Management in Tourism Industries

This document provides an in-depth analysis of talent management and organizational culture in tourism industries, focusing on companies like Costsaver and Trafalgar. It includes a background of the chosen organizations, a literature review on talent management, engagement, and culture, a comparative analysis of the two companies, and recommendations for improvement.

MANAGEMENT

Table of Contents
INTRODUCTION...........................................................................................................................1
MAIN BODY...................................................................................................................................1
Background of chosen organisation...........................................................................................1
Literature review........................................................................................................................2
Comparative analysis.................................................................................................................5
Discussion/ Recommendation....................................................................................................8
CONCLUSION .............................................................................................................................11
REFERENCES..............................................................................................................................12

INTRODUCTION
Management is a basic set of principles that is completely dependent on the various
functioning, planning, organising, controlling and directing. In this certain level of effectiveness
is developed through which achievement of organisational goals and objectives is accomplished
with perfection. It induces adequate administration and coordination of various task and actions
so that achievement of goals is addressed in timely basis (Anitha, 2016). It also consist of
different strategies under which effectual contribution is induced so that objectives is achieved in
timely constraint. In addition talent management is a constant process that usually involve
retention and attraction of employees that improves overall working standards and performance
of business. The report below consist of tourism industries such as Costsaver that always worked
for to enhance hygiene measure and prioritise well-being among working along with this offer
freedom to explore flexibility in own way. On other Trafalgar ensure that individual get
reconnect with the travel joy and forced to make perfect planning and well-being in ordinate
mode. The report below consist of background, literature review as in support of talent-
management and organisational culture, comparative analysis and recommendations.
MAIN BODY
Background of chosen organisation
In order to compare and contrast organisational culture and talent management different
organisation is considered that provide basic information about the working standards and
culture of business in systematic manner.
Costsaver is an organisation that is also be collaborated with World Tourism and Travel
council (WTTC) that assist to make better align as by managing and creating global protocols. In
procedure of travelling Costsaver is awarded with the safe stump. It is also be covered with the
existing regional and national government that aid to regulate different functions and operations
by following certain authority (Berger, 2020). In this World health organisation (WHO) has
followed certain guidelines so that productivity among trip standards is induced that support to
assure happiness and health of guests. The Costsaver induces lasting travel memory that doesn't
take much cost about earth and the value tours consider all its essentials in order to promote
building blocks that tailored into dream holiday. Each and every destination is covered in a
simpler manner and in this quality services at transport, accommodation, plenty of meals, city
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tours is induced and it is also be selected with support of hand crafted optional experiences. In
the situation of COVID 19 Costsaver's followed 3 steps and that is as they always support their
team, 24/7 response to incidents and also assist hygiene and distance protocols. Costsaver's deals
with different destinations such as North America, Europe & Britain, South America, Asia and
Africa and saves the independent travelling by making round saving.
The other organisation is Trafalgar that manages the trips and travelling by controlling
availability, deals, group tours and a private tour that is upgraded as per customer's suitability
and choice. Trafalgar offers the dealing by managing well-being as it is a priority of business and
make sure that planned trip is offered along with making risk free and flexible bookings (Chen
and Law, 2016). The restart of travel deals induces savings up-to 15% as Trafalgar love to
enhance its travelling by inducing alive changes as without leaving house. In this business has
worked on to enlarge beauty of world by inducing clear exposure and it is complied through the
effectual support of home activities. Trafalgar deals with 72 countries all across 7 continents that
consist of Croatia, Ireland, France, Spain, Scotland, England and many others as well. In addition
Trafalgar also offer worry-free planning, booking and travelling that promotes sustained level of
uncertainties. In this a supportive level of assurance is induced that assist while exploring whole
world with better confidence, planning, dreaming, booking at every step. In response to the
change world appropriate level of elevation is induced under which protocol of well-being is
offered so that risk free and flexible booking is provided. Thus customer's get enjoy their
services by enjoying environment in relation to taken care of all its essentials and flexibility to
tailor own trip.
In relation to protocol of well-being World travel and tourism council (WTTC) has
endorsed safe stamp of travelling (Collings, Mellahi and Cascio, 2019). In provide sustained
piece in mind by which trip details and its information is provided to the customer's for regular
basis. The parent company of Trafalgar is created not-for-profit foundation of TreadRight as it
has clear mission to provide positive impact on communities and individual who make their visit
in order to protect marine life and wildlife.
