Air Asia People Management Practises

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4. Now Everyone Can Fly

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6. Now Everyone Can Fly
DOB : 30 April
1964 (age 50) in Kuala
Lumpur, Malaysia
Education :
The Alice Smith School in
Kuala Lumpur, Epsom
College from 1977 to 1983,
and then at the London
School of Economics
Name:
Anthony Francis
Fernandes
(also known as Tony
Fernandes)
Net worth:
US$ 625 million (2013)
Charismatic Leader : Tan
Sri Dr Tony Fernandez
Occupation Group:
Chief Executive Officer Director of AirAsia and founder of Tune Group Sdn Bhd
Chairman of Queens Park Rangers Founder and former team Principal of Caterham F1

7. Now Everyone Can Fly
Charismatic Leader : Tan Sri Dr
Tony Fernandez
Anti-hierarchy
encourage people to
speak up and get “every
brain in the game”
Relaxing formality and
breaking down walls
his office is constructed at the
heart of the company no walls
no doors
Walk the Talk
adopts a 'walk around'
management style
crews
He makes business decisions
based on his own
experiences, observations and
feedback from his
Employees Orientated
“To him, employees come first before his customers”. He believes
that in having a happy workforce, his staffs will look after his
customers anyway.

8. ABOUT AIR ASIA
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10. BOARD OF DIRECTORS
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12. PEOPLE MANAGEMENT PRACTISES
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13. People Management
People management is a strategic priority for AirAsia, especially at a time
when the Company is rapidly evolving and expanding horizons.
The Company needs to have the right people with the right competencies, in
the right position to lead the Company through this aggressive growth phase.
Securing and Developing Human Capital
AirAsia and the businesses they have invested in are dedicated to hiring and
maintaining a workforce of well-trained, reliable and safety-focused employees at all
levels of their organisations.
In addition to corporate programs for existing employees, an active recruitment
programme is in place to attract and retain qualified individuals from all trades and
professions.
At AirAsia they believe that investing in people ultimately brings the greatest returns.
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14. People Management
Performance Management System
Given the insatiable demand for quality human capital, AirAsia’s People Department has
devised an annual performance review process. This process involves all their employees
across the Group to be reviewed each year.
The process includes appraisal talks between the managers and their employees. The
approach allows AirAsia to continually assess that its talent pool matches the Company’s
strategic challenges. Active leadership development, international career opportunities
and a results oriented corporate culture are vital for successful development of human
resources within the Company.
This performance management system, which comprises processes and tools for
attracting, developing and securing access to future leaders, plays a central role.
In addition, managers at AirAsia go through different levels of leadership training. These
courses, which foster a common approach to business and leadership, are intended to
take AirAsia forward and improve overall business results through accelerated
development of managerial leadership capabilities of managers.
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15. People Management
Internal Recruitment
AirAsia continued to recruit the overwhelming majority of its talent internally. With over
employees across eleven countries, AirAsia is blessed with a multi-pool talent and their
People Department is entrusted with the duty to identify and propel these talents to
greater heights. The primary goal is to increase the number of young potentials in the
Group and to develop the AirAsia employer brand.
Injecting New
In the transition towards becoming a more consumer insight-driven Company, AirAsia
saw the need to inject external competencies and skills, particularly in areas such as
Marketing, Product Development and technical consultants. Over time, they believe the
Performance Management process will contribute reinforcing and honing these necessary
skills within the Company.
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16. People Management
Diversity
With market presence in eleven countries, AirAsia is a global brand and the management
recognises the importance of having a diverse workforce to better serve a wide range of
markets and consumers. Driving greater cultural and gender diversity has been an added
benefit of AirAsia brand penetration to regions where AirAsia previously had no exposure.
Reward
Air Asia motivate employee by rewards such as bonuses and free flight. Employee tends
to achieve company goals.
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17. Amazing People
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18. Our people are Our Greatest Assets
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Aircraft dedicated to our
Cabin Crew
Aircraft hangar dedicated to
our Engineers
Aircraft dedicated to our Staff

19. Our people are Our Greatest Assets
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20. Our people are Our Greatest Assets
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21. Our people are Our Greatest Assets
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22. Our people are Our Greatest Assets
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From Cabin Crew to Cadet Pilot to Miss Thailand/Universe 2005
AirAsia allowing people with great attitude and multi talents to thrive….

