Different Stages of Human Resource Life Cycle in Travel and Tourism

This presentation discusses the different stages of the human resource life cycle applied to a particular job role in the travel and tourism sector. It explores the challenges faced by the airline industry in employee retention and talent acquisition. It also highlights the importance of performance management and provides techniques to overcome staff retention issues and negative employee behavior. The presentation emphasizes the significance of training and development in improving employee skills and satisfaction.

The Travel and Tourism
Business Toolkit
LO2

INTRODUCTION
 It define different stages of Human resource life cycle applied to particular job role.
 It clarifies, performance management plan and techniques to overcome issues of staff
retention and to resolve negative employee behaviour

Table of content
 P3) Different stages of Human resource life cycle applied to particular travel and
tourism job role 5
 P4) Performance management plan for specific job role in travel and tourism sector

Different stages of Human resource life cycle applied to
particular travel and tourism job role
 Airline industry faces issues in employee retention and talent acquisition which effect
on its business success and growth in market.
 Due to lack of training programs and poor skilled peoples make barriers in progress of
sector.
 Ineffective training system and poor work environment around work place do not
provide good feeling to workers in which they feel unsatisfied and switch to another
company.
 Revenue manager help to reduce the impact of problems and able to solve issues
effectively

CONTI..
 Recruiting- It is one of the most essential stage of Human resource life cycle, with the
help of recruitment procedure company can hire new talented peoples within business
structure in order to provide better services on time.
 Travel and Tourism sector face issues in talent acquisition, in order to improve it better
than before they need to restructure entire recruitment plan which is essential for
developing talent and make them able to have the qualified peoples.
 Appropriate talent acquisition procedure allows organization to recruit the most
knowledgeable and skilled applicants who help to generate profit.

CONTI..
 Career planning- Career planning and development is essential for retaining
employees with British Airways.
 It is the second stage of HR life cycle, in which human resource manager create some
plans and strategies in order to grow personal as well as professional career of workers
 Orientation is procedure by which staff become the member of firm work force through
learning new job duties.

CONTI..
 Training and development- training and development sessions is created by HR
manager in order to improve workers skills and make them able to provide better
services.
 It is the stage of HR life cycle which help to engaged employees with British Airways
for long time period.

Performance management plan for specific job role in
travel and tourism sector
 Performance management plan is about aligning business objectives with workers
agreed measures, competency requirements, knowledge, skills and delivery of
outcomes
 It is also known as performance activity plan or tool to provide the workers with
performance deficiencies benefits and opportunities to succeed

Performance Objectives Strategy which is to be taken Resources needed Time period
To retaining staff Employee retention is the essential
metric help revenue manager incentive
they need to centring on retaining
qualified and talented peoples.
Retention is very important for
business growth as well as financial
performance. Revenue manager need
to retain staff by using different types
of strategies, such as motivation, pay
incentives and rewards system which
support them to retain or engaged the
most appropriate workers with the for
longer (Camilleri, 2018 ). Training is
one of the best strategy for retaining
worker, it allow opportunity to peoples
to improve their current skills and
productivity than before.
Revenue manager need to
communicate with its hire management
in context of arranging all the essential
and required tools used to provide
training. They need specialised team
members and experts who help to
provide appropriate training.
20 days

CONTI..
To improve talent acquisition Revenue manager must improve
talent acquisition procedure in
order to hire talented and
qualified peoples suitable for job
vacancy with British Airways.
Use marketing and data to create
better acquisition and focus on
better employer branding, these
two strategies is suitable and
applicable for improving talent
acquisition. Manager also need to
align with its business goals and
objectives which allows them to
hire peoples according to it.
Expert team members required to
achieve goal of company as
improve talent acquisition. With
the help of planning and
techniques manager can be able
to gain positive results.

Techniques to overcome issues of staff retention and to
resolve negative behaviour-
 In context of British Airways, due to lack of training and negative work
culture employee turn over is higher which effect on business performance as well as
profit margin.
 With the help of several techniques Resource manager can be able to retain staff and
solve negative behaviour of workers.
 Training is the best way for staff retention and resolve negative behaviour of peoples,
with the help of training session management can improve staff skills which is
beneficial for their personal and professional career growth it help to retain peoples.

CONCLUSION
 It has been concluded that performance management plan help to achieve
organizational objectives and goals and also support to improve workers abilities.
 Different stage of Human resource life cycle applied to revenue manager job role
within travel and tourism which define several benefits and needs that is essential for
them. Training, development planning and other things is required for professional and
personal career growth.

REFERENCES
 Waite, M.M., Robinson-Moss, T.N., Kopelic, S.M. and Bergman, S., 2018. Training
Employees to Stay: T&D in Retaining Talent.
 Yeh, C.M., 2019. The influence of foreign institutional investors, institutional directors,
and the share pledge ratio of directors on financial performance of tourism
firms. Tourism Economics, p.1354816619835613

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