Literature review
What is talent Management, Engagement and Culture share?
As per according to the viewpoint of Tim Wright, 2014. Talent Management is a
responsibility of organisation to recruit, engage and develop superior and talented candidates
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which are available in working environment. This type of commitment can be enhanced by
effective engagement of employee. Employee Engagement is defined as method of individual's
investment of his/her energy, time, knowledge, creativity and skills in directions and efforts
which are made by organisation.
Organisational culture is defined as behaviours and values that contribute to
psychological and social environment of business. Company is offering three critical engagement
factors that have a direct impact on culture of business (Gao, 2017). These impact are discussed
below:
Recruitment: Person in Generation Y, are currently targeted by Recruitment. This is a
talent in which candidate have a first contact with company. By positive process of recruitment it
helps candidates from get-go. Organisation culture must consider about millennial as they pursue
their work that is social, they expect to get personalized experience and so on.
Retention: Money can be save within Talent Management is by Retention. As it takes
huge amount to hire, onboard new candidate to organisation, it reflects strong employee
engagement in company. Every individual have a direct impact by company culture, as it
provides, encourages and maintains employee engagement in organisation.
Development: In talent management, development plays a important role in developing
employees from day 1 all over to time of service that are provided by company commitment.
Value of company's culture can be helpful in development of organisation.
Talent Management & importance of Culture:
As per from the view point of Ananya Rose, Talent Management involve combination of
all organisational HR processes that have aim to work together by engage, attract, motivate and
retain best employees for organisation (Inkson and Minnaert, 2018). It is a responsibility of talent
manager to create sustainable organisation that performs fair and meets all operational and
strategic objectives.
Importance of Culture in organisation: When organisation is reorganising and changes
any basic structure of company it leads to employees disconcerting. So, this is responsibility of
talent manager to sustain a organisation mission and convey positive message about organisation
to current employees. This helps employees to understand their development, growth and
promotional activities that results in achieve company goals. Moreover, leaders in organisation
also creates culture by what or for whom they reward and allocates resources of company. These
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leaders are responsible to provide information about vision, mission and goals of organisation to
employees. In addition Talent managers have a duty to share all these above context to recruiters
and to current employees of company. Furthermore, Talent manger plays a important to ensure
culture compatibility in organisation. As these managers are most educated members of company
who have all information about firm (Job, Becken and Lane, 2017). If organisation wants to
merge with another so it is a responsibility of talent manger to provide information about firm to
new employees. In addition, it is a work of talent manager to make a positive relationship with
new recruits and current employees. So by this it creates a positive work environment and
understanding about any changes in culture of organisation.
Organisational Culture in the Hospitality Industry.
As from view point of Colleen Reinhart, 2018. Organisational culture is define as values,
attitudes and beliefs that overview a company. There is a two way interaction between staff and
customers that define the taste of business. So for give impression every time to their guests
hospitality culture is crucial. In a service oriented hospitality business culture is defined by
people. For creating hospitality culture it is important to organisation to define mission and
vision of company. When organisation is hiring a candidates for fit with culture of it, they have
to commit to firm for working long term. For engaging people in business, manager have
responsibility to give information to employees about mission of firm. For motivate employees at
workplace there must be continuous improvement at all levels of organisation. For increase
employee skills company start sending their employees to continuing education courses and
attend conferences (Laforet, 2016). Employees of organisation feel motivated if they get
information about history of company in which they are working. By offering history of business
to customers, they get information about firm as what is the value of company and from where it
comes from. Organisational culture in business defines aim of starting a company, as in a city
fine dining is so expensive so for getting delicious food at low prices company set up restaurants
without pretentiousness. Moreover, for success of culture, it is very important for company to put
specific programs in place. As when organisation want to plan new service culture, So manager
have to make brainstorming method in real. In a plan there is no perks are given to employees
but manager have a high degree of trust between employees group that leads to success of
business entity.
Several reasons to choose career in travel and tourism
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According to Prajakta Sarwade, 2019. As for selecting path of career, it is highly
recommended as choose a path in which there is a scope so that future will become secure. So
for making career in travel and tourism industry, there is scope increases day by day and also
increase in future. There are many reasons beneficial for opting career in travel and tourism are
as follows:
1. Appropriate salary packages: Main purpose of every individual who is working in any
field is to make more and more money (Lee, Howe and Kreiser, 2019). So this aspect
can be fulfil by making career in travel and tourism field. Recruiters offered good salary
packages to their employees to fulfil their family needs. A person can make balance
between career and passion and as well as in financial needs.
