Human Resource Management Report: TUI, Business Strategy and Analysis

This report provides a detailed examination of Human Resource Management (HRM) within the context of the travel and tourism industry, using TUI as a case study. The report begins by outlining the importance, roles, and purposes of HRM, emphasizing its significance in facilitating professional g...Read More

Human Resource
Management

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
1.1 Importance, roles and purposes of human resource management in travel and tourism
company .....................................................................................................................................1
1.2 Develop the human resource plan on the analysis of supply and demand for selected travel
and tourism business ..................................................................................................................2
TASK 2 ...........................................................................................................................................3
2.1 Assess the current state of employment relation with service sector perspective ................3
2.2 Identify the various employment laws affect management of human resource in the service
sector ..........................................................................................................................................4
TASK 3............................................................................................................................................5
3.1 Discuss job description and person specification by identify the job title ...........................5
3.2 Compare the selection process of selected travel and tourism business with another service
business.......................................................................................................................................7
TASK 4 ...........................................................................................................................................9
4.1 Training and development function and its contribution to the effective operations of the
business ......................................................................................................................................9
CONCLUSION .............................................................................................................................10
REFERENCES .............................................................................................................................11

INTRODUCTION
Human resource management (HRM) is the important for managing the people for
improving the performance within the firm. HRM is the division of business organization which
looks after the recruiting, management and firing of the employees. Human resource
management focuses on the activity of people within the firm and ensuring best work activity are
in place at all times (Chelladurai and Kerwin, 2018). This study is based on TUI. It is the UK
based on tour operator and subsidiary of TUI group. Report will explain the importance, roles
and purposes of human resource management in travel and tourism company. It will develop the
human resource plan on the analysis of supply and demand for selected travel and tourism
business.
TASK 1
1.1 Importance, roles and purposes of human resource management in travel and tourism
company
Human Resource management:
HRM is the activity of recruiting, hiring and handling the workers within the company.
The human resource department of company is normally accountable for making, putting into
effect and overseeing policies governing workers and relations with its workers in the TUI. HRM
is the very important for every organization (Bailey and et.al., 2018).
Importance of Human Resource Management:
Human resource management is very essential part of the organizations for many reasons
such as:
Facilitates professional growth: Human resource management is the essential for
facilitating professional growth due the proper human resource policies in the TUI. With this,
employees are trained well and this make them ready for future promotions. Their talent can be
used not only in the firm in which they are presently working but also in other firms that workers
can join in the future (Banfield, Kay and Royles, 2018).
Strong relations: Human resource management is important for building the strong
relationship among employees and employers within the TUI. Effective workforce planning and
resourcing by human resource department will help to build strong relations between workers in
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the travel and tourism. Strong relations among the employees help in enhancing the consumer
satisfaction within travel and tour organization like TUI.
Improve the economy: Human resource management is essential for improving the
economy due to effective HR practices which lead to large profitability and better execution by
firms. As per this aspect, TUI accomplish chance to enter into new business. Therefore, this can
help to increase industrial development and improve the economy (Boon and et.al., 2018).
Role of Human resource management:
 It is the essential to have well trained HR that can deliver the good with intense
satisfaction in relation to compete and satisfy the end users.
 Form hiring and selecting and then training the HR to create them efficient enough to
communicate with tourists (Analoui, ed., 2018).
 Human resource management plays role in building the loyalty and commitment of
employees. Loyal workers help in increasing the consumer satisfaction within travel and
tour organization like TUI.
 With the human resource management, build the pool of efficient trained and skilled
employees to fill various jobs that will be created resulting.
Purpose of Human resource management:
 The purpose of human resource management is to increase the productiveness of
company by optimizing the effectiveness of their workers.
 The aim of human resource is to acquire, evolve and retain talent the manpower within
TUI.
 This can help to employee for improving the performance and developing skills in
relation to increasing the consumer satisfaction in Travel sector company like TUI.
 The aim of human resource management is to develop capabilities through learning and
performance at the single, procedure and organizations level in the TUI.
