BSc Business Management: Recruitment Documents for Crystal Travel

This report presents a comprehensive recruitment strategy for Crystal Travel, focusing on the hiring of a Business Travel Analyst. It includes a detailed job description outlining roles, responsibilities, and required skills, along with a job advert designed to attract potential candidates. The report also features a recruitment plan that emphasizes the importance of a well-defined strategy and the use of various platforms like LinkedIn and job portals to attract talent. Furthermore, a three-month staff development plan is outlined, emphasizing the importance of training and onboarding new hires. The rationale section provides justifications for all the choices made, highlighting the importance of a well-crafted job description and the benefits of providing competitive perks and benefits. The report explores the use of social media and networking platforms for advertising job openings and the significance of a structured training program for new employees, including the development of specific training objectives and the involvement of experienced staff to ensure effective skill development and integration of new hires into the company culture.

BSc (Hons) Business Management
BMP4006 People and Performance
Assessment 2
Recruitment Documents
Semester 2
Submitted by:
Name:
ID:
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Contents
A job description and person specification for the Business Travel
consultant p
A job advert to help you in recruiting the Business Travel
consultant p
A plan outlining your recruitment strategy for obtaining the best
candidate p
A three-month staff development plan for the new starter
p
Rationale for all the choices that have been made in the design of
the above materials (1500 words) p
References p
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A job description and person specification for the Business Travel
consultant
Important: Apply only if you are a resident of United Kingdom or is willing to relocate.
Job Description
Crystal Travel is looking for passionate individuals to join the team as a Travel
Business Analyst (Spina and Spina, .2022). The factors that determines the success in the
analyst role is the determination and the ability to handle the complex procures and bring the
best for the clients. Ultimately the selected candidate will be responsible for meeting the
customers needs after analyzing the market possibilities well.
Roles and Responsibilities
Key Responsibilities
 The candidate is required to have 4+ years of experience in the travel industry
 Should be aware of the commerce portals.
 Good technical skills required.
 Help the higher management in the development of business strategies.
 Analyses the business perspectives and motive customers accordingly.
 The ability to influence the customers.
 Creating reports and presentations.
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 Well updated with the travel affairs in the nations as well as of the nations the
company provides services in.
 Helping the customers in picking the right destination,along with making them aware
of the required documents.
Applicant Requirement
 Should have completed a 3+ graduation degree or equivalent of it.
 Freshers will be accepted with a relevant internship experience
 Negotiation and sales skills are required
 Documentation skills through various tools.
Benefits and Perks
 letter of recommendation
 Five days of working ( Monday – Friday)
 Paid Leaves
 Performance based incentives
 Work From Home after the probation period.
A job advert to help you in recruiting the Business Travel
consultant
WE ARE
HIRING!!
Crystal Travel is hiring for a Business Travel Analyst
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*Interested candidates must apply*
Applications will be accepted from young as well as experienced individuals, the skills
required are mentioned below, If you feel that you are the right candidate then please give a
call on the given number or drop an email on the provided email address for further more
details.
Contact Details: 12345879654
Email Address : [e-mail]
Skills Required :
 business Analytics
 Market Research
 Negotiation Skills and good
communication skills
 Basic Computer skills
Perks & Benefits
 5 Days working
 1 international trip sponsored by the
company
 Incentives based on the performance
of the individual.
A plan outlining your recruitment strategy for obtaining the best
candidate
Recruitment process is of vital importance as it is responsible of bringing the right
talent in the organization. Every business is required to hire candidates as the operations can't
be handled by an individual effectively, the responsibilities needs to be delegated among the
employees of the company. The recruiters need to develop a well defined strategy. The
elements which will be determining the success factors of recruitment strategies includes the
brand image of the company, along with the image of company being reflected in the job
description (Daiand Huan, 2019) . The company can use its social media and networking
platforms such as LinkedIn for attracting the required talent. The job posts should be made
on the job portals or applications who have genuine applicants with actual skills required in
real world. The company can also hire new talent through college placements which will help
the company in bringing the right talents within the expected package,a s the freshers will
not demand a higher package. Through the search options, on the basis of the skills required
by the company, the recruiting team can search for the right candidate and carry on with the
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procedure of interviews. The most important the existing employees of the company could be
asked to send referrals on the basis of which they can be incentiwise.
