People & Performance: A Report on BUNI Travel's HR Strategy

This report delves into the people and performance management strategies employed by BUNI Travel, a UK-based travel agency. It outlines the critical role of employees in achieving business objectives and the responsibilities of HR management in overseeing their performance. The report includes a detailed job description and person specification for a travel consultant position, along with a job advertisement designed to attract qualified candidates. Furthermore, it presents a comprehensive recruitment strategy aimed at identifying the best-suited individuals for the agency and a three-month staff development plan focused on enhancing employee skills and productivity through training, guidance, and performance reviews. The ultimate goal is to ensure the effective attainment of organizational goals through a well-managed and developed workforce.

People and Performance

Contents
INTRODUCTION...........................................................................................................................2
TASK...............................................................................................................................................2
Job description and person specification.....................................................................................2
Job advert.....................................................................................................................................4
Plan outlining recruiting strategy of BUNI Travel......................................................................5
Three-month staff development plan of BUNI travel agency.....................................................6
CONCLUSION................................................................................................................................8
REFERENCES................................................................................................................................9

INTRODUCTION
People that work in a workplace to earn or with any motive are called the employees of
enterprise. These employees play a vital role in the operating of that place, as they are the
essential elements. The responsibility for the looking and care of the employees is with the
owner as to check on employees and their performance in the achievement of goals and
objectives in future of business. Management of people plays an important part as they help in
achieving profits that are led by HR manager (Choi, Kim and Kim, 2020). HR looks all activities
and employees’ performance as their functions involves recruiting, selecting of candidates,
training, retaining of existing employees with providing them different awards and rewards and
incentives and many other activities. The following report is discussing about BUNI travel that is
there in UK. This company is having a search for right candidate as on the post of travel
consultant who will be working in their agency (Dahiya, 2021). Various documents that are
required about qualifications by that candidate are also explained within this report. This report
explains job description along with person specification required for travel consultant job, as
well as it discusses about job advert. A three-month plan is also discussed as recruiting strategy
adopted by BUNI travels that need to be adopted. The report also discusses three-month staff
development plan.
TASK
Job description and person specification
Job description: Job description is a written document stating all about tasks,
qualifications required, duties and responsibilities that are required and other for a job (Li, et. al.
2019). It is needed in process of recruiting for the conveying and influencing candidates for the
job of travel consultant. Performance management of the employees within the organisation is
also assessed by this.

Job Description
Job Title: Business Travel Consultant
Reporting to: HR Manager
Job Description: Advising and consulting customers of BUNI travel who want to travel and
enjoy world.
Duties and Obligations:
 Providing clients all information and all other details about packages benefiting them.
 Organising travel with different accommodations to clients, with tickets and all other
important things.
 Ascertaining client’s demands and wants and then advising them with different
packages. Possession of knowledge about destinations and different travelling modes with all other
details of that place. Timely and proper collection of deposits and balances from clients and customers.
Qualifications:
 High education diploma degree.
 Qualification in tourism and travel sector.
 Interpersonal skills are required as such respect, nice behaviour communication and
empathy for all.
 Writing skills and research with computer knowledge.
 Travel consultant experience.
Person Specification: A person specification defines the profile of a candidate with
skills and qualification, that are required in the job to be filled. It possesses knowledge and skills
to be performed that are necessary in the job (Lipkin and Haddad, 2018). The candidate needs to
see that it shouldn't be extra or over stated. Hiring and selecting any candidate who is not fit for
the criteria is not a good option for the company and employee as it will give untrue hope as it
results in the let-down of employer. BUNI travel possess document as it is important and has a
role to be played recruiter's toolbox.