1.2 Develop the human resource plan on the analysis of supply and demand for selected travel
and tourism business
Human resource is the procedure which relates to the identification of present and
upcoming requirement of human resource in company for accomplishing their objectives and
goals (Collings, Wood and Szamosi, 2018). Human resource plan well-advised suitable supply
and demand with present systematic needs in it. As per the supply and demand for selected travel
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and tourism business, it is necessary to human Resource manager aligned to business needs that
demonstrate in following ways:
Aligning business and HR needs: It is the needed to align the human resource needs
which is aligned with the business. It is necessary to demonstrate business objectives that align
with internal capacities to achieve the objectives. In this context, TUI has goal to raise their
productiveness and profits which help to deliver positive value to consumer. Thus, TUI requires
focusing on maintain strong core competencies that is related with system or procedure.
Developing HR strategy: After that, it is necessary to develop the HR strategy through
HR needs as per the demand and supply of business. In-depth knowledge and understanding of
the business goals and model can determine expected threats and chances that aids to assess
quantity and quality needed by company. It is normally turned into determine key elements in
human resource strategy that aids to give want for success (Benn, Edwards and Williams, 2018).
Organization performance: After that, it is the necessary to determine the performance
of organization as per the demand of business. It is the procedure which aids to achieve goals and
objectives which descent and handled across the TUI. It assists to give link and reasons in
various business actions. In this context, it can be assessed that there is the largest chances
which aids to earn business success which raise reputation and contribution in the company.
Strategic Resourcing: After that, it is necessary to strategic resourcing the for fulfilment
of demand of business. It can be expressed that strategic resourcing helps to work well with
resourcing strategies in relation to achieve desired level of consumers. It undertaken with key
roles and duties which demonstrate abilities and knowledge that required to work for delivering
services in effective manner. As the outcome, TUI technical abilities, team work, leadership
skills, communications etc.
Organizational Development: If the strategic resourcing give effectiveness within the
company development strategy, it states mode in which team decide modification which are
necessary for development. Normally, these responses work at all levels, so that it needs close
investigation with strategic abjuratory.
Organizational Culture: It is the also necessary to improve the culture of organization
which help to fulfilment of demand and supply of business. Culture is normally determined to do
things in appropriate manner. Within TUI, direct outcome of the raised competition in goods,
quality, prices and packaging. Human resource team is nearly related to take initiatives with
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knowledge and determine new behaviour by which competitive advantage will be gain with
improved services.
TASK 2
2.1 Assess the current state of employment relation with service sector perspective
The employment relationship is the legal link among employers and workers. It exists
when an individual perform work or service under certain situations in return of payment.
Employment relationship determined which interactive rights and compel are made among
employee and employers in the travel and tourism section. It has been and continue the main
medium through that employees gain access to the rights and profits linked with employment in
the field of labour law and social security (Haneda and Ito, 2018). The existence of employment
relations is the situation which defined the applications of labour and social safety regulations
addressed to workers. It is the key point of references for finding the nature and extent of rights
and obligations towards their workers. For building strong relationship with employees, TUI
conduct different training programs, flexible working environment, rewards management
programs etc.
Flexible working environment:
It is the important aspect for building the relationship with the employees in the
company. TUI needs to make sure that create and maintain healthy and flexible working
environment which can help to effective consumer services and employee satisfaction within the
company. With this, employees are effectively working and performing in relation to provide the
appropriate service to the consumers in the travel company.
Employee Loyalty and commitment:
It is the also essential aspect in terms of enhancing and build strong relationship of
employees in the service sector organization like TUI. HR trainee needs to raise loyalty and
commitment of employees which help to increase consumer satisfaction and their expectation in
terms service of TUI. With this, employee loyalty and commitment help to build the strong
relationship between employees and employers in the firm (Namada, 2018).
Training programs:
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Human resource department needs to conduct different training programmes for building
the relationship among the workers and employers within the travel and tourism company such
as TUI. With these programmes, employees are increased the motivation and expectation which
help to build the employee relations in the travel and tourism company.
Employee engagement:
It is the also crucial aspect for building relationship between employees and employers
within the organization. It is necessary to involvement of employees in the process and decisions
making like consumer services, different packages of travel and tourism company like TUI.
