BMP4006 People and Performance: Recruitment and Staff Development

This report outlines a recruitment strategy and three-month staff development plan for a Business Travel Consultant at Crystal Travels. It includes a job description, person specification, and job advertisement designed to attract suitable candidates. The recruitment strategy focuses on proactive planning to secure the best talent, involving goal definition, needs forecasting, and value proposition development. The staff development plan aims to enhance the new starter's skills, focusing on networking, leadership, analytical research, and presentation skills, with the ultimate goal of developing them into a sales manager. The document also provides a rationale for the choices made in designing these materials, emphasizing the importance of considering geographical location, recruitment campaign effectiveness, candidate skills, assessment utilization, and job attractiveness. The report concludes that strategic planning in recruitment and employee development is crucial for organizational success. Desklib offers a wealth of similar resources for students.

BSc (Hons) Business Management
BMP4006 People and Performance
Assessment 2
Recruitment Documents
Semester 2
Submitted by:
Name:
ID:
Contents
0

Table of Contents
INTRODUCTION.....................................................................................................................2
A job description and person specification for the Business Travel consultant........2
A job advertisement to help you in recruiting the Business Travel consultant..........2
A plan outlining your recruitment strategy for obtaining the best candidate..............3
A three-month staff development plan for the new starter............................................3
CONCLUSION.........................................................................................................................4
APPENDIX................................................................................................................................6
Rationale for all the choices that have been made in the design of the above
materials...............................................................................................................................6
1

INTRODUCTION
The term "people management" refers to a collection of procedures that
include all facets of how employees perform, interact, participate, and develop at
work. Engagement, participation, and other crucial elements of the talent
management can all be directly impacted by effective people management.
Companies are beginning to take personnel necessary to keep in mind because,
simply put, it is what transforms a negative employee experience into a positive one
(Reif and et. al., 2022). In light of the strategic mapping of the organization, this
research focuses on the selection and recruitment process at Crystal Travels.
MAIN BODY
A job description and person specification for the Business Travel consultant.
A passionate traveler is what Crystal Travels is searching for in a travel
consultant. The job position holder will be in charge of soliciting and making travel
arrangements for customers (people or industries) (Samdin and et. al., 2022). The
objective is to raise satisfaction and amass a growing, devoted clientele. The
following would be the job requirements:
o Address unanticipated problems and complaints, as well as decide who is
eligible for a refund of money.
o Provide passengers with relevant information and practical travel/vacation
materials (controllers, plans, event programmers and etc.).
o Do a price, customs, weather, reviews, and other research on various
vacation destinations and modes of transportation.
o Create campaign content and use marketing strategies to promote scheduled
or customized travel packages.
o Assemble payments and balances.
o Plan a trip from start to finish, including reserving lodging and conveyance,
flight bookings, etc.
A job advertisement to help you in recruiting the Business Travel consultant.
REQUIREMENTS AND SKILLS
o English language expertise; additional language proficiency is a plus.
o A career in management, hospitality, travel, or a related field.
2

o Excellent sales abilities and a focus on the needs of the customer.
o Proficient understanding of travel-related software.
o Clear collaboration, persuasion, and presentation skills.
o Valid job experience as a travel advisor.
o Personalized travel expertise is appreciated in applicants.
A plan outlining your recruitment strategy for obtaining the best candidate.
A recruiting process is a clearly defined approach to luring, selecting, and
integrating the ideal candidates. Crystal Travels will get more proactive when it
comes to hiring with adequate planning, leading to better recruits, lower expenses,
and fewer course of the most recent scrambles to recruit and retain (van de Ven,
Boardley and Chandler, 2022). A carefully thought-out recruitment strategy will
concentrate on efforts to create the optimal talent pool. The following actions must
be completed in order to create a successful succession plan:
o Appropriate definition of the determined goals.
o Forecasting and planning of the future needs of hiring.
o Clearance in regards to the type of candidates the Crystal Travel would want
to attract.
o Revisiting in terms of the employee value proposition.
o Development of the sourcing strategy for the company.
o Continuous refining of the selection process.
A three-month staff development plan for the new starter
Employees can improve both personally and professionally with the aid of an
effective instrument called an employee development plan. Plans for career
development assist teams in achieving organizational objectives and maintain their
motivation, effectiveness, and success (Yang, Lai and Nimri, 2022). Plans with clear
steps encourage employees to improve their abilities, be more productive, learn new
things, and broaden their networks. Thus, Crystal Travels can build a case study for
this development strategy.
Name of the employee xxxx
Date 24/09/22
Present position in the company Business travel consultant
3

