Recruitment Documents for Business Travel Consultant - Desklib

This document provides recruitment documents for the position of Business Travel Consultant, including a 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, and the course code is BMP4006 People and Performance. The college/university is not mentioned.

BSc (Hons) Business Management
BMP4006 People and Performance
Assessment 2
Recruitment Documents
Semester 2
Submitted by:
Name:
ID:

Contents
A job description as well as person specification related to
Business Travel consultant p
A job advert to help the company in recruiting the Business
Travel consultant p
A plan outlining business strategy of recruitment to obtain
best candidate p
A three-month staff development plan for the new starter
p
Rationale for all choices made in the design of the materials
p
References p

A job description as well as person specification related to
Business Travel consultant
Job Description
Job Description
COMPANY CRYSTAL TRAVEL
DESIGNATION Business Travel Consultant
RESPONSIBILITIES  Research on clients demand.
 Organize and plan travels.
 Book tickets, reserve accommodation.
 Build healthy relations with clients.
WORKING HOURS 10:30 AM TO 6:30 PM
LOCATION London
SALARY 35000 pounds per year
Person Specification
Job Title Business Travel Consultant
Criteria Essential Desired
Experience  1-3 years of experience
in travel and tourism in
UK Company.
 Off the job training for
minimum of 9 months.
 Travel consultant
member.
Knowledge  Better understanding
of different places.
 Excellent knowledge
of tourist requirements.
 Knowledge of
geography in various
countries.
Qualifications  Masters in tourism
management.
 Math as well as
English GCSEs
 Bachelors in
 Masters in
international tourism
and travel
 Tourism
management
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hospitality or relevant
fields.
Skills  Adequate
communication skills.
 Good English
vocabulary
 Geographical
knowledge of
different countries.
A job advert to help the company in recruiting the Business
Travel consultant
Job Advertisement
Vacancy Announcement for business travel consultant
Crystal travel agency is finding the best individual for the working position of the business
travel consultant. The human resource manager invites various candidates in order to help
the organisation achieve the desired goals and objectives. The application from human
resource manager is as follows:
POSITION: Business travel consultant
Qualification:
 Bachelors in travel and tourism.
 National degree in tourism management.
 Diploma in travel and tourism.
Job description:
 Researching about the client requirements and providing them right packages
 Selling travel offerings by evaluating the customer budget effectively.
 Communicating with the clients and clear their doubts.
 Coordinating and booking the travel tickets and accommodations of their hotel
services
Salary:
The salary ranges in between £5000 to £6000 per month with the incentives.
Those can dates which are interested send their resume on https://www.crystaltravel.com/
before 19th September 2022.
A plan outlining your recruitment strategy for obtaining the
best candidate
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There are various steps which will help the crystal travel manager to create the strategic plan
which is been described below:
 The management needs to recruit the candidates which are skilled in order to achieve the
goals and objectives in the market.
 They need to recruit maximum candidates in order to enhance the productivity of the
workplace (Kouatli, 2019).
 There are multiple qualities which need to be evaluated in the person for the best working
position in the organisation.
 There are multiple tools which can be used by the candidate in order to provide them
certain benefits and retain them towards the organisation (Zell and Strickhouser, 2020).
A three-month staff development plan for the new starter
The term "staff development plan" describes the initiatives established for training new hires in a
commercial organization (Singh, 2018). Their main objective is to encourage and inspire
newcomers to increase their output.
Skill and
knowledge
which require
development
Actions to
Perform
Importanc
e
Time Period Progress
Track
Achievable
Leadership Convince the
workforce to
work
effectively
and
efficiently.
High
importance
2 month In process Yes
Confidentiality Start
interacting
with
everyone
whenever
required.
High
importance
4 months In process Yes
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Team work Influencing
the other
employees
to connect
and make
bonds with
each other.
