BUNI Travel Agency: HR Strategies for People and Performance

This report provides an overview of people and performance management within BUNI Travel, a UK-based travel agency. It includes a job description and person specification for a business travel consultant role, a job advertisement, a recruitment strategy plan, and a three-month staff developme...Read More

People and Performance

Table of Contents
INTRODUCTION ..........................................................................................................................2
TASK...............................................................................................................................................3
Job description and person specification.....................................................................................3
Job advert....................................................................................................................................5
A plan outlining recruiting strategy............................................................................................6
Three-month staff development plan..........................................................................................7
CONCLUSION ...............................................................................................................................8
REFERENCES................................................................................................................................9

INTRODUCTION
People in a workplace or a business organisation are the employees or the staff members
are referred to that essential part or element of that business organisation or entity. It is the
responsibility and duty of the owner or business manager or leader of the team to look on
employees and also on their performance that will result their efforts towards the achievement of
business predetermined goals and objectives in the future with greater revenues and profits
(Armstrong, 2020). Managing people and their performance is the important for organisation as
it is the most pivotal role that a HR manager or the team leader performs in any business
organisation. They are involved in all the HR process that starts from recruiting, selecting of
right candidates, training and developing of old and new employees, compensating, rewarding by
financial and non-financial rewards and incentives, deploying and so many other activities. They
are the foremost people or staff members that deal with employees and workers of a business
organisation. The following report is based on discussion about the BUNI travel that is a travel
agency in UK (Van de Ven, et. al. 2018). This business organisation is looking forward for
recruiting and selecting a new business travel consultant to start working in their business
organisation of travel agency. Various documents are also discussed within this report, such as
job description, person specification of that travel consultant, job advert, a plan that is going to
demonstrate the recruiting strategy of the company along with the three-month staff development
plan in the agency.
TASK
Job description and person specification
Job description: Job description is known as the written document that describes and
states the different tasks, duties, along with qualifications or responsibilities that are required for
a job, that is based on the aggregation of a job analysis (Grover, 2021). It helps the employer in
the recruitment process to avail and attract and convey different candidates for the job profile
and also for need of job. This is also used for evaluating the employee’s performance in
performance management.
Job Description

Job Title: Business Travel Consultant
Reporting To: HR Manager
Job Description: Advising and consulting customers and clients that are all travelling all
around the world.
Duties and Obligations:
 To provide relevant and completely required information and data and beneficial
holiday schemes and travel materials to travellers.
 Organising travelling with different facilities that include accommodation, tickets and
transportation from beginning to end.
 To look for needs and wants of clients and giving them proper advise about appropriate
travelling packages to them.
 Doing proper research about different destinations in the world and different modes of
travelling regarding prices, weather conditions and all other relevant data and
information. To collect deposits from the clients, along with balances.
Qualifications needed:
 High school diploma degree required.
 Qualification in tourism field.
 Travelling experience.
 Top-notch interpersonal skills that include empathy, respect and great communication
skills.
 Computer literate knowledge, with professional skills and knowledge about desktop
research.
 Greatly experienced agent as a travel consultant.
Person Specification: A person specification is used in stating the profile that is made
for a skilled and qualified candidate, who is required to fill the job. It consists of knowledge and
skills that are required in performing for the job (James, et. al. 2020). Hiring the right
candidate is necessary for business organisation so the employer cannot hire someone whose
skills are not needed or do not fit according to the job profile and this only gives untrue
aspirations to the candidate resulting in the downfall for both employee and employer in the end.

In case of BUNI travel, this document has its important and significant role to play in recruiter's
toolbox (Kouatli, 2019). It is helpful and also important for the employer to let traits to be
shared in a very good and desirable way that consists of all the details like the former work
experience of the candidate along with education and any extra traits that are needed to be
succeeded for the job role.
Personal Specification
Significant skills:
 Good management skills along with coordinating skills.
 Multi-tasking skills that are required to handle various different situations.
 Effective and efficient communicating skills for handling customer queries and issues in
the job. Travelling tools and software knowledge.
Required skills:
 Confident skills that are required for advising clients and travellers.
 Good understanding and flexibility in working.
 Should have patience and lack of anger issues that are required for dealing with clients
in issues.
 Listening skills.
 Great communicating skills.
Job advert
Job advertisement is referred as the announcement for job that informs and aware people
about a specific job position that is vacant and available in business organisation. It is present in
written format that engages both inside or outside people from the business organisation (Olaisen
and Revang, 2018) . It contains with it the complete information and data about the job profile,
business organisation and all the benefits that are being provided by employer to the employees
and the candidates applying for that job profile (Yuan, et. al. 2021). The key agenda and the
main importance of job advertisement is to have proper communication with potential job
candidates those are going to start about a new opening along with them attracting them towards
the job.

Job Advertisement
We are hiring....!!!
Travel Consultant
We are looking out for an experienced travel consultant for company that is BUNI Travels. The
candidate needs to meet the following requirements before applying:
 At least 3 years of travelling experience in the travel industry.
 Advising and giving proper knowledge and complete information to customers on
travel, transportation and accommodations and prices and all other relevant information.
 Passionate about exceptional customer service along with great communicating skills.
 Supplying customer service from beginning to end.
 Complete knowledge and helping clients with their enquiry.
 Working with occupational group and within the organisation and attain incentivized
sales targets with the main aim to achieve great sales and revenues.
 Fluency in English and any other foreign language.
This is full time position in the business organisation. Candidates with germane skills, and all
other knowledge and experience that are fit for job need to email us, please e-mail respective
resume to [e-mail]
Only short listed candidates by the team will be called for further interview.
BUNI Travel
1-8456032255-1or 905-4541077 or [e-mail]
125565 London Street 1559, UK.
Please visit us for further details www.bunitravel.com
A plan outlining recruiting strategy
In order to recruit by the team in the business organisation and also for hiring new
candidates for the travelling company, the HR manager of BUNI travels needs to make and
follow an effective recruitment plan that is going to help it in greater profits and revenues along
with the complete selection of these candidates (Shackleton-Jones, 2019). It helps and
supports the manager in the business enterprise in to identifying the best suitable and right
candidate for the vacant job profile that is there in the business of business travel consultant in
BUNI Travel.

