Employability Skills of Travelodge Hotel: A Comprehensive Report

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EMPLOYABILITY SKILLS
Employability Skills of Travelodge
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EMPLOYABILITY SKILLS
Executive Summary
The current report outlines the importance of employability skills required for effective
employment in context to Travelodge Hotel. In the forts part of report, the responsibilities
and performance of managers within Travelodge Hotel are outlined. In the second part, the
problem of communication and recruitment within Travelodge Hotel are identified. A formal
letter to manager and memo to employees that outlines such problems are mentioned within
the report. In the next part, the importance of team dynamics and various roles of team
members are outlined. An induction pack for improving communication within Travelodge
Hotel is mentioned. Finally, various strategies that can be implemented within Travelodge
Hotel for mitigating problems of communication and recruitment and their effects on
organisation are outlined.

EMPLOYABILITY SKILLS
Table of Contents
Introduction................................................................................................................................4
LO1: Determining own responsibilities and performance.........................................................4
AC.1.1 Developing own responsibilities and setting up of performance objectives..............4
AC. 1.2 Evaluation of self-effectiveness pertaining to objectives.........................................5
AC. 1.3 Recommendations for initiating improvement within organization.........................5
AC. 1.4 Several Motivational methods for quality improvement..........................................6
LO2: Development of interpersonal and transferable skills for managers................................7
AC. 2.1 Development of solutions for several problems......................................................7
AC. 2.2 Initiation of communication in different manner with employees............................8
AC. 2.3 Identification of several time management methods................................................9
LO3: Understanding dynamics of work with teams................................................................10
AC. 3.1 Explanation of roles played by employees in a team..............................................10
AC. 3.2 Analysis of dynamic factors within team................................................................11
3.3 Other ways for completing of task and fulfilling goals..................................................13
LO4: Various strategies for solving of problems.....................................................................13
AC. 4.1 Several methods for development of solutions.......................................................13
AC. 4.2 Appropriate strategies for resolving of problem.....................................................14
AC. 4.3 Analysis of impact on business by using strategies..............................................15
Conclusion................................................................................................................................15
References................................................................................................................................16

EMPLOYABILITY SKILLS
Introduction
Personal skills and competencies form to be a critical part within the tourism and hospitality
industry. This is owing to the fact that personal skills such as communication and proper
interpersonal skills help in analysing the demands of the customers and subsequently provide
high quality services to them. Within the assignment, the organisation of Travelodge is taken
into consideration and various aspects of managerial roles are discussed. It is important that
managers within travel and hospitality sector properly identify the problems that are faced by
employees within the workplace. Accordingly, solutions have to be developed in order to
make a hostile working condition as well as initiate personal development of all the
individuals. In addition, the assignment outlines the importance of training and induction for
the employees within tourism organisations and subsequently improve employee turnover
rate.
LO1: Determining own responsibilities and performance
Managerial Title: To provide high quality customer services within Travelodge by
improvement of employees’ performance through appraisals, training, and recruitment
AC.1.1 Developing own responsibilities and setting up of performance objectives
Within the travel and tourism sector, managers play a crucial part for improving performance
of the employees and fulfilling objectives of the hotel. As far as Travelodge hotel is
concerned, the main objective is to provide high quality stay experience to their foreign
customers and subsequently improve their sales and profits (travelodge.co.uk, 2017). It has
been mentioned by vom Brocke et al. (2016), that managers need to establish direct and
indirect relationships with their employees through effective communication skills. In this
context, the managers within the Travelodge hotel have to identify the problems that are
faced by employees through communication channels such as meetings and induction
programs. The fulfilment of objectives have to be the personal responsibility of the managers
and employees have to be designated their proper teams for fulfilling them. In addition, the
employment legislations such as pay scale and safety considerations have to be deployed
within the workplace. This will help employees utilise their full expertise for fulfilling
demands of customers.
The use of motivational theories helps in creating motivation within the employees and
improves their performances. In this context, Maslow’s hierarchy of needs forms to be an