Personal Specification
Significant skills:
 Good coordination and cooperation skills.
 Multi-tasking skills of various activities.
 Great ability and complete interest in learning and sharing.
 Effective communication skills as they are required in handling all clients and customer
issues. Knowledge and expertise of travelling tools and software.
Required skills:
 Confident to deal with clients and travellers in every mode.
 Good understanding with flexibility and understanding.
 Knowledge about dealing with clients in different cases.
 Listening and communicating skills.
Job advert
Job advert is a kind of advertisement made for letting know about a specific job position or a job
to different people that is available in the organisation. It is present as it involves people in the written
format (Miyakawa, Kawakubo and Oguchi, 2019). It contains all information and details regarding the job
and the benefits that are there for there in business organisation. The communication is to have potential
and right and best suited candidates as informing them along with attracting them to be applied for the
available job.
Job Advertisement
We are hiring!!
Travel Consultant in BUNI travel
We are looking and want to hire for travel consultant in our agency in BUNI Travels. The
successful candidate is needed to have necessary requirements and qualifications for it and
these are discussed as follows:
 At least 3 years’ experience in travel industry.
 Providing advice and guidance to clients regarding travel and all other necessary
accommodations.

 Passionate and excited in providing customer service to customers.
 Providing enquiry with all details and customer service to customers and follow up of
sales of tickets to clients.
 Working within occupational group team and coordinating.
 Attainment of sales for agency.
 English fluency and one other language.
This is full time job position that the candidate is required to perform in the agency. Candidates
with different skills, experience, and knowledge have to e-mail to [e-mail]
Interview will be done of only candidates.
BUNI Travel
1-450-00254552 or 9011454556 or [e-mail]
44 London Street 154, UK.
Please visit and see www.bunitravel.com
Plan outlining recruiting strategy of BUNI Travel
HR manager needs to implement and follow an effective recruitment plan for the
recruitment and hiring of rightly suited new candidates (Nilsson, 2019). It helps the HR manager
in identification of suitable and right candidate for the agency’s vacant job in BUNI Travel as the
travel consultant.
 Defining specific goals and objectives: The main purpose is identifying best suited
candidate for BUNI travels who will be called the new employees, as per the specific
goals and objectives (Rempfer and Fowler, 2018). Acquisition of the best skills and
qualifications is the most important objective that is required to be fulfilled in the travel
agency.
 Clear idea to only recruit rightly suited suitable candidates for agency: The HR
manager have motive to recruitment and select the best suited and right candidate in the
travelling agency that are capable and also comply with qualifications and skills in the
available job as the travel consultant. the candidate should possess all qualified
background and experience for this vacant job in the agency, and these qualifications are
required in the travel and tourism field.

 Refining the selection process: The agency has to perform recruitment and selection
process for the hiring and recruiting of the right and best suited candidate in the travel
agency, as it is most important element of company (Ryan, 2020). The HR manager of
BUNI travel should see that activities are coordinated and cooperated along with the top
management authorities for the suitable and right person in the successful hiring for the
company. It involves two-three rounds for the hiring and selecting of the appropriate
candidate.
 Developing the sourcing strategy: Being HR manager, it is important as the sourcing
strategy in the travel agency that needs to be recognised with the best suited and right
candidates in BUNI travels. Action plan is to be developed in the agency by the team
with the help of various varied sources as it is important for the agency. HR department
and team looks and checks and is responsible for suitable sourcing strategy with the
identifying of the best employee in the agency as it helps in attainment of goals and
objectives for the travel agency.
Three-month staff development plan of BUNI travel agency
Three-month staff development plan is discussed in the very context for BUNI Travel
agency with its different activities and tasks in the agency that are needed to be segregated and
distributed among the new employees in the agency (Singh, 2018). This development plan in the
travel agency is mentioned below:
Month 1:
 Providing guidance and directions with the best trainers related to the different tasks and
working functions and operations to the new employees accordingly in the agency.
 Indulging and involving the new candidates by providing them support and guidance in a
positive as well as in the favourable and best suited right operating environment in the
agency with the main aim or motive to possess and acquisition of skills and competencies
in the new employees and candidates to be suited with the functions and operations of the
enterprise with the achievement of goals and objectives on proper time in the future.
 Providing training and development actions for the right growth in the agency according
to the requirements for the travel agency.

