BUNI Travel: Business Travel Consultant Recruitment & Staff Plan

This report provides a comprehensive recruitment strategy and staff development plan for a Business Travel Consultant role. It includes a detailed job description and person specification, outlining the responsibilities, skills, and qualifications required for the position. A job advertisement is presented to aid in the recruitment process, followed by a recruitment strategy encompassing manpower estimation, process evaluation, and candidate selection. The report also includes a three-month staff development plan for new starters, focusing on understanding work procedures, improving employee behaviors and skills, and increasing involvement in development activities. The rationale behind each element is discussed, emphasizing the importance of effective recruitment and training in achieving organizational goals. The analysis incorporates elements such as understanding customer needs, identifying tourism trends, and utilizing technology for recruitment.

BSc (Hons) Business Management
BMP4006 People and Performance
Recruitment Documents
Semester 2
Submitted by:
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Contents
Introduction...............................................................................................................................3
A job description and person specification for the Business Travel Consultant............3
Job advert to help you in recruiting the Business Travel consultant...............................4
A plan outlining your recruitment strategy for obtaining the best candidate..................5
A three-month staff development plan for the new starter................................................5
Rationale for all the choices that have been made in the design of the above
materials (1500 words)...........................................................................................................6
References.............................................................................................................................10
Appendix.................................................................................................................................11
A PESTLE analysis for BUNI Travel..............................................................................11
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Introduction
Performance management is an activity which deals with the management of
the performance of people by enhancing their abilities and skills to perform
effectively and efficiently within an organization. Performance management is very
important in order to improve the performance and motivation of the workforce, staff
members and employees to achieve the goal of the company effectively and
efficiently. The following report will provide a picture of specifications and qualities
that are needed by an individual to become a business travel consultant. Moreover, it
will present a job advertisement that could be helpful for the recruitment of a
business travel consultant. Furthermore, digital outlines a plan for recruiting and
selecting the best candidate for the role of business travel consultant. It will also
demonstrate a training and development plan for the newly selected people for the
role of business travel consultant.
A job description and person specification for the Business Travel
Consultant
There are certain responsibilities, skills, specifications and requirements that
are required by an individual to become a business travel consultant (Chemuturi and
Chemuturi, 2019).
A business travel consultant has following responsibilities:
 Research the available prices, environment, laws/rules etc.
 Understand customers and their specifications
 Plan and organize tours
 Understand and identify the tourism trends
 Promote and create awareness (Fairlie, 2019)
 Handle unforeseen problems
 Maintain records of their clients and key people
 Track their financial records
Specifications and skills that must be possessed by a business travel
consultant which are as follows:
 One year experience as a travel consultant
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 Excellent knowledge of travelling
 Have proficiency in their communication
 Good attractive personality and consumer oriented approach
 Aware about international travel, business holiday, domestic travel etc.
 Persuade people and create effect on them (Helmold, 2019)
 Problem solving abilities to handle problems
 Logical or critical thinking
 Qualification as a graduate in travel tourism or relevant field
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Job advert to help you in recruiting the Business Travel consultant
Situation Vacant
Business Travel Consultant
The BUNI Travels
Location Bolton, Europe
Require an enthusiastic traveler for the role of Business Travel Consultant in The
BUNI Travels for Full-time duty, with the minimum qualification as a graduate in
travel and tourism or similar field and in additions minimum 6 month proven
experiences of personal or professional travelling. Salary would be of no bar to the
suitable considerations with additional incentives and bonuses.
Person is required to possess sound communication skills, proficiency in English and
supported by additional languages, then you can come for interview here at The
BUNI Travels.
Offerings
• Payments and salaries
• Up to 30% of additional incentives and bonuses
• Great cash tips too!
Perks and Benefits
• Travel and stay expenses by the company
• Flexibility to work at any location
Expected Job duties
• Understanding customers and keeping track of them
• Increasing awareness about the company’s benefits
A plan outlining your recruitment strategy for obtaining the best
candidate
The recruitment strategy that could be used to recruit the most suitable
candidates is the generally accepted staffing and recruitment process which involves
following steps:
 Estimating manpower requirements
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 Evaluating the previous hiring process
 Creating a suitable recruitment calendar
 Understanding company needs
 Identifying the required skills (Hummel, 2020)
 Revise the job description
 Online tools for recruitment
 Utilizing Technology
 Setting a budget
 Creating a compelling Job description
 Candidate selection process
 Background and reference check
 Making offer to the candidates
 Analyzing the recruitment
 Optimizing the plan
A three-month staff development plan for the new starter
Month 1 Month 2 Month 3
Understanding the work
procedures through
induction program
(Moyo, Crafford and
Emuze, 2021)
Improving the employee
behaviors and skills at
the workplace
Involvement of new
employees in the
activities for
development and growth
Rationale for all the choices that have been made in the design of
the above materials (1500 words)
The rationale behind conducting this research is to identify the job role of a
business travel consultant who is responsible for promoting and mining travel
agreements for the customers that may be individual or group or an organization.
