Managing People and Performance: A Case Study of BUNI Travel

This report focuses on managing people and performance in the context of BUNI Travel, a UK-based travel agency. It covers job description, person specification, job advert, recruiting strategy, and staff development plan.

People and
Performance

Table of Contents
INTRODUCTION...........................................................................................................................3
TASK...............................................................................................................................................3
Job description and person specification.....................................................................................3
Job advert....................................................................................................................................5
A plan outlining recruiting strategy............................................................................................6
Three-month staff development plan..........................................................................................6
CONCLUSION................................................................................................................................7
REFERENCES................................................................................................................................9
Books and Journals:....................................................................................................................9

INTRODUCTION
People in a workplace setting refers to the employees who are an essential part of the
business organisation. It is the responsibility of a business manager or leader to look on
employees and their performance towards the achievement of bushiness goals and objectives.
Managing people and their performance is the most pivotal task that a HR manager performs in
any organisation (Adams and Conners, 2020). They are involved in the process from recruiting,
selecting, training and developing, compensating, rewarding, deploying and so forth. They are
the foremost person who deal with employees and workers of an organisation. The following
report is based on the BUNI travel which is a UK based travel agency. This organisation is
looking forward to recruit a new business travel consultant to work at their business company. In
this report, various documents are covered such as job description, person specification, job
advert, a plan demonstrating the recruiting strategy and three-month staff development plan.
TASK
Job description and person specification
Job description: Job description refers as a written document that states the tasks, duties,
qualifications or responsibilities of a job, based on the aggregation of a job analysis. It is utilised
in the recruitment process to convey the candidates of the profile and needs of job (Kamizi,
Khorasani and Kamkari, 2019). This is also used in the process of performance management to
assess the employee’s performance.
Job Description
Job Title: Business Travel Consultant
Reporting To: HR Manager
Job Description: The role is to advise and consult diverse customers and clients who are
travelling around the world.
Duties and Obligations:
 To cater travellers with relevant information and beneficial holiday and travel materials.
 To organise travels from beginning to end, including accommodation, tickets and
transportation.
 To ascertain the needs of clients and advising appropriate travel packages.
 To research different destinations and modes of travel regarding customs, prices,

reviews, weather conditions and many more. To collect deposits, along with balances.
Qualifications:
 High school diploma degree.
 Qualification in tourism field.
 Top-notch interpersonal skills, covering empathy, respect and communication.
 Computer literate, with professional writing skills and exceptional desktop research.
 Obvious experience as a travel consultant, with high proficiencies in local as well as
internal travel arrangements.
Person Specification: A person specification defines the profile of a skilled and qualified
candidate, one require to fill the job. It comprises the knowledge and skills required to perform
the job appropriately and shouldn't be over stated (Kim, Lee and Pack, 2019). Hiring someone
whose skills do not fit will give only untrue aspirations to the candidate and end in letdown for
both employee and employer. In case of BUNI travel, this document is a significant part of the
recruiter's toolbox. It lets employer to share the traits that are desirable in an idea applicant such
as former work experience, education and any extra traits that are necessitate to succeed in the
role.
Personal Specification
Significant skills:
 Good coordination skills with management.
 Multi-tasking skills to handle various situations.
 Persuading ability.
 Effective communication skills to handle customer queries and issues. Knowledge for travelling tools and software.
Required skills:
 Must have confidence to advise clients and travellers.
 Good understanding and flexibility.
 Should have patience in dealing with clients.
 Listening skills.

Job advert
Job advertisement can be defined as the announcement that informs people that a specific
job position that is available in the organisation. It is in written format which engages people
both insiders or outsiders. It contains the information about the job profile, organisation and the
benefits that are given by employer (Mekpor and Dartey-Baah, 2020). The key agenda of job
advert is to communicate potential job candidates about a new opening as well as attract them to
apply.
Job Advertisement
We are hiring....!!!
Travel Consultant
We are looking for an experienced travel consultant for BUNI Travels. The successful
candidate should meet the following requirements:
 At least 3 years experience in the travel industry.
 Advising customers on travel, transportation and accommodations.
 Passionate about exceptional customer service.
 Supplying customer service from enquiry to closing the sale while following up sale
with clients.
 Working within a squad of occupational group and attain incentivized sales targets.
 Fluency in English.
This is full time position. Candidates with germane skills, knowledge and experience, please e-
mail resume to [e-mail]
Only short listed candidates will be called for an interview.
BUNI Travel
1-880-000-1112 or 905-678-8777 or [e-mail]
1256 London Street 189, UK.
Please visit www.bunitravel.com
A plan outlining recruiting strategy
In order to recruit and hire new candidates in the company, the HR manager needs to
follow an effective recruitment plan. It supports the manager to identify the best suitable
candidate for the vacant job profile that is business travel consultant in BUNI Travel.

