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Employability Skills in the Travel and Tourism Sector: A Case Study of Travelodge

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Added on 2024/06/28

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This report examines the importance of employability skills in the travel and tourism sector, focusing on the case of Travelodge, a leading UK hospitality organization. It explores the responsibilities and performance objectives of a marketing manager, evaluates effectiveness against defined goals, and recommends improvements. The report also delves into motivational techniques, time management strategies, and team dynamics, analyzing the roles people play in a team and how they can work together to achieve shared goals. It further investigates the problem of labor turnover, evaluating tools and methods for developing solutions and proposing an appropriate strategy for resolving this issue. The potential impact of implementing these strategies on the business is also discussed.

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Employability skills in Travel and
Tourism Sector

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TABLE OF CONTENTS
Introduction......................................................................................................................................1
LO1.................................................................................................................................................. 2
P1.1 Develop a set of own responsibilities and performance objectives.....................................2
P1.2 Evaluate own effectiveness against defined objectives.......................................................3
P1.3 Make recommendations for improvement...........................................................................4
P1.4 Review how motivational techniques can be used to improve quality of performance......5
LO2.................................................................................................................................................. 7
P2.1 Develop solutions to work-based problems........................................................................ 7
P2.2 Communicate in a variety of styles and appropriate manner at various levels...................8
P2.3 Identify effective time-management strategies...................................................................9
LO3................................................................................................................................................ 10
P3.1 Explain the roles people play in a team and how they can work together to achieve shared
goals........................................................................................................................................... 10
P3.2 Analyse team dynamics..................................................................................................... 12
P3.3 Suggest alternative ways to complete tasks and achieve team goals................................13
LO4................................................................................................................................................ 14
P4.1 Evaluate tools and methods for developing solutions to problems...................................14
P4.2 Develop an appropriate strategy for resolving the problem of labour turnover in an
organisation................................................................................................................................15
P4.3 Evaluate the potential impact on the business of implementing the strategy....................16
Conclusion..................................................................................................................................... 17
References......................................................................................................................................18

LIST OF TABLES
Table 1: Formal letter...................................................................................................................... 8

LIST OF FIGURES
Figure 1: SMART objectives...........................................................................................................4
Figure 2: Maslow motivational theory............................................................................................5
Figure 3: Prioritization time management strategy......................................................................... 9
Figure 4: Nine team roles by Belbin..............................................................................................11
Figure 5: Bruce Tuckman team development model.....................................................................13

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Introduction
Employability skill refers to the current skills of the employees that are working in the
organization for achieving the common goal. This report will discuss the employee skill
development in the Travelodge organization who is dealing in the hospitality sector which is
based in the UK. The report will also cover some of the motivational techniques which will help
the organization to increase the employee skills. The report will also discuss the time
management strategies which will help to increase the quality of work. Some current issues of
the organization will also be discussed along with some solutions which will help to resolve their
issues like employee turnover. The role of the team members in achieving the organizational
goals will also be discussed in this report.
1

LO1
P1.1 Develop a set of own responsibilities and performance objectives
Own responsibilities
In the Travelodge hotel organization, I am working as the marketing manager and my
responsibility is to advertise and promote the attractive accommodation offers in the market for
attracting the customers.
Direct and indirect relationship maintenance: My own responsibilities within the organization
are to maintain the direct as well as the indirect relationship with the internal and external
stakeholders. It is essential for me to influence the customers for taking my organization offers
among all other tour operating organization which is beneficial for business growth and
development (Jackson, 2014).
Take decisions: I have also taken effective decisions with my team members in the favour of the
organization so that personal, as well as organizational objectives can be achieved. I have also
played major roles and responsibilities in the organization are to attract the customers by
spreading the awareness of the hotel packages between the customers.
Follow employment legislations: It is my responsibility while working in the organization to
follow all the employment legislation which is related to the equality, health and safety facilities,
equal wages and working flexibilities towards the employee benefits. It is my responsibility to
follow all the legislation and provide all the benefits to my team members.
Personal objectives
My personal objectives in the Travelodge organization is to increase the number of customers by
attractive them towards our hotel and accommodation packages (Collet et al., 2015). My own
objective is to make an effective marketing team who will work on promoting the brand image in
the market and influence the customers towards our offers, facilities, and packages. My personal
objective is also related to monitoring the performance of my team member against the set
organizational objectives. This setting and monitoring the performance of the team members
help me as well as organization to identify the lacking areas and implement some changes for
further improvement.
2

