Travel Agency Hr Plan

Travel Agency HR Plan

Judy Havens

HRM 552

January 11, 2016

Sherri Johnson

Travel Agency HR Plan

              Human resource management is one feature of a company that is of considerable importance for the company to achieve its goals. It is the means in which a company can be more competitive and able to produce highly qualified services and products. Human resource planning involves determining future human resource needs and job requirements. HR plans are derived from the company goals, the company’s strategy, conditions faced by the company in the external environment and the nature of its current employee’s knowledge, skills, and abilities.

HR Functions and Challenges

  The exciting atmosphere of a travel agency can give various challenges for the HR Department. Some of the HR responsibilities are staffing, payroll, training, developing, and promoting. Human resources is a function driven by the business, the effectiveness will depend largely on an understanding of the company’s direction and the capacity to make decisions and manage policies.   In addition, human resource management must define challenges and establish a solution to succeed. HR management results need to be measured in terminology of operation management, along with the positive influence on business.

With a developing organization, the HR department has a task of seeking sufficient aspiring employees that will fill the 50 vacancies to meet the company’s needs. The hiring of another person for the HR department will lessen the challenge of the department finding sufficient employees who meet the company’s criteria and qualifications.

HR Metrics and Senior Management

Developing metrics to ascertain effectiveness will eliminate the perception that HR is mainly an administrative department to recognizing HR as a strategic link within the company.

   The objective of HR metrics is to calculate the performance of the HR department, which is directly connected to the HR functions. Each function the HR conducts will be examined and calculated on a five point scale, where one is the lowest and five is the highest. Criteria needed are punctuality, benefit or program costs per employee, expense per hire, engagement or satisfaction rate, and return on investment (RO). The human resources department will identify areas that need development through the collection of data from the examination procedure. The senior management serves as a vital part in the examinations. The senior management is accountable for providing the result to the HR department. It is also their task to regulate the procedures or development the HR department establishes. The major component of both fields is the communication that must occur between the HR department and the senior management. If there is a failure in communication, the examination becomes meaningless and the senior management will have no idea on the development that happens in the company.

HR Planning Process

The implementation of the HR planning process will be challenging in its early stages. First there needs to be a new member added to the HR department. Then it is imperative to seek out the company’s goals and objectives and realign the HR procedures to match. The third stage would be to establish the new changes and the examination procedures for the HR department. If needed, the HR department will examine the employee within the agency and provide employee changes to the agency head; this may also comprise a structural development to familiarize the new employees. Lastly, during the course of time, the HR department will identify what improvements are to be implemented through the evaluations acquired.