Travel And Tourism Business Toolkit Assignment Sample

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Introduction

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The organization of Tui has been considered an industry of travel and tourism, which have been situated in the United Kingdom’s. The objective of the organizations of Tui is to earn the ultimate levels of profit maximization of a minimum cost of production. The organizations of Tui have provided the best services to the customers by adopting the various levels of culture as well as increasing the rates of the sales and budgets and creating a new structure of the revenues management.

Part 1: Sales, Budget and Revenue Management

Sales of Tui in the UK

The organization of Tui has been trying to increase the rates of the selling structures by adopting the various technological aspects as well as applying the various cultures. As per the view of Zakizadehet al. (2022), the selling rates can be improved by developing the planning structures as well as generating the planning process in the organizations of Tui, for developing the industries of travels and tourisms. The another objectives of the organizations of Tui is achieving the ultimate’s rates of the profit maximizations as well as increasing the productions rates at a minimum cost of productions. As per the view of Udoh et al. (2022), in developing the industries of travel and tourism the organizations have been focused on the referral structures as well as encouraging the customers for leaving short reviews for increasing the selling rates of the organizations. Motivating the team members and building up a presence of b social media for increasing the selling rates of the organizations of Tui. 

By improving the communications connections and looking up the sections of communications, therefore no gap has arisen between the superior and the supervisors also. In the year 2019-20, the selling rates of Tui in the United Kingdom are 7.94 billion (statista.2020). Motivating and enhancing the sales of the team members with the help of the initiatives, as well as applying the new innovative cultures of the advertisements, promotions as per the reasons for attracting the customers and increasing the selling rates of the tourisms and travels industries. As per the view of Adhikara et al. (2022), identifying the targeted customers in a higher range of values as well as increasing the productivity rates in minimum costs of ranges of the organizations of Tui. By generating and implementing the planning structures as well as creating a lot of job opportunities in the organizations of Tui, the ultimate rates of productivity can be increased and the employment opportunities can be filled up also. Following the above-mentioned strategies, the industries of tourism and travel have been increasing the productivity rates as well as the selling structures also. 

Budget of Tui in the UK

The organizations of Tui have been creating sustainable rates of budgets reports by providing valuable information also. As per the view of Paramudhita et al. (2022), the organization has been developing the industries of travel and tourism in the organizations of Tui, which have been situated in the United Kingdom. Applying the following strategic aspects of the lodging, recreation, events, conventions, travel services the budget reports can be made in sustainable formats as well as focusing on the other strategic aspects of generating a managements plans and accommodating the travel and tourism services, the organizations of Tui has been produced the budget reports sustainably. 

The organizations of Tui have been developing the structures of the budgets reports of providing the records of the financial and statistical. As per the view of Zakizadeh et al. (2022), the different types of financial structures and the reporting mechanisms of Tui are income statements, statements of shareholder's equity, balance sheet, and cash flow statements. Implementing and evaluating the planning structures the financial and statistical budget structures have been produced in the organizations of Tui for developing the industries of tourism and travel. The balance sheets have been offering valuable insights for improving the organizations of Tui financial health. In the year 2019-20, the rates of financial budgets are 1.9 billion (statista.2020). 

The income statements have been helped by the organizations of Tui in increasing the rates of the revenue structures as well as decreasing the cost structures and generating the profits margins of developing the industries of tourism and travel. Improving the structures of the financial budgets the organizations of Tui, has been developing the industries of travels and tourisms in the organizations of Tui. As per the view of Udoh et al. (2022), the statements of shareholder's equity have been helped for improving the structures of the financial and statistical, and the cash flow systems providing the valuable information among the customers for developing the industries of the tourism and travel industries. 

Revenue Managements of Tui in the UK

The organizations of Tui have reformed the structures of the revenues management as well as implementing and generating the planning structures as per the view of MANJUNATHAet al. (2022), the other strategies developed for the revenues management of the organizations of Tui are inventory and pricing management, information systems, displacement analysis, and demand forecasting. The above-mentioned strategies have been applied in the tourism and travel industries for developing the structures of the organizations of Tui. 