Travel consultants are great enthusiasts and they seek travelling across various
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places and they try to satisfy the existing customers, attract the prospects and
expand into new areas.
The main rationale behind identifying the main responsibilities of the Business
Travel Consultant was to understand about concepts that are needed to be followed
by a travel consultant. Such as, researching the available prices, environment,
laws/rules, prices, customers, etc. at various places, it is also helpful to understand
customers and their specifications to provide resonance for suitable packages and
services. It provides insights to plan and organized tours from the starting to end,
such as ticket booking, accommodation, rental stays etc. and identify the tourism
trends and fashion across the market (Prado-Prado and et. al., 2020). It has also
supported identification of promotion and awareness creation about the tour
packages and plans to the people and handling unforeseen problems and
complaints and determines eligibility for higher returns. This also created awareness
of another responsibility of Creating and maintaining records of their clients and key
people and tracking their financial records and documents and reach the profits on
time.
The rationales behind identifying the Specifications and skills that must be
possessed by a business travel consultant were helpful to understand that at least
one year experience as a travel consultant is required. Moreover, excellent
knowledge of travelling technologies such as online travel reservation systems GDS
systems and E-tours is required (Razzaq and et. al., 2018). Also, proficiency in their
communication and possess their ability to speak English and other languages,
Business travel consultants should possess good attractive personality e and
consumer oriented approach. Along with it main rationale was to understand that a
person must be well aware about international travel, business holiday, domestic
travel, group and individual travel etc. It also helped to understand that the person
must have good abilities to persuade people and create effect on them and have
problem solving abilities to handle problems. Moreover, logical or critical thinking is
necessary to create example situations for the customers. It has helped to
understand that the person should have minimum qualification as a graduate in
travel tourism or similar business relevant field and they should possess their own
personal travel experiences are also preferred for this job role.
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The rationale behind developing a job advert was helpful to understand the
process of creating a successful job advertisement for recruiting the Business Travel
consultant. It identifies the need for learning about developing a advertisement for
attracting the prospective candidates for a given job role.
The rationale behind outlining the recruitment strategy was to identify the strategy
that could be used to recruit the most suitable candidates is the generally accepted
staffing and recruitment process. It includes Estimating manpower requirement
which refers to identifying the number of places vacant and in what departments
skills are required to be fulfilled. Another thing was evaluating the previous hiring
process which helps the organization to identify whether the previous recruitments’
were effective or not, by evaluating its reach to the goal, communication of vacant
position etc. Moreover, to create a suitable recruitment calendar for analyzing and
estimating the requirements of each department and the time at which they need
more employees to optimize recruitment plan. Understanding Company needs can
help in identifying the vacant position is a simple step but the company needs should
be well understood to select the best suitable candidate for the required position
(Salomons, 2021). Identifying the required skills could provide description of those
skills which are needed by an individual and it helps to select people who possess
those skills perform better at that position.
Another rationale behind this report is to revise the job description, in order to
attract the best candidates it is important to understand the key skills, responsibilities
and specifications that a successful prospect should possess. It also identifies online
tools for scalable recruitment which a company can opt for the recruitment, such as
tech stack and applicant tracking systems (ATS) to create and have online screening
of people. With the proper Utilization of Technology, the recruitment process is a
labor intense activity that requires a lot of time of the company, screening efforts
must be reduced by utilizing the recruitment technology. It had been obtained that
setting a budget for the recruitment is the responsibility of HR department who are
responsible for selecting a suitable person. They are also required to plan the budget
of the overall recruitment process. They need to fix the budgets for staffing and the
salary expensed of the candidate selected.