 Define the specific goals: The key purpose is to identify the best suitable candidate as
per the specific goals of BUNI travels (Prashanth and et.al., 2022). The chief objective is
that the candidate must acquire best skill set in travelling industry.
 Clear idea to only recruit suitable candidate: The HR manager should have the clear
motive to hire people who are capable enough for the available job profile and role. For
the vacant job profile of business travel consultant, the candidate should have the
background and experience in the related field.
 Refining the selection process: The process of selecting the right candidate is most
important factor in order to hire and recruit the suitable person in the company. The HR
manager for the BUNI travel should coordinated with the top authorities to successfully
hire the suitable person. It is covered with two-three rounds to choose the appropriate
candidate in the respective company.
 Developing the sourcing strategy: Being a HR manager, the sourcing strategy is vital to
recognise the best and efficient candidate for the travel agency. Developing an action
plan according the diverse sources is pivotal for the company. HR department is
responsible to exploit the suitable sourcing strategy and identify the best employee who
could attain the business needs and objectives.
Three-month staff development plan
Following is the three-month staff development plan for the BUNI Travel agency in
which in each month the activities and tasks are divided for the new starters. This plan is
mentioned below:
Month 1:
 Catering suitable guidance and direction to the employee to work accordingly.
 Indulging a positive and favourable working environment and support the new starter to
acquire certain skills and competencies, together with an overview how the organisation
works.
 Training needs and requirements are also assesses for the right growth.
 Assists in operating various travelling software to make the consultant familiar with the
agency.
Month 2:
 Reviewing the completed work of candidates.

 Signifies the mistake and errors to help them out.
 Boosting the efficiency and productivity of a person in the agency.
 Supports to create new and attractive ideas for the agency.
 Involve new starters in the process of decision-making.
 Evolving inherent skills to get success in the forthcoming time.
Month 3:
 Employee’s performance and work shall be reviewed.
 Overviewing the qualities and skills which have been acquired by the employees.
 Catering new tasks to new starters and reviewing the results as well.
 Announcing new recognition as well as reward and compensation strategies to get more
productivity from the employee.
Being a HR Manager of the BUNI Travel, they have created this plan and program for
the development of their staff members so that they achieve efficient growth towards the
common goal of company (Torpil and et.al., 2021).
CONCLUSION
From the above stated report, it is concluded that HR manager and executives plays the
role of hiring, selecting, training and developing, compensating or rewarding people in the
organisation so that overall goals can be attained. They are responsible to hire and select the right
people in the organisation to work. Job description acts a written document in which duties and
responsibilities, qualifications or experiences are mentioned which are necessary for the specific
job profile. Person specification deals with the significant and desirable skill set which needs to
perform certain job role. Job advert is designed by HR manager or executives to inform,
communicate and attract a larger pool of candidates for the specific job profile. A plan is
designed for the recruiting strategies. Lastly, three-month plan is designed for the new joinees
and starters to make them familiar and how they have to deal with things in the organisation.

REFERENCES
Books and Journals:
Adams, N. and Conners, T.J., 2020. Imposters and their implications for third-person feature
specification. Linguistics, 58(2), pp.537-567.
Kamizi, A., Khorasani, A. and Kamkari, K., 2019. Designing and Validating a Model for
Developing of an Individual Development Plan in Ansar Bank.
Kim, J., Lee, J. and Pack, S., 2019, December. Poster: A Vehicular Participant Recruiting
Strategy for Improving Sensing Quality in Vehicular Crowdsensing. In 2019 IEEE
Vehicular Networking Conference (VNC) (pp. 1-2). IEEE.
Mekpor, B. and Dartey-Baah, K., 2020. Beyond the job description: Exploring the mediating
role of leaders' emotional intelligence on the nexus between leadership styles and
voluntary workplace behaviours in the Ghanaian banking sector. Journal of
Management Development.
Prashanth, C. and et.al., 2022, February. Reveal: Online Fake Job Advert Detection Application
using Machine Learning. In 2022 IEEE Delhi Section Conference (DELCON) (pp. 1-6).
IEEE.
Torpil, B. and et.al., 2021. Validity and Reliability of the Turkish Canadian Occupational
Performance Measure (COPM-TR) for people with multiple sclerosis. Occupational
Therapy In Health Care, 35(3), pp.306-317.