Recruitment Documents for Business Travel Consultant | Desklib

This document provides recruitment documents for the Business Travel Consultant position, including a job description, person specification, job advert, recruitment strategy, and employee development plan. The job description outlines the responsibilities and qualifications required for the position, while the person specification details the personal attributes needed in the candidate. The job advert is designed to attract potential candidates, and the recruitment strategy outlines the plan for obtaining the best candidate. Finally, the employee development plan is a three-month plan for the new starter. The document also includes a PESTLE analysis for BUNI Travel.

BSc (Hons) Business Management
BMP4006
People and Performance
Recruitment documents
2019/2020
Semester 2
Submitted by:
Name:
ID:
Contents
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A job description and person specification for the
Business Travel consultant p
A job advert to help you in recruiting the Business Travel
consultant p
A plan outlining your 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
2

A job description and person specification for the
Business Travel consultant
A job description is basically written informative document that states the tasks,
duties, responsibilities and the qualification of the required job position based on the
findings of the job analysis. The job description is mostly utilized in the process of
recruitment in order to inform the candidates about the job profile that what they have to
do, how the work should be done and the criteria which are used to measure the
effectiveness (Armstrong, 2020). Different types of elements are included in the job
description like job title, job location, roles and responsibilities and many more which are
required to be performed. On the other hand person specification is a document which
describe the personal attributes needed in the candidates. This is basically a companion
document to a JD which assures that the applicant is suitable for the job position or not. The
personal specification comprises the detailed description of the qualification, skills,
experience, knowledge and many more which assist the candidate to perform the job
duties. This assist in removing the biases, prejudicing and personal interest which can be act
as problems in the recruiting process (Chun, Brockner and De Cremer, 2018). These
documents assist the human resource department of the company in getting a clarity of
what type of candidates are needed to perform the job role. Through different levels of the
recruiting and selection process the candidates are hire.
JOB DESCRIPTION
BUNI TRAVEL
BUSINESS TRAVEL CONSULTANT
JOB BRIEF: -
The firm is looking for a business travel consultant with full of enthusiasm for traveling ans
the consultant is responsible for promoting and booking the travelling agreement as per
the needs of customers
RESPONSIBILTIES: -
 Research as well as explore the various attractive location options.
 Research the locations to travel, prices, whether conditions, reviews and many
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more.
 Develop as well as organize the packages from starting to end.
 Identify the needs as well as requirement of the customers and according to this
suggest packages to them.
 Develop the different promotional materials and utilized the various digital
promotional tools.
EXPERIENCES: -
 Minimum 2 year of experience as a travel consultant
QUALIFICATION: -
 Degree in Travel, Tourism and Hospitality.
 Any professional degree from the well recognized university.
SKILLS: -
 Effective computer skill and knowledge of software's.
 Excellent communication as well as interpersonal skills.
 Effective negotiation skills.
 Proficiency in English ( addition language) is a advantage
PERSONAL SPECIFICATION
ESSENTIAL DESIRABLE
SKILLS Interpersonal and
communication skills, good in
sales
Sales and excellent communication
and decision making skills.
KNOWLEDGE Must know English and in
addition any other language,
travel software's.
Locations and internet savvy
EXPERIENCE Personal travelling 2 year as a Travel consultant
ATTITUDE Positive, politeness Customer oriented approach
A job advert to help you in recruiting the Business Travel
consultant
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A plan outlining your recruitment strategy for obtaining the
best candidate
Recruitment strategy may be defined as a plan which assist the business organization
in identifying the best candidates for the job role. There are different types of recruitment
methods (Grover, 2021). In relation to the BUNI travel the strategy of recruitment for
appointing the best travel consultant. The firm can use the referring through social media as
a tool. With the help of this they can effectively share the job position and to the whole
network and encourage the two way communication. As in the today's era each and every
individual use he social media platform so this provide a great stage to select the
candidates. By posting about the vacant job position in the firm increases the chances of
spreading the awareness to the people. By sharing the videos of the companies activities
along with the working culture of the environment, provide glimpse of firm culture to the
applicants.
A three-month staff development plan for the new starter
Employee development plan
Employee Name: ABC
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Date: 20 – June – 2022
Current Title: Travel Consultant
Current Strength: Excellent communications and
interpersonal, sales and authorized degree
in tour and travel.
Development Needs: Enhance the understanding about the
different attractive locations
cost, customs, weather conditions and
software.
Professional Goals: Professional consultant
Step 1: Research about the different attractive
places and know the cost of staying their
and coming back along with the whether
conditions. Gain the knowledge of
different travel software like Lemax to
improves the booking o clients.
Step 2: Take the feedback from the workers about
their experiences.
Step 3: Overlook the performance of the
employees and set goals for them.
Tracking employee performance and
checking target goals of them.
Step 4: Measure the real performance of the
employees with defined targets.
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Rationale for all the choices that have been made in the
design of the above materials (1500 words)
In order to recruit the travel consultant for the BUNI travel, choosing the Job description is
very important. This provide the specific description, which make able the individuals to
look at the roles and the requirements needed for the job position (Hartnell and et. al.,
2020). Document assist to see the specific person which matches to the job position, that
help the HR manager to the easily match the resume of the candidates with the JD and
recruit the right applicant which is suitable for the job position. This outlines the skills,
abilities, knowledge and training required in the employee’s and also shows the
responsibilities and duties which have to be performed. This act as a base for interview,
orientation and evaluating the performance of the employees. The job description make
able the the company managers to identify the performance of the employees and review
them. Job description and the personal specification plays a very crucial role not only for
Human resource department of the firm but also for the individual who are searching for
the job in that particular position (Olaisen and Revang, 2018). Individuals looks over the job
