Recruitment Documents for BSc (Hons) Business Management BMP4006 People and Performance

This document contains recruitment documents for BSc (Hons) Business Management BMP4006 People and Performance including job description, person specification, job advert, recruitment strategy, and staff development plan. It also includes a rationale for the choices made in the design of these materials. The subject is BSc (Hons) Business Management, the course code is BMP4006, and the college/university is not mentioned.

BSc (Hons) Business Management
BMP4006
People and Performance
Recruitment documents
2019/2020
Semester 2
Submitted by:
Name:
ID:
0

Contents
A job description and person specification for the Business Travel
consultant p
A job advert to help the in recruiting the Business Travel
consultant p
A plan outlining ther 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
1

A job description and person specification for the Business Travel
consultant
A job description is a useful document about the scope, duties, tasks, responsibilities, and
working conditions that are relevant to a job within an organization throughout the job
analysis process. The job description also describes the skills and qualifications that the
applicant for the job must have. Basically, it contains all the details that may be useful to both
the company and the applicant, so both parties will see them on the same page with respect
to the job listing. Basically, job analysis is divided into two components: job description and
job specifications. The job description is being used in the process of recruitment in order to
inform the applicants of a specific job profiles and requirements and in the performance
management process for evaluating the employee performance against the explanations.The
job title is being used in the recruiting process to notify candidates about particular job profile
pictures and prerequisites, as well as in the performance review to reward employees against
the interpretations.
Job Description of Marketing Manager
We are seeking employment as a corporate travel consultant. Examine the list of duties and
qualifications. This is our ideal list, but we will consider candidates who do not meet all of
the credentials but have adequate talent and experience.
Travel marketing manager duties and responsibilities
 Ensuring the best client service though coordinating with client travel policy
responsibilities
 Outstanding communication skills, including the ability to listen and empathize with
everyone in all situations
 Acts as a liaison, providing product / service information and solving new problems
that customers may face.
 Development of effective relationship with customers and co workers as well.
2

Required Qualification
 College graduate (Associate at minimum preferred)
 Minimum 2 years' relevant work experience in Corporate Travel
 Strong time management and organizational skills, including multitasking and
workload prioritization, ability to meet both client and organizational commitments
A job advert to help the in recruiting the Business Travel
consultant
Job advert is defined as an statement that provide informations to the human beings that a
sure task role is available. It is written in an interesting tone and it incorporates data now no
longer handiest approximately the task role, however additionally approximately the agency
and the blessings they offer.The main purpose of classified ads is to inform potential job
seekers about new jobs and convince them to apply.
Business Travel Consultant
Job Title:
Business Travel Consultant
Company:
BUNI Travel
3

Job Location:
London, United Kingdom
Job requirements:
 Graduation degree in tour and tourism sector
 Minimum 2 years of experience with tour and travel company
 Outstanding customer service and people oriented management skills.
Contact Details:
XXXX-XXX-XXX
[e-mail]
A plan outlining their recruitment strategy for obtaining the best
candidate
Below mentioned is the outlining of recruitment strategy adopted by the Human Resource of
BUNI Travel:
 Creating a distinct employer brand: The employer's brand is an important strategy in
the hiring process. Employer branding distinguishes it from competitors and
demonstrates to candidates why they should work for BUNI Travel. Employer
branding should reflect the mission, culture, and values of the company.
 Create job postings that are representative of the company: The job posting is a
candidate's first impression of the company. The Human Resources Department
wishes to start embracing their brand, interact their recruitment objectives, and make
sure that the professional language is conducted in an organised and professional
manner.
 Use social media: As businesses began to target millennials as potential employees,
social recruiting is becoming more appealing and popular. The use of social networks
to discover talent, encourage jobs, and reach out to potential staff members is known
as social recruiting. A recruiting process that happens to fit this recruitment policy is
social networking recruitment.
4