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The rationale for conducting the report is to Create a compelling Job description
which are most influential factors that attract the prospects towards the organization
and the given job role. By establishing a candidate selection process which is the
most important part of the recruitment process is to select the best suitable
candidates by analyzing their resume, qualifications etc. By conducting a
background and reference check of the Contestants those who are selected in the
process can be evaluated on the basis of their backgrounds and references to check
their authenticity. The process helps to make offer to the candidates who are chosen
by describing about the offer and negotiations with them should be made to ensure
their smooth experience at the workplace in future (Simmers and Anandarajan eds.,
2018). The recruitment plan must be analyzed in advance and the track of recruits
helps to identify the efficiency or inefficiency of the recruitment process and identifies
the critical reasons for its success or failure. Final rationale of this part of the report is
to Optimizing the plan that could help to figure out the places for development and
where the improvements are needed. This could help to enhance the recruitment
activities in future.
The rationale behind developing the three months development program is to
help the new employees to work effectively and efficiently for which Understanding
the work procedures through induction program was done. First month included the
understanding of work procedures included providing products and services that
meet or exceed the requirements and expectations of customers, achieving timely
results, using customer satisfaction as an important measure of quality,
implementing problem-solving strategies to improve processes, informing the
manager or informing others of problems; identifying problems and other solutions,
meeting production standards, deadlines and applications, using good judgment,
pursue efficiency and economy in the use of resources, setting and adherence to
priorities and collecting and evaluate relevant information to make decisions.
Second month rationale was improving the employee behaviors and skills at the
workplace by enhancing punctuality and regularity at work, effective and efficient use
of work time, tools and resources. Other activities during that month help to
demonstrate integrity and honesty, timely work with minimal supervision, treating
others with respect and dignity, giving and receiving constructive feedback, produce
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accurate and working effectively in a variety of workplaces. Also the second month
enhanced the seeking and taking on additional responsibilities appropriately,
learning of compliance with laws and regulations, working safely, proper use and
maintenance of equipment.
The third month rationale was to increase involvement of new employees in the
activities for development and growth. This was done by encouraging Participation in
opportunities to develop knowledge and skills identified and provided by the
organization or inspector. Along with it had demonstrated personal involvement in
developing or developing knowledge and skills is also helpful and applying new
knowledge or skills acquired in development opportunities and helping others learn
new programs, processes, or programs. With the learning to use technology
effectively, such as being fit for the job could help the employees to develop the best
suitable base for their employment and growth for the organization.
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References
Chemuturi, M. and Chemuturi, V., 2019. 14 Roles and Responsibilities in Managing
People at Work.
Fairlie, P., 2019. Positive people make for healthy workplaces. In Creating
Psychologically Healthy Workplaces. Edward Elgar Publishing.
Helmold, M., 2019. Tools in PM. In Progress in Performance Management (pp. 111-
122). Springer, Cham.
Hummel, F., 2020. Marc Helmold, Brian Terry and Florian Hummel. Successful
International Negotiations. p.173.
Moyo, T., Crafford, G. and Emuze, F., 2021. People-centred management for
improving construction workers' productivity in Zimbabwe. Built Environment
Project and Asset Management.
Prado-Prado, J.C. and et. al., 2020. People as the key factor in competitiveness: a
framework for success in supply chain management. Total quality
management & business excellence, 31(3-4). pp.297-311.
Razzaq, S. and et. al., 2018. Knowledge management, organizational commitment
and knowledge-worker performance: The neglected role of knowledge
management in the public sector. Business process management journal.
Salomons, D., 2021. Managing People at the United Nations. International
Organizations Revisited: Agency and Pathology in a Multipolar World. p.153.
Simmers, C. A. and Anandarajan, M. eds., 2018. The internet of people, things and
services: workplace transformations. Routledge.
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Appendix
A PESTLE analysis for BUNI Travel
PESTLE analysis is an effective tool because it helps to identify the external
macro environment factors that affect an industry and the companies or firms within
them. The pestle analysis for BUNI Travels is given below:
 Political factors: The political factors in the travel and tourism industry are
very suitable across the European nations that could help the organization to
expand its business across multiple nations.
 Economic factors: The GDP, employment levels, disposable incomes and
other economic factors across the UK are very favorable that could support
the growth of a business across the European nations.
 Social Factors: The sociocultural environment is conflicted across the
European nations due to the Russian aggression on Ukraine which may lead
to devastating effects on the travel and tourism industry.
 Technological Factors: The technological environment in the European
market can provide better transportation services, technological advances,
automation, etc. in travel companies to succeed in their business.
 Legal factors: There are not many laws regarding the tourism industry but
BUNI travel must be accompanied by intellectual property rights, employment
laws, rules of dishonesty, health and safety laws and racist laws in order to
run its business smoothly.
 Environmental factors: Environmental factors that may hinder to the growth
of the BUNI Travels in Europe include pollution, climate change and
negligence of tourists which are key factors in increasing business activity.
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