Analysis of Employability Skills and Strategies for Travelodge Hotel

Desklib provides past papers and solved assignments. This report analyzes employability skills and strategies for Travelodge.

Employability Skills in Travel and
Tourism Management

TABLE OF CONTENTS
Introduction......................................................................................................................................1
Task 1...............................................................................................................................................2
1.1 Develop a set of own responsibilities and performance objective........................................2
1.2 Evaluate own effectiveness against defined objectives (M1) (D1).......................................4
1.3 Make recommendations for improvement (M1) (D1)...........................................................5
1.4 Review how motivational techniques can be used to improve quality of performance (M3)
.....................................................................................................................................................6
Task 2...............................................................................................................................................8
2.1 Develop solutions to work-based problems (D3)..................................................................8
2.2 Communicate in a variety of styles and appropriate manner at various levels (M3)............9
2.3 Identify effective time-management strategies....................................................................10
Task 3.............................................................................................................................................11
3.1 Explain the roles people play in a team and how they can work together to achieve shared
goals (D1)..................................................................................................................................11
3.2 Analyse team dynamics (D1)...............................................................................................13
3.3 Suggest alternative ways to complete tasks and achieve team goals (M3) (D1) (D3)........15
Task 4.............................................................................................................................................16
4.1 Evaluate tools and methods for developing solutions to problems (M1) (D1)...................16
4.2 Develop an appropriate strategy for resolving a particular problem (M1) (D1) (D3).........17
4.3 Evaluate the potential impact on the business of implementing the strategy (M1) (M3)
(D1)............................................................................................................................................18
Conclusion.....................................................................................................................................19
References......................................................................................................................................20

LIST OF TABLES
Table 1: Recommendations for improvement.................................................................................5
Table 2: Formal letter......................................................................................................................9

LIST OF FIGURES
Figure 1: Travelodge hotel...............................................................................................................1
Figure 2: HR responsibilities...........................................................................................................2
Figure 3: Maslow motivational theory............................................................................................6
Figure 4: Belbin team theory.........................................................................................................12
Figure 5: Tuckman’s' Theory.........................................................................................................14

