Job Description and Recruitment Strategy for Business Travel Consultant

0 BSc (Hons) Business Management BMP4006 People and Performance Recruitment documents 2019/2020 Semester 2 Submitted by: Name: ID: 1 Contents A job description and person specification for the Business Travel consultant p A job advert to help you in recruiting the Business Travel consultant p A plan outlining your recruitment strategy for obtaining the best candidate p A three-month staff development plan for the new starter p Rationale for all the choices that have been made in the design of the above materials (1500 words) p References p 2 A job description and person specification for the Business Travel consultant Travel Consultant job description We are seeking aTravel Consultant who is passionate about travel. The Travel Consultant would be in charge of promoting and making reservations for client tour packages (individuals or businesses). The aim is to raise customer satisfaction and build a loyal following. We also seek awell-travelled and knowledgeable travel consultant to help us plan corporate and private trips. The travel consultant must fulfil with customers to ensure their requirements before selecting the best choices provided time and budget limitations. One must also notify clientele about cancellation policies and any penalties that may apply. To be asuccessful travel consultant, the candidate could perhaps plan arrangements based on the clients' mobility and healthcare concerns (Choy 2019) .An augmented travel consultant would then monitor and respond to all inquiries in atimely manner. A job advert to help you in recruiting the Business Travel consultant Advert We need an experienced and seasoned Travel Consultant to join our team! You will enjoy this job if you are extremely passionate about travel and enjoy trying to improve the outdoor adventures of others. Travel Consultant Role and Responsibilities  Investigate, scrutinise, and conduct research on various travel destination options.  Investigate destination and commute costs, traditions, weather patterns, review sites, etc.  Investigate and investigate the performance requirements and desires of the clients.  Provide suitable transport options that finest meet the needs of the clients.  Travel planning and organisation  Purchase tickets, make hotel reservations and arrange for rental transportation.  Clients are informed, and trip planning components like event programmes, maps, and are given. (Engelsberger et al. 2022)  Gather deposits as well as balances  Provide and market various services and products.  Continue to educate yourself on the most recent industry trends.  Participate in webcasts, meetings, and other seminars.  Create and sustain client relationships (Biggs 2018)  Monitor Key performance indicators and create KPI updates Travel Consultant requirements and qualifications  Bachelor's degree in management, tourism, travel, or hospitality arelated field  2-three years of experience as aTravel Consultant or in acomparable role (Rahmanov et al.2020)  Applicants with extensive personal tourism experiences would be given preference.  Good verbal and written communication abilities  Excellent organisational and time-management abilities  Participant in ateam  Travel & tourism are two of my passions.  Strong understanding of current tourism trends  A resourceful and rational thinker (Young et al. 2019) 3  Excellent knowledge of various visitor attractions and alternatives  Perspective centred on the customer (Karim and Hassan 2019)  Excellent sales and presentation abilities  Bilingual skills are advantageous. (Van Dyk et al.2019)  English proficiency  Excellent expertise in travel software Requirements and skills  Industry experience as aTravel Consultant is required. (Chen et al.2018)  Good command of travel operating system (for making computer reservations systems, e-travelling service provision/ e-ticketing, and GDS systems)  English fluency is required; knowledge of ESL is abenefit. (Alm and Nkomo 2020)  Excellent sales abilities and customer service orientation  Well-versed in a variety of travel locations (global/domestic, business/vacation, group/individual, and so forth.)  Competence in efficiently presenting, persuading, and communicating  Capable of dealing with crises What can the candidate expect from the role?  Experiential learning about the travel & tourism sector and its system responsible  Gain expertise in trip planning and tourist activities on the job.  Emphasising organisation, time management and multitasking.  Extensive experience scheduling package deals, offering tour packages to clients, and so forth. (Thompson 2022) Average Salary  The salary you can expect is between £35K-45K per annum.  Variable based on candidate credentials and experience Declaration Kindly keep in mind that this is atalent pool. We are constantly reviewing applications and interviewing candidates. Best applicants would be positioned on a reserve list after an interview and would be recruited as the opportunity arises. Only applicants who have been chosen for the from now phase of the selection process would be notified. Job Profile: Business Travel Consultant Organisation :BUNI Travel Scope :Global Primary Location :Bolton Employment type :Standard Work from home :No Travel :Yes (Sometimes) Shift :Day Job Posting: May 26th, 2022 A plan outlining your recruitment strategy for obtaining the best candidate We'd be becoming more assertive in our strategy to new recruits with careful HR management, resulting in improved recruits, reduced prices, and fewer last-minute chaos to recruit and retain. Though, here are some recruitment approaches for locating the ideal candidate: 4 1. Defining our Goals and Objectives The 1st step in developing our recruitment approach is to define our recruitment objectives. At this juncture, it's all regarding ambitious aspirations (we'll get into the strategies subsequently). While every organisation is unique, a few of the shared goals we expect amongst our clients encompass:  Creating amore robust talented workforce  reducing reliance on external recruiters  Enhancing employee satisfaction  Trying to streamline the recruitment process and reduce the administrative burden  Increasing hiring managers' involvement in the recruiting process  Increasing diversity (Wallo and Kock 2018)  lowering the price of aproposed hire  expanding workforce  minimising the time, ittakes to hire anew employee 2. Forecasting our future hiring requirements By now BUNI Travel does have high-level clear objectives, it's time to figure out how many roles we'll need to fill over the next 1-year. While this would never be completely factual, the goal is to make a reasonable forecast such that (1) we could indeed begin pre-emptively trying to entice and nurture these same competent employees (Santana et al.2022) and (2) we could perhaps plan our strategy and cost estimate efficiently. 