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Case Study on Travel and Tourism Management

   

Added on  2021-02-18

14 Pages3583 Words17 Views
FinanceLeadership ManagementProfessional Development
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Travel and TourismManagement
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Table of ContentsINTRODUCTION...........................................................................................................................1ACTIVITY 1....................................................................................................................................11. HR Life cycle for talent management......................................................................................1ACTIVITY 2....................................................................................................................................32. Performance management plan for negative behaviours and staff retention...........................3ACTIVITY 3....................................................................................................................................43. Laws in travel and tourism industry.........................................................................................4ACTIVITY 4....................................................................................................................................54. Legal and ethical consideration for Carnival UK....................................................................5ACTIVITY 5....................................................................................................................................65. Discussion of revenue management and their application to the Cruise line sector................6ACTIVITY 6....................................................................................................................................76. Importance of budgets..............................................................................................................7ACTIVITY 7....................................................................................................................................77. Financial statements and reporting mechanisms .....................................................................7CONCLUSION..............................................................................................................................11REFERENCES..............................................................................................................................12
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INTRODUCTIONTravel and Tourism management are the plans and programmes which applies thebusiness concepts in the travel industry (Abubakar and Ilkan, 2016). Such programs are used bythe professors in the tourism schools or colleges for the purpose of motivating students toundertake courses such as human resources and facilities management, financial strategies alongwith maintaining media relations. It is a management course which specialises the students inthe tour and tourism management by providing necessary values, knowledge, attitudes as well asskills. All these helps in occupying a operational position by the students in the tourism sector.For understanding the Tour and Tourism management operations, Carnival Corporations and Plcis selected. The selected organisation is a cruise operator which was established in the year 1972by Ted Arison and has its headquarters located at Miami, Florida and London. This presented report discusses about HR life cycle for talent management along withperformance management plan for negative behaviour and staff retention. In addition, thepotential impact of legal and ethical considerations on the travel and tourism businesses. Further,it includes the key principle of revenue management and their application for the travel andtourism industry. Lastly, the management and importance of budgets and maintaining statisticaland financial records. ACTIVITY 11. HR Life cycle for talent managementHuman resource life cycle is a framework of managing the available human resources ateach stage of achieving the objectives of the organisation. It is a continuous system which helpsin dealing with each individual in comprehensive, holistic manner for the purpose of ensuringthat the business gain maximum benefits from the human capital employed (Battour and Ismail,2016). This system describes the functions, roles and responsibilities of the human resourcedepartment to identify the employees role at different stages for the purpose of optimising theprogress in the business. It includes the process of managing the abilities, capabilities,competence and power of human capital within the firm.Talent management is the commitment of the human resource manager to recruit, select,hire, develop and retain the prospective employees available with the entity. It is a businessstrategy to attract the prospective talent and converting them into loyal employees. It is a system1
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to develop a work processes for retaining and developing the hired workforce. It is a usefulconcept as it describes the organisational commitment for managing the talented workforce. HR life cycle comprises various stages for managing the talented workforce. The foodand Beverage manager of the selected organisation follows all the stages (Tech Target, 2019).The description of each are the following:Stage 1: Recruitment stage: This stage occurs when the organisation has attracted theprospective candidate. It involves finding the talent and motivating them to apply for thejob. The manager of the selected firm attracts and recruits the talented people towards theorganisation. Talent acquisition software is used by Food and Beverage Manager forscreening as well as scheduling the interviews with the prospective candidate to wellorganised the hiring procedure for the purpose of attracting the top talent.Stage 2: On board stage: At this stage, the recruited candidate is selected and hasbecome the part of the other workforce in the organisation. It is the duty or role of themanger to provide all the relevant information and tools top the selected employee forintegrating them with the company culture. The information related to organisationalpolicies, job duties, work culture and procedures are provided and training sessions areprogrammed by the managers for encouraging the working in the cruise ship.Stage 3: Develop stage: By consistently motivating the selected employees throughproviding them feedbacks and performance reviews. The managers of the selected firmperforms the role of analysing and evaluating the performances and accordingly providethe frequent feedbacks for development. The feedbacks are important for engaging theemployee at work as well as motivates employees to achieve goals.Stage 4: Retain stage: Various programmes are developed to retain the workers forcontinuous involvement which helps in performing continuous operations as well asbuilding good relationships with other members in the organisation. Food and beveragemanager applies various strategies and efforts to retain the workforce. The manager usestalent management software along with succession planning to retain the employees andpromote them (Raj and Griffin, 2015).Stage 5: Off board stage: At this stage, the employee leaves the organisation due tovarious reasons such as new job, lay-off, retirement or termination. It is the responsibility2
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