Employability Skills Report: Improving Performance at Travelodge Hotel

This report examines employability skills within the context of Travelodge Hotel, focusing on a human resource manager's responsibilities and performance objectives. It addresses workplace problems like poor communication, conflicts, and low employee morale, proposing solutions such as improved communication strategies and conflict resolution. The report also explores time management techniques, team roles based on Belbin theory, and strategies to address employee turnover. It includes a formal letter and memo addressing these issues and evaluates the impact of proposed solutions on the business. The report aims to improve the overall performance of the hotel by enhancing employee skills and addressing key challenges.

Employability skills

Table of Contents
INTRODUCTION...........................................................................................................................3
TASK 1 ...........................................................................................................................................3
1.1 Development of set of own responsibilities and performance objectives.............................3
1.2 Evaluation of effectiveness against own defined performance objectives............................4
1.3 Recommendations for improvement ....................................................................................4
1.4 Motivational techniques that could be used in order to improve the quality of performance
.....................................................................................................................................................4
TASK 2............................................................................................................................................5
2.1 identification of work based problems and development of the solutions to these problems.
.....................................................................................................................................................5
2.2 A formal letter to the senior management of the hotel and a memo to all the staff..............5
2.3 identification of effective time management strategies........................................................7
TASK 3............................................................................................................................................7
3.1 Roles people play in a team in order to achieve a mutual goal.............................................7
3,2 Analysis of team dynamics...................................................................................................8
3.3 suggestions regarding alternative ways to complete tasks and achieve team goals..............9
TASK 4 ...........................................................................................................................................9
4.1 Evaluation of tools and methods for developing solutions to the work related problems....9
4.2 Development of an appropriate strategy to solve the problem of high employee turnover
rate of the Travelodge hotel........................................................................................................9
4.3 Evaluation of the potential financial or non financial impact on the business by adopting
the strategy................................................................................................................................10
CONCLUSION..............................................................................................................................10
REFERENCES .............................................................................................................................11

INTRODUCTION
Employability skills may be defined as those skills which are essential to be possessed by
the employees from the employers point of view. These skills are also referred to as soft skills
and are very crucial in order to take the business to new heights. Travelodge hotel, second largest
hotel in UK, provide its services all over the world. The company has been founded in 1985 and
currently consist of 11000 employees. This report includes set of own responsibilities and
performance objectives as well as solutions to work based problems. Apart from this, the report
includes analysis of team dynamics and development of an appropriate strategy for resolving a
particular problem.
TASK 1
1.1 Development of set of own responsibilities and performance objectives
As a human resource manager, my responsibilities would be to take personal
responsibility that is to take the responsibility for my own actions without blaming others for the
acts carried out by me(Ackehurst and Loveder, 2015). The basic idea behind taking personal
responsibility is to be accountable morally as well as legally liable. Apart from that, my
responsibilities would be to foster direct and indirect relationship and adaptability that is lot of
emphasis would be made to work towards the development of relationship by motivating the
employees to communicate openly so as to ensure smooth working in the organization as well as
efforts would be made in order to encourage employees to adapt to the changing environment so
that the organization can achieve the objectives effectively and efficiently.
Apart from this, my responsibility would be to develop the skills so as to take efficient
decisions which is very essential in order to take the business to new heights and be an active
participant in the decision making process. Even I would work on development of my abilities to
learn new things or all the important aspects related to my job role.
Furthermore, I would make sure that all the employment legislation are fulfilled or
strongly implemented in the organization so as to avoid government restrictions which may
hinder the smooth working of the organization. Moreover, emphasis would be made to ensure
ethics as it helps in maintaining decorum at the workplace.
My performance objectives are to ensure effective utilization and development of human
resources by providing effective training and development to new as well as current employees.

Apart from that, development of an efficient performance appraisal system so as to appraise the
performance of the employees appropriately(Ali, Murphy and Nadkarni, 2018).
1.2 Evaluation of effectiveness against own defined performance objectives
On the basis of monitoring and evaluating performance objective it was found that I was
quite efficient in utilizing and development of human resources as the efficiency of the
employees increased in terms of job related knowledge by providing effective training but the
training provide failed in developing the overall personality of the employees. On the other hand,
performance appraisal system developed was quite efficient and appraisal was provided to the
employees without any bias that is entirely on the basis of their performance.
1.3 Recommendations for improvement
In order to improve the performance of the hotel first of all strong emphasis should be
made on development of overall personality of the employees. But most importantly, in order to
improve the performance of the hotel, it is very important to ensure that the hotel meets the
standards in terms of quality by providing quality services to its clients. Apart from that, hotel
should lay emphasis on expanding its activities so as to beat its competitors and achieve
competitive advantage over other rivalries and this can be done by achieving economies of scale.
1.4 Motivational techniques that could be used in order to improve the quality of performance
Motivational techniques that helped in improving the performance of the hotel are as
follows:
 Rewards and incentives – in order to motivate the employees to perform better the hotel
could provide various forms of incentives in the form of bonus, commission, welfare
facilities such as medical insurance, maternity benefits and so on. While on the other
hand, rewards such as 3% increment in salary also contribute in motivating the
employees.
 Managerial role – managerial role play a very important role in motivating the employees
as they help in boosting up the morale of the employees as well as in creating job
satisfaction in the mind of employees through creating a sense of belongingness(Croy and
Willison, 2017).

