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Travel and tourism sample assignment

Executive Summary

The importance of Human Resource Management (HRM) not only leads to better manpower management, it also leads to the effective utilization of resources. Travel and tourism industry is largely based on proper hospitality and HRM plays an eminent role in the success or failure of the company. This study aims to look into the issues of HRM in the tourism industry and find out the implications of improper management. A case study of Tolu is used to understand the legal implications and process of termination of employees using certain case scenarios. The evaluation of the reasons that led to the termination of the employee is addressed in the study in a critical manner. The assignment is divided in two tasks that look to explain measures as to how the process of termination could have been handled in a better manner. It also focuses on explaining the merits and demerits of usage of social media. The many ways this platform can be used for effectively managing and monitoring personnel activities is discussed as well.

Assignment Introduction:

The case study of the Tolu regarding the justification of her termination by the employer has been discussed. The employers of Tolu have terminated her because of her one specific comment in one social networking blog that she has used three days back. The employee knew that the management and human resource department of the company checks their social networking sites. For the reason the employee remains concerned about the kind of comment and post she puts on the wall of the social sites and blogs but she was not concerned about that while making a comment in her personal blog few days back. Latter it has been found that the employee was not sick and for this reason the company has fired her for telling lies to her official authorities.  However, the researcher has analyzed not that the termination of one employee for that reason is justified or not.  Legal conditions of terminating one employee for that reason has been analyzed concerning the termination offence committed by the client.  The management conduct, privacy of the employee and the reputation of the company has been discussed with proper relevancy. Proper management of the social media sites of the employee has been discussed too. The analyst has provided few sample incidents to make his judgment and argument stronger.

Assignment Task 1:

There should have been management procedure of the behavior of the employee. The first way to manage any improper behavior is to provide better condition for work so that the employee remains satisfied with the work place. The employee must not be overloaded with jobs and the company should not demand any kind of performance that is beyond the reach of the employee. The grievance of any employee can become the cause of any sarcastic and humiliating remark by the employee. the working within the office should be more relaxing so that the employee would not find ways to provide false excuses to avoid a wide work pressure. There should be a strategy to maintain the confidentiality of the company. The employee in public should not disclose the working procedure and type of work of the company. The company should keep a close watch on what the employee of the company are sharing outside. The HR authority of the company found that the reason for taking her leave a false one but instead of providing any disciplinary measures against them, the company directly terminated the employee as stated by Baluch (2016).

The privacy of the employee should be maintained. The employer or the office authority must not get too much involved in the personal blogs and the sites of the employee. The employee should have the right to interfere with her blog postal the time. The company has the right to advice and consults the workers so that they do not put on any offensive comment. However, the company can punish if something wrong is detected in the public statement of the employee. There is a big difference between public and private activities. The employee should not comment whatever they like without becoming concerned about the effect of that comment on others and claiming afterwards that the comment is related to her personal life. The employees should not produce any false reason for any reason. The company can take drastic action against the employee.

Reputation is a matter of great issue for every company as stated by Ulrich (2013). The entire and marketing and business of the company depends on the reputation of the organization. Not only have the customers of any company but also the other employees that are in the organization grown a negative influence about the company. The company in the case is a holiday packing company where the entire business depends on the reputation of the company. Therefore, the comment of Tolu is a punishable offence. However, the company should have considered the matter in a light way because there are many employees in the organization who express the work pressure in a radical way. A piece of punishment for lesson is enough to ratify the behavior of the employee. Her comment has clearly shown that the employ considers her company in a very low esteem, as there is a great disparity in the comment and action.

The employees of the organization should be allowed to communicate with each other freely. If the natural communication procedure were put under litigation the employees of the organization would be more agitated against the organization as stated by Bratton and Gold (2012). There should be a free flow in the on the office floor among all the employees. There can be one managing authority of the communication of the employees. The employees should be provided enough motivation and should be interacted with the examples of hard working and efficient writers so that they can be satisfied. This would make them work hard and go through a lot of trouble for the company which out much allegation and complain. Thus, the communication of the employees should be kept clean and free of radical and offensive criticism among the employees. The loyalty of the employees would increase in that case and that is the most important thing needs to avoid any case of fake reason and falsity with the company employees.