2. Level of boredom is decreases: By working in travel and tourism industry, it breaks
boredom of person. As when they are in such business which makes people's day special.
So by this employees own day become fantastic. There is no space of boredom in their
life because every day they have to going to party and realize fun all time.
3. Highlights on several cultures: After enrolling career in travel and tourism employee
meet different type of people of having different cultures. They enjoy their company and
this also grants them amazing feeling which increases their enthusiasm and it also offers
them happiness.
4. Satisfaction: Every person who are working in travel and tourism industry having good
salary. In addition, they are also get free services and products of company and they also
get heavy discount rates. Employee also enjoy by having free entries in water parks,
private parties and at many more places.
Comparative analysis
It is an analysis that is used to compare and contrast so that emphasised range of outcome
is developed. It assist to make suitable relationship as by maintain clear focus on direct as well as
indirect competitors. It also consist of those competitors that has provide certain portion in
regard of features. It has vital impact by measuring diverseness and collect comprehensive
information in comparison to competitive analysis (Mansouri, Singh and Khan, 2018). In this
business has analysed about competitors wisely and it is as by maintaining clear focus on
competitors. There is different challenges that is faced by a tourism company and it covers
management of social media and reputation. There is a certain decline at travel agents along with
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this economic sharing with respect of peer to peer travel is managed. In this painstakingly
planning of the business has its potential and used to provoke higher emotions by which inducing
lesser satisfaction. It share bad experience and dissatisfaction towards hotels and tour operators.
There are certain factors that is considered by Costsaver and Trafalgar which is as briefly
explained below as:
Organisational culture: It is a culture that is followed by an organisation to processed its
function in smoother manner (Moutinho, and Vargas-Sanchez, 2018). In this Costsaver uses clan
culture in which working is oriented as by family basis by which adequate focus is maintained
towards couching, mentoring and nurturing. Whereas, Trafalgar uses hierarchical culture that is
oriented on the basis of controlled and structured culture by which sustained focus, efficiency,
stability is addressed that induces right thing at right place. In relation to employee they get
benefit in terms of balanced working standards under which supportive working culture is
promoted. In relation to employer they are able to achieve their objectives within allotted period
of time.
Well-being:It is relative to employee well-being in which Costasaver worked on to get
connect with the potential customer's and employee so that long term sustainability in maintained
with perfection. On other, Trafalgar uses keep learning status and get learned from its
experiences so that productive amount of changes is addressed with perfection. In perspective of
employee they get better connect with the working norm of business so that long term success
and development is addressed with perfection. In relation to employers perspective clear
relations is developed so that accomplishment of goals and objective become clearer.
Employee benefits: These are the benefits that induces internal motivation and
encouragement within employee by which level of productiveness is increases. In this Costsaver
ensure that employee benefits is provided on the basis of certain time intervals and that is also
completely dependent on its performance (Mondy and Martocchio, 2016). Trafalgar provides
these benefits on the basis of employee productiveness. It is essential for employee perspective
as they get effective motivation and involvement in timely basis. In relation to employer
perspective as much employee work smoother the productivity in performance is enhanced.
Skills: It is dependent on working possibilities by which rate of task achievement is
increases. For this Costsaver believe to induce regular learning and Trafalgar believe to learn
from previous and past experiences and implement that in future dealing. In perspective of
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employee working standards is increases that produces better level of commitment and
motivation. In respect of employer perspective they get skilled and talented employee that
enhances working capabilities.
Training: It is an essential prospect under which working capabilities and abilities is
getting advanced. For this Costsaver provide training on the basis of involvement of new
technology and Trafalgar offer training by analysing need and demand of employees and it is
also be dependent on collection of feedback (Pandita and Ray, 2018). As of employee
perspective their working skills get enhanced and it promote working standards and in concern of
employer perspective working efficiency of business is developed that has positive impact over
believability of goals.
Future development: It induces perfect balance in between working so that productive
amount of changes is addressed in timely basis. For this Costsaver induces different strategies as
by matching it up with its competitors and Trafalgar induces different schemes on the basis of
current working standards. In employee perspective they get enhance their skill set and abilities
so that balanced level of motivation is induced. In terms of employer perspective long term
stability and sustainability is achieved with perfection and in timely constraint.