TASK 2
2.1 identification of work based problems and development of the solutions to these problems.
There were few works based problems in the Travelodge hotel that were witnessed as a
human resource manager and these problems were poor communication, conflicts at the
workplace, low morale of the employees of the organization as well as less job satisfaction.
Thus, in order to solve the problem of poor communication the company would develop
the flexible structure so that all the employees can communicate freely and openly without any
hesitation and fear such as by taking the feedback of the employees. This can be even done with
the help of creation of an internal language within the workplace which is easy for all the
members to understand and communicate as well as by having an open door policy which
concentrates on bringing openness and transparency in communication. This would help in
solving one of the major problem in the Travelodge hotel that is poor communication.
Apart from this, in order to solve the problem of conflicts between the employees at the
workplace, efforts would be made to first identify the issues that lead to the conflicts at the
workplace and then emphasis would be given on to encourage the employees to come at a mutual
accepted solution and achieve consensus at the workplace(Jaykumar, 2018).
2.2 A formal letter to the senior management of the hotel and a memo to all the staff
92, Central Road
London
To
The senior manager,
Central Road, London
17 March 2019
Mr Luis,
I have written this letter to you, in order to inform you that currently lot of issues have arisen at
the workplace which has lead to creation of many work based problems such as poor
communication among the employees which have affected the smooth working of the
operations of the company. Apart from this, various conflicts have arisen which has lead to
creation of disharmony at the workplace. Moreover, the morale of the employees is decreasing

which has lead to decrease in the job satisfaction of the employees. Thus, it is very essential to
resolve this issue as soon as possible otherwise it may lead to increase in the employee turnover
rate. I expect your assistance in solving these problems.
Yours sincerely,
Mr Richard,
(Human Resource Manager)
MEMO
To: all the staff members
From: human resource manager
Date: 17 march 2019
Subject: to resolve the problem of poor communication
Co-workers,
Lot of problems have been witnesses in the company from past few months but the most serious
problem is poor communication. As a human resource manager, I want to divert the attention of
all the staff members towards this issue and request you all to please cooperate with the
company towards the step of improving the communication in the company.
In order to solve the problem of poor communication, company has laid down emphasis on
encouraging open communication which in turn will also help in resolving the problem of
conflicts such as if any staff member is facing any issue regarding the work or workplace he/she
may have a direct contact with the top level manager through fax or email without any
hesitation.
While, if any of you want to communicate with the middle level manager then you can have a
face to face interaction with them and find the solution to your problems. On the other hand, if
any staff member want to communicate with lower level manager then they can communicate

with them through telephonic conversation.
I hope to receive support from you all in order to resolve the problems at the workplace towards
the achievement of organizational objectives effectively and efficiently.
Thank you,
Human resource manager
2.3 identification of effective time management strategies
The two most important strategies for effective time management are prioritizing
workload and reliable estimate of task time(Rok and Lebe,2017.).
Prioritizing workload means focus on the high value task activities. All those activities
which has high value would be performed earlier and then those activities with comparatively
lesser value. This will help in bringing the effectiveness in work band thus in achieving the
organizational objectives effectively and efficiently because it is a known fact that the
probability of the activity being carried out initially is more efficient than the probability of work
carried out later.
Reliable estimate time means estimating the time appropriately to carry out each activity
properly and within the time limit so as to avoid any further delay of work. This helps in
managing the work efficiently in a proper time efficient manner. It is very important for every
organization to implement these time management strategies in their organization in order to run
the business smoothly.
TASK 3
3.1 Roles people play in a team in order to achieve a mutual goal
In order to understand the different roles people play in a team towards the achievement
of a mutual goal a Belbin theory is used. This theory determining the roles played by team
members and these roles are as follows:
 Resource investigator – this role is adopted by the team members in order to explore
opportunities towards the achievement of team objectives and developing contacts(Tsai,
2017).

