Importance of Human Resource Management in the Travel and Tourism Industry

This document discusses the importance of human resource management in the travel and tourism industry, including its role and purpose. It also covers the development of a human resource plan based on supply and demand analysis, the current state of employment relations in the service sector in the UK, and the various employment laws affecting HR management. Additionally, it compares the recruitment and selection process in the travel and tourism industry with another service business.

Human Resource
Management

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
1.1 Importance of human resource management and role and purpose of human resource
management travel and tourism company industry................................................................1
1.2 Develop human resource plan based on the analysis of supply and demand for travel and
tourism business.....................................................................................................................2
TASK 2............................................................................................................................................3
2.1 Investigate and assess the current state of employment relations within the service sector
perspective in the UK.............................................................................................................3
2.2 Identify various employment laws affect the management of human resources in the UK
with a focus on the service sector...........................................................................................4
TASK 3............................................................................................................................................5
3.1 Job description and person specification..........................................................................5
3.2 Different service establishments may have different recruitment and selection process.
Compare the selection process of travel and tourism business with a another service business 6
TASK 4............................................................................................................................................8
4.1 Training and development function and contribution of training and development
activities to the effective operations of the business..............................................................8
CONCLUSION................................................................................................................................9
REFERENCES..............................................................................................................................10

INTRODUCTION
Human resource management is considered as a function of administration that is related
with recruiting, encouraging as well as managing personnel. This plays strategic role into
managing individuals as well as the culture and environment of the workplace (Bendl and et.al.,
2015). It deals with the problems affiliated to staff like training, communication, development,
motivation and so on. For this report the chosen company is Thomas Cook which is a British
international travel firm. Its headquarters is in London, England, UK. The purpose of this report
is to explain the importance of HRM as well as its role and purpose. Develop human resource
plan and various employment laws. Job description and person specification as well as different
recruitment and selection process. Training and development function and its contribution to
effectual operations are also mentioned in this report.
TASK 1
1.1 Importance of human resource management and role and purpose of human resource
management travel and tourism company industry
Generally, human resources are considered as valuable assets for all organisation. This
resource are its main strength and in order to face new challenges regarding knowledge and
changing trends into international economy firm required effectual HRM. The importance of
HRM is enhancing day by day in travel and tourism industry. Some of the importance are
mentioned below:
Planning and forecasting: Human resources management is essential for Travel and
tourism industry as it is assists them to performing appropriate planning and forecasting. Thus,
Thomas Cook can plan and forecast requirements of employees accordingly in order to show job
vacancy.
Recruitment process: This is crucial for firm's HR to analysis the different job profiles
and perform accordingly. Recruitment is an effective method that need more candidates in order
to apply for particular position (Cartwright and Cooper, 2014). Thus, HRM is important in
Thomas Cook as it help them to gain higher proficient candidates for vacant position.
Role of human resources management:
HRM plays strategic roles in travel and tourism industry such as Thomas Cook. Some of
them are mentioned below:
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 Training and development: This is one of the essential role of human resource
management. It aids in developing recent as well as future staff performance through
enhancing its skills, knowledge and so on. In travel and tourism industry such as Thomas
Cook, their HR perform training and development events for its staff in order to develop
them and maximise productivity.
 Employee Relation: As workers are considered as a pillars of all firm that should be
treated in appropriate way. It aids in maximising productivity as well as inspiration
enhance through effective staff relationship. This facilitates positive effects into personal
and professional development of people. Thomas Cook have maintained as well as built
effectual relations with its workers in order to enhance productivity.
The main purpose of Thomas Cook human resource management is to manage staff for
accomplishing their objectives. This assists them to encourage their workers so that they can
perform efficaciously (Friend, Power and Yewlett, 2013). Also, this facilitates a positive
surroundings to its working employees.
1.2 Develop human resource plan based on the analysis of supply and demand for travel and
tourism business
Human resource plan is considered as a business strategy alignment which is a document
that includes vision, mission, values and objectives. This assists in facilitating information to
functions of HR which support strategies. Moreover, it identifies differences among current and
upcoming abilities. Therefore, the HR plan steps are mentioned below:
Identify future requirements of HR: As it is not an easy task to identify upcoming
needs of the human resources. As in Thomas Cook, some proficient staff in area of marketing
are required in future as currently they have less marketing skilled employees in their company
that they gain more market share in upcoming years.