3. Identifying the types of candidates we would like to attract Some of the questions we would be considering areas:  Are there variations in these responses across divisions and destinations?  What will be the central threads among our "star recruits" and we'd have to recognise them? (Baillie and Thomas 2019)  What type of person has historically worked well in BUSI Travel? What type of person does not?  What are the values shared by our most viable teammates? 4. Our employee value proposition is being reviewed. In a competitive industry for the finest applicants, BUNI Travels that are clear about why someone will decide to collaborate with them over acompeting product would then clinch. It is referred to as a business strategy. Once we're on the inside of a company, it's straightforward seeing some of the positive (and negative) aspects of working in the company (Sweet et al.2022). 5. Creating asourcing strategy After we've worked on our employee value proposition, it is indeed time to create astrategy in order to attract qualified applicants and assess how well we're going to communicate our independent contractor ’sname in the market. We shouldn't become the fool who thinks we're really doing afantastic job. All of us can invariably improve over time. Following are some sourcing strategies we can adopt:  Job fairs and campus recruiting  Print adverts  Recruitment agencies  Job boards (McCarthy et al.2019)  Programmatic recruitment advertising  Choosing the right recruitment marketing channels 6. Refining the selection process Surely, the recruitment team is partially responsible for the turnaround. Everyone suffers from staff turnover. Each way to ensure that we would restrict staff turnover is to have a 5 fantastic selection procedure that ultimately resulted in the talented candidates being hired (Fenech et al.2019) .There are afew things to remember here: 1. Standardising the selection procedure eliminates unnecessary admin. 2. Make sure that our hiring managers engage in the process. 3. Keeping our top candidates committed. 4. We have to create certain that our selection procedure gives each applicant adecent opportunity. Each day, we have to converse with recruiters across the globe, and there are a few instruments and approaches that we frequently see them attempting to address any of these obstacles. 7. Creating an onboarding process that prepares applicants for accomplishment Furthermore, another important indicator that each and every recruiter should deem is retention. If our orientation and training strategy is not up to par, we are very prone to losing the fantastic talent we've worked so hard to attract. And besides, 30 per cent of new staff quit within the first 6months. Let us make certain that our new starter is not one of them. 8. Identifying helpful tools Procedures that were heretofore time-consuming as well as monotonous can now be digitised, information can be stored in acentralised location instead of aplethora of excel spreadsheets (Santana and Lopez ‐Cabrales 2019) ,and contemporary career opportunities websites can be auto-update.  Programmatic recruitment marketing platforms  Applicant tracking software  Employee onboarding software (Boehm 2020)  Employee engagement software A three-month staff development plan for the new starter Short-term goals :Taking the on-the-job training, Presenting quarterly leads and statistics of clients and deals, and Going on Field Assessments Long-term goal: Preparing to get promoted to the position of Business Travel Manager Months Actions Objectives Measurements Month 1 Taking the on- the-job training Learn about the day-to- day activities and operations related to the job role Completing the training by end of Month 1 Month 2 Presenting quarterly leads and statistics of clients and deals (Thompson and Miller 2018) Improve your research, synchronisation, presentation writing, and public communication skills. Undertake all research, compendium, and exhibition skills required for the quarterly overview. Display at the end of Month 2's quarterly finance meeting Month 3 Going on Field Assessments Meeting client meetings Meeting 50% of target in the end of Month 3 6 Rationale for all the choices that have been made in the design of the above materials Introduction BUNI Travel is atravel agency with headquarters in the North of England. It acknowledges reservations and travelling arrangements for clients to numerous cities all over the world. It helps the consumer in developing travel arrangements based on their necessities and interests. Historically, the agency traditionally relied on methodologies to meet the necessities of its clients. In this respect, this study performs a macro-environmental analysis of the tourism sector and identifies the key factors that can influence the organisation's business. The study also addressed human resource issues that made a few recommendations to motivate employees to improve the organisation's overall effectiveness. Discussion Travel Consultants fulfil the needs of the company clientele by conversing about and gaining knowledge about their travel plans. Travel Consultants are accountable for guiding consumers on appropriate travel alternatives based on individual needs, desires, and prowess. Travel Consultants also assist them in planning trips to international or domestic destinations, trips, accommodations, transportation, medical coverage, and transport costs. So, we want someone competent in the following aspects: 1. Trips are planned based on the needs as well as interests of every client. 