Attracting: It is used to attract more of employees as with this long term sustainability is
maintained in effective basis. In this Costsaver make supportive identification of different talent
as with this ideal implementation of strategies is induced with perfection. On the other hand
Trafalgar ensure to direct response and for that processed its working with direct marketing and
in this long term success is achieved with perfection.
Recruiting and retaining: It is a process that is followed by business to make respective
modifications in appropriate manner. In this Costsaver make adequate recognition of talent as
with this suitable employees get recruit and retain as with ongoing process. On the other hand
Trafalgar make ensure to leverage technologies as with this adequate benefits and facilities is
offered and in this sustainability is maintained with easiness.
Motivating staff: It is used to encourage working prospect of employee and in relation to
Costsaver they have provide suitable benefits and offers by which long term relation is
maintained in effective manner. On the other hand Trafalgar provide flexible working standards
as with this long term effectiveness is maintained with adequateness.
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BASIS Costsaver Trafalgar
Recruitment
process
In this business make adequate
preparation as by receiving adequate
applications and then furthermore, in
selection stage 1 qualified candidates
selection. In stage 2 rating is processed
and after that interview is conducted in
simulation manner.
Trafalgar make supportive usage of
pool campus as with this suitable
candidate is selected from pool and
in after selection of adequate
candidates final interview is
conducted and after that hiring letter
is offered to respective respondents.
Retention
process
In this Costsaver offer better level of
benefits to employees as in terms of
leaves, compensation and adequate
promotion in timely basis.
In relation to Trafalgar, they worked
to retain the workforce and with this
ensure to provide supportive benefits
and advancement as by offering
supportive benefits in adequate
manner.
Discussion/ Recommendation
It has been found that talent-management is an essential prospect through which
workforce is getting motivated so that it is easy for the business to retain and attract its employee
for longer period of time. It actually anticipate human capital and its need by which meeting of
need and demand of business is addressed with balanced period of time. It is also be processed
by considering different components such as strategic employee planning, performance
management, talent acquisition and retention, learning and motivation, compensation, succession
planning, career development and many other aspect as well (Pandita and Ray, 2018).
Thus it is found that both Costsaver and Trafalgar make sure that talent-management is
managed so that advance level of changes and modification is induced within the employees as it
boost to enhance employee turnover at higher level. It make more sense while retaining, hiring,
training and developing better set of skills within the workforce. In relation to organisational
culture, it is a collection of various experiences, values, practices so that suitable guidance is
provided to team mates by which working efficiency is developed in constraint mode. In this
Costsaver and Trafalgar ensure that certain bar of expectations and behaviour of workers is
enhanced so that probability of collective outcome is increases with certain repetitive. It helps to
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promote decision making, improvise workflow, enhanced problem solving capabilities by which
valuable production is induced that assist to achieve long term success and development over
regular period of time. There are few recommendation that must be followed by tourism
organisation and as briefly explained below as:
 The company must have induce appropriate and required relevancy of culture that make
adequate evaluation through which long term sustainability is attained by business in
timely basis (Rahimi, 2017). In this higher authority such as managers must provide
suitable understanding from which working employees felt more comfort and flexible
while performing. In support of organisational culture company is able to manage its
operations and functions tourism service provider ensure that innovation is induced by
controlling risk taking, processed outcome and team orientation workings, implementing
of stability etc. Thus business must have ensure that balanced level of moderateness is
induced that make easy for all the employee to get understand.
 In order to improvise the culture Costsaver worked on to embrace transparency that build
positive working surround and also enhance productivity of employees. In this balanced
level of trust is developed as it has wider impact over culture of business along with this
business has managed effective communication and collaboration in effective mode. On
the other hand Trafalgar make sure that they have provide adequate rewards and
recognition through which valuable contribution is addressed. In this employee get more
connected and this employee turnover rate also get reduced. It make positive and frequent
changes within the behaviour so that rate of tangible benefits is increases.
 In consideration of training and development Costsaver must have set a benchmark and a
standardised outcome as by comparing it with its competitors. In addition online survey is
collected from the employee by which loopholes of business is identified and then
sustained initiative is taken to improvise working standards in ordinate manner. It
promotes transparent interrelationship with the subordinates through which
transformation of information brings positive benefits for business growth (Taylor,
2018). On the other side, Trafalgar align its training on the basis of managerial operations
and its goals by which productivity, quality, performance, customer satisfaction and
employee engagement is increases. In this communication and couching skills of an
individual's is increases that maintain lead in terms of multi-generational workforce.