Consider current human resource abilities: Current human resource capabilities are
respective firm have well structured team, do not have effective knowledge about marketing,
highly potential to perform task and many more.
Identify gaps among upcoming as well as current ability: Herein, gaps are find out
among recent and future ability so the recent capabilities are the employees have more potential
to do work in various situation, less skills of marketing, well structure team future requirements
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are effectual understanding about marketing, proficient to deal and provide services to their
clients.
Formulate gap strategies: After identifying the gaps some strategies are developed that
can be training and development, head count adjustments and so on.
Implementation: Herein, execution is performed in order to operate business. In this
strategies that are developed should be executed into firm such as by providing training to
existing staff, rectification into hiring process etc. (Garrison, 2013).
Share and Monitor Plan: This is refers as a last step of human resource plan where
overall works are observed. The appropriate knowledge of plan aids in accomplishing objectives.
Therefore in order to implement the plan successfully they have to share as well as observe the
plan regularly so they have to communicate their future requirements clearly and monitor that all
the strategies, procedures are going as per the plan or not.
From the above plan it is analyse that the respective firm have certain future requirements
regarding marketing employees and the current abilities are good but not so much effective so a
gap is develop among them. In order to fulfil that gaps some strategies are formulated such as
training and development, head count adjustments and so on. Thus, company are very much
focused towards the head count adjustments as this help them to develop the entry level
positions, modifying the tactics of recruitments etc. through all these Thomas Cook fulfil the
gaps as well as accomplish the future requirements of human resources effectively.
TASK 2
2.1 Investigate and assess the current state of employment relations within the service sector
perspective in the UK
Employment relations are considered as a multidisciplinary that analysis relationships
among employer and staff. This presents only when individuals perform task under various
situations for remuneration. It aids in appropriate communication between subordinates and
manager regrading planning, procedures, strategies and many more. The main aim of it is to
improve knowledge about employment relations within Thomas Cook.
Role of Unionisation:
Trade unions are the workers that comes together in firm for accomplishing common
objectives like benefits, saving their rights, developing work situations etc. through enhanced
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bargaining power by development of monopoly (Kiesler, 2014). Herein, leaders with assistance
of labour union bargains with manager on behalf of their union members. Thus, Thomas Cook
staff develop a trade union for accomplishing its requirements and demands so that they can
perform task effectually. The labour union resolve whole problems as well queries of employees
and performing as representatives. Its assists firm and workers to solve problems of work area,
working as an advocate for staff and many more.
Current state of employment relations within Thomas Cook
The workers are facilitated training and development for adopting advanced technology,
framework for developing productivity, effective performance of firm as well as resolving issues
at work. The issues of employees are listen so that they can facilitate them appropriate solutions
for attaining their objectives. Thus, Thomas Cook introduced industrial relation change events to
develop relations between mangers and labour unions. It drives towards minimising barriers of
communication in order to know about the issues.
2.2 Identify various employment laws affect the management of human resources in the UK with
a focus on the service sector
Employment law is considered as a combination of legislation as well as regulations that
regulate relations between employer and subordinates. This includes less workers needs for
working situation. Generally, the laws are formulated for staff to save them from unethical
practices, discriminatory treatments and so on. Thomas Cook required to perform for its
employers and staff for developing better relations for enhancing productivity as well as creating
position work environment. The various employment laws are mentioned below:
 Employment relations Act: this is the relations among staff and employer when task is
accomplished for the aim of financial reimbursement. Thomas Cook should develop
effectual relation with its subordinates. Its aids in appropriate performance of enterprise
practices and attaining objectives. Human resource management is impacted through
effective employment relationship as this create strong bonding with another functional
sections in order to accomplish task.
 Employment Rights act: This is considered as an employment contract that must be in
written form as well as facilitated that to workers. There are few essential rights that
should be provided to whole staff working within firm like privacy rights, fair
compensation rights and many more (Lyons and Kuron, 2014). Thomas Cook should
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facilitate protection in respect of unethical discrimination like religions, caste, gender and
so on. The most crucial rights are to save pay scale of workers and employees. This
human resource management is to perform in company with full commitment and
attaining their final objectives.