EMPLOYABILITY SKILLS
important motivational theory that are utilised by managers by categorising needs of
employees in five tiers (Teece, 2018). In order to fulfil the basic physiological needs; the
appraisal systems can be implemented. Accordingly, a rise in salary and remunerations
improves the output of work that is exhibited by staffs. Moreover, personal performance
objectives are needs to be provided to employees such as rating systems and feedbacks. This
will help them to analyse their strength and weaknesses and work towards improving their
skills.
AC. 1.2 Evaluation of self-effectiveness pertaining to objectives
Effective Communication: The first quality that needs to be exhibited by managers is that of
effective communication. As the objective of Travelodge hotel is to improve quality of
performance of the employees, the managers have to initiate proper verbal and non-verbal
communication with the employees. As outlined by Hurrell (2016), managers have to refrain
from harsh and demeaning words towards their employees. This would help in improving
their self-esteem and understand the importance of their role within organisation. In addition,
managers are required to maintain proper body language and eye contact while
communicating with their team members. However, it is important that managers utilise their
negotiating skills in order to utilise the expertise of employees towards fulfilment of
objectives set by organisation.
Time management skills: Time management helps in proper completion of all the tasks
within the stipulated time. It has been mentioned by David and David (2016), that prioritising
workload helps to identify the objectives that are more important for the organisation. Setting
up of routines and feasible deadlines within Travelodge hotel will help the managers to
complete all the objectives in an orderly manner than in erratic and haphazard way.
Moreover, proper time has to be allotted for training and induction of all the staffs within the
hotel. This will help them to serve the customers in a proper manner.
Problem solving skills: Managers have to be effective in defining simple solutions for
problems. As far as tourism industry is concerned, there exists several problems such as cost
of services within host nations, in this context, it is important that managers come up with
prompt solutions for solving problems and guiding their employees towards fulfilment of
objectives.

EMPLOYABILITY SKILLS
AC. 1.3 Recommendations for initiating improvement within organization
There are several areas for improvement within Travelodge. Accordingly, SMART
recommendations are provided for fulfilment of objectives.
Specific Measurable Achievable Realistic Time Bound
To improve the
services provided
to customers
within
Travelodge
This is measured
through profits
earned; feedbacks
from customer
have and reviews.
This is achievable
by improvising
services and
including
innovation.
This
recommendation is
realistic as it will
improve reputation
of organisation
within competitive
market and attract
more customers.
8 months
To improve the
retention rate and
turnover rate of
employees
through
appraisals and
training of staffs
This is
measureable by
efficiency of staffs,
feedbacks from
customers and
turnover rate of
employees.
This is achievable
through providing
on the job training
to staffs and giving
them bonus,
remuneration and
appraisals based
upon their
performance.
This
recommendation is
realistic as it will
improve job
satisfaction
amongst
employees and
subsequently their
productivity will
improve.
5 months
Table 1: SMART recommendations for Travelodge
(Source: Learner)

EMPLOYABILITY SKILLS
AC. 1.4 Several Motivational methods for quality improvement
Motivation forms to be an important factor for increasing involvement of employees as well
as utilising their expertise. According to Hertzberg’s Two Factor Theory, an employee
becomes motivated towards work only of the two factors are fulfilled properly namely,
motivation and hygiene (Gerhart and Fang, 2015). Within Travelodge, the motivational
factors include receiving praise and goodwill for work, enjoyment, and development in
career. Simultaneously, hygiene factors include remuneration, salary, and relationship with
colleagues. In this regard, it is important for managers within Travelodge that employees are
provided training regarding changing demands of the customers. This will make them feel
important within organisation and increase motivation. Besides, providing appraisals based
upon performance and increase in salary with experience will help in improving employee
retention within Travelodge. The managers have to outline aims and objectives of the
organisation in a proper manner to the employees (Hur et al. 2016). Moreover, assessment
criteria will act as a self- motivational measure for employees.
LO2: Development of interpersonal and transferable skills for managers
AC. 2.1 Development of solutions for several problems
Several problems are encountered within travel and tourism industry. As mentioned by
Karanges et al. (2015), problem-solving skills include variety of activities such as
identification of problems, quality assurance, and risk management. The two main problems
that are identified within Travelodge are as follows:
Poor Communication: There exists a poor communication channel between employees and
managers within the Travelodge hotel (travelodge.co.uk, 2017). Employees do not have a
proper idea about whom to consult when they encounter any problems. Moreover, many
managers refrain from interacting with the staffs owing to which, they feel hesitant to share
their problems. Meetings and interaction programs in Travelodge are quite infrequent and
prior notice is not provided to the many employees. Subsequently, employees are unable to
provide feedbacks or share their views pertaining to many problems in workplace.
Recruitment and selection: The recruitment and selection procedures of staffs are not
effective. Consequently, many non-qualified individuals become part of organisation and
poor services are delivered to customers. The interview process does not involve any
psychometric tests. This proves to be hurdle regarding analysis of expertise of the candidates.
In addition, a proper job description and analysis is not provided to candidate. As a result, the