A three-month staff development plan for the new starter
Its is an essential element in every kind of organization of providing the training to
the new hires, the training sessions not only help the employees in building the skills that will
be required in the company but also welcomes them and helps them in bonding with the other
employees of the company. The training sessions involves the experienced employees which
are responsible of delivering and teaching the skills they have learned so far and are crucial
for the survival in the company (Hollebeeand Rather,2019). Its necessary that while the
training period of the new employees is going on, the learning curve of such employees
should be sustained. Small business can help their hires to adapt the skills through the
training session which helps them in starting with the daily tasks soon enough. It is a way in
which boarding takes place in many small and big enterprises, which makes the newly hired
employees aware of the process the individuals uses. It makes the employees aware of the
code of conduct being followed by the company and the ways which ate accepted by the
company and the ones which are not. The training sessions boosts the morale for the new
hires as they understand their parts and the responsibilities and in what way the company
expects them to perform.
1. The plan developed for the new hires will count the following things:
2. Communicate with each employee about the expectations they have regarding the
training session s
3. The sessions needs to be flexible, and target oriented.
4. The training sessions should be done a team level
5. The changes should be made on the basis of the employees preference.
6. Give the lead to the employees who are experienced and have performed considerably
good in the company (Jooss and McDonnell2022).
Rationale for all the choices that have been made in the design of
the above materials (1500 words)
Hiring and recruitment are the integral parts of an organization as the operations of
the company are handled by the hired talents. In in this report Crystal Travel wants to hire a
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Business Travel Analyst, who could handle the functioning in the company. The job
description developed by the HR manager included all the essential skills and information
which will help the applicant in evaluating his/her profile before applying to the job post. The
Job description helps the company in attracting the right talent or bring the job opening in the
attention of the right applicant which can contribute in the organization in some way or
another(Cox, 2022). It is of vital importance and at the same time for the human resource
manger to develop precise yet complete Job Descriptions with the required information and
contact details. The elements included by the manger in the Job descriptions are the roles and
responsibilities along with the employee requirements that the company is looking for along
with the perks and benefits that the company has to offer to its employees. With all this
information a well defined Job Description is formulated. For the position of the travel
business analyst the manger has included some of the technical skills that the company
requires in the individual along with the years of experience that the candidate must have.
The manger has defined the roles and responsibilities that the person is required to perform
once he /she is selected for the role. The eligible candidate is required to have a 4 years or
more experience as a business analyst, he/she should be aware of the tools and techniques on
which the companies website is developed as the person will be working with those software
and technologies. In addition the applicant should be aware of the e - commerce platforms
and the functions that they have to offer. The analyst showed have the skills of analyzing the
business environment and the changes that may occur. As business analyst is a role of major
importance many decisions of the brands will depend on the conclusions and the data that
will be derived by the business analyst (Tan and Laswad, 2018). Because of which the
business analysts are required to work with the higher management as it helps them in taking
quality decisions. As the job of a business analyst is quite complex salary cannot keep them
intact with the company. For which the company is required to provide additional perks and
benefits with are the motivating factors for the employees. The company provides fives days
of working which means Saturdays and Sundays are off, including one international trip
sponsored by the company for its employees. In addition the company has to offer paid
leaves to its employees in case of any emergencies.