 Invest in the applicant tracking system: Connecting to the Applicant Tracking System
& # 40; or ATS & # 41 ; saves recruitment managers time and money. ATS is a
software tool that streamlines the procedure of submitting jobs posted and locating
qualified applicants. This frequently includes one-click job listings across multiple
locations, recruitment trying to sort, and scheduling interviews. There are numerous
options, so do your homework to find the best application or service for looking to
hire spending plan and size of the company.
 Describe niche job boards: Based on the employer for which BUNI Travel's
management is looking, attempting to find talent on the several huge job forums can
be challenging. Verify out hiring advertising on niche job websites if your investment
fails into a relatively small, more strictly delineated category. These are small service
boards that specialise in one type of job and often have a community of job seekers
and recruiters. BUNI Travel's HR department can access niche job boards covering it
all from the retail sector to the construction sector.
 Take into account college recruitment: Local college hiring can assist the organisation
in finding new skill for the sector while also trying to target the company for
internship opportunities and campus interconnection possibilities. BUNI Travel's HR
department can consider hiring thru the various types of universities, such as
attending career fairs and networking events, voluntary work at manufacturing
occurrences, and using campus online employment boards.
A three-month staff development plan for the new starter
Employee development refers to the steps an organization takes to improve its employees'
skills and motivate them to acquire new knowledge and skills. Human resource development
activities broaden a person's existing knowledge, hone their skills, and prepare them for new
opportunities in the future. As a result of training and employee development measures,
employees face disadvantages, unexpected situations and difficulties with a smile.
Prepare a plan: The amount of training is useless unless the employee realizes its value. Do
people need to understand why training courses are organized? Keep in mind that no
organization wants to spend money on unproductive activities or anything that is of no use to
either its employees or their employer. The success of an employee development plan
depends heavily on the employee himself.
5

Plan development activities: Once the have a rough idea of what their employees expect from
the, start developing their development plan. Co-development plans are not valid for all
employees. All employees are different.
Organize a variety of internal and external training courses, taking into account the needs of
employees and the benefits of training programs for him / her. Design their training program
according to the organization's needs and requirements. Encourage staff to sit open and
interact with trainers as much as possible. Mere one-way communication can make training
boring and then unproductive.
Performance monitoring: Do the need to keep track of what the employees are doing? Correct
feedback is essential. Sit with the employees every quarter to see their performance. Make the
necessary suggestions on how to improve performance. If they don't work, don't yell or
discourage them.
Create Confidence: Trust the employees. Make them feel like they are with them. Don't
always count their mistakes. Rather thank them when they do something special. Encourage
employees to expect loyalty in return.
Rationale for all the choices that have been made in the design of
the above materials (1500 words)
Above discussion state that the job description is really an essential document which help the
every business organisation to attract the right candidate for right job. It is also found as the
structured form of hiring the candidate in a business organisation for any particular job
profile as it also highlight the potential candidate towards the business organisation. Through
seeing the job description, the candidates can easily understand the needs of skills and
abilities which the management of business organisation is looking for their organisation.
Along with this, it has been also analyzed that the management of manpower in the business
organisation is also a crucial part as the management can easily track the operation performed
in the business organisation. Along with this, through managing the manpower, the
management of business organisation can also track the progress of employees and then thy
can motivate them towards the organisation by providing them incentive and promotion as
well.As per the interest and skills of employee, the management have to develop their
development plan as these plans help them in bringing the effectiveness and efficiency in the
working performance of employees. The job description, according to the project report, is an
6

analytical factor that assists the company in finding the right candidate for the right job. It is a
structured process by which companies choose the best possible candidate who possesses all
of the competencies and characteristics required for the position. The job description helps
applicants understand their position and the responsibilities they will face. Manpower
management is an important activity to consider when allocating manpower to work. To
accomplish this in the most efficient and cost-effective manner possible, staff should be
assigned based on their skills and experience. It is critical for the company to track the
progress of its employees so that they can take effective action to achieve the company's
goals. It assists them in improving their abilities by providing training. The development plan
must be aligned with the employee's interests and provide all resources required to improve
the employee's overall performance. The primary goal of the company's development plan is
to assess employee performance and provide opportunities for improvement. When the
workforce is properly trained, achieving the goal becomes simple (Ramhit, 2019). Every
employee wants to know what is expected of them and how they will be evaluated. Job
descriptions can also be very useful to employers. Creating a job description frequently
results in a thought process that helps determine how critical the job is, how this particular
job relates to others, and identifies the characteristics required by a new employee filling the
role. A job description typically outlines the necessary skills, training, and education required
by a potential employee. It will detail the job's duties and responsibilities. When a job
description is completed, it can be used to interview candidates, orient new employees, and
evaluate job performance. Using job descriptions is an important part of good management.
Below mentioned are the essential component of job description Information about the
heading. Job title, pay grade or range, reporting relationship (by position, not individual),
hours or shifts, and the likelihood of overtime or weekend work should all be included.
The job's summary objective. List the general responsibilities and descriptions of key tasks
and their purposes, as well as the relationships with customers, coworkers, and others, and the
outcomes expected of incumbent employees.
Qualifications. Describe the education, experience, training, and technical skills required for
this position.
Special requirements. This should include any unusual job-related circumstances (for
example, heavy lifting, exposure to temperature extremes, prolonged standing, or travel).
7