P1.2 Evaluate own effectiveness against defined objectives
My own personal objectives, as well as responsibilities in the organization as the marketing
manager, are already discussed in the above task which I performed and follow in my actions to
achieve personal and organizational objectives at the same time. Following are some points
which show my effectiveness against the set personal goals:
Set SMART objective and monitor performance
To achieve the personal objective, I have set goals and objectives for my entire team which is
related to conducting the market research for identifying the customer expectations in tourism.
After setting goals for the team I have monitor the performance of the employee by using
performance evaluation technique. This action taken by me help the own performance to identify
the changes required (Marr, 2015). I have also set a SMART objective for the entire team in
which specific task is set by me such as- identifying the market tourism trends and customers
expectations. Measures are also taken to achieving the objects within a set duration and
realistically achieve the objective. This has also shown my own effective against my set
objectives.
Own Effectiveness
The above actions which I have taken to achieve the personal objectives in favour of the
organization show that I have motivated my team members by setting SMART objectives which
are in favour of the business growth and development. With the help of the market research task
me and my team has identified that current customer needs leisure tourism so that they can enjoy
their vacations (Deeley, 2014). With the help of the performance evaluation, I have identified the
lacking areas of my team so that further training can be provided to me for enhancing their skills.
3

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Figure 1: SMART objectives
(Source: sonysimon.com, 2018)
P1.3 Make recommendations for improvement
With the help of the identification of the effectiveness against the objectives some of the
recommendations are suggested in the below points through which improvement in the
performance and organizational structure can be implemented:
Provide training to the team members: For further improvement, it is essential for the
organization and marketing manager to organize the training sessions and events for their
employee skill development. This training and development recommendation help the
organization to enhance their productivity and profitability ratio for achieving the competitive
benefits (Flin et al., 2017). Training should be provided as per the current skills of the employees
so that they can focus on lacking areas only such as- communication skills, decision-making
skills, etc.
Performance appraisal: For improving the performance and efficiency level of the employee, it
is essential for the organization and its manager to use performance appraisal technique. They
can provide a bonus, incentives, performance rating, etc. to their team members and that will
motivate them to enhance their objective and try to attain the SMART objectives of the
organization. This type of appreciation technique will motivate the employees to increase their
efforts towards achieving the organizational goals and objectives (Dusterhoff et al., 2014).
4

P1.4 Review how motivational techniques can be used to improve quality of performance
Improvement in the employee performance quality is one of the major responsibilities of the
organization as well as a manager. With the help of using various types of motivational
techniques, they can improve the quality of the employee performance. Following are the
motivational techniques and its impact on improving employee performance quality:
Rewards and incentives: Performance appreciation is one of the best motivational techniques
which can be used by the managers to motivate their employees and through this performance
quality of the team members can be improved. The organization can provide a bonus, salary
increment, extra incentives and other benefits for appreciating the employees (Van Dooren et al,
2015).
Application of motivational theories: The organization can also apply Maslow motivational
theory for improving the employee performance. By applying this theory they can identify the
physiological, safety, social, and esteem and self-actualization needs of the employees. With this
motivational theory they can cover all the basic needs of the employees and they get motivated to
increase their efforts in favour of the organization.
Figure 2: Maslow motivational theory
(Source: Saul McLeod, 2018)
5

Self-motivational factors: The organization and employee itself use the self-motivational
technique for improving the current performance in this they can increase their self-thinking,
self-efficacy, and self-confidence (Herzberg, 2017). This will motivate them to improve their
performance by their own actions.
The above mentioned motivational techniques help the organization to encourage the efforts of
the employees and motivate them to improve current performance. In this manager also play a
major role in implementing these motivational techniques and improve their team member
performance quality.
6