Present-day strengths Good communication skills, relevant
knowledge of the software and possess
customer-oriented approach
Need or scope of development Work upon the appropriate skill
acquirements to become the sales
manager such as the, leadership
quality, experience with the logistics and
head strong with the department.
Professional goal of the employee Sales manager of the company
Steps to be taken for the 1st month Networking within and outside the
company.
Steps to be taken for the 2nd month Learn how to lead the team.
Steps to be taken for the 3rd month Work upon the analytical researching
and presentation skills.
CONCLUSION
An inference can thereby be made, that it is quite imperative to work upon the
strategical mapping of the selection and the recruitment process before its
augmentation to prevent the scope of mishaps in terms of the employee
performances. The specifications in terms of the actual requirements for the job is
thereby necessary in order to employ the best fits for the job position. Employees
may never reach their full potential until you first learn how to establish performance
goals, clearly communicate expectations, identify the gaps between where an
employee is today, the gains that are needed, and design a plan for how to get there.
The companies should thereby focus upon the process with significant detailing.
Also, the career development plan of the employees must also be taken into
consideration to give the best available scope of growth to the personnel.
4

REFERENCES
Books and Journals
Agarwal, S., Kumar, S. and Adichwal, N.K., 2022. Effect of marketing strategies on
the market performance and a comparative study of online travel agencies in
India.
Journal of Public Affairs,
22(1), p.e2381.
Alhothali, G.T., Mavondo, F. and Elgammal, I., 2022. Sustainability of religious travel
and tourism: a profile deviation perspective.
Journal of Islamic Marketing,
(ahead-of-print).
Hossain, S.F.A., and et. al., 2022. Technology-Based Tourism Development
Mechanism in China with Events, Festivals and Fairs. In
Technology
Application in Tourism Fairs, Festivals and Events in Asia (pp. 261-278).
Springer, Singapore.
Lin, Y.C. and Chen, C.M., 2022. How do hotel characteristics moderate the impact of
COVID-19 on hotel performance? Evidence from Taiwan.
Current Issues in
Tourism,
25(8), pp.1192-1197.
Morrison, A.M., 2022.
Hospitality and travel marketing. Taylor & Francis.
Peng, J., and et. al., 2022. Linking team learning climate to service performance:
The role of individual-and team-level adaptive behaviors in travel services.
Tourism Management,
91, p.104481.
Reif, J.A., and et. al., 2022. An employee-centered perspective on business
processes: measuring “healthy business processes” and their relationships
with people and performance outcomes.
Business Process Management
Journal.
Samdin, Z., and et. al., 2022. Travel risk in the ecotourism industry amid COVID-19
pandemic: ecotourists’ perceptions.
Journal of ecotourism,
21(3), pp.266-294.
van de Ven, K., Boardley, I. and Chandler, M., 2022. Identifying best-practice
amongst health professionals who work with people using image and
performance enhancing drugs (IPEDs) through participatory action research.
Qualitative Research in Sport, Exercise and Health,
14(2), pp.199-215.
Yang, E.C.L., Lai, M.Y. and Nimri, R., 2022. Do constraint negotiation and self‐
construal affect solo travel intention? The case of Australia.
International
Journal of Tourism Research,
24(3), pp.347-361.
5

