Employability Skills: A Report on Travelodge Hotel, UK

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Employability Skills
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Table of Contents
Introduction................................................................................................................................3
Task 1- Written report................................................................................................................4
Task 2- Two written reports.......................................................................................................8
Task 3- Production of an Employee Induction Pack................................................................12
Task 4- A Formal Management Report...................................................................................16
Conclusion................................................................................................................................20
Bibliography.............................................................................................................................21
Appendix..................................................................................................................................24
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Introduction
Employability skills are mandatory for employees as well as managers within the
organisational premises in order to let them achieve professional and personal goals in their
respective careers. The particular study shall enumerate implications of skills that are
required to have for an employee, which will in turn improve them in achieving significant
goals within the premises. The study is based upon skills of HR manager within the
Travelodge Hotel, UK. The later section of the study includes aspects such as time
management, team management, solutions to work-based problems and other aspects fo
employment through the perspective of HR manager of the selected organisation.
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Task 1- Written report
Introduction
The particular section of the study shall enumerate specific sets of responsibilities and roles
upon a particular role of HR manager within Travelodge, UK that will be aligned with
performance goals, which will be further evaluated in terms of effectiveness upon defined
objectives. The study shall also specify some recommendations for improvements as per the
current responsibilities and performance. Travelodge, UK operates within the hospitality
industry that provides the customer with travel and tourism services such as accommodation,
food beverages and others (travelodge.co.uk, 2019). The organisation was founded in the year
1985 and is currently being managed by Keith Hamill and Peters Gowers.
1.1 Develop a set of own responsibilities and performance objectives
Professional roles and responsibilities of HR manager of Travelodge, UK shall be evaluated
which will be backed with specific performance objectives in order to develop the existing
performance of that HR manager within the organisational premises.
Please refer to Appendix for job description of HR managerial role
Performance Objectives
Goals SMART objectives
To develop decision-making capabilities Specific: To develop the capability of
making critical decisions as per the incidents
and cases witnessed within organisational
premises
Measurable: To attain insights regarding the
decisions made upon specific situations from
peers and higher officials of the organisation
Attainable: To make decisions and examine
the vitality of the decisions as per the
provided organisational situations
Realistic: To review the decisions and learn
from pervious experiences regarding the
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decisions taken upon crucial circumstances
Timeframe: Within the timeframe of 1 year,
improvement upon decision making skill can
be enhanced however, continuous review
upon taken decisions is essential for
development of this skill
To improve communication skills Specific: To improve verbal and written
communication skills
Measurable: To ensure that the development
of verbal and written communication skills
are evaluated under the supervision of
concerned mentors
Attainable: development of verbal and
written communication skills are attainable
through online speaking courses and effective
tutorials of effective professional business
writings
Realistic: verbal communication be
developed through continuous practising oral
communication and written communication
can be developed by improving grammar and
writing styles
Timeframe: overall improvement of
communication can be achieved within a
timeframe of 1 year
Table 1: SMART performance objectives
(Source: Created by the learner)
1.2 Evaluate own effectiveness against defined objectives
The goals and objectives that are been framed for the development of professional career of
HR manager within the Travelodge, UK requires to be evaluated within the said timeframe,
so effective improvement is obtained. One of the major skills of HR manager that requires
improvement is communication, which includes both oral and written communication. As the
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framed SMART objectives, the HR manager requires to initiate online coaching tutorials that
shall improve its existing extent of verbal communication. The timeframe of improvement of
both the mediums of communication can be attained successfully within 1 year, if the said
individual has enough commitment and intent to improve upon its lacking skills (Calabretta
et al., 2017).
There might be times, when the HR manager has to take critical decisions on behalf of HR
department and sometimes on behalf of Board of directors of the organisation. Therefore,
developing effective decision-making skill is necessary for the concerned circumstances that
are likely to appear in the future (Merckaert et al., 2015). The HR manager requires
developing analytical skills that shall aid the same to identified crucial problems and
recommend effective solutions for the same. Moreover, it shall be fruitful enough for the HR
manager to review continuously its decisions within the organisational premises through
interacting with peers and mentors, so that it is able to develop insights regarding the gaps in
decisions made so far.