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LO2
P2.1 Develop solutions to work-based problems
Travelodge is the hospitality organization that is providing accommodation services to their
customers and provides food facilities to their guest during their stay. For providing proper
tourism services to their customers it is essential for the organization to have the effective and
skilled employees. Currently, the organization is facing two significant issues such as- employee
turnover and time management due to which many problems, and this will reduce their
productivity and profitability.
Steps required for identifying solutions: It is also essential for the organization to use the
proper steps which are expected to solve the current issues. The first step is required to identify
the actual problem, and second step is related to research the changes needed for the workplace,
the third step is related to generate some solutions of the issues and last is to select the final
solution against the identified problems (Anvari et al, 2014).
Following are some solutions mentioned which can be used by the organization for
reducing the employee turnover and time management issues:
Solution for employee turnover problem: Currently, Travelodge organization is facing
employee turnover problem due to which unhealthy competition and lack of clear roles of team
members are increased. For solving the employee turnover issue, it is essential for the
organization to adopt some of the effective techniques such as- reward system, appreciation
technique or motivational techniques. With the help of these techniques, they will motivate the
employees to stay with them for long duration (Arekar et al, 2016).
The solution for time management problem: Lack of time management is also one of the major
issues which are currently facing by the Travelodge organization. This will increase the situation
of delay in services providing which will reduce the interest of the employees as well as
customers. This problem can be solved by identifying the actual time required to conduct the
activities and set the activities as per time required.
7

P2.2 Communicate in a variety of styles and appropriate manner at various levels
Table 1: Formal letter
To: Senior management
From: Service manager
Subject: Current issues in the organization
Dear Sir and all the team members,
This is to inform that currently, our organization is facing various types of issues which are affecting our
performance and productivity in the market. The major issue faced by an organization is employee
turnover due to which organizational culture is also become worst and failed to distribute the roles
between the employees. Another issue is related to the time management which increases the service
delay problems in the organization. It is our responsibility to consider these issues and try to identify the
appropriate solutions for avoiding mentioned problems.
These problems are affecting the current performance of the hotel in the market because sometimes we
fail to provide the best services to our guest. With the help of the appropriate solutions, we can reduce the
impact of these issues like- communicating with each other, using time strategies and taking feedbacks of
each other. With these solutions, we need to try to improve the current situation of the organization. It is
my request to all of my team members and management team to adopt the strategies and try to overcome
the issues.
Thanks and regards
Service manager
(Travelodge hotel)
8

P2.3 Identify effective time-management strategies
Travelodge hotel provides hospitality services but currently, they are facing time management
problems which affecting their current performance and brand image in the market. It is essential
for the organization to adopt the time management strategies which are effective for maintaining
their business operations and functions. Following are the effective time management strategies
for Travelodge hotel:
Prioritising workload: This is the most effective time management strategy which can be used
by the Travelodge hotel in which they can set the activities as per the time and priority required.
This strategy is effective as this will complete the activities as per the organizational priorities.
They can avoid the delay issues which are currently facing by the organization (Wolters et al,
2017).
Figure 3: Prioritization time management strategy
(Source: www.ksl-training.co.uk, 2018)
Estimate time for task: Another strategy that can be used by the organization is to identify the
estimated time for each of the task. With the help of the organization, they can evaluate the time
required for activities and actual time occurred in each activity. This time management is also
effective to reduce the issues of service delay towards their employees and customers also.
9

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LO3
P3.1 Explain the roles people play in a team and how they can work together to achieve shared
goals
Team: In the organization, team defines the number of employees working in one department for
achieving the common goal and objectives of the organization. A group of individuals working
as one team in the organization is defined as the team.
Role of the team: The key and primary role of the team in the organization such as Travelodge
is related to combine the organizational resources, skills, bandwidth, and competencies so that
they can achieve the objectives of the organization. The team role is to focus on the group of the
employees so that they can work together and achieve the objective with the support of the team
members.
Nine team roles by Belbin
People oriented roles
Coordinator: Team of the organization need to act as the coordinator who can confidentially
communicate the mission and vision of the organization among team members.
Teamwork: Skilled employees are required who can listen and focus on the objectives of the
organization.
Resource investigator: Team of the organization need to explore the organizational opportunities
in the market for their expansion (Lehmann-Willenbrock et al, 2016).
Thought oriented roles
Plant: Team need to play important role for solving the issues of the organization by using
appropriate strategies.
Monitor evaluator: Team need to monitor the performance of their employees so that further
improvement can be implemented.
10