Employee engagement help to build strong relationship among them which is more profitable for
company (Horwitz and Mellahi, 2018). Human resource manager make ensure that each and
every employees involve in business activities of firm.
These factors help to build strong relationship between employees and employers in the
firm. Strong relationship aids to improve consumer services, enhance profitability and
productiveness of firm.
2.2 Identify the various employment laws affect management of human resource in the service
sector
For employment and labour rights perspectives, there are many organizations are made
such as International Labour Organization which aim is to promote chances for women and men
to obtain decent and productive work in situation of freedom, equity, health, security and human
self-respect (Papa and et.al., 2018). In this relation to, there are many legislations related to
employment and labour laws and regulations within the travel and tourism company like TUI.
Equality Act, 2010:
This act regulates equal treatment of citizens and workers by simplifying law while
destroying inconsistencies. It is the combination of acts such as Equal Pay Act, 1970, Sex
Discrimination Act, 1975 and Employment Equality Regulations and so on. The equality act also
contains other provisions involving the new concept of dual discrimination. This act protects
those people with determine protected features like disability from unlawful discrimination (Nie,
Lämsä and Pučėtaitė, 2018.). Therefore, HR trainee needs to follow Equality Act in the services
providers like tour operators, travel agent airlines and airports must consider ways of travellers
with disabilities access their services and make reasonable adjustments.
Health and Safety Act, 1974:
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This act sets out the regulations and its directives making it mandatory for the employers
to perform their responsibilities towards the workers and members of the public. Also, Health
and Safety Commission keeps the regulations under review and initiates study as and when
situations arises where regulation is not functioning well. This act develop industry-wide
guidance for accommodation suppliers on well-being and safety good practices (Olson and
et.al., 2018). Therefore, HR trainee needs to follow this act for taking care of health, safety and
security of employees, travellers and other people in the travel company like TUI.
Data Protection Act, 2018:
This act states that the travel are not allowed to disclose any information about the
travellers residing or have been consumer of the tour company like TUI. The data must have
been secured and destroyed after specific time period. Data Protection Act, 2018 act replaces
1998 Data Protection Act and introduce new regulations on processing and safeguarding
personal data and information (Meyer and Xin, 2018). This act regulates ways of utilizing the
personal information and requires businesses to comply with rules good information handling.
Therefore, HR trainee needs to understand all the regulations relating to employment and
labour for taking care of traveller and employees with the travel and tourism company like TUI.
TASK 3
3.1 Discuss job description and person specification by identify the job title
Job description :
It is the document which describes the general activities and other related responsibilities
of position. It can be specify the functionary to whom the position reports, specification like
qualification or abilities required by the person in the job and salary range.
JOB DESCRIPTION
Job Title Travel Manager
Date 16-04-2019
Company Name TUI
Job Summary:
Travel manager to research, plan and arrange trips for both in-house and external clients. Travel
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manager to do more than sell travel and tour packages, truly listen to every clients and make
customized path which exceeds expectations.
Job Responsibilities:
 Provide assistance and direction to consumers as required to procure needed travel
documents such as visas, health certificates and passport.
 Sell travel packages often to individuals and groups by listening to consumer's
preferences and travel objectives as well as utilizing knowledge of destination and
locations. Support customers as required during situations with travel providers, services,
accommodation and tour companies by utilizing norms resolution protocol and
interacting effectively with relevant parties.
Job Skills and Qualification:
 Excellent communication, people and negotiation abilities.
 Great time management and multitasking abilities.
 Travel institutes certification, work experience in hospitality industry.
 High school diploma.
 Proficiency with MS word and Excel and general computer literacy.
Person specification:
It is description of the qualification, abilities, experience and knowledge as well as other
attitudes that candidate must possess to act to job responsibilities. The specification can be
derived from the job description and kind of foundation for the recruitment procedure.
PERSON SPECIFICATION
Job Title Travel Manager
Date 16-04-2019
Company Name TUI
The candidate has previous experience in travel industry specially selling coach tour and
holidays and have experience in consumer services and sales.