description of the company and matches their CV or resume with the job requirement and
identify that whether they are eligible for the position or not. In most of the organization job
description is prepared by the HR of the firm as per the requirements of the job position in
the company and assist them to recruit the persons regarding to the details
Person specification is basically a part of the Job Description and this is being
considered as one of the most important part of this. This make them able to communicate
the desired as well as the essential skill which must have to be possessed by the candidates.
This communicate the education, work experience and many more which needed in an
employee in order to attain the success. The personal specification basically defined the
knowledge, skills, capabilities and many more needed within the company employees in
order to perform the job role within the workplace. This mostly covers the working
experience, qualification needed and managerial experience essential in an candidate that
assist them in attaining the objectives related to the job position (Peeters, Paauwe and Van
De Voorde, 2020). For HR personal specification plays a key role and also for the the
applicants whether they are right for the job or not.
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Within the recruitment process the job advertisement play a very vital role. With the help of
this the firms are able to spread the news of availability of vacant position in the
organization. A good job advert attract the potential candidates who are looking for the job.
With the help of this, individuals get to know about the opening position in the specific
organization which give assistance to the firm in getting more applications and choose the
best form the pool. The main motive behind developing the job advertisement is to attract
the potential candidates by convincing them so that they apply for the vacant position and
firm get the talented employee. The job advert is being considered as one of the best
possible way in order to get the attention of the candidates and attracts the potential
people to apply for the vacant position in the company.
Recruitment strategy plays a very important role for the human resource
department of the company. These strategies assist them to recruit the best candidates in
order to fulfill the vacant position. Through this best employees are hired and this develop a
brand for the managers, enhance the job posting along with the job description, give
assistance in prioritizing the policies of firm, assist in conducting the interview process,
develop a target job boards, helps to acquire the suitable employee, reach to the past
profile candidates (Rooney, Ozkul and Paul, 2020). In the case of BUNI travels, the
management of the company is utilizing the social media approach. In this they post about
the vacant position on the social media platforms and reach to them to get the excellent
candidate for the job profile. As immense number of people are on the social media
platform so this strategy make easy for the company to approach the candidates. So,
recruitment strategy plats a very significant role in selecting the potential employee for the
firm.
After hiring the new candidates within the organization the management of the
company develops the employees development plan. This plays a very crucial role within
the organization as this assist in developing any skill or knowledge in an individual which is
needed. This result in developing the productive workforce and helps in improving the
satisfaction level of the employees. Employee development plan is basically a growth plan
which give assistance in improving the skills and learning within the company. This allow to
give training to the employees who are hire for the new job role. In addition to this, the
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employee development plan also helps in measuring the actual performance of the
employees and continuously monitor them (Shackleton-Jones, 2019). The continuous
tracking of the employees training procedures assist the company to modify the working of
the staff members as per the goals and objectives. The employees development plan also
make sure that the in order to improve the performance of the employees training is
needed which helps in improving the areas in which they are lacking off. The development
of the organizational employees helps in attaining the long as well as short terms goals of
the company. Therefore, an effective employee development plan plays a very crucial role
for the organization along with the development of new skills within the employees.
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References
Armstrong, M., 2020. Armstrong's Handbook of Strategic Human Resource Management:
Improve Business Performance Through Strategic People Management. Kogan Page
Publishers.
Chun, J., Brockner, J. and De Cremer, D., 2018. People don’t want to be compared with
others in performance reviews. They want to be compared with
themselves. Harvard Business Review, 22.
Grover, S.L., 2021. Different respect motivates different people: How self-esteem moderates
the effects of respect on performance. Personality and Individual Differences, 168,
p.110312.
Hartnell, C.A and et. al., 2020. Does servant leadership’s people focus facilitate or constrain
its positive impact on performance? An examination of servant leadership’s direct,
indirect, and total effects on branch financial performance. Group & Organization
Management, 45(4), pp.479-513.
Olaisen, J. and Revang, O., 2018. Exploring the performance of tacit knowledge: How to
make ordinary people deliver extraordinary results in teams. International Journal
of Information Management, 43, pp.295-304.
Peeters, T., Paauwe, J. and Van De Voorde, K., 2020. People analytics effectiveness:
developing a framework. Journal of organizational effectiveness: people and
performance.
Rooney, S., Ozkul, C. and Paul, L., 2020. Correlates of dual-task performance in people with
multiple sclerosis: A systematic review. Gait & Posture, 81, pp.172-182.
Shackleton-Jones, N., 2019. How people learn: Designing education and training that works
to improve performance. Kogan Page Publishers.
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Appendix
A PESTLE analysis for BUNI Travel
POLITICAL: -Nowadays the political situation prevailing in the UK makes it very difficult for
the companies to do the business with so many rules and regulations which the company
has to comply and if the company ignores any compliance, then the government can impose
penalty.
ECONOMICAL: -This factor focuses on the exchange rates in which the company is dealing .
Therefore the company has to keep itself updated with the constantly changing rates for
maintaining smooth operations of the company.
SOCIAL: -This factor focuses on the changing tastes, preferences, and culture which the
people are following in the society. So the company should try to cater the needs of every
section of the society in order to make a successful business.
TECHNOLOGICAL: - The company should try to improve its technology in order to provide
the customers better customer experience and support. Updated technology reduces the
possibility of mistakes and tends to give accurate results.
ENVIRONMENTAL: - The company should take necessary steps in order to reduce its
pollution activities and should focus on sustainability of the environment. This will make a
positive impact on the reputation of the company.
LEGAL: - The company should focus on fulfilling all the legal provisions applicable on them.
So that the risk of any uncertainty can be negated.
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