High
importance
1 months In process Yes
Rationale for all the choices that have been made in the
design of the above materials
Travel agencies are the people who arrange travel services for the people all around the
world. Crystal travel is a company which usually provides services to the people are into
travelling by their shop, stores and agency. They also want experienced and skilled workers who
can assist them in achieving their corporate goals (Brown, 2020). Each subordinate is required to
fulfil a particular function within the enterprise, such as client attraction, interpersonal
communication, marketing advancement and many others. Crystal Travel needs a worker to fill
the position of business travel consultant to help them effectively market their services to the
public. For the recruitment of the same job description is required in the organisation. It is
described as a concise summary of the requirements, tasks, duties, and competencies for a certain
employment position. It is benefited for the managers of the company to make clear with the set
goals, rules and regulations so that they do not lack in that. The chosen job description begins by
outlining the duties and functions of a business travel consultant. For instance, travel consultant
has to assist consumers with their needs and provide varied product information. The individual
must also make sure that all reservations are put into the Travel Studio system. Business travel
agents are also required to have certain qualifications and experience, as determined by Crystal
Travel management. In this context, it has being noted that candidates must be graduates in the
relevant field and must have a minimum amount of relevant experience.
Additionally, it includes the candidate's performance and percentage in their merits programmes.
The applicant for the role of business travel consultant must possess the necessary qualifications
in travel and tourism. In addition to the above requirements, the job specification document must
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include the remuneration as well as any applicable policies, procedures, rules, and regulations.
The paper outlining the job requirements must also list the qualifications required for the role of
corporate travel consultant (Mahdavi and Tahmasebi, 2019). The purpose of employing job
descriptions is to choose qualified candidates who will assist the organisation achieve its goal
successfully and efficiently.
For the purpose of hiring the candidate for the post of business travel consultant, the
human resources manager must also offer a Person Specification document in addition to the job
description (Chirumbolo, Callea and Urbini, 2020). A person specification is a document that
typically outlines the essential and desired qualities of a candidate. The talents that a candidate
must own in order to be chosen for a particular work position are included in the essential skills
and qualifications. Whereas the organisation prefers that the candidate not is required to have the
desirable skills and qualifications. A person working as a business travel agent needs to possess a
variety of talents to carry out numerous jobs. When speaking with clients and others of the
community, an individual must exhibit effective communication skills and respectful manner.
Moreover, they have influence that draws clients to the business. The key characteristics that
must be present in the hired applicant include gender preference, right to the assigned work
location, motivational spirit, and so on.
These are the qualities that Crystal Travel specifies the hired candidate must have. These must be
listed in the document's person specification's column of significant precedents. For the position
of corporate travel consultant at Crystal Travel, the desirable column is also offered in person
specification. This comprises criteria that the candidate need not satisfy in order to be
considered, but which can improve their potential and proficiency at the job (Rudman, 2020).
For an illustration, a candidate might have prior experience working for UK-based agencies and
has the leadership abilities necessary to win over the public. From the above context, it is
acceptable to conclude that the purpose of a person specification is to provide particular
information about the work positions, tasks, and duties that the company needs and wants to be
exhibited in the hired applicant.
To attract more qualified and talented people from a wide area, the decision to use job
advertisements for the post of business travel consultant (Faith and Rempfer, 2018). It helps to
boost the likelihood of finding an effective candidate for a particular employment position. For
the position of business travel agent in their company, Crystal Travel advertises on television, in
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newspapers, and on other platforms. Writing an efficient job description entails using a precise
job title, describing any skills or qualifications needed, and providing an accurate corporate
description. The business also offers brochures that contain and convey details about work
positions and requirements from employees, people are more drawn to the role by salaries and
incentives. Therefore, Crystal Travel can draw in more competent individuals for their hiring
process by disclosing numbers on the salaries and incentives that must be given to employees in
exchange for their services.
Advertising is very effective task on its own; the agency can find the greatest business travel
advisor for their company with the aid of advertising (Saks, 2019). To attract the members of
society, travel agency may additionally list other advantages of a certain work position. To
gather in more candidates for job applications, they can employ a variety of online platforms or
applications. This decision to hire the applicant for the position of business travel adviser can
give the company logical output that facilitates them in effectively achieving their goals.