1.3 Make recommendations for improvement
Regardless of improvement within the said timeframe, there might some compliance that the
HR manager might face due to gaps within the skills that are set to be improved. In order to
develop those skills, the HR manager shall communicate with peers and mentors within the
organisational premises, so that it is able to identify where the gaps still exists.
Communication skill can be enhanced through thorough practice of speaking without any
pause and through taking reference from the online lessons for effective speaking and writing
(Payne and Calton, 2017). Moreover, effective decision-making capabilities cannot be
engrossed overnight therefore, the HR manager has to continue personifying its experiences
in making effective decisions, so that with the course of time, it is able to develop decisions
that will have positive influences upon problems that require critical decisions making
(Weldy, 2017).
1.4 Review how motivational techniques can be used to improve quality of performance
Rewards and Incentives
When the HR manager is subjected to have developed effective communication and decision-
making skills, the higher authorities after reviewing its capabilities shall ensure that the
development witnessed so far is recognised among the organisational premises. The higher
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authorities shall enact and review the productiveness of the HR manager and then provide it
with rewards, incentives and other modes of appraisals, so that the urge of development and
continuous professional development is witnessed within the same.
Self-motivation
Rewarding to oneself also can be fruitful as motivational technique, which shall help the HR
manager to develop and improve upon its existing experiences and abilities. Reviewing
development on its own and rewarding at the same moment shall allow the HR manager to
self-motivate, which will further generate to attain productive professional improvement
(Buchanan and McCalman, 2018).
Conclusion
From the entire discussions, it can be winded up that the roles and responsibilities of the
particular HR manager within the Travelodge Hotel, UK is essential for both organisational
context and personal context as well. This goals developed in this section of the study for the
skill imrpovment of HR manager shall be backed with effective measure to achieve the same
within said timeframe, so that it is able to generate scope for opearting alongside its roles and
responsibilities for its current position within the organisation.
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Task 2- Two written reports
2.1 Develop solutions to work-based problems. You need to develop solutions to at least two
work-based problems identified during your work experience or in your role as a manager
at Travelodge Hotel
Introduction
Within the organisational premises of Travelodge, UK, there may be work-based problems
that shall project threats upon its business productivity. Among the various work-based
problems employee harassment and employee stress are said to be common ones, as these
direct impacts upon workforce productivity within the organisational premises. The purpose
of the report is to generate solutions to these two work-based problems for increasing
organisational productivity as a whole.
Discussions
Employee harassment is termed as a significant problem that has direct negative effects upon
the creditability of the employee as well as the overall organisational culture (Smith, 2016).
The role of the managers at each of the departmental boundaries and higher authorities is to
identify the root causes of employee harassment, so that they are able to eliminate the doers
away from the organisational premises. On an individual level, employee requires reporting
to the higher departmental managers regarding any subjected issue of harassment, as not
every incident is noticeable among higher authorities.
Solutions to employee stress include performing recreational activities within as well as
outside organisational premises. The managers of every department of Travelodge, UK
requires performing fun activities that shall reduce the level of stress among the workforce
that have been through within projects and tasks within crucial deadlines (Van Stoke and
Hofman, 2017).
Conclusion
Thus, it can be concluded that with these projected solutions of employee stress ad
harassment within the organisational premises, the productivity of employees shall be
enhanced, which will further limit any sort of organisational rupture of effective business
profitability.
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To
Senior Manager,
Travelodge Hotel, UK
Subject: Kind consideration is required for prevailing work-based problems
Respected Sir,
This is to inform you that lately, there have been issues regarding organisational
operations where employee are projected to harassment issues from individuals at
similar position as well as those at higher position within the organisation. Some of the
employees are proclaiming that they are being overburden with tasks and projects,
which is affecting their personal lives as well as professional creditability. I shall be
highly obliged if you could draw kind attention regarding these issues that are being
witnessed within the organisation and take necessary steps to mitigate the same.