Qualification Essential Desirable
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Travel institutes certification √
work experience in hospitality industry √
Trainee in travel company √
Skills and Knowledge Essential Desirable
Communication skills √
Information technology skills √
Time management ability √
Consumer services ability √
Excellent Presentation skills √
Great knowledge Microsoft office √
Summary:
Prepared by:
Title: Travel Manager
3.2 Compare the selection process of selected travel and tourism business with another service
business
Selection process can be determined as the procedure of choosing and short-listing of the
suitable candidates with necessary qualification and abilities set to fill the vacancies in the
company. The selection process varies from industry to industry, firm to firm and even between
division in similar firm. In the TUI, the recruitment and selection procedure consist of inter-
related stages within the firm.
Step: 1 Identifying company needs
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First of all, HR manager of TUI needs to identify the staffing needs when staffs are
leaving and fill the job position. If existing position is filled, so that finding set of old job details
and reproducing them.
Step: 2 Job Description
It is the second step which is having completed job analysis, job description can be
written and areas of duties (Know the stages of recruitment and selection in travel and tourism,
2018). In travel business, it involves the travel certification as qualification which is necessary to
have in candidates.
Step: 3 Person specification
Companies also draw up person specification which is also called as job or person
specification that give details of the ideal person for job in terms of abilities, character and
previous experience and qualification. In the travel company like TUI, person needs technical
skills and consumer service abilities in hotel sector.
Step: 4 Recruitment advertising
This activity can focus individual on internal candidates or can be opened up to outside
applicants. There are many ads channels for travel and tourism jobs like localised newspaper that
is Guardian (Brewster, Mayrhofer and Farndale, eds., 2018).
Step: 5 Short-listing
Travel and tourism companies normally ask for CV and covering letter from prospective
candidates instead of sending out job application form. For hotel jobs, candidates needs to hotel
management course, MSc in leadership and hotel management as qualification. For travel jobs,
travel certification as qualification which is required by candidates.
Step: 6 Interview and Testing
It is the important step in selection process in both the industries. For travel jobs,
candidates needs to any kind of informations relating to travel and tourism sector. For hotel jobs,
applicants requires to any kind of info relating to hotel management and sector (Huemann,
Keegan and Turner, 2018).
Step: 7 Offers of employment
If the interviewer panel of both companies are sure, so that they are written formal letter
for appointment to the candidates. The successful applicants will be invited to reply in writing
which they accept the offer the jobs in the both company.
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Step: 8 Induction
It is essential to maintain strength of selection process by giving the successful applicant
with structured induction to the organization either hotel or travel and tourism.
Selection process of hotel:
Step: 1 Identifying company needs
First of all, HR manager of hotel needs to identify the staffing needs when staffs are
leaving and fill the job position. If existing position is filled, so that finding set of old job details
and reproducing them.
Step: 2 Job Description
It is the second step which is having completed job analysis, job description can be
written and areas of duties and hotel management course as qualification in the hotel industry.
Step: 3 Person specification
Companies also draw up person specification which is also called as job or person
specification that give details of the ideal person for job in terms of abilities, character and
previous experience and qualification. In the hotel sector, an individual have the hotel
management skills and knowledge.
Step: 4 Recruitment advertising
This activity can focus individual on internal candidates or can be opened up to outside
applicants. In hotel sector, many of employment agencies specializing in hotel business.
Step: 6 Interview and Testing
It is the important step in selection process in both the industries. For hotel sector,
candidates needs to any kind of informations related to hotels.
Step: 7 Offers of employment
If the interviewer panel of both companies are sure, so that they are written formal letter
for appointment to the candidates. Therefore, HR manager needs to give the offer letter for any
kind of hotel job role if they are agreed.
Step: 8 Induction
It is the necessary to provide the induction to developing all kind of knowledge about the
job role and working of hotel.
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TASK 4
4.1 Training and development function and its contribution to the effective operations of the
business
Training and development procedure is aid to improve the execution of workers at the
travel and tourism organization like TUI. Training and development is one of key human
resource function (Boon and et.al., 2018). Most of the companies look at training and
development as integral part of human resource development action. There are many functions of
training and development such as career planning, compliance, research, leadership and
orientation. This can help to employees for developing skills and competencies in relation to
contribution in the effective operations of TUI.