Market segmentation has been creating clear pictures of maintaining diversity among the tourists. As per the view of MANJUNATHA et al. (2022), the overbooking has consisted of the total number of rooms exceeding the available rates of an original number of rooms. The other aspects of historical approaches have been also creating great impacts on the tourism industry, by evaluating the activities of the tourism industries by taking the help of the historical angles of using the various stages of their evaluations. 

Inventory and pricing management have determined the pricing structures of the tourisms and travels industries as well as created innovative structures and improved the structures of the technological advancements in the organizations of Tui. As per the view of Ribeiro et al. (2022), the information systems have been helped to enable the customers to identify, acquire and customize the tourists' customers and services. The displacement analysis and demand forecasting consist of the various factors of the regressions methods, quantitative forecasting methods, time services methods, and multivariate methods. In the year 2019-20, the rates of revenue structures are 14 billion (statista.2020). Critically analyzed and evaluated every factor which has helped in creating the revenues structures and achieving the rates of the profit margins or the organizations of Tui. The organizations of Tui have been implementing the planning structures; therefore the rates of profit maximization have been increased in their day-to-day activity. 

Part 2: HR Life Cycle and Human Resource Strategy

The life-cycle of HR:

The life-cycle of HR in the travel and tourism industry is the ultimate process for integrated activities of HR. Tey has a significant HR life-cycle chain that controls its whole strategic management in the UK market. It integrates both the strategy execution and creation with the life-cyle of employees. According to Makedon et al. (2019), this concept means that it starts with the strategy of the business and is translated to organizational design, development and training, HR strategy and employee recruiting until it exit in the company. The life-cycle of HR includes both horizontal and vertical HR activities integration. Vertical integration is the process of HR activities integration with their strategy that is aligned with the strategy of the business. The horizontal strategy is the process of integration between two HR activities and their impacts. This includes integrated practices of HR, bundle and the work system.

HR lifecycle’s different stages:

In this life cycle, thirteen steps are equally important for managing HR activities within the travel and tourism industry. These thirteen stages are:

Business strategy:

This should be the primary strategy in the travel and tourism industry for developing the HR strategy. As per Kwon and Park (2019), HR implements some necessary steps that provide employees with training and skills to make performance better.

HR strategy:

In the second step, the HR strategy is included in the HR life cycle plan. The strategy of the business is converted into the strategy of people or HR. The alignment of the business plan with the HR activities has been performed in this stage.

Organizational design:

At this third step, the HR strategy and organizational strategy are aligned for making a developed organizational strategy. This stage may be completed in various ways.

Team and job design:

The next step should be designing the team and allocating jobs according to them. According to Zhang et al. (2019), designing is the process of making divided different jobs as per their priority and allocating them to employees.

HR planning:

This stage includes the demand and forecasting of employees within the organization. The Strategy of the organization influences the demand. This may include technology investment, labour composition and future requirements of labor. 

Culture and vision:

In this life-cycle, proper culture-building has to be performed as the culture of an organisation may provide both positive and negative impacts. As per Dhanpat et al. (2020), in travel industries, a cultural environment is highly maintained to get a reputation.

Selection and recruitment:

In the seventh stage of the HR lifecycle, employees are selected and recruited as per their skills and knowledge. This stage is also known as the employee stage.

Induction and onboarding:

In this part, the employees are trained and oriented to speed up and boost their knowledge which provides a positive impact on the travel industry.

Appraisal and assessment:

The management of performance enters the travel industry at this stage. Workers and employees are provided feedback to improve their performance. As per Malik (2019), the HR manager focuses on this stage mostly.

Development and training:

This stage includes the development of employees through providing training and identifying their weaknesses. In this stage, improving the employee's skills is the ultimate task to perform.

Reward and engagement:

In this stage, the employees are rewarded for their performance and efficiency. They are also promoted to higher posts as per their merits. According to Buthelezi et al. (2020), HR performs some activities such as employees' mindset creation, absorption, dedication and vigour characterized.

Career management:

In this stage, the career of employees grows both professionally and systematically within the organization. They are trained in such a way that they can perform better, learn faster and stay motivated.

Exit:

The ultimate stage of this life cycle is the exit. This is the exit of an employee from the organization.

