opportunities through which the staff members can perform better in near future. The on the job training program is helpful for the employees of Easy Jet where they can have the opportunity to gather experience and learn more through working in the organisation. Hereby, the training and development program is effective for the organisation Easy Jet to control the employees and improve their participation in long run.

Talent management practice in handling people

Talent management is the constant process of the organisation and the HR department to involve attract and retain the high quality employees and developing their skill and knowledge over the period of time. The talent management practices are beneficial for the organisation like Easy Jet to sustain in the market where the leader and the managers aim at managing the people at the workplace and improve their performance sustainably. Continuous motivation and encouragement at the workplace further help the employees to perform better and contribute positively in the organisation. Easy Jet is also efficient to manage the employees where there are strong employee base with more than 15000 employees, who are proficient to perform in the workplace and run the organisational airline operations successfully (Leroy et al., 2018). There are seven components of talent management and the components are such as strategic planning of the employees, talent acquisition and retention, performance management, learning and motivation, career development, compensation and succession planning. Easy Jet focuses on attract, retain and develop skilled and talented workforce in the company, so that it would be possible for the organisation to gain high competitive advantage by serving the customers proficiently.

Talent strategy and planning is mandatory for managing the people where the managers and HR department try to develop future planning for the staff and identify the business level talent gap so that they can provide continuous support and direct the employees for better performance. Compensation structure is one of the effective factors for talent management. In this context, Easy Jet is also efficient to restructure their salary and introduce the performance related pay to give them compensation and yearly bonus (Pratikna and Gamayanto, 2017). Over time duty and the efficiency to handle the customers are the major factor where the employees get higher compensation according to their participation to achieve future organisational success. Efficiency in comparative payment and effective pay equality at the workplace further create values for the employees of Easy Jet. Succession planning is also necessary factor or talent management, where Easy Jet tries to create talent pool by developing succession and induction planning, through which the staff members can understand the working progress and organisational practice to perform better.

In addition to this, the training and development program is effective for talent management, where the leader aims at providing the chance of personal and professional development and this further create values for the employees. Easy Jet is efficient to develop training program through offline and online activities of better management of the staff and improving their professional skill as well. Recruitment and selection process is also another factor for talent management where the HR managers can hire the experienced staff successfully. The company in this regard focuses on internal and external recruitment strategies to encourage large talent pool. The internal recruitment tactics are employee referral, promotion of the employees and the employees applied in the company previously (Knies and Leisink, 2018). On the other hand, the company focuses on external recruitment portal by developing company web portal for new job post as well as employment agencies to encourage large talent pool. For section process, the company develops proper interview and tests for analysing the skill and abilities of the participants. This is effective to identify the employee’s skill and hire the best staff for the organisation. For talent management, the HR management team is also efficient at Easy Jet to monitor the performance of the staff on a regular basis and encourage them to improve their contribution further by enhancing their efficiency to serve the customers in a better way.

Conclusion and recommendation

It can be concluded that, the organisation Easy Jet is successful to retain the employees and manage the staff members efficiently by providing them equal payments, compassion and bonus ass per heir performance as well as encourage their creativity and technological innovation at the workplace. For managing strong talent pool at the organisational workplace, training and development program is also playing a crucial role to improve the knowledge and abilities of the staff and in this regard Easy Jet also develops training program to support the staff and improve their technical skill for performing better. In order to manage the people at the workplace, it is mandatory to enhance communication and in this regard the organisation needs to strengthen their Information and Communication Technology (ICT) and the airline industry is a complex one where easy and open communication are mandatory to control all the staff. Hence, the internal cooperation is also required where the leader must focus on partnership working practice for managing the people as well as developing suitable organisational culture. Additionally, the organisation Easy Jet must restructure the health and safety policies for the employees to protect them and create values for them at long run.

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