APPENDIX
Rationale for all the choices that have been made in the design of the above
materials.
Before creating the essential elements of the choices process, there are important
considerations that need to be taken into account. The success of your
organization's future depends on selection, which is undoubtedly the most significant
component of HR. By becoming conscious of how such elements may affect the
organization's selection criteria favorably or unfavorably, one may guarantee
receiving qualified candidates who are appropriate for the position and ensuring the
organization's ongoing success (Agarwal, Kumar and Adichwal, 2022). This section
of the study can also be used to explain the notable justifications considered by
Crystal Travels.The geographic location of the candidates – The geographical proximity of applicants
may have an impact on the characteristics of the prospect, as one may be restricting
the diversification of individuals and passing up on top talent if the company is hiring
from a narrow, focused geographic area.The campaigning of the recruitment process – High caliber prospects may be drawn
to or turned away by a recruitment drive. This is dependent on a variety of elements:
If the advertising campaign had been directed to the right audience for the job, if the
marketing was widespread and targeted the right audience, if indeed the party's
campaign message was appropriateThe skills and competency of the candidates – Similar to physical geography,
candidates' levels of literacy vary. This will ultimately affect how well-suited they are
for the position (Alhothali, Mavondo and Elgammal, 2022).The effective and the correct utilization of the assessment – To correctly identify the
target group, it is essential to utilize the appropriate assessment. They run the risk of
being rejected even though they possess the necessary abilities for the employment
if an assessment is inappropriate for the job.Attractiveness and appeal of the position in the Job advert – There are roles that are
more appealing than others. The possibility of recruiting high competence level of the
6

candidates increases with the attractiveness of the position. This can include the
nature of the duties, the benefits, and the organizational culture.
The recruitment strategy was designed in such a manner for Crystal travels,
that it helped the company to actively and functionally select the best fitted
candidates for the job.
o The applicant for the post must have sufficient experience to deal with
everything because travel & tourism is the sector that generates the most
foreign exchange and comprises both large multinational corporations and
department of tourism.
o Under-Graduate degrees, advanced diploma, and master's degree courses in
the discipline are available from a number of colleges and universities. Even
some schools provide remote learning certifications and courses, allowing
applicants to be hired by the sector. Even after passing class twelve, one can
continue with undergraduate studies. After completing a brief training
program, candidates with postgraduate degrees are qualified to be hired for
managerial and administrative jobs by travel companies (Hossain and et. al.,
2022).
o Candidates who have received vocational training are also qualified for
employment if they hold a B Voc degree. There are numerous short-term and
long-term courses in travel and tourism accessible. For instance, a Diploma in
Tour Operations & Destination Management qualifies someone for fieldwork
by enhancing their knowledge and suitability.
o In addition, prior to hiring, it is important to verify that potential employees are
knowledgeable about computerized reservation processes, airline tickets,
conversational fluency, ability to deal with foreign exchange, travel company
governance, and geographic understanding of travel and tourism. Each one of
these skills are essential for employment.
o They should be knowledgeable about many facets of the travel industry as
well as worldwide culture. In particular, when handling high volumes of
business, they should be able to guarantee customer pleasure. For them to
manage everything well while utilizing their interpersonal abilities, confidence
is a crucial attribute (Lin and Chen, 2022).
7

An employee development plan for Crystal Travels staff is a roadmap for
coordinating individual and organizational objectives while outlining specific
strategies for achieving each objective. Because they clearly define each employee's
expectations, employee development plans are advantageous to both the staff as
well as the for the company. Employees can also designate specific professional
milestones or goals they want to reach and measure their advancement as they work
toward achieving those milestones. Apart from that, organization's training strategies
can help your firm thrive and grow (Morrison, 2022). Additionally, people prefer to
work for companies that care about their development. Employees like working for
the company more when they are confident that they have their best interests in
mind. As a result, the workforce retention rate will increase, and the teams and
working relationships will become stronger. The crucial elements of an effective staff
development strategy include:
o Providing a challenge for the staff: An effective strategy encourages workers
to sharpen their abilities, expand their knowledge, and develop self-assurance
in their jobs.
o Assessment: Create distinct, quantifiable measures of development and
achievement. Set due dates, benchmarks, and deliverables.
o Sustenance and assistance: Resources for support that will assist staff in
achieving objectives should be included in the plan. This can involve funding
for education, mentoring arrangements, training programs, and other tools
(Peng and et. al., 2022).
8

9