Specialist: It is essential for team to have the deep and detailed knowledge about their work and
about the strategies through which issues can be avoided.
Action oriented roles
Shaper: Team play the role of shaper in which they take the relevant actions to manage the
issues and also meet the challenges in effective manner.
Implementer: Team need to set the plan and implement that plan to maintain the discipline in the
organization (Mathieu et al, 2015).
Finisher: Team also play role to end and finish the task and activities of the organization through
which positive outcome can be generated.
Figure 4: Nine team roles by Belbin
(Source: http://www.aleanjourney.com, 2018)
11

P3.2 Analyse team dynamics
Team dynamics: Team dynamics is the process of creating or formulating the team and further
their development as the team. There are two types of team dynamics such as- formal and
informal which are created by the organization and employees itself.
Team development: Currently the organization is facing employee turnover issues which can be
resolved by developing an effective and skilled team with the help of the five stages of Bruce
Tuckman team development model (Chen et al, 2017).
Following are the stages of Bruce Tuckman team development:
Forming
Within forming all the team members are quite polite and positive. The members involved in this
will understand their work and also know what team need to do. They are excited towards the
task.
Storming
After this team will move towards storming in these employees start to increase their boundaries
that are covered in the forming stage. In this evaluating the organization as well as employees
structure is required so that they will work as per the set structure.
Norming
In this stage distribution of the roles and responsibilities between the employees according to
their skills will be conducted (Dewhirst et al, 2016).
Performing
This stage will consider the progress of the employees against the set goals and objectives of the
organization.
Adjourning
In this performance evaluation is done and after that reward and appreciation is done by the
organization towards employees to motivate them.
12

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Figure 5: Bruce Tuckman team development model
(Source: www.tutorialspoint.com, 2018)
P3.3 Suggest alternative ways to complete tasks and achieve team goals
Travelodge organization is currently facing employee turnover issues which are affecting their
organizational culture and delegation of the team roles. This organizational problem needs to be
resolved by the using some of the alternative ways. Following are the two alternative ways which
can be used by Travelodge for minimizing the employee turnover issues:
Use appreciation system: To reduce the employee turnover problem from the organization, it is
important for the organization to motivate the employees by appreciating them against their
achievements and hard work. The organization can give rewards such as- incentives, bonus
payment, equal remuneration and other benefits to their employees which will motivate the
employees to maintain a long-term relationship with the organization (Bilau et al, 2015).
Give professional growth opportunities: Professional growth in the organization is one of the
most essential needs of each and every employee. To reduce the employee turnover situation
from the organization, it is important for them to give enhancement and professional
opportunities to their existing employees. They can provide training to employees for their
personal and professional growth which is beneficial for their future career.
13

LO4
P4.1 Evaluate tools and methods for developing solutions to problems
With the above task it has become clear that employee turnover is one of the biggest problems
currently faced by the Travelodge hotel organization and with the help of the above-discussed
reward and growth opportunities they can reduce the ratio of employee turnover. Following are
the steps required to implement these strategies in the business against the employee turnover:
Action plan: To implement the reward and growth opportunities strategies it is essential for
making the proper action plan. In this performance evaluation plan need to be created so that as
per performance level rewards can be provided.
Resources and tools required: Financial resources are required to provide these benefits. They
can also provide training to their employees for promoting staff retention. Monetary incentives
are required to be provided by the organization to employees (Caceres-Cruz et al, 2015).
Communicate with the team: Entire plan for reducing the employee turnover need to be
communicated with the senior management team in which all the conditions and terms need to
be discussed.
Implement the strategies: As per the performance evaluation, the organization implement these
strategies and provide all the motivational benefits to employees. These strategies motivate
employees to increase their efforts and drop the idea of leaving the organization.
14

P4.2 Develop an appropriate strategy for resolving the problem of labour turnover in an
organisation
Following are the strategies which can be used by Travelodge organization to resolve the
labour turnover problem:
Appraisal and fair remuneration: Travelodge and their management team need to adopt this
strategy for reducing the employee turnover problem. They need to maintain fair remuneration
between equal levels of the employees so that they can enhance their performance. The wages
equality will also reduce the employee turnover problem. This will also motivate them to stay
connected with the same organization.
Working flexibilities: By providing the working flexibilities to the employees will also reduce
the ratio of employee turnover. It is essential for an organization to adopt the working hours and
Acts which will improve the efficiency level of the employees. With working flexibilities, it will
become easy for an employee to manage their personal as well as professional lives at the same
time. This will also motivate them to stay connected with the same organization (Hollenbeck et
al., 2018).
Employee motivation: Employee motivation by using various motivational techniques such as-
reward system, training events, appraisals etc will also reduce the ratio of employee turnover. By
boosting the employee morale organization can increase the staff retention ratio apart from
employee turnover. They can cover all the expectations of the employees by communicating with
them. This will also motivate them to stay connected with the same organization.
15

