HRM 450
Dr.Amabelle Pacana
Zaid Mohammed (11568)
Lama Monir (11447)
Sausan Majid (11124)
Ridda Batool (10402)
The One
The One is a tourist company that was founded back in 2015. The One is a partnership company
with Lama, Sausan, Zaid and Ridda. The One is an agent and tour operator that focuses
on inward tourism in UAE with offices in Dubai. The One began its activities in 2015 as a tour
and agency within Dubai. In 2015, we started our activities as a tour operator, with tours
in Dubai initially, then all tourist spots in UAE.
The One continues to thrive among the tourism industry in Dubai. We employ 20 to 25 diverse
employees.
Vision: One stop destination for tourism around the globe.
Mission: To create long lasting memories.
Objective: To cover most of the iconic tourist attraction spots across the globe by 2035.
Strategies:
1. Growing the company using market penetration and market focus.
Considering that the average price for tourists visiting and sightseeing all of Dubai and going
for desert safari’s is around 2500-3000 Dhs, we plan on reducing the price trying to hit an
average of 2000 for the same type of experience.
Our advertising technique will accentuate focus. We are a generally new organization and
consequently should concentrate on the local market due to diverse set of customers. At first
the business will concentrate on the local market, venturing into the global market as time
advances, and as we gain the fundamental experience. Along these lines the underlying point
will be to impart mindfulness and trust in our services, so as to accomplish our objective of
turning into the destination for tourism.
2. Entering contracts with companies in foreign countries.
Considering that our company is small, at the current stage of our capabilities it isn’t
practical to neither acquire companies in the foreign countries nor invest on the same scale
we do in our base country (UAE), by building outlets in every other foreign country.
Therefore, we plan to enter into contracts with the local companies in the foreign countries.
This will permit us in reducing costs of setting up globally, and also permit us to use the
services of our contracted companies to offer tourism packages in foreign countries.
3. To improve our customer service and employees.
Our strategy is to grow the business by nurturing customers, distinguishing the service from
our competitors, especially through service and employee behavior. We intend to optimize
our output and advancement of human resources by implementing a fair, effective and
competitive remuneration policy. In order to ensure optimum growth, we need the right
people in the right place at the right time. We intend to develop our team so that as the
company grows, our people can grow-a mutually beneficial relationship. We are currently
vigorously searching for and recruiting the right people for our organization.
How to accomplish the objectives of the company when it comes to recruitment and
selection.
Recruitment and selection is the most crucial role when it comes to human resource. When it
comes to addressing what the firm want to become in the future like their mission and vision
they need a team or workers that will help the company achieve it.
The HR management should understand the clear concepts of the mission and vision, because the
only way to know what the company needs is to understand the plan of the company. Now,
knowing and understanding that, the management when it comes to recruiting they should keep
in mind what type of employees to hire and knowing their background properly not just their
knowledge and skills and other characteristics in case they have any criminal records, to make
sure that the employees wont deceive the customers or such. Since employees are the main assets
and that their actions whether it’s good or bad will affect the company’s statues and image.
In the selection process, after cutting down number of unqualified candidates the management
will call the qualified candidates for interviews and testing them, another example of tourism
when it comes to selection. The number one aim for this tourism company is trust and safety for
our customer meaning that employees should give their best when it comes to customer service.
Stating this the management should be sure of how they test employees that they should be tested
not only in the knowledge test but also in performance, psychological as well as their attitude
and honesty test because each of these tests have a different purpose.
Conjunctive Selection Strategy, when the human resources department uses a conjunctive model,
it administers multiple assessment tools in a very series of stages. If an individual does poorly on
an initial assessment, he's eliminated from the pool of candidates. Once using this strategy,
assessment tools should be rigorously ordered so a candidate isn't eliminated supported lesser
criteria than one that's assessed later within the method. The advantage to this strategy, however,
is that it's more cost effective than an offsetting strategy as a result of later assessment tools are
administered to fewer individuals.
Another strategy that will give the company advantage is insourcing hiring candidates that are
well experienced in certain fields, and hiring candidates from different nationalities and culture.
Doing that well give advantage to the company because when insourcing employees it will give
the company information about some countries that the candidates are from.