Introduction
Every organisation wants skilled and qualified employees who will effectively deliver their
services in the market. On the basis of the employee's skills, it becomes easy for the organisation
to maintain its performance in the market and achieve competitive benefits. Travelodge hotel
based in the UK provide accommodation services to their guest, but they are currently facing
internal and work-based problems. The report will suggest some of the strategies through which
they can improve employee’s performance and their contribution to the business activities to
improve their hospitality services.
Figure 1: Travelodge hotel
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Task 1
1.1 Develop a set of own responsibilities and performance objective
Travelodge is the hospitality organisation based in the UK and provides accommodation services
to their guest. As the HR officer of Travelodge following is my responsibility and performance
objectives:
HR officer responsibilities
My responsibility as the HR officer is to conduct the recruitment and selection process so that
qualified, skilled and the eligible candidate will be hired for providing hospitality services of
Travelodge. As the HR officer, my responsibility is to plan some events and programs in which
all the departments can participate through which interrelationship will be also be maintained
(Solnet et al, 2015). I need to follow the employment legislation related to equality,
discrimination etc. so that teamwork spirit among the employees can be managed. It is my
responsibility to handle decisions regarding team development and problem-solving.
Figure 2: HR responsibilities
(Source: http://april.mydearest.co/duties-of-hr-manager/, 2019)
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HR officer performance objective
To attain my responsibilities as the HR officer of Travelodge it is essential for me to set my
performance objective which helps me to maintain a positive environment at the workplace. I
need to monitor the performance of the employees regularly and on that basis organise the
training sessions so that lacking areas can be improved. By the performance monitoring my
objective is to motivate the employees by providing bonus, incentives and salary increments. My
objective is to improve the communication process within the organisation and for this I need to
conduct some training events (Mackenzie and Peters, 2014). Management is my main objective
and for this, I need to use the rating method so that the current status of the employees can be
identified for their performance appraisal.
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1.2 Evaluate own effectiveness against defined objectives (M1) (D1)
I am as the HR officer of Travelodge mainly responsible for the maintenance of employee’s
performance so that the quality of outcome can be generated. According to the performance
objective, it is important for me to evaluate my performance on a regular basis so that lacking
areas can be identified. It is essential for me to take part in the teamwork and group discussions
and understand the importance of Travelodge policies, regulations and rules to maintain the
positive culture (Hodari and Sturman, 2014). By participating in the discussions it will become
easy for me to analyse the current problems in the policies and as per that new policies and
procedures can be framed.
For conducting the recruitment and selection process, first I need to frame test so that the skills
of candidates can be tested. I mainly use digital communication channels such as- email, online
testing, phone interviews etc during the interview so that I can save my time and Travelodge
money. I always try to encourage my employees and motive them to improve their skills for their
development and Travelodge benefits (Zvyagintseva and Avramenko, 2015). I also monitor the
employment laws effectiveness in the organisation so that internal issues can be avoided.
M1: Judgement and demonstration
I mainly focus on employee retention and for this, I use motivational techniques such as- salary
increment, rewards, bonus etc. through which performance of employees will be improved.
Currently, Travelodge is facing work based issues but by following the motivational and
performance management strategies the problems can be managed (Hodari and Sturman, 2014).
D1: Conclusion
On the basis of the findings, it is analysed that my communication skill is effective through I can
involve all the employees including me in the group discussions which increase the teamwork in
Travelodge. On the other side, my leadership skill is moderate because sometimes it becomes
difficult to motive all the employees which generate internal problems.
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1.3 Make recommendations for improvement (M1) (D1)
Table 1: Recommendations for improvement
Skills in me Present status Suggestions
Leadership Average To improve my leadership skill, I need to set a target
for my team and guide them to achieve the target.
Use motivational techniques to encourage the
employees to like- rewards, bonus and incentives
(Paadi, 2014).
Communication Very good My written and verbal communication is very good
as I regularly interact with my fellow members and
share my views with them. To improve more it is
important for me to focus on verbal communication
so that confidence level also gets increased.
Problem solving Good Somehow I am lacking in identifying the problems
in Travelodge due to which work based problems
are facing. It is important for me to improve my
critical thinking and observation skill so that risk
can be managed (Hertzman et al, 2015).
Self development Average My participating in the group discussions and
programs of help will help me to increase my self-
confidence.
M1: Judgement and demonstration
As the HR officer it is essential for me to analyse the employee’s skills and on that basis, I need
to set the objectives. With the discussion, it is also recommended that with the proper
communication channels the HR officer of Travelodge can remove the communication gap from
employees and improve interrelationship (Hertzman et al, 2015).
D1: Conclusion
My responsibility as the HR officer is to increase employee’s participation in the decision
making by using the Participative leadership skill to improve my leadership skill. This will help
me and my organisation to enhance employee’s efficiency level towards Travelodge activities.
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1.4 Review how motivational techniques can be used to improve quality of performance (M3)
Following are the motivational techniques and tools that can be used by HR officer to improve
the employee’s performance quality in Travelodge:
Motivational theories: Apply Maslow motivational theory in Travelodge by HR officer so that
basic requirements and needs of employees can be analysed. Maslow theory will help HR officer
to analyse the social, physiological, esteem, safety and self-actualisation needs of their
employee’s. Travelodge and HR team can fulfil their employee’s basic needs through this theory
and increase their job satisfaction which helps Travelodge to achieve their contribution and
commitment of their employee’s in business activities (Šimková and Holzner, 2014).
Figure 3: Maslow motivational theory
(Source: http://www.strategosinc.com/maslow_hierarchy.htm, 2019)
Rewards and incentives: Performance appraisal is important for increasing the employee’s
motivation through which quality of working efficiency and Travelodge services will be
improved. The HR officer needs to provide monetary benefits and non-monetary benefits to their
employees from their performance. With the help of providing a bonus, salary increment and
other rewards the HR officer can appreciate and acknowledge their employee’s hard work and
efforts. This will improve the employee’s working efficiency and that reflects on Travelodge
overall outcome (Ganta, 2014).
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Self-motivation: If HR officer provides a healthy and positive working environment to their
employees then this will provide self-motivation to them and that automatically increase their
performance outcome. Higher authorities support and encouragement will increase the self-
confidence of the employees. This type of motivation also increases the quality of performance
and improves hotel internal culture.
M3: Presentation and communication
The above discussions findings have presented that the Travelodge hotel is currently facing
work-based problems in which interpretation problems and communication gap is analysed
(Ganta, 2014). This has also put an impact on the employee’s performance and business
functions but with the help of the written and verbal communication channels such as- email,
fax, phone, online conferences etc. can increase transparency between Travelodge departments.
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Task 2
2.1 Develop solutions to work-based problems (D3)
Interpretation problems and communication gap are the major work based problems that are
facing by Travelodge organisation and their managers. This problem can be resolved by adopting
the practice of problem solution cycle because this cycle will provide effective recommendations
and problems from the issues identified. To solve the work based problems from the Travelodge
organisation it is essential to identify the employee’s skills and on that basis distribute the roles
separately to them (Grobelna, 2015). Work-based problems facing by Travelodge is occurred due
to their wok clashes which create internal conflicts between the employees. By changing and
modifying the functions and activities of the hotel it will become easy to reduce these types of
problems. By using formal or informal communication lines the gap of interaction from the
departments can be reduced.
Work-based problems like- interpretation and communication gap in Travelodge is affecting
because of the unskilled and inexperienced employees which create problems to provide quality
of hospitality services. Travelodge employees are not satisfied with their job and that pressure on
them to complete the task. This type of problem will be solved by involving employees in
decision making by taking their feedback and suggestions for further business actions (Jackson,
2015). By providing financial and non-financial growth will also motivate them and improve
their efficiency level. Implementation of these solutions at the Travelodge workplace can avoid
the employee’s turnover.
D3: Demonstrate lateral, creative and convergent thinking
With the above discussions it is analysed that due to the internal problems it becomes difficult
for Travelodge to maintain their employee’s interest at the workplace, but with the help of the
creative ideas, communication strategies and employees involvement can help them to increase
employee’s job satisfaction. Written and verbal communication through the internet, email, fax
and phones also help to reduce the communication gap between all the departments of
Travelodge.
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