2. Shoring up accommodation that's suitable to the client's budget and preferred location. 3. Picking the best mode of transportation based on available funds, required exit and arrival, and favoured travel timeframe. 4. determining and sticking to the existing funds 5. Answering questions about our firm's services and solutions. 6. Identifying each client's needs, such as destinations, duration of stay, as well as travel time Rationale For Portfolio Design The purpose of the portfolio prepared for the Human resource documentation procedure is to present ajob description and job specification for the Business Travel consultant based on the scenario provided by BUSI Travels. A job advertisement has also been presented to assist us in trying to recruit the Business Travel consultant. In addition, a plan outlining our recruitment and selection process for obtaining the best applicant has been presented. A 3- month staff development plan has also been displayed for the new hire. This section of the paper explains the reasoning behind all of the actions involved in the implementation of the above composites for BUSI Travels' Business Travel Consultant's human resource documentation. So, before drawing conclusion on the strategies that can be beneficial for our organisation, namely BUSI Travels, we have run aPESTLE analysis (which is attached in the Appendix). The Macro-Environmental Analysis of BUNI Travels has given us much perspective on the HR operations and strategies that can be suitable for the firm especially from the standpoint of recruiting or hiring aproficient candidate, for the post of Business Travel Consultant. 7 Numerous internal and external variables influence organisational growth. The macroenvironmental or external factors are those that are beyond the organisation's control. It is critical that perhaps the company acclimate to such variables to boost the company's financial performance. Importance of external factors in managing people. External variables influence human resource management's day-to-day operational processes. For example, the passage of new employee-management legislation might have had an instantaneous impact on afirm; thus, constructing awell-designed strategic plan for reflective measurement variables that might very well impact human resources is critical. The significance of assessing the variables varies according to the factors. For starters, there have been technological developments. This component is also essential in social resource management because, as new technology is implemented, the HR department may decide to trim down its working population in order to save money. Then there are the economic conditions. Because itimpacts the talented workforce, this component may have an impact on an organisation's power to recruit candidates. As aresult, it is critical to assess this factor to ensure that it can be handled in extreme conditions. All of this is due to the government regulatory requirements. The implementation of new regulatory requirements might very well put an organisation under pressure because the standards might very well impact different HR department procedures. They are as follows: training, remuneration, hiring, and dismissal. Employee Motivation Human resource management is an important component of any business. Professionals are critical in developing an organisation's competitive advantage in the current understanding epoch. As aresult, it is critical to attract and retain highly the finest talent in the company, as well as create it inside of the company. Nevertheless, with the prevailing downturn in the BUNI travel business, employee motivation has significantly decreased. This has resulted in significant staff turnover and the absence of skilled and experienced employees. The organisation lags behind in terms of incorporating technology into its operational processes and adapting to changes in the tourism industry. Each of those parameters, when considered together, had an impact on organisational motivation. Employee motivation referred to the staff's degree of loyalty and vitality forward into accomplishing the company's objectives (Sessa and Bowling 2020) .That is the inspirational factor of staff to achieve their objectives that enhance the total productivity and efficiency of the organisation. BUNI travel must also incorporate motivating employees' approaches in the place of work. The business could indeed build a motivated organisational climate in this respect. This could be established by creating a job role that is exactly what the customer wants for the employees (Sharma et al. 2019) .Extrinsic motivation could be created by linking financial rewards to work performance. Aside from that, acompany could indeed utilise relation to the financial incentives to create a positive work environment. BUNI Travel's management must also incorporate initiatives to maximise employees ’motivation. Employee motivation is widely achieved through the two earliest approaches: reducing guidelines and regulations and ramping up employee advancement (Renwick 2018) .Furthermore, itmust improve transparency and create constant 8 contact with staff in order to boost employees ’motivation. Staff members and employees must be valued and respected and inclusively. Employee developments plan A personal development plan is an action plan that is premised on acomprehension of and aptitude to comprehend on all of the client's preferences and accomplishments. This entails developing goals for future operations and productivity that influence/support self- development. Leveraging personal development plan in BUNI travels is crucial since the company may fully comprehend specific training and development requirements, making it possible to create aplan to meet those needs. The personal development plan is also essential since they help individuals in planning out the steps individuals would really like to take and however, they choose to upgrade. As a direct