In the later section an advertisement of the job posting has been created which the
company can use it on its social media platforms, the advertisement will help the company
and the associated stakeholders in reaching out to quite many candidates, this can be done
with the help of the social media platforms which are used for networking purposes among
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the working professional, the company can post its advertisement on platforms including
Linked In, face Book and Twitter (Verma and Verma2022). With the plenty of job
applications the company can find the right candidate for the job post that the company has to
offer, but factor has an associated disadvantage through all the networking platforms and job
portals a company receive hundreds of application, in which 80% application are useless as
the candidates do not have the relevant skills. The candidate can apply from anywhere,
which is also an added advantage for the managers as they can assess the profiles from any
where and bring the desired results. Candidates apply when the job posting and the
companies presence is impressive, for which the company need to focus highly on its online
presence which will attract the right applicant. Its time saving as the manager do not need to
indulge tiring process of taking interviews.
Once the candidates are hired it becomes the responsibility of the company to provide the
adequate training which will help the individuals in developing the skills required by the
employees to perform well in their respective roles (Higgins-Desbiolles,2020). The company
very strategically develops a training plan which covers all the areas or possibilities under
which the employees are required to work. The company put the senior and experience
employee in the charge of the training session of the respective departments the candidate is
hired for, and then the right skills are thought. The training session not only helps the new
hires in developing the right skills but also helps the employees in developing the bond with
the respective new hires and the old employees. The training sessions make the new
employees aware of the companies traditions along with the atmosphere they will get to
work in. A three month development plan is developed by the HR manager. The team
precisely develop a plan which could inculcate the essential factors which will be responsible
of developing the required skills and behaviors among the employees (Pencarelli.2020). To
develop an effective Training schedule the objectives and the goals should be clearly defined,
it should be specific to the ones who will be conducting the training sessions as well the
employees who will be attending the sessions. The related concepts and scenarios should be
well explained with examples that the company has gone through and the ways in which they
have dealt with it. The materials that will be included in the sessions should be gathered
before the beginning of the training sessions. The host needs to determine the presentation
ways while consulting with the new employee the way which will be most favorable by the
employees should be adopted for the sessions. The whole value of the sessions depends on
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how well the trainer is able to convey its message to the listener and are they able to
understand the concepts (van Esch and Mente2018).
References
Dai, Y.D., Zhuang, W.L. and Huan, T.C., 2019. Engage or quit? The moderating role of
abusive supervision between resilience, intention to leave and work
engagement. Tourism Management, 70, pp.69-77.
Hollebeek, L. and Rather, R.A., 2019. Service innovativeness and tourism customer
outcomes. International Journal of Contemporary Hospitality Management.
Jooss, S., Conroy, K.M. and McDonnell, A., 2022. Discretion as a double edged sword in‐
global work: The perils of international business travel. Human Resource
Management Journal, 32(3), pp.664-682.
Cox, D., 2022. In search of loyalty programme soft benefits: a social capital perspective.
In Handbook of Research on Customer Loyalty (pp. 189-201). Edward Elgar
Publishing.
Tan, L.M. and Laswad, F., 2018. Professional skills required of accountants: what do job
advertisements tell us?. Accounting Education, 27(4), pp.403-432.
Verma, A., Lamsal, K. and Verma, P., 2022. An investigation of skill requirements in artificial
intelligence and machine learning job advertisements. Industry and Higher
Education, 36(1), pp.63-73.
Higgins-Desbiolles, F., 2020. The “war over tourism”: challenges to sustainable tourism in
the tourism academy after COVID-19. Journal of Sustainable Tourism, 29(4),
pp.551-569.
Pencarelli, T., 2020. The digital revolution in the travel and tourism industry. Information
Technology & Tourism, 22(3), pp.455-476.
van Esch, P. and Mente, M., 2018. Marketing video-enabled social media as part of your e-
recruitment strategy: Stop trying to be trendy. Journal of Retailing and Consumer
Services, 44, pp.266-273.
Spina, J.D. and Spina, L.J., 2022. New Considerations for HR Staff Development. In The New
HR. Emerald Publishing Limited.
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