Performance management plan for development:

The management plan of performance is developed by HR to manage all its employees in a better direction. Using the Goal setting theory, HR managers in Tey, manage their employee's behaviour and their working progress. They also provide training to them to stay motivated and can provide their best for organizational success.

The theory of goal setting also helps to focus on the ultimate target of the organization and clarify the ways to achieve it successfully. Besides this theory, HR managers of the travel industries use the expectancy theory, for creating the performance management plan (Aihr.com, 2022). Using this theory, the negative behavior of employees is also trained and corrected them. Sometimes, they also are provided punishments for their misbehavior with hierarchies. The staff retention issues are also solved using this theory.

The importance of HR life-cycle:

The HR life-cycle helps an organization to perform better in various ways. It ensures that the right people have been placed in the right position or not. This life cycle plays an important role to identify people according to their merits and performance. According to Maphela et al. (2020), another importance of this cycle is that it creates a communication pool among the thirteen states that have been described. The overall experience of an employee is measured through this life cycle. This also helps to realize the full potential of an employee by measuring his performance. The issues regarding staff retention are also handled using this life cycle. Employees want a high figure amount exceptionally that exceeds the organizational budget. This issue is known as the staff retention issue.

Recommendations and judgment on the HR process:

The workforce of humans is considered a better asset for organizational development, especially in this technological advancement era. As per Maphela et al. (2020), advanced technology has replaced humans by performing better activities but for the progress building block, the HR activities are proven as the best. It is recommended that HR activities must fulfill the predefined criteria of leadership to manage all employees at a time properly. In this way, the life cycle may be improved.

Part 3: Legislation and Ethics in Travel and Tourism

potential impacts of legal considerations in Tui

The organization of Tui has been facing lots of difficulties in developing the industries of travel and tourism. As per the view of Palazzo et al. (2022), the legal issues of the organizations of Tui have been creating a lot of difficulties in the organisations of Tui, impositions of various taxes have been creating problematic issues in the industries of travel and tourism. The other legal factors are: security, travel marketing, and globalization have also created legal issues in the travel and tourism industries. 

Governments have been imposing the various types of tax i.e. direct tax and indirect tax, for the impositions of the higher ranges of the tax rates the travels and tourism industry has been facing the various types of difficulties in the organizations of Tui, as per the reasons of the rates of pricing strategy has also been increased and the tourist was not fulfilling the customer's satisfaction. Security is another factor that has created problematic issues in the travel and tourism sectors, as per the reasons the organizations of Tui have failed to provide the customers the security. As per the view of Shikha et al. (2022), the other reasons for globalization have become a challenge in the organizations of Tui, Globalizations have also been affecting the tourists' spots. 

Travel marketing has been also treated as a social issue of the organizations of Tui, the travel markets have been attracting the marketers by applying the new innovative strategic aspects. Therefore it has been creating a negative impact on the travel and tourism industry. The Employments and Contracts Law has been helped by the industries of travel and tourism in the organizations of Tui, for making the decisions and removing the problematic approaches. As per the view of Sanad et al. (2022), the Employment and Contracts Laws have been protecting the environments of the travels and tourism industries as well as it have been enacted in the various countries. 

These Employment and contract laws have been conserving the various historical sites and the monuments also and building up healthy relationships between the different travels as well as the various segments. As per the view of Paramudhita et al. (2022), these Employment and Contracts Laws have been related to the protection of tourists as well as balancing the borders of controls in the travel and tourism industries of the organizations of Tui. 

potential impacts of ethical considerations in Tui

The travel and tourism industries of the organizations of Tui have been regulating the planning structures as well as promoting and empowering the commercial leisure and promoting the planning structures of organizations of Tui for developing the industries of Tui. As per the view of Olszewski-Strzy?owski & D.J (2022), the Employment and Contracts Laws have helped determine the planning structures as well as create the decision-making programs for developing the industries of the travel and tourism in the organizations of Tui. 

The ethical issues have also been creating a negative effect on the industries of travel and tourism i.e. distributions of incomes, explorations of the tourism services as well as the rates the environmental destruction has been increased by their day-to-day activity. As per the view of Zaman et al. (2022), the cultural impacts of tourism have also created an effect on the travel and tourism industry in the organizations of Tui, as well as the animal welfare, access to facilities and services, explorations of children has also been creating negative issues in the organizations of the Tui. Removing the above-mentioned ethical issues, the organizations of Tui have adopted the Employments and Contracts Laws, for making the decisions and achieving the ultimate rates of profit maximization. 