EMPLOYABILITY SKILLS
selected candidates do not have proper view of roles and responsibilities. In this context, it is
important that job analysis is initiated proper to recruitment and local HR agencies are
consulted for obtaining qualifies talent pools (Coole et al. 2018).
AC. 2.2 Initiation of communication in different manner with employees
Several communication channels can be utilised within Travelodge in order to improve the
productivity of the employees. As mentioned by Sung et al. (2013), one of the initial step for
solving problems within business organisations is outlining of problems to the higher
authorities and subsequently seeking their approval for problem solving techniques. This can
be done through formal letters, e-mails, and meetings. In this context, a formal letter that
outlines the problem of communication and recruitment within Travelodge is mentioned as
following:
To,
The Manager
Travelodge Hotels
Willings House,
356-364 Grays Inn Rd,
Kings Cross, London
Subject: Communication and recruitment problems within the organisation
Sir,
With due regards, I would like to shed light on the current problems that are faced by our
organisation. The staffs of our hotel find it difficult to reach out to authorities for mitigation of
their problems. In addition, they lack clarity about whom to consult during their shortcomings.
Moreover, the higher authorities refrain from conducting meetings and interaction problems on a
frequent basis. Consequently, the productivity of the staffs is becoming less and customer
services are being hampered.
Another problem that is faced by Travelodge is recruitment and selection of deserving and
qualified candidates. The lack of psychometric tests and proper interview process leads to
recruitment of non-experienced staffs. As a result, they fail to provide high quality service to
customers. This might lead to decrease in reputation of our organisation.
Hence, I request you to ponder over the matter and come up with proper interventions for
mitigating them.

EMPLOYABILITY SKILLS
Thanking you,
Yours truly
XYZ
The staffs and employees of the organisations have to be communicated about the problems
within organisation. This is important by the fact that they have to participate actively within
problem solving measures. In this regard, a memo for communicating the problems to
employees of Travelodge is presented as below:
Date: 10th May 2019
To,
All the Staffs
Travelodge Hotel
Subject: Problem of effective communication and recruitment within Travelodge
This is to notify that in the current scenario, the services provided by our organisation are quite
unpleasant owing to poor communication between staffs and higher authorities. In this regard,
the management has decided to conduct training and induction programs from 15th May to 31st
May 2019. All the employees will have to attend the training programs and it is presumed that a
proper communication channel will be established following the program. The training sessions
will be conducted at London office.
Moreover, the authorities have decided to introduce in-house referral systems for recruitment
of new staffs. For further information, please feel free to contact HR managers for this
matter.
Regards,
Senior Manager
Travelodge Hotel