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 In order to maintain skills set of employee balanced level of integration in relation to
communication, flexibility, innovation, commitment, decision making, leadership and
integrity is addressed (Triguero Sánchez, Peña Vinces and Guillen, 2018). In this
productive amount of changes is measured as employee are able to achieve standardised
goals and objectives within assigned period of time. In this Costsaver worked on to
enhance communication skills by which its employee's are more able to connect with
potential customers. Whereas, Trafalgar has worked on to make positive change within
decision making skills so that adequate amount of modification is induced as on timely
basis. Thus possibility to take adequate decision at right time is induced and it assist to
make productive changes.
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CONCLUSION
It has been concluded from the above report that management is a basic and essential
prospect for business and its growth. In this overall working credibility and productivity of the
business get managed so that effective outcome is conceived within the certain period of time
and or continuous basis. In addition talent management is a prospect under which business has
managed its talented and skilled employees so that they could retain and attract by business for a
longer period of time. In this literature review is considerate that assist about talent-management
and organisational culture that has direct impact over the productivity and working standards of
business. Moreover, comparative analysis is analysed that consist of organisational culture, well-
being, skills, employee benefits, future development and training. Furthermore, in the end
appropriate recommendation that is processed with emerging strength and weaknesses.
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REFERENCES
Books and Journals
Anitha, J., 2016. Role of Organisational Culture and Employee Commitment in Employee
Retention. ASBM Journal of Management. 9(1).
Berger, L.A., 2020. Talent Management: Handbook. MGH.
Chen, Y.F. and Law, R., 2016. A review of research on electronic word-of-mouth in hospitality
and tourism management. International Journal of Hospitality & Tourism
Administration. 17(4). pp.347-372.
Collings, D.G., Mellahi, K. and Cascio, W.F., 2019. Global talent management and performance
in multinational enterprises: A multilevel perspective. Journal of Management. 45(2).
pp.540-566.
Gao, Y., 2017. Business leaders’ personal values, organisational culture and market
orientation. Journal of Strategic Marketing. 25(1). pp.49-64.
Inkson, C. and Minnaert, L., 2018. Tourism management: An introduction. Sage.
Job, H., Becken, S. and Lane, B., 2017. Protected Areas in a neoliberal world and the role of
tourism in supporting conservation and sustainable development: an assessment of
strategic planning, zoning, impact monitoring, and tourism management at natural
World Heritage Sites. Journal of Sustainable Tourism, 25(12), pp.1697-1718.
Laforet, S., 2016. Effects of organisational culture on organisational innovation performance in
family firms. Journal of Small Business and Enterprise Development.
Lee, Y., Howe, M. and Kreiser, P.M., 2019. Organisational culture and entrepreneurial
orientation: An orthogonal perspective of individualism and collectivism. International
Small Business Journal. 37(2). pp.125-152.
Mansouri, A.A.A., Singh, S.K. and Khan, M., 2018. Role of organisational culture, leadership
and organisational citizenship behaviour on knowledge management. International
Journal of Knowledge Management Studies. 9(2). pp.129-143.
Mondy, R.W. and Martocchio, J.J., 2016. Human resource management. Pearson.
Moutinho, L. and Vargas-Sanchez, A. eds., 2018. Strategic Management in Tourism, CABI
Tourism Texts. Cabi.
Pandita, D. and Ray, S., 2018. Talent management and employee engagement–a meta-analysis of
their impact on talent retention. Industrial and Commercial Training.
Pandita, D. and Ray, S., 2018. Talent management and employee engagement–a meta-analysis of
their impact on talent retention. Industrial and Commercial Training.
Rahimi, R., 2017. Customer relationship management (people, process and technology) and
organisational culture in hotels. International Journal of Contemporary Hospitality
Management.
Taylor, S., 2018. Resourcing and talent management. Kogan Page Publishers.
Triguero Sánchez, R., Peña Vinces, J.D.C. and Guillen, J., 2018. How to improve firm
performance through employee diversity and organisational culture.
ONLINE
Wright. T., 2014. what talent management, engagement and culture share. [Online] Available
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Rose. A., 2020. talent management and importance of culture. [Online] Available through:
<https://smallbusiness.chron.com/talent-management-importance-culture-64444.html>
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Sarwade. P., 2019. 7 reasons to choose career in travel and tourism. [Online] Available
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