According to above context, it is true that posting a position with Crystal Travel can increase the
chances of hiring a capable individual to work as a corporate travel consultant in their travel
agency. Receiving applications is not the final step that begins the hiring process in a commercial
organisation. To choose the best candidate, the recruitment process requires a variety of plans
and methods to be implemented. Crystal Travel created a road map that gives managers guidance
on how to recruit qualified people for the firm. To hire the person as a corporate travel consultant
in their travel agency, they have created this plan for recruitment approach. To find the right
candidate for the specified job position in the company, they can look at previous candidates as
well as online resumes. The management has developed a candidate profile to gather organised
data regarding the applicant for the position of business travel consultant. This persona aids them
in keeping track of the knowledge and abilities the candidate is demonstrating. To draw in more
employees with expertise and experience in a certain subject, management has developed an
employee referral programme. It is easier for them to locate the ideal candidate for their open
positions due to these employee referral programmes. By acting politely and providing them with
the greatest information, they treat their applicants as if they were consumers. They can also use
social media sites to bring candidates to their travel agency's position as a business travel
consultant. Crystal Travel made the decision to hire the competent and qualified person for the
position of business travel consultant in their company based on the plan presenting a reasoning
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strategy for finding the best applicant. They can execute methodically and effectively throughout
the entire hiring process with the aid of recruitment strategies. Although different departments
operating inside the business organisation must adopt recruitment strategies, management of the
firm can always make them. Implementing recruitment tactics can assist in locating the best
applicant for a certain employment opening.
Selecting development plans is considered by Crystal Travel as a justification for hiring a
fresher for the post of business travel consultant in their enterprise (Faith and Rempfer, 2018). It
is advantageous to source low-cost labour from the UK market. Even though new hires can
readily agree to work for reduced pay and incentives, they have less capacity to do their jobs
well. The management must offer training and development programmes that make employees
feel knowledgeable and motivated if they are to work more efficiently. They may be more
productive in carrying out their duties as a result. The individual must be knowledgeable or
qualified to work as a corporate travel adviser. While new employees may have qualifications, it
can be difficult to identify abilities in them. Therefore, the travel agency must choose several
development strategies to boost the capacity of its workforce. For new hires in their travel
agency, the management of Crystal Travel adopted a three-month staff development plan.
Through this programme, they improve their skills while also lowering the cost of hiring staff
that provide the same benefits. Although agencies have numerous possibilities and selecting
from them is not a difficult task, it makes the hiring process easier for the company. They
simply need to concentrate on the qualifications of applicants for each job vacancy. From the
above context, it is acceptable to infer that Crystal Travel made all of its decisions logically.
Through appropriate job descriptions, person specifications, recruitment techniques, and
development plans for their prospects, the agency may hire the greatest people. The top
candidate in the market can quickly fill their open position as a corporate travel consultant.
Because they have the best employees, they can readily engage in intense market competition
and affect their profitability.
REFERENCES
Books and Journals:
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Brown, M.G., 2020. Keeping score: Using the right metrics to drive world-class performance.
Productivity Press.
Chirumbolo, A., Callea, A. and Urbini, F., 2020. Job insecurity and performance in public and
private sectors: a moderated mediation model. Journal of Organizational Effectiveness:
People and Performance.
Faith, L.A. and Rempfer, M.V., 2018. Comparison of performance-based assessment and real
world skill in people with serious mental illness: Ecological validity of the Test of
Grocery Shopping Skills. Psychiatry Research. 266. pp.11-17.
Faith, L.A. and Rempfer, M.V., 2018. Comparison of performance-based assessment and real
world skill in people with serious mental illness: Ecological validity of the Test of
Grocery Shopping Skills. Psychiatry Research. 266. pp.11-17.
Kouatli, I., 2019. People-process-performance benchmarking technique in cloud computing
environment: An AHP approach. International Journal of Productivity and
Performance Management.
Mahdavi, A. and Tahmasebi, F., 2019. People in building performance simulation. In Building
performance simulation for design and operation (pp. 117-145). Routledge.
Rudman, R., 2020. Performance planning and review: Making employee appraisals work.
Routledge.
Saks, A.M., 2019. Antecedents and consequences of employee engagement revisited. Journal of
Organizational Effectiveness: People and Performance.
Singh, S.K., 2018. Sustainable people, process and organization management in emerging
markets. Benchmarking: An International Journal.
Zell, E. and Strickhouser, J.E., 2020. Comparisons across dimensions, people, and time: On the
primacy of social comparison in self-evaluations. Social Psychological and Personality
Science, 11(6), pp.791-800.
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