BMP4006: People & Performance - BUNI Travel Recruitment Documents

This portfolio provides a comprehensive set of recruitment documents developed for BUNI Travel, encompassing a job description and person specification for a Business Travel Consultant, a job advertisement designed to attract suitable candidates, a detailed recruitment strategy outlining the approach to securing the best candidate, and a three-month staff development plan for the new hire. Additionally, a rationale is included to justify the choices made in creating these documents, referencing relevant literature to support the decisions. The documents aim to reflect the requirements of the post and are suitably branded for BUNI Travel, ensuring a professional and cohesive approach to the recruitment process. The portfolio also includes a PESTLE analysis for BUNI Travel in the appendix.

People and Performance
Recruitment Documents

TABLE OF CONTENTS
MAIN BODY...................................................................................................................................3
A job description and person specification for the Business Travel consultant..........................3
A job advert to help you in recruiting the Business Travel consultant........................................4
A plan outlining your recruitment strategy for obtaining the best candidate..............................4
A three-month staff development plan for the new starter..........................................................5
Rationale for all the choices.........................................................................................................5
REFERENCES................................................................................................................................8
Appendix..........................................................................................................................................9
Pestle analysis for Buni travels....................................................................................................9

MAIN BODY
A job description and person specification for the Business Travel consultant
Job description
Objectives
Skilled business travel consultant who is highly professional and is patient and efficient in
minimising the customer dissatisfaction and enhances the customer retention and is also
dedicated in comprehending to acknowledge the issues of the customers.
Skills
Proactive business customer service, act as link between the clients and the business
Description
 Planning and coordinating the business related travel
 Implement the business initiatives by creating strong image, trust, integrity, respect with
the help of the marketing activities such as promotional materials, logo development,
web site design, etc.
 Proactive in the sales field for increasing the sales
 Manage the customer service and the administration related tasks
 Organisation of the special events and corporate agendas
Experience
2 to 5 years
Education
Business Management
Person specification
Educational Qualification
 Degree
 Institute of export certificate
Experience
 Experience of working in a management role in a manufacturing export
 Chamber of commerce environment

 Past experience in similar function
Communication skills
 Ability to present, examine and acquire the information
 Ability to formulate plans
 Better numeral levels
 Good at making the presentations
Practical and intellectual skills
 Microsoft power point presentation skills
 Online marketing
 Time management skills
 Customer oriented
A job advert to help you in recruiting the Business Travel consultant
Job title
Business Travel consultant
Salary
$19000 to $45000
Location
London
Business Introduction
BUNI is an agent based travel company in the north England and do the bookings and develops
the travel plans for the customer and has a small staff that works with the traditional personnel
department.
Role and responsibilities
 Research, examine and study multiple travel destination alternatives.
 Research places and the travel weather conditions, customs, reviews, etc.
 Study the wishes and specification of clients

A plan outlining your recruitment strategy for obtaining the best candidate
Treating the candidates just like the customer, using of the social media, executing the employee
related programs, developing the attractive job descriptions, checking of the resumes which are
being posted through online mode, consideration of the past candidates, claiming the page of the
company, utilising the sponsored jobs for standing out (Sobocka-Szczapa, 2021).
A three-month staff development plan for the new starter
Day 1
 Introduction to the team, facilities and the building.
 Check in with the team leadership
 Understand about the company and the job requirements basics
Week 1
 Learn about the culture, values and history of business, vision and mission of business.
 Begin training on the goods and services
 Begin having the meetings of the stakeholders
Month 1
 Implement the work on induction training, product and services, move to the productive
work
 Comprehend the job goals, timelines and responsibilities
 Job specific training
 Being in the social team eventually (Klepić, 2019).
Rationale for all the choices
The job description specifies and offers a clear comprehension about the responsibilities
and the duties of the business travel consultant and assists not only the applicants but also the
management to help in determining the activities which are required to fulfil the goals of the
organisation. It also assists in protecting the legal organisation and make sure that there is a
stable understanding in the multiple departments about the various job positions and the
functions which help the business to grow, it also helps in making the better continuous
performance management and assists the employees in developing the personal objectives for the
advancement of their existing roles, develop the boundaries which are related to the
responsibilities of the employees, offer justification to the payment of the employees and
encourage the activities related to the training and development (Köchling and Wehner, 2020).

The job description helps in the tasks that are related to the on boarding and the recruitment
process, examine and monitor the performance of the employees in that particular positions,
helps in the development and the related programs of the employees and assist in organising the
process of planning. The importance of the job specification is that it helps in the pre-screeing of
the job candidates, helps in creating the decisions for the purpose of hiring and selecting the new
candidates, helps in the monitoring and the examination of the performance, developing the
programs related to training, the transfers that are related to the internal promotions, its also
helps in aligning the potential job candidates for the vacant positions. Moreover, the job
description acts as an effective and efficient tool of the communication for the purpose of
informing the employees about the job expectations from them and also they help in
acknowledging the quality of the performance standards and specify the tasks rules that are
implemented to a specific job (Zenz and Leibold, 2020). It helps in identifying the suitable
employee for the job by recognising the particular abilities and the skills which are important for
the vacant position of the pressures from the environment that are being implemented to that
vacant position. Job description also convey the applicants about what the vacant position need.
It helps in the maintenance of the interactive process of the federal and the state laws and also it
provides as an beginning point for what the employer wants to be the important job related
duties. The employee after that recognise the duties which the applicant cannot execute. The time
when these duties are being recognised then the employer and the applicant with a disability can
start an interactive dialogue about the places that assist the employee for the execution of those
duties without the need to pressure the employer or developing a direct threat to others or the
individual (Siddarth and Ramamoorthty). Job description also helps in advising the professionals
like the counsellors, chiropractors, physicians and the rehab therapists like whether the person
can do the job or not. Moreover, it also helps in describing the legitimate minimum
qualifications like if a particular individual wants a position but do not have the needed
certificate or the qualification then the employer have the correct and the valid reason for not
recruiting the person for the job. It also assist in the justification of the exempt status of the
employee (Wardlaw, 2019).
The designing of the job advertisement is important because it helped in reaching more
number of the people and no other method could reach to the applicants as fast as it can. It helps
in the recruiting those employees who are experienced, and can apply. Those applicants who are