The travel and tourism industries have been taking the help of the Employment and Contracts Laws and creating new structures of the organizations of Tub and providing the best services among the customers as well as fulfilling the customer's satisfaction by providing security among the tourists. As per the view of Marketing and Vaxication (2022), safe and reliable transportation has also been provided among the customers and the accommodations and travel costs must be reduced to fulfil the organizations' objectives as well as achieve the ultimate rates of profit margin scales. Overall travel has also been increasing the rates of accommodation structures as well as focusing on the customer's comforts and luxuries and trying to provide all the necessities among the customers of the industries of travel and tourism. 

Conclusions

From the above analysis, it has been clear that the organizations of Tui, have been adopting the various cultures and applying the different types of management plans for increasing the rates of the selling structures. The other objectives of the industries of travel and tourism are removing both the social and ethical issues by taking the help of the Employments and Contracts Laws, as well as establishing and implementing the planning structures. The rates of the selling and budget structures have been increasing in the industries of travel and tourism industries, by adopting various innovative technologies as well as using various techniques i.e. advertising and promoting to attract customers in the organizations of Tui. Developing the structures of budgets i.e. statistical and financial the travel and tourism industries have been developed in the organizations of Tui. 

Reference

Journals

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Dhanpat, N., Buthelezi, Z.P., Joe, M.R., Maphela, T.V. and Shongwe, N., 2020. Industry 4.0: The role of human resource professionals. SA Journal of Human Resource Management, 18(1), pp.1-11.

Kwon, K. and Park, J., 2019. The life cycle of employee engagement theory in HRD research. Advances in Developing Human Resources, 21(3), pp.352-370.

Makedon, V., Hetman, O., Yemchuk, L., Paranytsia, N. and Petrovska, S., 2019. HUMAN RESOURCE MANAGEMENT FOR SECURE AND SUSTAINABLE DEVELOPMENT. Journal of Security & Sustainability Issues, 8(3).

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Sanad, H. and Ali, R.R.L., 2022. Evaluating Tourists' Behavior In The World Heritage Sites at Luxor. Minia Journal of Tourism and Hospitality Research MJTHR, 13(1), pp.77-91.

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Udoh, I.S., Okwudu, A.A. and Uduak, E.J., 2022. Top Management Commitment and Sales Force Performance of Beverage Manufacturing Companies in Nigeria. International Journal of Business and Management Review, 10(1), pp.1-12.

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Zaman, U., Barnes, S.J., Abbasi, S., Anjam, M., Aktan, M. and Khwaja, M.G., 2022. The Bridge at the End of the World: Linking Expat’s Pandemic Fatigue, Travel FOMO, Destination Crisis Marketing, and Vaxication for “Greatest of All Trips”. Sustainability, 14(4), p.2312.

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Websites

statista, 2022, April, 18. Revenue of TUI AG worldwide from 2004 to 2021. Available at: https://www.statista.com/statistics/264241/tui-ags-revenue-from-tourism/ [Accessed on: 18/4/22]

statista, 2022, April, 18. Annual revenue of TUI UK Limited in the United Kingdom from fiscal year 2015 to 2020 Available at: https://www.statista.com/statistics/1225578/tui-ltd-revenue-uk/ [Accessed on: 18/4/22]

statista, 2022, April, 18. Revenue of TUI AG worldwide from 2004 to 2021 Available at: https://www.statista.com/statistics/264241/tui-ags-revenue-from-tourism// [Accessed on: 18/4/22]

Aihr.com, 2022. HR life cycle [online] Available at: https://www.aihr.com/blog/hr-life-cycle/#:~:text=HR%20life%20cycle%20steps%20include,reward%2C%20career%20management%20and%20exit. [Accessed on 18th April, 2022]

Researchgate.net, 2022. The Goal setting theory [online] Available at: https://www.researchgate.net/figure/Figure1-Lockes-Goal-Setting-theory-SourceLocke-Latham-2015-The-theory-of-goal_fig1_346402868 [Accessed on 18th April 2022]