 Contracts of Employment: This is the written document among workers and workers n
which employer have rights to terminate staff in case they are involved in any kinds of
crimes. Within Thomas Cook, this contract is expired after the provision of employment
agreement. Herein, employer end up the contract through dismissing workers or by
resign.
 Equal Opportunities laws: This refers as to facilitate even opportunities to staff and
employers those are working into Thomas Cook in context of removing disability
benefits, gender pay and so on. Human resources management have to check knowledge,
skill, performance and consequently maximise their wages. There should not be
performed any discrimination as per the posts, gender and many more.
TASK 3
3.1 Job description and person specification
Job description is a formal document that provides information regarding particular job
profile. It includes data like job role, accountabilities, scope and so on. This kind of description is
considered as primary technique where job profile rules and situations is delivered to chosen
candidates for a particular job position. The main purpose of this is to assure that applicants
know about their duties and roles of the job so that any disputes cannot raise among employers
and staff. This is crucial to communicate the objective of the firm with its subordinates so that
they can perform consequently. Moreover, it involves essential information regarding
organisation like its mission statement, goals, vision etc.
Thomas Cook is a travel firm that operates in UK. Staff that are assigned through this
firm are hired after appropriate analysis of the applicants. Respective firm job description of
marketing head involves few information that are given below:
 It has to facilitate services leadership related to business marketing as well as
communication.
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 Marketing head have to perform research and examine trends into the services delivered
through Thomas Cook to formulate marketing strategies.
 They has to manage campaign budgets, supervise the team of marketing and coordinate
with sales team.
 Thomas Cook marketing head has to monitor their websites for enhanced traffic.
 They are accountable to examine behaviours of the customers and ascertain clients
personas.
Person Specification:
This is considered as a concepts which have little information as compared to job
description. It is the part of job descriptions and involves knowledge, skills, qualification and so
on that have to be possessed through people to be preferred for particular job (Maurino and et.al,
2017). Person specification for marketing head job in Thomas Cook are provided below:
 They should have at least 3 years experiences in field.
 Candidates have to be self motivated and willingness to learn
 They should have problem resolving and strong analytical skills.
 They should has knowledge regarding CRM database involving segmentation and
targeting for personalisation.
 Marketing head has to observe, implement as well as examine campaigns effectively.
3.2 Different service establishments may have different recruitment and selection process.
Compare the selection process of travel and tourism business with a another service
business
Recruitment is considered as a procedure to short list, attract, choose and appoint
proficient candidates for provided job profile in company. Herein, recruitment is performed
through human resource manager, recruiters etc. There are two methods that are mentioned
below:
 Online mode: This is considered as a method where information about jobs are provided
in online portal. The firm utilise some electronic media like internet, social media in
order to develop awareness regarding jobs as well as choosing appropriate candidates.
This is the simple and time saving process as in case people accomplish provided criteria
can apply.
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 Offline methods: This is considered as a traditional method for identifying the
candidates for provided position (Neff, 2017). The company can utilise many offline
modes like job broads, newspaper and many more. Also, it is the costly as well as time
consuming methods.
Comparison of selection process
STEPS Thomas Cook selection
process(Marketing head)
Transport for London selection
process(Consumer service assistance)
Step 1 Vacancies are posted on the Thomas
Cook webpage into career columns.
Vacant positions are posted at TFL
websites and by recruitment agency.
Step 2 At this step, applicants required to fill
many online questionnaires.
Thereafter applicants have to make
login ID and generate password for
posted job position on the sites of TFL.
Step 3 If there reply is yes then they require to
fill interest form.
Those applicants who has chosen for
provided vacancy have to apply and fill
application form online.
Step 4 Then applicants have to fill online
application forms.
Applicants who meet criteria can take
online situational judgement test.
Step 5 Applicants those who met the criteria
will be facilitated by log in ID and
password for accomplishing the range
of online psychometric test like verbal
reasoning, situational test etc.
After that, the candidates who cleared
the tests are called up for written
assessment session.
Step 6 Candidates who cleared the test are
called up for the assessment test which
includes MCQs role play etc. After that
medical test are conducted for them.