Thanking You,
HR Manager,
Travelodge Hotel, UK
2.2 Communicate in a variety of styles and appropriate manner at various levels. You need
for example to write a formal letter to senior management of the hotel to inform them about
the problem and a memo to all staff
Formal Letter
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TO
Departmental Managers and Staff Executives,
Travelodge Hotel, UK
Date: 16th May, 2019
To whom it may concern
There have been evidences that employees within the organisational premises are being
projected to negative work-based issues such as harassment and excessive work stress,
as they have reported as grievances and complaints regarding their professional career.
Fresh employees that have been currently recruited are among the major ones to be
projected to harassment and organisational stress issues. This is setting a bad
organisational culture for which strict actions shall be projected no sooner than anyone
is found out to be practicing these ill-activities. Incidents such as bullying new
employees at cafeteria in terms of religion, culture and race have been identified
recently. This memo to the concerned stakeholder is the legal notice of taking strict
actions against evil-doers that shall violate their survival within this organisation.
Yours faithfully,
HR Manager
Travelodge Hotel, UK
Memo
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2.3 Identify effective time-management strategies in relation to the work-based experience
or in your role as a manager at Travelodge. Present your evidence as a written report to
your line manager.
Introduction
The purpose of the report is to coin strategies with which the HR manager shall be able to
develop effective time management capabilities, which will further added as a strong
professional experience within the Travelodge Hotel, UK.
Discussions
 The HR manager shall require at first developing goals and objectives for assigned
tasks or projects and setting priorities for completing those within specified deadlines.
 Then it has to communicate effectively with those individuals within the
organisational premises that shall turn to be productive regarding effective and quick
accessibility of developed goals.
 After collecting insights regarding the events aligned for the achievement of
developed goals, the HR manager shall allocate hard deadlines for itself, so that a
string sense of commitment is preserved for this circumstance.
 After all sort of planning to achieve desired goals, the HR manager require
implementing those scheduled activities and review its performance at specified
intervals, so that time management strategies do not tend to hamper accuracy upon
allocated responsibilities (Cunningham and Dawes, 2016).
 Measuring effectiveness and using the experiences for future roles shall allow the HR
manager to become more accurate and quick in terms of effective time management.
Conclusion
Thus, it can be summarised that it is possible for the HR manager to adhere effective time
management skills and abilities with continuous implementation of above mentioned
activities and own performance review at regular intervals.
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Task 3- Production of an Employee Induction Pack
Introduction
The purpose of this Employee Induction pack is to enumerate a strong essence of team roles
and management of teams within the organisational premises of Travelodge, UK. Team
management is among the major priorities for every organisation, as the creditability of teams
and entire organisational workforce depends upon collective contributions of employees that
coordinate among themselves for the completions of tasks allocated to them. Roles and team
dynamics shall be elaborated in this section with appropriate theories of team management.
This section shall lay emphasis upon the implications of team and group management in
context to Travelodge Hotel, UK.
3.1 Explain the roles people play in a team and how they can work together to achieve
shared goals
Roles and responsibilities grouped between individuals participating within teams are the
forefront aspects that allow the organisation as a whole to achieve its business objectives and
goals. Belbin’s Team Roles is among the widely used team management theories that provide
knowledge and insights regarding the distribution of team roles and functions. As per the
implied theory, three distinct roles are said to be witnessed through effective contribution of
teams within organisational premises. These roles are again fabricated into further cumulative
roles that are listed follows:
Action-oriented roles
As per the projected roles of this category of team roles, a team shall include productive
individuals that are creditable as per their respective actions and performances. Within this
category of team roles, three constituent roles include complete finisher, shaper and
implementer. Individuals within the teams that have the potential to improve by challenging
others within the teams are known to be Shapers. The purpose of individuals having this trait
is the ones to motivate and set standards for others within the organisational premises.
Complete finisher are the individuals within teams that have potential to witness their entire
tasks in small fragments, which provide them with the scope to includes least compliances
within their overall productivity (Senaratne and Gunawardane, 2015). Implementers are
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