 Providing assistance and guidance in operating and different functions with various
travelling software that are available for making familiar to the clients and customers
with the agency’s norms, rules and regulations and all.
Month 2:
 Checking and looking after all the different working tasks that are being performed by the
employees in agency.
 Reviewing and checking all the errors and mistakes that are done by the employees for
helping them and their learning.
 Productivity and efficiency will be boosted of the employees in the travelling agency that
is BUNI travel.
 Guidance and knowledge for creating new and attractive and catching ideas and thoughts
that are necessary for the growth of travelling agency.
 Involvement and indulging in decision-making of new employees of the organisation.
 Evolvement and possession of inherent and great skills that are required for achieving
success for the agency in the future.
Month 3:
 Performance and different operations and functions shall be checked and looked of the
employees.
 Checking and looking of all qualities and skills that are possessed and acquired by the
employees that are also inculcated in them with different training methods.
 Providing and giving new operating functions and different tasks to these new employees
in agency that also checking their results.
 With the help of different awards and rewards along with other compensatory strategies,
there are various announcements that are done in the recognition of new and old
employees for achieving more employees’ productivity (Speer, 2019).
Being HR Manager in BUNI Travel the growth and development can be looked and seen
with the achievement of goals and objectives of the organisation and also of their staff
members, creation of this development plan and program is done for the efficient and
efficient attainment of varied common goals and objectives of travel company.

CONCLUSION
From the above stated report it can be concluded that HR manager has an important role that has
to be played in hiring, selecting for the job position of right candidates in the job profile,
providing and giving different training programs along with development of all employees in the
travel agency, compensating and rewarding these employees in the agency with the help of
different methods for attainment and achievement of overall goals and objectives in the agency.
The HR manager are responsible for hiring employees and selecting best suited candidates in the
organisation. Job description is written document containing duties and responsibilities that are
required to be possessed by the employees, along with qualifications that are required for
specific job profile as travel consultant in BUNI travel. Person specification deals with desirable
skill set that are required in particular job position and their performance. Job advert is made for
HR manager and role that involves to inform, communicate for attracting and catching them for
job profile. In this report there is a three-month plan that has been designed for the development
and also that involves new starters to be comfortable and familiar in travel agency.

REFERENCES
Books and Journals
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area. IEEE Internet of Things Journal, 8(7), pp.5806-5821.
Dahiya, R., 2021, June. Insecure people can eclipse your sun; so identify before it is too late: revisit to the
nexus between job insecurity, organizational identification and employee performance behaviour.
In Evidence-based HRM: a Global Forum for Empirical Scholarship. Emerald Publishing Limited.
Li, S., Tezcan, M.O., Ishwar, P. and Konrad, J., 2019, September. Supervised people counting using an
overhead fisheye camera. In 2019 16th IEEE International Conference on Advanced Video and Signal
Based Surveillance (AVSS) (pp. 1-8). IEEE.
Lipkin, J. and Haddad, R., 2018. " Be Fierce, Believe in Yourself, and Find Your People": A Roundtable
Discussion about Disability and Performance. Journal of Literary & Cultural Disability Studies, 12(2),
pp.221-238.
Miyakawa, E., Kawakubo, A. and Oguchi, T., 2019. Do people who travel more perform better at
work?. International Journal of Tourism Research, 21(4), pp.427-436.
Nilsson, L., 2019. Powered mobility for people with profound cognitive disabilities leads to developing
occupational performance. British Journal of Occupational Therapy, 82(11), pp.655-657.
Rempfer, M.V. and Fowler, C.A., 2018. Relationships among functional capacity, cognition, and
naturalistic skill performance in people with serious mental illness. Psychiatry Research, 270, pp.453-458.
Ryan, J.C., 2020. Retaining, resigning and firing: bibliometrics as a people analytics tool for examining
research performance outcomes and faculty turnover. Personnel Review.
Singh, S.K., 2018. Sustainable people, process and organization management in emerging
markets. Benchmarking: An International Journal.
Speer, S., 2019. Forgotten people and forgotten places: Canada’s economic performance in the age of
populism.