23. The Sky’s The Limit……
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From cadet pilot to Miss
Thailand/ Universe

24. Investing in the future: AirAsia Cadet
Pilot Program
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 Creating opportunities in aviation industry
 1st batch of cadets include AirAsia’s staff from various departments
- Check-in, Cabin Crew, Purchasing, Engineering
Mohammad Farin
Azmir bin Hashim
(guest services asst)
bin Ibrahim
(sales agent)
Muhammad Fauwaz bin
Zamzam
(Aircraft Mechanic)
Andy Teguh Imansyah
Farid
(Accounts Supervisor)
Mohd Noor Ezanie
(Cabin Crew)
Mark Santana Raj
(Purchasing Asst)

25. Investing in the future: AirAsia Cadet Pilot
Program
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 22 April 2006 – His Majesty SPB Yang Di-Pertuan Agong presented
graduation certificates to the graduates during his LCT visit

26. Our Culture: Everyone’s Equal
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Open concept promotes harmonious
working environment
CEO’s Palace.
First hand view of
our aircraft &
operations
Chairman’s premise.
Everyone’s equal, no borders.
Everybody’s accessible.

27. Investing in the Future:
AirAsia Academy

28. AirAsia Academy
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29. AirAsia Academy – Growing Our People
 Invested >$20 million for this state
of the art training facility
Most modern and sophisticated
facilities that is available on the
market

30. AirAsia Academy
“… a testament of AirAsia’s dedication to provide quality
training and people development.”
PHASE 1
- 8 classrooms and 2 computer-based training rooms
- 6 briefing rooms
- 2 units A320 full flight simulators
- 1 units B737 full flight simulator
- 2 units Maintenance Flight Training Device
- 1 Cabin mock-up
- 1 Airbus door trainer
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31. Practical Training
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Fire Drill A320 Door Trainer
A320 Slide Drill
Cabin Mock up

32. MFTD, Maintenance Flight Training Device
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MFTD

33. AirAsia Academy – Phase 2
15 Classrooms and 2 computer-based training rooms
E-library
Swimming Pool – to conduct wet drill training
Check-in counter / Gate Management
EET, Emergency Evacuation Training
Multi Purpose Hall – for various activities
Facilities for Employees
– clinic
– gymnasium
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34. IMPROVEMENT PEOPLE MANAGEMENT
PRACTISES

35. Now Everyone Can Fly
IMPROVEMENT OF PEOPLE MANAGEMENT
PRACTISES
Hiring quality employees
Hires the competent
workers
assign multi-skilled
This can sustain
company mission /
recompense
employees in term of
performance
Task Analysis
The analysis
requires a
through
examination of
the work tasks
to be performed
after training.
Re-Evaluate policies and
procedures
Adjust management
style Ask for input
before you make any
major systematic or
procedural changes.
This will allow the
people you manage
to feel heard and
think themselves as
a team member.

36. Now Everyone Can Fly
IMPROVING PEOPLE MANAGEMENT
PRACTISE…cont
Building a 2R
perspective
Responsible range of
activities: recruiting,
establishing a positive
work environment
managing expectations,
performance
management, decision
making, coaching, and
managing poor or
marginal performers.
Each of these tasks
requires a unique blend of
Relating and Requiring
skills.
Autonomy
Give employee some
degree of autonomy. Allow
employees to make some
decisions regarding their
work. When employees
take ownership of their
jobs, they might feel a
sense of pride that
translates into better
performance.

37. Now Everyone Can Fly
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Inspiring

38. Now Everyone Can Fly
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The End