Work Based Experience in Travel & Tourism Assignment
Work-related information is acquired in any business area in one of two ways: through training and through on-the-job experience. Work-based experience is a critical component in developing an individual’s abilities and productivity in the workplace. Individuals can reflect on their productivity and job-related functioning as a result of work-based experience, and discover crucial ways for enhancing their work skills and capacity to perform (Bailey, 1995). In the travel and tourism industry, the need to learn from work-based experience becomes even more important because the industry has more real-life variables than most other industries, and such variables can only be felt and dealt with through real-life experience, which can only be gained by working in the industry.
This article focuses on numerous aspects of learning from experience, as well as several strategies by which an individual may increase his capacity to develop skills and productivity via work-based experience. Additional advantages of learning through experience include being able to handle successfully in a team-based work setting and learning to stay focused on goals despite difficult working circumstances and deadlines. The paper will also look at the many components of working in the sector to get experience and how that experience may benefit an individual.
LO1 Be able to negotiate industry experience
P1.1 Research and evaluate suitable organizations that could provide industry experience
Earning work-based experience is necessary in every field for employees to learn real-world understanding of the job and the capacity to cope with industry-specific key circumstances. However, it is critical that the organisation chosen for the goal of learning work-related information be thoroughly and intelligently chosen, as choosing the proper organisation is critical for achieving maximum benefit and skill growth (Blake and Mouton, 1978). To accomplish so, the applicant should constantly seek out the most well-known firms in the same field.
Hotel industry: As a prominent tourist destination, the United Kingdom gets a considerable number of visitors each year. The United Kingdom is an excellent place for several types of tourism, including education tourism, medical tourism, cultural tourism, and so on. The region boasts a huge number of travel and tourist establishments in the UK, as it is a major tourism centre. Because the United Kingdom is Europe’s financial and tourism hub, the bulk of global hotel companies maintain a presence and corporate headquarters there. Hotel companies make up a big part of the travel and tourism industry, and they may be quite helpful to new employees in terms of acquiring new skills and gaining valuable experience. In order to acquire maximum benefits and significant experience, the individual seeking experience might choose this industry option as his choice for the organisation he intends to work for. There are several large hotel franchises operating in the United Kingdom that will give a viable choice for the candidate.
Tour planners and organisers: The travel and tourist business relies heavily on this type of organising. Among the numerous jobs that determine the quality of a travel or tourism plan, the tour planner’s responsibilities are the most important. This is because a tour planner is often engaged in all aspects of a vacation package, including the departure flight, hotel stay, length of stay, destinations visited, and return flights.
A tour planner’s role is to guarantee that the trip plan is arranged and designed appropriately to offer the highest quality of travel and comfort for the visitors. As such, a company having contacts in the business, such as hotels, transportation services, airlines, tourism attractions, and so on, would be extremely beneficial to a candidate wishing to learn via job experience. This would be a fantastic opportunity for candidates because they would be able to interact directly with customers about every aspect of their travel plans, as well as interact with them and receive feedback on various services (Casey and Andrisani, 1979).
P1.2 Negotiate with work and academic supervisors a proposal for the work experience
The goal of the following recommendations is to assist a candidate in negotiating a successful conclusion with the academic and work supervisor when proposing a work-based experience. According to the supervisor, it is conceivable that one proposal does not fulfil all of the standards on the first try. However, this does not always imply that a flexible agreement that is satisfactory to both the academic supervisor and the candidate cannot be achieved. To acquire flexible bargaining abilities, the Harvard business fundamentals guide offers the following suggestions:
Any successful deployment of negotiation techniques should begin with the development of a core framework based on the following factors:
Provides an alternative to the negotiating strategy for the proposal task.
There should always be a minimum threshold limit that must be fulfilled in order for a negotiating transaction to be completed successfully.
It should clearly express how flexible the candidate is prepared to be and what may be traded off in order to reach a mutually beneficial agreement.
These are the important factors that are used to create a negotiating framework for the academic supervisor’s approval of the proposal (Griffiths and Guile, 2004). While the wording of the flexible proposal may resemble that of a commercial contract, it is critical for the academic supervisor to consider when engaging into a negotiation regarding the establishment of a flexible work environment for the applicant to get work experience.
BATNA – Best Alternative to a Negotiated Agreement
Developing and comprehending a BATNA approach implies that the applicant understands and is prepared to perform what is required if the work-based experience proposal is not approved during the negotiation process.
The BATNA approach should be carefully constructed, and it is the optimum arrangement of activities that should be followed in all scenarios to generate a good work-based experience outcome. This methodology is only utilised when an agreement’s success requirements are not satisfied and an alternate way is necessary. If the candidate is unable to reach an agreement with the academic supervisor that is acceptable to all sides, the following factors should be considered:
What additional possibilities do you have to fulfil the academic supervisor’s demand?
Are the grounds for the candidate’s rejection of the created proposal fair and reasonable?
What influence would your alternative strategy have on the academic supervisor?
It is critical to remember that the alternative plan established to gain work-based experience should not put the academic supervisor or other staff members at a disadvantage. To better understand how successful an alternate technique is, it is worth putting it under the cost/benefit analysis in a specified manner.
P1.3 Recognize the business constraints of the work experience offered
Once all parties engaged in the transaction have reached an agreement, it is critical that the parameters of the agreement are meticulously documented from the start of the work-based learning process to the end, including the trial and performance evaluation dates and methodologies.
It is critical to document the agreement in writing and provide a copy to the academic supervisor. It is possible to ensure that the terms of the agreement stay visible and clear to both parties by using this strategy. To make the agreement even more helpful, make sure that one copy is given to the human resources department.