in different countries they also get access to this advertisement of the job and thus the potential
candidates could reach to the company in an easy manner. The job advertisement also provides
the exposure for the company as when the advertisement is posted through the online mode then
it is likely to gain more amount of the exposure from the worldwide and will be able to reach
more number of people (Chiraratanasopha and Chay-intr, 2022). Most of the people can also
learn more about the company with the help of the advertisement and the type of the language
that it is being printed in. If the growth of the company is there then it is beneficial in the
expansion of the company and those people also come to know about that with the help of the
advertisement. The job advertisement helps in targeting the suitable applicants as when the
company posts a particular job opening then they acquire the opportunity to specify what they
require in that particular candidate. Like this, the possibility of acquiring the right individuals
tends to increase a bit and in this manner there is an increased possibility to acquire the of getting
the applications from the appropriate candidates. Moreover, there exists multiple good
candidates as well which specifies that the next time when there is a need to hire someone then
they could go back to the earlier applicants in their records.
A job specification specifies the skills, abilities and the knowledge which are needed to
do a job in an organisation. Moreover, job specification also includes all the aspects related to the
managerial experience, work experience and education that can assist in fulfilling the goals that
are related to the job. The job specification also supports in the selection and the recruitment
process that helps in examining the performance of the employees and also help in the process of
the promotion and appraisal programs. Both the job specification and the job description are
formed or extracted from the job analysis. Together, job specification and job description assist
in providing the overview of the job and explains the terms such as position, education, titles,
roles, responsibilities, workplace and the experience and more more. The necessity and the
importance of the job description is to mainly understand the particular details of the job. Jobs
can also be of various types and they can need a distinct skill to acquire the maximum output
from a specific individual. Job specification also provides the necessary details that are related to
the job like the skills and the education, managerial experience, personality traits, prior work
experience and much more that will assist the employees to fulfil the goals or objectives of the
job. For the employer, job specification develops the guidelines according to which the company
can select or recruit the potential candidates that will be most suitable for the particular job role.

Along with finding the suitable employee or candidate, the job specification is also used in the
process of the screening of the resumes and according to that short-listing those candidates who
be the most suitable for the particular job role. That is why, a job specification provides the
necessary details about a job and the type of the skill which are needed for completing the job.
The employee development plans helps in the enhancement of the skills of the employees
and also improve the existing knowledge of them for the better performance, it is also important
for the professional and also the personal growth of the employees, it helps inn retrieving the
necessary performance from the employees, the employee development plan assists in the
development of the learning culture in the company where each employee is encouraged to learn
the latest skills and get the new learnings. Moreover it also helps in the self analysis of the
employees in multiple ways and in addition it helps in making the relationship among the
employees to be strong as this way they will not feel reluctant in the sharing of the knowledge
and can even share the relatable information and offer training to the nearby workers in the
business organisation (Soelton and Ahdiansyah, 2018).

REFERENCES
Books and Journals
Chiraratanasopha, B. and Chay-intr, T., 2022. Detecting Fraud Job Recruitment Using Features
Reflecting from Real-world Knowledge of Fraud. CURRENT APPLIED SCIENCE AND
TECHNOLOGY, pp.12-pages.
Klepić, I., 2019. Correlation of recruitment and selection of human resources and the
performance of small and medium enterprises. Naše gospodarstvo/Our economy.65(4).
pp.14-26.
Köchling, A. and Wehner, M.C., 2020. Discriminated by an algorithm: A systematic review of
discrimination and fairness by algorithmic decision-making in the context of HR
recruitment and HR development. Business Research.13(3).pp.795-848.
Siddarth, C. and Ramamoorthty, R., A study on recruitment, selection, training & development at
L&T construction Author details.Age.21.p.30.
Sobocka-Szczapa, H., 2021. Recruitment of Employees—Assumptions of the Risk Model. Risks
9: 55.
Soelton, M. and Ahdiansyah, F., 2018. Toward the best model in recruitment process and
employee competence in outsourcing industries. Jurnal Ekonomi.23(2).
Wardlaw, M.K., 2019. Effective Human Resources Recruiting and Hiring Practices for
Improving Organizational Performance (Doctoral dissertation, Walden University).
Zenz, A. and Leibold, J., 2020. Securitizing Xinjiang: Police recruitment, informal policing and
ethnic minority co-optation. The China Quarterly.242. pp.324-348.

Appendix
Pestle analysis for Buni travels
Political
The political factors that create an influence on the Buni travels are that multiple nations have the
bilateral trade relations, the political instability and various disputes and the issues between the
countries.
Economic
The demand for the hiking, cruising, skiing and the multiple types of the tourism goods and
services in various countries.
Social
The tourism sector have achieved great milestones in the social standing over many years and
has also become a leading topic among the people.
Technological
The tourists are using the technology for the bookings of the tickets and also the promotional
activities of the hotels are done with the help of social media.
Environmental
The major environmental issues which are being faced by the hotel is the damage which is done
to the ecosystem, pollution, congestion and the increase in the emissions of carbon and also the
increase in waste and sewage.
Legal
The tourists are required to be aware of the various legal laws and regulation of the hotel.