 Team-worker – the most important role is to act as a team-worker as he/she helps the
team members to mix up with each other and identify the work that is required to be
completed on behalf of the team members this in turn helps in achieving the team
objectives.
 Coordinator – this role helps in motivating the team members to focus on the team
objectives and delegation of work appropriately.
 Plant – this helps the team members to be highly creative in solving the problems so as to
prevent conflicts in the team which in turn will help in smooth achievement of
organizational objectives.
 Monitor elevator - this role helps in making impartial judgment by keeping a logical eye
towards the working of the company.
 Specialist – it helps in focusing on the key areas of team and finding out the in dept
knowledge about each and every aspect of the team.
 Shaper – this role helps in ensuring that the team is running forwards and smoothly
towards the achievement of team objectives by overcoming all the barriers
 Implementer – this role is essential in order to plan a proper strategy that needs to be
carried out efficiently.
 Completer finisher – this role is used at the end towards the completion of the task so as
to ensure that work performed is of the best quality and of desirable standards.
3,2 Analysis of team dynamics
Team dynamics may be defined as a system of behavior that takes place within a team or
between the teams(Tsaur and Huang, 2016). Team dynamics is a very important part towards the
achievement of the team objectives but often it is neglected and this in turn becomes the reason
which hinders the achievement of team objectives. The need for analysis of team dynamics arises
because of the increasing complexities in the working environment which can't be handled by a
single person and thus group of persons have to come together in order to achieve the team
objectives.
On the basis of analysis of team objectives, it is found that that team dynamics play a
very important role towards increasing the profitability of the business organization as well as it
helps in improving the staff retention rate by creating job satisfaction in the mind of employees.
Furthermore, it helps in maintaining and improving the reputation of the company.

3.3 suggestions regarding alternative ways to complete tasks and achieve team goals
In order to complete task and achieve team goals efforts should be made to encourage
employees to work towards achievement of common objectives of the team rather than
individual goals and employees could be motivated through explaining the importance to them
that if they would work towards the achievement of team objectives then this will not only
contribute towards the success of the team but would indirectly also contribute towards
increasing the productivity of individual employees which in turn is very essential for their
growth as well as success of the organization(Wakelin-Theron, Ukpere and Spowart, 2018).
Further, emphasis should be made to make the team roles clear which is very essential for
eliminating the unhealthy competition as well as reducing the staff turnover rate. Team roles can
be made clear by ensuring that right people are hired for the right job and emphasizing on overall
efficiency and effectiveness.
TASK 4
4.1 Evaluation of tools and methods for developing solutions to the work related problems
In order to solve the problem of employee turnover Travelodge hotel will first define the
problem that is the reason behind deteriorating the performance of the hotel towards the
achievement of objectives of the hotel and then it will determine the root cause that is high
employee turnover rate. After, that hotel will find out alternative solutions to solve the problem
of increasing employee turnover rate such as by motivating them through various means or by
creating job satisfaction in the mind of employees. And then the hotel will evaluate each and
every alternative solutions and find out all the positive and negative points of each solution and
then after critical evaluation of alternative solutions the best solution towards the work related
problem will be chosen and then implemented.
4.2 Development of an appropriate strategy to solve the problem of high employee turnover rate
of the Travelodge hotel
The most appropriate strategy for solving the problem of high employee rate of the
Travelodge hotel is to motivate the employees. In order to motivate the employees the hotel
should make emphasis on creating the healthy environment at the workplace so that employees
remain satisfied and does not leave the organization. Apart from that in order to motivate the
employees the hotel should provide various kind of incentives in the form of rewards such as 3%
increment in salary, recognition such as employee of the year, bonus and benefits such as

medical benefits, maternity benefits, etc. moreover in order to motivate employees the hotel
should make employees feel valued by empowering them and making them a part of decision
making process so as to create the sense of belongingness in the mind of employees. Thus, by
motivating the employees the hotel would be able to reduce its employee turnover rate and
would retain the employees for a longer period of time(Wesley, Jackson and Lee, 2017).
4.3 Evaluation of the potential financial or non financial impact on the business by adopting the
strategy
Non financial impact on the business of the hotel; by adopting the strategy to motivate
the employees was that it helped in decreasing the employee turnover rate as the employees'
morale and job satisfaction was increased and they retain in the company for a longer period.
While on the other hand, financial impact on the Travelodge hotel was that it helped in
increasing in the profits of the company so they didn't have to spend much on recruiting the new
employees.
CONCLUSION
From the above report, it has been summarized that there are various motivational
techniques that have contributed in improving the performance of the hotel such as through
rewards and incentives as well as through managerial role. Apart from this, a formal letter to the
senior manager was also written regarding the problems currently faced in the hotel such as poor
communication and conflicts at the workplace. Even a memo was prepared for all the staff
members regarding their cooperation to overcome these difficulties. Moreover, it was found that
motivating the employees was the best strategy to increase the employee turnover rate. Further
on critical evaluation of this strategy it was found that this strategy also contributed in increasing
the profitability of the hotel.

REFERENCES
Books and journal
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