8

References
Books and Journals
Cao, and Smith, 2021. Why do high-status people have larger social networks? Belief in
status-quality coupling as a driver of network-broadening behaviour and social
network size. Organization Science, 32(1), pp.111-132.
Cooper, K., 2021. Voice of the voiceless: Empowering theng people through music (Master's
thesis).
Hwang, S., 2022. User and Period Independent Transportation Mode Detection for People
with Mobility Disabilities (Doctoral dissertation, 한한한한한).
Mortezaie, and et.al., 2021, June. A Color-Based Re-Ranking Process for People Re-
Identification: Paper ID 21. In 2021 9th European Workshop on Visual Information
Processing (EUVIP) (pp. 1-5). IEEE.
Motyl, and et.al., 2019. Cognition as a Disability Progression Marker: Two-Years Follow-Up
of People with Multiple Sclerosis (P5. 2-015).
Sweis, and et.al., 2019. Total quality management practices and their impact on performance:
case study of Royal Jordanian Airlines. International Journal of Business
Excellence, 17(2), pp.245-263.
Utin, and Yosepha, 2019. The Model of Employee Performance. International Review of
Management and Marketing, 9(3), p.69.
Williamon, and et.al., 2021. Performing music research: Methods in music education,
psychology, and performance science. Oxford University Press.
Wingard, D., 2019. Data-driven automated decision-making in assessing employee
performance and productivity: Designing and implementing workforce metrics and
analytics. Psycho sociological Issues in Human Resource Management, 7(2), pp.13-
18.
9

Appendix
A PESTLE analysis for BUNI Travel
This framework is used by marketers of the business organisation for the purpose
of investigate and evaluate external factors related to Macro environmental analysis that
directly affect the operations of business organisations. Below mentioned are the several
factors which are being covered in the PESTLE analysis in the context of BUNI travel:
 Political factor- This relates with the policies and actions of government of
country that intervene in the economy, such as trade restrictions, tariffs, and tax
policy. Political circumstances and stability are crucial in understanding the picture of
tourist attractions in regions. Countries are developing strict regulations in response to
increases in terrorist attacks, which may pose a challenge for BUNI travel in the
future. The rise in travel anxiety reduces demand for travel in the world's most
populous regions.
 Economic factor- This component takes into account a few sectors of economy of
United Kingdom, which also include exchange rates, rising prices, unemployment,
and many others. While trying to establish a consistent and fair price structure for
the customers, the management of BUNI travel is required to encounter a number of
issues due to fluctuations in the global currency exchange rate. The associated with air
travel may rise as the price of environmental assets which include natural
resources such as oil rises, affecting the fund requirement of air travel. Rising
disposable income and shifting customer lifestyles drive the growth of revenue of
organisation.
 Social Factor- It is affiliated with societal demographic and cultural dynamics, and
buyer behaviour is influenced by societal expectations, which include considerations
such as health awareness, education levels, age structure, and many more. Customers
may become more demanding in terms of price levels, locations, and customised
affords in the future. Because of the hectic schedules of people, there may be a
greater emphasis on leisure rather than vacations. BUNI travel is needed to identify
new manners for satisfying the desires and needs of customers.
 Technological factor- It is related to advancement, which contains mechanisation,
activities related to the Research and Development, technical rewards, and many
others. With the emergence of new technologies, payment speeds have increased
10

while costs have decreased. This implies that BUNI travel must maintain active to
new and emerging technologies while performing the business operations. Adoption
of new technology will assist BUNI Travels in providing value to customers and
remaining viable in the marketplace in near future.
 Legal factor- It is related to lawful powers that describe whatever a company is
needed to do or not do. It would include business-government relationships that take
into account considerations such as industry regulation, labour laws, proprietary
information, and many others. Several pieces of legislation and regulations are being
drafted to protect customers. Tour operators have been held accountable for their
customers.
 Environmental factor- This is concerned with the environmental business impact of
weather conditions, climate change, temperature, and so on. The vibrant nature of the
environment makes it hard to regulate any external factors. The ecological catastrophe
in the nation, which is a popular tourist attraction, may have an impact on BUNI
Travel's customer base and sales, resulting in a decrease in profitability of the
business organisation.
11