EMPLOYABILITY SKILLS
AC. 2.3 Identification of several time management methods
Time management forms to be an important aspect for solving of problems and achieving
objectives of any business organisation. Within Travelodge Hotel, it is evident that, there
lacks a proper communication channels and recruitment strategies. However, interventions
for such programs have to be completed within a stipulated time in order to mitigate such
problems. As per the views of Rydén and El Sawy (2019), a manager has to utilise time
management strategies in an efficient manner and this will outline the efficacy and progress
of the intervention. The two management strategies that are applied within Travelodge Hotel
are mentioned as follows:
Scheduling: This refers to setting up of targets pertaining to completion of various tasks.
According to the views of Hornstein (2015), scheduling helps in allotment of sufficient time
to every tasks and they can be completed in a proper manner. It is important for managers of
Travelodge Hotel to schedule training and induction programs in a proper and feasible
manner. The training programs should not hamper the working hours of the staffs. In
addition, the time for interviews and psychometric tests will have to be scheduled in order to
recruit qualified staffs within stipulated time.
Benchmarking: This refers to setting up of standards or desired criteria that are expected
from problems solving interventions. For instance, the managers of Travelodge Hotel can put
a standard or benchmark pertaining to time taken by staffs to solve queries of customer’s.
Moreover, various standards, and conditions have to be put regarding quality of services to be
provided to the customers. As far as recruitment is concerned, benchmark has to be set
regarding qualifications and experience of the candidates. As stated by Eneh (2017),
benchmarking helps in developing healthy competition amongst employees and this initiates
organisational growth. It is evident that such interventions will help in mitigating
communication and recruitment problems within Travelodge Hotel.
LO3: Understanding dynamics of work with teams
AC. 3.1 Explanation of roles played by employees in a team
In order to achieve the objectives and vision of the organisation it is important that all the
employees put on their best performance within every task. Within Travelodge Hotel, it is
important that roles and responsibilities of all the employees be identified in order to assign
them to a particular task. As mentioned by Wolf and Floyd (2017), it is important that all the
employees within a particular organisation work as a team and in a coordinated and unified

EMPLOYABILITY SKILLS
manner. This will utilise expertise and talents of all employees. The roles and responsibilities
of employees within an organisation can be effectively identified through utilising Belbin’s
theory. According to this theory, a team comprises of people that are required to perform
three main roles namely, action related, thought related, and people related (Lynch et al.
2018). The roles and responsibilities that are to be played by employees as a team within
Travelodge Hotel are mentioned as following:
Initiation all actions (People oriented roles)
Outlining of strategies and objectives forms an important aspect for formation of teams.
Within a particular team, the CEO, managers, and team leaders perform the action-oriented
roles as they decide all the necessary tasks that are to be performed for fulfilling an objective.
The managers and planners assign different actions and roles to the team members and check
their progress at particular time intervals. The team leaders help team workers in case they
face any shortcomings at workplace (Lynch et al. 2018). Within the context of Travelodge
Hotel, the leaders and managers have to establish a proper communication channel and
conduct regular meetings wherein the problems of employees will be solved professionally.
Working out all task (Action oriented roles)
All the staffs and employees of the Travelodge Hotel are categorised within this segment. In
addition, the implementers are included within the team who carry out the responsibility of
initiating the entire necessary task for a particular objective. Employees within Travelodge
Hotel have to take part in training and induction programs in an active manner (Eneh, 2017).
Moreover, they have to participate within in-house referral systems for recruiting qualified
personnel within the organisation.
Decision and change-making actions (Thought oriented roles)
The main roles of such members are to outline plans and generate knowledge pertaining to
certain problems that are faced by organisation. As per the views of Fong et al. (2018),
analyst, and planners have the main responsibility of planning interventions and measures in
a feasible way for achieving objectives of the organisation. Within Travelodge Hotel, it is
important that analyst identifies the problems of communication and subsequently plans
certain meetings and interaction programs for mitigating the problem. In addition, any
changes that are needed within current training programs have to be outlined by the analysts.

EMPLOYABILITY SKILLS
AC. 3.2 Analysis of dynamic factors within team
Team dynamics are the forces that affect the performance and behaviours of all the team
members within organisation. As mentioned by Kiweewa et al. (2018), a proper team
dynamics improves job satisfaction amongst the employees and subsequently their
productivity is increased. In order to analyse the team dynamics within organisation,
Tuckerman’s Model can be utilised. This encapsulates four stages namely forming, norming,
storming, and performing. Based upon such ideologies, the induction pack for improving
communication within Travelodge Hotel is mentioned as following:
Ideology Objective People involved Roles and
responsibility
Time bound
Forming To form team
members for
improving
communication
within
Travelodge
Hotel
Managers, Analyst,
CEO
 Forming of
teams and
setting up of
objectives
 Setting
timelines and
training
duration
3 months
Storming To analyse all
the issues within
communication
and difficulties
faced by
employees
Managers, Analyst,
CEO, HR managers
 Analysis of
all the
problems due
to
communicati
on
 Risk
assessment of
training
programs
 Cost analysis
of programs
1 month
Norming To clear and
assign all roles
and
Team leaders, staffs,
managers, HR
officials
 Clearing of
roles and
responsibilitie
2 months