There are certain legal conditions that the company authority must keep in mind before terminating one employee. The company cannot sac the employee for any vague reason. The comment the employee has been the reason for the termination process. There can be some issues related to the damage of the company such as there was an offensive term in her comment “idiot” that addressed her higher authorities and the company works in general that belittled the company image. The comments also mentioned she has to go through a heavy work pressure and that has directly affected the reflection of the company. However, the under the UK Law  of Employment Act 1996 F243G there is a condition that if the employees comment has been unintentional the and that comment has not been used for any personal advantage the company cannot sac the employee ( 2016). The Employment act 1996 section 94 have the provision for the employee to lodge objection against the company because it says that the employee cannot be fired for any unjustified by the authority and there must be strong points and intention of crime to terminate the employee from the work place. There are Trade Union relations 1992 for the employee to find shelter when terminated wrongly with a minor cause. The employee can also claim the comment on the heavy work pressure to be true and that the environment of work for the employee has been damaged by heavy work pressure. The Employment right act 1996 F243B has a provision for considering an issue if the working condition and the environment of the workplace has been quite distressing. One comment in the social networking site is most of the time made in light air and terminating one employee for that reason is a matter of great concern.

Assignment Task 2:

The social media has many advantages as well as disadvantages in the professional field of HR. the human resource team of the company must use the social media to gather more interviewer whenever necessary. If the rang of interviewer would be huge the Hr would be able to chose better candidates from the appeared candidates as stated by Brown et al. (2015). The HR of the company would be able to understand the issues of the employees by communicating with them with the help of social media. The social media profiles of the employees reveals new secrets about them and that is the reason the profiles make the Hr of the company aware of the employes and match their professional behavior with that.

Sometimes the worker can discuss a matter in private but disclosing the thing in public and especially any statement which is not based on the facts of real life. A public comment has great potentiality it can reach to anyone within a flip of second. The comment can even reach to the one who should not get informed about the matter. The company can have their own profile in the social websites that help the employees to now the terms and conditions of the work places better as stated by Woodrowand Guest (2014). The human resource manager of the company must use the social media account of the company to make the new employees feel as a member of the organization. The organization’s popularity can be presented to attract more efficient employees to the organization. Therefore, the human resource department of all the companies must use the potentiality of the social media.

There should be some efficient guidelines to run the human resource practices in a systematic and proper way. The training and development of the employees are the best way to manage the employees of one office or organization. in the competitive market the work pattern is constantly changing for an employee. Therefore, to fit the employees to the proper job role the HR team must arrange for program. Training programs are also suggested in the case of change of the designation of one employee. The existing employee of the company needs guidance like the new employees to meet the need of his job.  The incentive system is the best way to encourage the employees so that they become eager to learn different things and apply that to the best of their capability as stated by Kohont and Brewster (2014).

The human resource team must teach the employees the way to balance the pressure of different kinds of work within a minimum time. The employees of the organization most of the times become puzzled with the works that are necessary to be completed simultaneously and the workplace started becoming a hell for them. For this reason, Tolu told a lie for a day just to relax. The employees can prepare schedule and time chart that should include the timings of the works that are assigned to him according to the priority list. This process can help them from becoming messed up with the large list of duties that they have on daily basis. The HR team should teach them the techniques save time in the working process. The HR should teach them to become consistent in their performance and the employees should be deeply involved in the study to provide better performance both from the qualitative and quantitative aspect.