Types of training and development:
There are two types of training and development methods such as on-the-job and off-the-
job training methods.
Off-the-job training method
This training method means to adopt for the development of workers away from the area
of job which are called as off-the-job training methods. This involves the different methods that
are role play, business games etc.
 Roles Plays: It is the modes to provide training to their workers. Employees are played
the roles of their superiors and another management person in the TUI (Banfield, Kay
and Royles, 2018).
 Business Games: This management is made the conditions for the workers and they are
solved that. This aids to workers of TUI to develop their decision making skills.
On-the-job training method:
This training method is referred training at the times of work. This training method is
given the practical knowledge of work as well as job roles. This involves different methods such
as coaching, job rotation and so on.
 Job instruction: It is the procedure where management and trainer are provided the step
by step direction for the job roles and explain the work. This aids to workers of TUI to
gain proper knowledge of work (Bailey and et.al., 2018).
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 Job Rotation: It involves movements of trainee from one job to another for increasing
than other previous and job knowledge. This aids to management of TUI to provide
impressive and best training to their workers.
Benefits of training and development:
With effective training and development, trainee and other employees easily running the
operations and activities of travel and tourism company like TUI.
 With training, TUI has benefited such as increased image and decrease employee
turnover within the business.
 It is effective for adopting the new technologies and methods for work. This aids to
develop employee performance and profits of TUI.
 With training, employees are more motivated for doing work and also ready to provide
their hard contribution to accomplish objectives of travel and tourism company like TUI
(Chelladurai and Kerwin, 2018).
 With training and development, employees and trainees develop and improve skills and
competencies for easily running the operations and activities of travel and tourism
company like TUI.
CONCLUSION
This report has summarised that importance of HRM which includes facilitates
professional growth, strong relations and improve the economy within travel and tourism
business. It can be concluded that human resource plan on the analysis of supply and demand
which includes aligning business and HR need, developing HR strategy, strategic resourcing and
organizational culture in the firm. It can be discussed that different employment legislations such
as equality act, 2010, health and safety act, 1974 and data protection act, 2018 which are utilised
in travel and tourism sector business. Furthermore, report has completed that selection process
which is beneficial for effective workforce planning within the hotel and travel as well as
tourism company.
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REFERENCES
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Oxford University Press.
Benn, S., Edwards, M. and Williams, T., 2018. Organizational change for corporate
sustainability. Routledge.
Boon, C. and et.al., 2018. Integrating strategic human capital and strategic human resource
management. The International Journal of Human Resource Management. 29(1). pp.34-
67.
Brewster, C., Mayrhofer, W. and Farndale, E. eds., 2018. Handbook of research on comparative
human resource management. Edward Elgar Publishing.
Chelladurai, P. and Kerwin, S., 2018. Human resource management in sport and recreation.
Human Kinetics.
Collings, D. G., Wood, G. T. and Szamosi, L. T., 2018. Human resource management: A critical
approach. In Human Resource Management (pp. 1-23). Routledge.
Haneda, S. and Ito, K., 2018. Organizational and human resource management and innovation:
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Policy. 47(1). pp.194-208.
Horwitz, F. M. and Mellahi, K., 2018. Human resource management in emerging markets.
In Human Resource Management (pp. 337-357). Routledge.
Huemann, M., Keegan, A. and Turner, R., 2018, September. Human Resource Management in
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Meyer, K. E. and Xin, K. R., 2018. Managing talent in emerging economy multinationals:
Integrating strategic management and human resource management. The International
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Namada, J. M., 2018. Organizational learning and competitive advantage. In Handbook of
Research on Knowledge Management for Contemporary Business Environments (pp. 86-
104). IGI Global.
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Nie, D., Lämsä, A. M. and Pučėtaitė, R., 2018. Effects of responsible human resource
management practices on female employees’ turnover intentions. Business Ethics: A
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Olson, E. M. and et.al., 2018. The application of human resource management policies within
the marketing organization: The impact on business and marketing strategy
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Papa, A. and et.al., 2018. Improving innovation performance through knowledge acquisition:
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Online
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