Thomas Cook Employee Development: Pathways to Career Advancement (L01)

Desklib provides past papers and solved assignments for students. This presentation details professional development at Thomas Cook.

Poster to use it as staff induction, and raise awareness of the professional and personal
development within Thomas Cook (L01)
Part 1 (P1 & P2)
1. Personal and Professional
development (PPD)
PPD aim is to help development so that it can be
managed on growth and learning for people’s career.
It is desirable to learn and develop skills with
knowledge, so that it can remain up-to-date and
ensure the work safely. As Professional growth is
meant for gaining new experience and skills, it could
play a desirable role towards the growth of major
employees (Boyer et al. 2014). While it can also help
to enhance in managing budget, for larger projects or
raising a profile by leading a sales presentation or
public speaking
Images
3. Skills and
competencies
anticipated by Thomas
Cook for different roles, Images
.
2. Importance of ongoing
development for employees and
Thomas Cook
References
Ongoing development for employees in Thomas Cook is required,
as professional development helps to maintain staffs and enhance
knowledge for delivering a professional experience. The staffs
can advance in their career to manage and lead others.
Development and training can also help to ensure the staffs,
which feel compliant when working with latest regulations. Since
Thomas Cook is a cooperative travel agency in UK, they have
21,000 employees working for them to pace up good
opportunities in future (Thomascook.com, 2019). The ongoing
development is required, as it will help to embrace possibilities
for employees having holiday benefits, or allowances depending
on how long they are working. Career development in Thomas
Cook finds numerable possibilities so that they can embrace
possibilities for the company’s new programs leading to
generation of profits. Thus, development and training can try to
increase confidence of employee’s role, so that they can find a
greater satisfaction level.
a. Sales Consultant
The skill of a Sales Consultant in Thomas Cook is to achieve motivation when driven with the success
metric towards goal attainment. The key is to account on emotional stability so that they do not find
any stressful situations. Emotional intelligence also works for them, so that they can find motivations
to “real people” (Brydges and Butler, 2012). As a Sales Consultant in Thomas Cook, it is also
permissible to know the customer service skills, which can out customer at the heart to meet the
desired needs. While these will be transferable to varied job roles, to make a flying start to his/her
career.
b. Assistant manager
For assistant manager, it is important that one coaches, develops and mentors team of the Sales
Consultant to ensure customers do everything. The major skills that the assistant manager will choose
will be interpersonal, analytical, negotiation and communication skills. The role would allow gaining
experience, so that managerial possibilities could gain enough guidance and support of a Cluster
manager. It will certainly portray on-going development, and have a good future of career
opportunities in the retail network (Shaffer and Thomas-Brown, 2015). However, the best part is to
find flexible benefit packages, so that there can be enough chances in industry leading training or other
exciting educational visits.
c. Cabin Crew
If the position of a Cabin crew is successful in Thomas Cook, it will just take 4-5 weeks that is
designed to assess the knowledge for the job. On passing initial training, the cabin crew will be
assisted on-board experience will the experienced ones. Now, the desired skills required to
become a Cabin crew should first ensure comfort and safety first, while travelling on a
certain flight (Zepeda, 2013). While the airline industry tends to attract women more,
mainly in the senior roles as the cabin crew attendants.
Boyer, S.L., Edmondson, D.R., Artis, A.B. and
Fleming, D., 2014. Self-directed learning: A tool
for lifelong learning. Journal of Marketing
Education, 36(1), pp.20-32.
Brydges, R. and Butler, D., 2012. A reflective
analysis of medical education research on self‐
regulation in learning and practice. Medical
Education, 46(1), pp.71-79.
Shaffer, L. and Thomas-Brown, K., 2015.
Enhancing teacher competency through co-
teaching and embedded professional
development. Journal of Education and
Training Studies, 3(3), pp.117-125.
Thomascook.com. (2019). Thomas Cook |
Package Holidays, City Breaks, Hotels and
Flights. [online] Available at:
https://www.thomascook.com/ [Accessed 11
Feb. 2019].
Zepeda, S.J., 2013. Professional development:
What works. Routledge.