Thereafter candidates called for
interview round.
Step 7 After that provide training for one
week.
At last candidates are offered job for
vacant posts.
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Step 8 After accomplishment of training
candidates are initiated working as a
marketing head.
TASK 4
4.1 Training and development function and contribution of training and development activities to
the effective operations of the business
Training as well as development is considered as an educational procedure that included
aspects, obtaining effective knowledge for maximisation of staff performance level, changing the
behaviour and improving skills (Training and development. 2019). These are the accountabilities
of human resource manager to organised different training events for their employees in order to
develop them and accomplish the organisational objectives.
Role and need of training and development:
Both training and development are refer as two sides of single coin. But development is
the broader aspects aim comparison to training. The training role and requirement in context of
Thomas Cook are: Addressing staff weaknesses: training aids Thomas Cook managers to access weak zone
of its staff as well as effectually trained them in appropriate direction for minimising the
weaker part. Respective firm required to examine weakness of all employees for effective
performance.
 Develops employees morale: Training assists people to develop confidence as well as
boost its morale. This aids Thomas Cook in improving their staff skills and develop a
base for workers retention. Therefore, continuous training develops knowledge and
morale of its employees.
Analysis of training requirements:
This is considered as the procedures where knowledge of training are provided at
different levels of training events (Reason, 2016). Thomas Cook should has understanding for
training requirements for its staff in order to produce higher productivity. It should be examined
on continuous basis so that performance level get developed.
Training role:
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Training aids in enhancing job satisfaction that outcomes in maximisation of staff
motivation (Rousseau, 2015). Thomas Cook can capable to enhance its financial position that
aids them to formulate new strategies through facilitating them training.
Training and development contribution towards effectual business operations:
Training and development contribution towards effectual business operations of Thomas
Cook are mentioned below: Faces short comings: All people possess few short coming that can be faced by the
assistance of training and development programme. For example: in case Thomas Cook
workers cannot deal as well as communicate effectively with consumers then firm
required to facilitate training for developing that. Enhanced productivity: Training and development assists staff to obtain knowledge
about advanced technology as well as maximising its skills. Thomas Cook facilitate
training in such manner so that employees can develop themselves and enhance
productivity. Development in performance: In case short coming are highlighted then staff can
develop their performance level. Training and develop assists in effectual development of
performance. Its contribute into respective firm operations.
 Employee satisfaction: through obtaining training and development employees feel
mitigated towards task and performance procedures. In case Thomas Cook workers are
satisfied then they provide effective outcomes into objectives achievements. This shows
the contribution into operations of business.
CONCLUSION
As per the above report it has been concluded that HRM is the procedure for managing,
directing and controlling staff of the company. This is essential fro the firm to have proficient
employees in order to handle activities and problems of business. There are various hrm purpose
and role that assists them in attaining objectives of enterprise in effectual way. Before recruiting
workers, it required to develop HR plan and perform consequently. As well as it is crucial for
enterprise to facilitate training and development events regularly so that it can maximise its
knowledge, skills and also increase their productivity.
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REFERENCES
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Friend, J., Power, J. M. and Yewlett, C. J., 2013. Public planning: The inter-corporate
dimension. Routledge.
Garrison, M. B., 2013. Royal Achaemenid Iconography. In The Oxford Handbook of Ancient
Iran.
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781.
Kiesler, S. ed., 2014. Culture of the Internet. Psychology Press.
Lyons, S. and Kuron, L., 2014. Generational differences in the workplace: A review of the
evidence and directions for future research. Journal of Organizational Behavior.
35(S1). pp.S139-S157.
Maurino, D. E., Reason, J., Johnston, N. and Lee, R.B., 2017. Beyond aviation human factors:
Safety in high technology systems. Routledge.
Neff, W., 2017. Work and human behavior. Routledge.
Reason, J., 2016. Managing the risks of organizational accidents. Routledge.
Rousseau, D., 2015. I-deals: Idiosyncratic Deals Employees Bargain for Themselves:
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Winnick, J. and Porretta, D. L., 2018. Adapted physical education and sport. Human Kinetics.
Online
Training and development. 2019. [Online]. Available
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8685-training-and-development.html>
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