Another strategic advantage is to hire a candidate that has experience working in a tourism
company before applying to our company. Because when it comes to training them it will be less
costly and also it will give our company of how their competitors are working when it comes to
accomplishing their vision and mission.
Performance management
Performance management is one of the important functions of HR that must be well planned,
Implemented and controlled to give fruitful results.
Goals:
-
Maintain organizational productivity
-
Control individual performance
Objectives:
-
Basis for promotion/ compensation
-
Supervisor identify weaknesses and strengths
-
Regularly discuss results
-
Future goal commitment
Reasons for appraisal:
•
improve job performance ( All kinds of appraisal help in comparing expected
performance with the actual one which help in making a step forward in case of and
improvements needed.
•
Training needs (Appraisals are beneficial to specify the area of improvements and
provide the needed training for employees enable to complete their job as required)
•
Promotion decision (Usually promotion decision was based on the appraisals since it is a
good measurement of performance)
•
Pay for performance ( Compensation , recognition often are made depending on the
appraisals that could be peer , supervisor , customer appraisals )
Who will perform the appraisal?
In our company we adapted two kinds of appraisal that has been beneficial as will a source of
improvements.
1- Immediate supervisor Its Performance appraisal done by an employee’s manager and
often reviewed by a manager one level high
2- Self-appraisal
-
Performance appraisal done by the employee being evaluated, generally on an appraisal
form completed by the employee prior to the performance review.
Performance Appraisal Problems:
1- Bias:
Some managers are unaware that they are being bias in apprising an employee that is
different in concern of gender, race, etc.
2- Spillover Effect Bias
Some managers judge the current performance by using the past performance as a
reference which is not fair and the performance review will be inaccurate.
Orientation: Being an important and most common type of training/induction, where
employees better get to know and understand the company‘s mission, vision and values. This
also provides them with an Overview of benefit plans, corporate culture and values.
Technical skills development training:
Technical skills include the know-how of doing things like data analysis, content writing,
social media management, coding, programming, etc. (understanding your role and job in the
position assigned to you)
Technical skills training is program designed to understand the employees capabilities and
competencies based on their educational component because it’s the main way the employees
will know how to technically do their jobs right. For employees who already know how to do
their jobs, we guarantee they still have more to learn and grow with as education n learning is
an ongoing process. Regular learning also helps employees to stay up-to-date with the latest
developments and changes.
On boarding training
Specific goals of departments are assigned and then linked to company’s main goal and
pathway is rolled out so employees can learn and understand and improvise along the way, as
the tourism business is all so ever changing and growing, with the help of new destinations
and airfares coming along the way, and people willing to explore and learn new languages
Products and soft skill training:
This one is an extensive understanding of our company’s ever evolving products ; Tourism,
now as we understand Tourism company isn’t only a product but also a service, hence
customer service training, soft skills training and Product training all go hand in hand ,
which means one cannot exist without the other .
Online training: Programs:
These trainings can be done individually by employees on their desktops ; mandatory
training every 6 months to be completed to ensure they are aware of HR and Business
Development policies , such as : gifts exchanging / levels of engagement with customers
This emphasizes that the moral and ethical values and standards of the business are always
met with and also helps employees report any fishy business being conducted; for example –
gift exchanging between employees and clients needs to be reported on this portal so the
heads of departments can look into it and approve/disapprove it based on their experience
and understanding. This ensures safety for both employees and clients.
Training and development one sessions:
Having a learning session with the their line managers or the business development
department head by booking an appointment after checking each other’s calendar and finding
an empty slot, helps build better understanding of what an employee can set his future goals
as, over all it also promotes healthy communication flow and healthy relation within all
departments of our business.
T&D group sessions:
Group learning sessions are easy to arrange and organize, by sending an invite on outlook to
the multiple departments. This helps analyze and understand the idea generation, feedback
and brain storm sessions of all employees from different back grounds to come together.
Helps find out issues and ideas to make our business better and also provides a refresher for
company’s values. Also promotes healthy overall employee relation within the entire
company
Links:
https://smallbusiness.chron.com/growth-strategies-business-4510.html
https://www.bplans.com/travel_tour_agency_business_plan/strategy_and_implementation_su
mmary_fc.php