UK College Travel and Tourism Business Toolkit Report - 2018/19

This report examines talent acquisition and retention strategies within the travel and tourism industry, with a particular focus on British Airways. It explores the challenges faced in sourcing and retaining skilled employees, including issues like background screening and monetary dissatisfaction. The report delves into the specific requirements for a revenue manager role, highlighting essential skills such as relationship management, analytical abilities, and creative thinking. Furthermore, it evaluates each stage of the HR life cycle, including recruitment, education, motivation, evaluation, and celebration, and emphasizes the importance of HR in achieving organizational goals. A performance management plan for a revenue manager is presented, along with recommendations for improvement and a conclusion summarizing key findings. References to relevant tourism and sustainability literature are also included.

The Travel and Tourism Business Toolkit

Cover Content
• Introduction
 Overview of the issues in talent acquisition and retention
 Factors to a specific job of revenue manager at British airways
 Evaluation of each stage of HR life cycle and importance of HR
 Performance management plan
• Recommendations and Conclusion
• References

Introduction
Talent acquisition and planning is the process of find out new
employees for fulfil requirements and objectives of an
organization. A HR department can find out new talent for
attaining organisational tasks and goals in particular time.
Talent retention is described as ability of organisation retain
talent employees.

Overview of the issues in talent
acquisition and retention with in the
airline industry
Talent acquisition is the process of finding and acquiring
skilled human labour in airline industry to fulfil requirement
and organizational needs. There are following issues which
is suffered by airline regarding to talent acquisition -
 Sourcing – Due to lack of key skills and increasing competition in
global market, uncovering qualified talent is a discouraging
challenge. British airline can not find out right sources for hire
candidates.

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 Background Screening – It is a critical component of talent
acquisition. Without a standard and efficient approach to
compiling and authentic candidate information and airline
loss their quality management and become vulnerable to risk
and compliance issues.

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Talent retention mention the ability of an organization to
maintain their employees. It can be presented by a simple
statistics. There are mentioned issues which is related to talent
retention in the reference of British airline -
Monetary dissatisfaction – The airline set their salary budget foe
every employee which can be extent but not beyond a definite
limit.

Factors to a specific job of revenue
manager at British airways
 Relationship management – The skill of relationship
management is important skill for revenue managers to
posses for both internal and external stakeholders.
 Competitive nature – Revenue managers according to their
nature enjoy their particular targets and even more so,
exceeding them.
 Analytical skills – Each revenue manager quickly detect
trends of market and identify opportunities which is helpful
for British airline.

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Creative thinking – The revenue manager use their skills for
provide new and creative answer and try to reduce travelled
for problems. They should be encouraged to their employees
and take some strategic risks.

Evaluation of each stage of HR life cycle
and importance of HR
Recruitment – In this cycle business will be start with hiring
the right people. Recruitment decision has played crucial role
in productivity, turn over and growth. In order to achieve
success in the HR life cycle regarding to recruitment phase
there is HR following these points which are mentioned on the
next slide..

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 There is creating a strategic staffing plan in which included
position that will be fill, expectation regarding to employees
and create effective strategy to attract best to the best
employees.
 Evaluation of compensation and advantages for attract new
employees
 Create an interview protocol and in this included written
test and different types of interview requirements.

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Education – In this phase employees can use their education part with
their new position because it used to know their role in company,
expectations and responsibilities. There is including valuable
points to understand this phase which is done by HR -
 Communicate about values and culture of company
 Provide training to new hires for understand their roles and duties.
 Allot a mentor for support their transition

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Motivation – In this phase leaders can focus on retain employees to
develop bond with them in first ninety days. HR can motive to
new employees in effective way like -
 Keeping them engaged, presenting at a higher level and showing
commitment of company.
 There is appreciating to new employee regarding to their work.
 Provide a reason to stay motivated like effective compensation
and benefits.

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Evaluation – In this stage of HR life cycle, a supervisor can measure
of performance of each employee. The reviews are helping to
leaders and employees to know their metrics after then determine
they are fit for right job or not. There is focusing on the following
points -
 Measure performance which is based on facts
 Provide training and professional development to new employees
for achieve organisation's goals and objective.

Celebration
It is last stage of HR life cycle, in this stage thanks to all
employees for their hard work and help to achieve important
milestone. There is also providing gift card, extra paid time off
and motivate to employee in many ways.

Performance management plan
Job Title Revenue Manager
Department Finance Department
Company British Airways
Date 20-02-19
Improvement Objectives Success Criteria Additional
support required
Objective
outcome
There is described those skills which is
analysed for the competition of an
organisation. It is not able to make plan
which is needs to improve in particular
area regarding to future perspectives.
For sort out this
problem, the revenue
manager of British
Airways can provide
training an d many
session in order to
help them for gaining
knowledge as per the
requirement.
In this revenue
manager can study of
different strategies for
provide success to an
organization in order
to gain and study
competitive
advantages.
It will provide help to
revenue manager of
British airline for
develop new skills.

Recommendations and Conclusion
From the above presentation it is recommended that HR life
cycle is important part of an organisation because it will help
to hire new employees for organisation. The manager of
British Airways have to face problems regarding to talent
acquisition and retention. In the each stage of HR life cycle,
manager can evaluate of each phase and try to improve
regarding to new talent.

References
Mowforth, M. and Munt, I., 2015. Tourism and sustainability:
Development, globalisation and new tourism in the third
world. Routledge.
Oppewal, H., Huybers, T. and Crouch, G. I., 2015. Tourist
destination and experience choice: A choice experimental
analysis of decision sequence effects. Tourism Management.
48. pp.467-476.

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