There are some theories of motivating the employees that the human resources department of the company uses such as the Maslow’s The Hierarchy of Needs theory. It the widely used theory of all the motivational theories the HR can use. The psychiatrist has been very practical in his understanding of the needs of human mind. He presented the hierarchal need in a particular structure. According to Abraham Maslow the primary needs of the human beings must be met first like that of food and shelter and thus, rising to the next steps of the need that are necessary for the other purposes. The hierarch in a work place starts with psychological needs, safety needs, social needs, self-esteem needs and self-actualization need.


In the study of the human resource consultant in the case of one terminated employees has been discussed. In the study has identified some specific laws related to UK employment. The study has considered the act of providing false excuses as a punishable offence but the there are some law s that the terminated employee can apply because of too much work pressure. The HR team of the company should be involved in the case to teach the employee some tricks to tackle the problems of work life. The study helped to understand the motivational process of one employee by providing effective theories and guidance to the human resource department. Thus, the study has been a comprehensive analysis with suggestion of the purposes of the human resource department of any organization.

Reference list:


Bratton, J. and Gold, J., (2012). Human resource management: theory and practice. London: Palgrave Macmillan.

Ulrich, D., (2013). Human resource champions: The next agenda for adding value and delivering results.London: Harvard Business Press.


Al Ariss, A., Cascio, W.F. and Paauwe, J., (2014.) “Talent management: Current theories and future research directions.” Journal of World Business,49(2), pp.173-179.

Baluch, A.M., (20160.” Employee perceptions of HRM and well-being in nonprofit organizations: unpacking the unintended.” The International Journal of Human Resource Management,34(6) pp.1-26.

Bos-Nehles, A. and Van Riemsdijk, M.,( 2014). “Innovating HRM Implementation: The Influence of Organisational Contingencies on the HRM Role of Line Managers.” Human Resource Management, Social Innovation and Technology (Advanced Series in Management, Volume 14) Emerald Group Publishing Limited, 14(9), pp.101-133.

Brown, M., Kulik, C.T., Cregan, C. and Metz, I., (2015). “Understanding the Change–Cynicism Cycle: The Role of HR”. Human Resource Management, 34(6),pp.78-90.

Currie, G., Burgess, N. and Hayton, J.C., (2015.) “HR practices and knowledge brokering by hybrid middle managers in hospital settings: the influence of professional hierarchy.” Human Resource Management54(5), pp.793-812.

Froehlich, D.E., Beausaert, S. and Segers, M., (2016). “Aging and the motivation to stay employable.” Journal of Managerial Psychology, 31(3),pp10-20.

Froehlich, D.E., Beausaert, S. and Segers, M., (2016). “Aging and the motivation to stay employable.” Journal of Managerial Psychology, 31(3),pp 65-70.

Kohont, A. and Brewster, C., (2014.) “The roles and competencies of HR managers in Slovenian multinational companies.” Baltic Journal of Management, 9(3), pp.294-313.

Mayes, B.T., Finney, T.G., Johnson, T.W., Shen, J. and Yi, L., (2016). “The effect of human resource practices on perceived organizational support in the People’s Republic of China.” The International Journal of Human Resource Management, 21(5),pp.1-30.

Monks, K., Kelly, G., Conway, E., Flood, P., Truss, K. and Hannon, E., (2013). “Understanding how HR systems work: the role of HR philosophy and HR processes.” Human resource management journal, 23(4), pp.379-395.

Saratun, M., (2016). “Performance management to enhance employee engagement for corporate sustainability.” Asia-Pacific Journal of Business Administration8(1),pp70- 80.

Woodrow, C. and Guest, D.E., (2014). “When good HR gets bad results: exploring the challenge of HR implementation in the case of workplace bullying”. Human Resource Management Journal, 24(1), pp.38-56.

Zhong, L., Wayne, S.J. and Liden, R.C., (2015). “Job engagement, perceived organizational support, high‐performance human resource practices, and cultural value orientations: A cross‐level investigation.” Journal of Organizational Behavior.

Website: (2016). Employment Rights Act 1996. [online] Available at: [Accessed 12 Mar. 2016].

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