consequence, employees will feel more committed to the organisation. Developing PDPs is considered a vital part of developing high-performance cultural identities at each and every level of an organisation, and also as a result, achieving high group performance can step forward towards becoming attainable (Hodges 2018) . Performance appraisals Performance appraisals are frequently utilised in conjunction with KPIs because they are critical to enhancing organisational performance. This tool is thought to be effective at trying to align personal objectives with an organisation's strategic goals. Because the system does have aset of features, performance management systems might very well lead to increased performance in BUNI Travel. One, performance appraisal encourages people to strive to become the best and perhaps most competitive. For example, BUNI could create a merit- based competitive market framework that means allowing the top performers to obtain improved remuneration and rewards (Bridger 2022) .Sloppy staff members, on the contrary, might well be reprimanded. Performance appraisals encourage employees' self-development. BUNI travels can recognise aspects for enhancement for its employees or opportunities to enhance training programmes that can help employees develop new skills. Assessment of the Rationale The first step in creating aproductive work environment is to completely stop operational processes that have a negative impact on employee motivation. In addition, the company promotes employees ’motivation by implementing different strategies. Reduced legislation as well as requirements are pivotal in uplifting employees. It has the capacity to encourage an optimistic workplace culture. Furthermore, disengaged workers consequence in sickness absence and decreased loyalty. BUSI Travels that have detailed guidelines and regulations for every task would then reduce workplace competency. As aresult, an organisation must only enact laws that really are essential for operations and help the organisation legally responsible. The company must also focus on increasing employee obligation because employees with additional responsibilities would then claim control of the company's profitability, growing their productive capacity. As a result, employees must be given the opportunity to take forward infrastructural development. In addition, the institution must provide sufficient staff training to important that staff have appropriate skills. Conclusion 9 BUNI Travels is atravel agency based in the United Kingdom. It panders to travel necessities and creates tour packages for domestic and international destinations. The organisation's profitability is feeling the consequences of technological advancements and decreased motivation of employees. In that respect, it is critical for the company to analyse the external forces that could have an influence on the organisation's operations. It could be deduced that avariety of external forces, including political, economic, and sociocultural processes, can have an effect on the organisation's business. It is critical that BUNI Travels modify its future strategies in light of analysing the external environment. 10 References Alm, A. and Nkomo, L.M., 2020. Chatbot experiences of informal language learners: A sentiment analysis. International Journal of Computer-Assisted Language Learning and Teaching (IJCALLT) ,10 (4), pp.51-65. Baillie, L. and Thomas, N., 2019. 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Journal of surgical education ,76 (5), pp.1425-1432. Appendix 12 A PESTLE analysis for BUNI Travel Political Factors: The United Kingdom's exit from the EU is among the most important variables that could affect the tourism business. This will have an impact on the UK's economic and political relationships with other nations. Many variations can occur in international nations' visas and travel permits. It'd have an impact on tourism and travel to the EU. Moreover, the United Kingdom's withdrawal from the EU has an influence on the United Kingdom's trade interactions with the rest. Economic Factors: The nation's economic growth has an influence on the earnings of business entities. The UK economy is steady and going to grow at aconstant rate. Individuals have alot of money to spend, so they could indeed spend money on things like the tourist industry. Furthermore, the rate of economic development impacts tourists' ability to spend and occupancy levels. Economic aspects are related to guesthouse/ hotel accommodation, travelling expenses, and tourist incoming and outgoing cash. Economic growth is crucial for improving public investor sentiment and raising an area's tourist attraction. Social Factors: Some other significant reason recognised within the Pestel framework of the tourism sector is the growing concerns of international visitors about the influence of greenhouse gases in the atmosphere, which has become acomponent of the region's cultural and social context. The industrial growth of the tourist industry has damaged the environment of natural tourist destinations. Consumers and tourists are also conscious of the environmental impact of ecotourism development. This social trend can be used by the corporation to create its tour package. Technological Factors: BUSI Travels is losing business to competing companies as aresult of greater competition and inadequate technological infrastructure. As aresult, the successful business must propose approaches to enhance the travel agency. Legal Factors: Through this, the negative effect of the tourist industry operations on the environment has raised the government's difficulties in terms of building facilities, energy conservation, and waste disposal, as well as working to develop supplies of food and preserve natural sections of the community' legacy. In this respect, the governing authorities and departments are attempting to take several programs to reduce the influence of the tourism industry. Environmental Factors: Towards becoming early supporters and reaping the benefits of sustainable tourism, tourism firms like BUSI Travels must adopt solutions that have alow environmental influence.