 Defining specific goals and objectives: The key purpose of the business enterprise is to
identify the right and best suitable candidate that is required as per the specific goals of
BUNI travels. The main important objective of it is that candidate must have and acquires
best skills in travelling industry.
 Clear idea to recruit suitable candidate: The HR manager of the business should have
the clear motive that there should be complete hiring of right candidate that needs to be
hired who is capable for the vacant and available job profile and role of travel consultant.
There should be complete background and experience possession by the candidate for the
vacant job profile of business travel consultant.
 Refining the selection process: The selection process of the right candidate is most
important and essential factor to hire and recruit the right and the best suitable person in
the travelling company (Templer, 2018). The HR manager for the BUNI travel should
be completely coordinated with the top level management authorities to be successful in
hiring the suitable person for business. It covers with nearly two-three rounds for
complete selection to choose the appropriate candidate.
 Developing the sourcing strategy: Being a HR manager, the sourcing strategy is
important and vital for recognising all the best and efficient candidate in the business and
for the travel agency. Development of an action plan is important according the diverse
sources for the company. HR department is responsible for this role that needs to be
fulfilled.
Three-month staff development plan
Three-month staff development plan is discussed for the BUNI Travel agency that is
made for each month along with the activities and tasks that are all divided for the new starters of
the company (Underwood, 2019). This plan is mentioned below:
Month 1:
 Providing suitable guidance and direction according to the work.
 Creation of a positive and favourable working environment in the company along with
supporting the new starter with the aim to acquire certain skills and competencies.
 Training needs and requirements for right achievement of goals and objectives.
Month 2:
 Review of complete operations of candidates.

 Finding the mistake and errors.
 Boosting efficiency and productivity of employees.
 Supporting new and attractive ideas.
 Involvement of new candidates in decision-making.
Month 3:
 Employee’s performance shall be reviewed.
 Overviewing the qualities and skills of employees.
 Providing new tasks to new candidates and seeing the results later on.
 Announcing new recognition along with rewards and compensation strategies for getting
productivity and greater efficiency from the employees.
Being a HR Manager of the BUNI Travel, creation of plan is for developing their staff
members for achieving efficient growth and development.

CONCLUSION
It can be concluded from the above stated report, that HR manager and executives have
an important role that needs to be played in the role of hiring, selecting of candidates, training
and developing, compensating or rewarding their existing and new people who are their
employees and staff members in the organisation for attaining overall goals and objectives. They
are responsible to hire the right candidates and select the right people who is going to be the
employee in the organisation to work. Job description can be defined as the written document in
that includes duties and responsibilities, qualifications or experiences of the candidate that are all
mentioned that are necessary for that specific and vacant job profile in business. Person
specification has important role to be played in dealing with the significant and desirable skills
for performing certain job role in business organisation. Job advertisement is designed by HR
manager of the business organisation or executives for informing and communicating and
attracting a larger pool of candidates and then selecting the right one for the specific job profile.
A plan is designed for all the selection and recruiting strategies. Lastly, in this report there is a
clear discussion about the three-month plan that is designed for the new joiners and starters in
the business organisation.

REFERENCES
Books and Journals
Armstrong, M., 2020. Armstrong's Handbook of Strategic Human Resource
Management: Improve Business Performance Through Strategic People
Management. Kogan Page Publishers.
Grover, S.L., 2021. Different respect motivates different people: How self-esteem
moderates the effects of respect on performance. Personality and Individual
Differences, 168, p.110312.
James, O., Olsen, A.L., Moynihan, D.P. and Van Ryzin, G.G., 2020. Behavioral public
performance: How people make sense of government metrics. Cambridge
University Press.
Kouatli, I., 2019. People-process-performance benchmarking technique in cloud
computing environment: An AHP approach. International Journal of Productivity
and Performance Management.
Olaisen, J. and Revang, O., 2018. Exploring the performance of tacit knowledge: How
to make ordinary people deliver extraordinary results in teams. International
Journal of Information Management, 43, pp.295-304.
Shackleton-Jones, N., 2019. How people learn: Designing education and training that
works to improve performance. Kogan Page Publishers.
Templer, K.J., 2018. Dark personality, job performance ratings, and the role of political
skill: An indication of why toxic people may get ahead at work. Personality and
Individual Differences, 124, pp.209-214.
Underwood, M., 2019. The unintended consequences of emphasising blood-borne
virus in research on, and services for, people who inject image and performance
enhancing drugs: A commentary based on enhanced bodybuilder
perspectives. International Journal of Drug Policy, 67, pp.19-23.
Van de Ven, K., Maher, L., Wand, H., Memedovic, S., Jackson, E. and Iversen, J.,
2018. Health risk and health seeking behaviours among people who inject
performance and image enhancing drugs who access needle syringe programs
in Australia. Drug and Alcohol Review, 37(7), pp.837-846.
Yuan, F., Liu, R., Mao, L. and Li, M., 2021. Internet of people enabled framework for
evaluating performance loss and resilience of urban critical
infrastructures. Safety science, 134, p.105079.