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P4.3 Evaluate the potential impact on the business of implementing the strategy
By using the above-mentioned strategies, an organization can avoid and reduce the employee
turnover problem. These strategies create an impact directly on the performance of the
organization as this will increase and enhance the productivity ratio as well as profitability ratio
of the organization. The employee turnover problem solution is directly connected with the
organizational, functional units so that senior members or employees will check the organization
priorities to achieve the objective and attain the success in the competitive market (Iqbal, M.Z et
al., 2015). These solutions against the employee turnover also satisfy the professional needs and
expectations of the employees who will motivate them to increase their efforts in the favour of
the organization. Internal conflicts will also be avoided and reduced by these strategies which are
beneficial for the organization and employees too. The motivational factors put a positive impact
on the employee performance enhancement. These strategies improve the quality of the services
in the hospitability sector which will also increase the brand image and goodwill in the market.
16

Conclusion
This report has concluded that the development in the employee skills is one of the major
responsibilities of the team manager as well as the organization. It has also identified that by
using motivational techniques, setting objectives and providing training to the employee is one of
the techniques that can be used by the managers to increase the efficiency level of the
organization. Currently, Travelodge organization is facing employee turnover issue which can be
reduced by enhancing the employee skills through training techniques. This report has some
strategies through which they can increase productivity and profitability. The report has
discussed motivational factors for enhancing the employee efficiency to achieve the
organizational objectives.
17

References
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and structural determinants on job satisfaction–analysis of employee turnover in the
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turnover in small and medium construction firms: A literature review. International
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knowledge-intensive industry. Education+ Training, 57(5), pp.532-559.
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employability skills and attributes. Active Learning in Higher Education, 15(1), pp.39-51.
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effective project teams. AusIMM Bulletin, (Dec 2016), p.66.
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rating, leader–member exchange, perceived utility, and organizational justice on
performance appraisal satisfaction: Applying a moral judgment perspective. Journal of
business ethics, 119(2), pp.265-273.
 Flin, R., Lauche, K. and Crichton, M.T., 2017. Learning from Experience: Incident
Management Team Leader Training. In Naturalistic Decision Making and
Macrocognition (pp. 129-146). CRC Press.
18

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 Herzberg, F., 2017. Motivation to work. Routledge.
 Hollenbeck, J.R., Noe, R.A. and Gerhart, B.A., 2018. Human resource management:
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and its implications for stakeholders. Journal of Education and Work, 27(2), pp.220-242.
 Lehmann-Willenbrock, N., Beck, S.J. and Kauffeld, S., 2016. Emergent team roles in
organizational meetings: Identifying communication patterns via cluster
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 Marr, B., 2015. Big Data: Using SMART big data, analytics and metrics to make better
decisions and improve performance. John Wiley & Sons.
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public sector. Routledge.
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management and procrastination within a model of self-regulated learning. Metacognition
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Online references
 Bruce Tuckman team development model, 2018 [Online] [Assessed through]
<https://www.tutorialspoint.com/individual_and_group_behavior/five_stage_model_grou
p_development.htm//>, [Assessed on 28th July, 2018]
 Maslow motivational theory, 2018 [Online] [Assessed through]
<https://www.simplypsychology.org/maslow.html/>, [Assessed on 28th July, 2018]
 Nine team roles by Belbin, 2018 [Online] [Assessed through]
<http://www.aleanjourney.com/2018/05/9-team-roles-for-high-performance-
teams.html//>, [Assessed on 28th July, 2018]
19

 Prioritization time management strategy, 2018 [Online] [Assessed through]
<https://www.ksl-training.co.uk/free-resources/time-management-tips/managing-your-
time//>, [Assessed on 28th July, 2018]
 SMART objectives, 2018 [Online] [Assessed through]
<https://sonysimon.com/productivity/smart-goals/attachment/smart-goal-questions/>,
[Assessed on 28th July, 2018]
20

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Employability Skills in the Travel and Tourism Sector: A Case Study of Travelodge

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