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Human Resource Management Analysis at Royal Rainbow Tours: By: Rina Kurniawati
Human Resource Management Analysis at Royal Rainbow Tours: By: Rina Kurniawati
Abstract
1.0. INTRODUCTION
People have very complex needs. One of them is the need for
service, etc.
provides services in which make it easier for the person fulfill his
travel needs. By using its service, people do not need to waste their
phone then the travel agent will take care the rests.
more than five hundreds (according to the list taken from ASITA). With
important for a company to achieve its goal. It is the tool which makes
has been in the business for sixteen years. With long its history,
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TOURS.”
industry.
and knowledge the writer has and focusing on the main issue of the
the theory and the application can be identified and reasons can be
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used such as travel bureau, tour operator and travel agent or travel
However, basically they all are the same in practice although from the
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organizing services).
activities involve:
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2.2.1. HR Planning
resource needs and job requirement. HR plans are derived from the
the firm in the external environment and the nature of its current
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demand forecasting.
2.2.2. Staffing
Planning process, the firm can carry out its staffing process. Staffing is
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organization (external).
interview
2. Employment interviews
3. Employment tests
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the new surrounding of the organization that he or she enters in. The
2.2.4. Compensation
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needs. Without evaluations, employees will not know how they are
improvement.
located on JL. Cikini Raya No.88 Central Jakarta and named as PT.
Griya Dharma Wisata. Since the name of PT. Griya Dharma Wisata is
not very easy to remember, the company uses Royal Rainbow Tours
as its company name. In the beginning, the company only had four
staffs.
first year of its establishment, the company was focusing on its in-
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bound tour program in which it covers Java-Bali Tour program. And the
tourist.
on its in-bound tour program and airlines ticket sales was just a
supplement.
unstable and it had a great impact on the company. The company had
Royal Rainbow Tours has got two outlets. One is the head office
Head office:
Telp.021-530311, Fax.021-56964833
Branch office:
Telp.021-42880509, Fax.021-42880508
implies that the company is specializing in tour with the fact that the
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economics return from tour program sales is higher than air transport
ticket sales. However, the company start focusing on its air transport
Shareholder
Director
Sharehold
er
Director
1 Tour/ Transport
1 Tour/ Transport Staff
Staff
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1) Director
3) Cashier
Accounting
5) Ticketing Staff
6) Tour Staff
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7) Manager of Transportation
or based on request.
8) Driver
drop off vehicles right on schedule, and wisely use the fuel in
9) Co-driver
3.2. HR Planning
Whenever there was a very high demand for tour in 1992, the
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monetary crisis. Demand fell down to its lowest point that reached 0
(zero demand) and called for dramatic efficiency for the sake of the
cut off. Once again, the company suffered from poor cash flow and
forced to sell its assets consisting of 3 (three) buses and 2 (two) micro
buses. The money gained was used to pay the fee for the employees.
Those who worked less than 3 years received (one) month salary and
who worked for more than 3 years or less than 10 years received 3
in the head office and the branch office with direct supervision from
the Director.
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Yet, since 2004 there has been a positive trend in tour packages
for carrying up all of the projects. Due to the strong relationships and
connections among the tour and travel industry, the company is able
3.3. Staffing
impractical, as too many applicants applied for the job. He found a lot
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work for his travel. Otherwise, he would ask his friend a favor to find
For the selection process, once the director has got several
with the department manager or the senior staff and the other is with
the director himself. There are two basic qualifications in order to pass
the selection process. The first one is intelligence and the second one
person must be able to make tour program and can speak English,
day during the training period. And after the probation period is over,
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special event basis, the company would send its employee to join a
course, and when there is an invitation for seminar, the company will
3.5. Compensation
eight working hour, six days work and one day off, for three months.
After that, once the staff could pass the probation period, then he
and transport. When the company serves a large group, then the staff
would get an incentive for every field work he does. The incentive
whether they are sick or not. However, when the staff has got an
given health allowance, the company would give more. In addition, all
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when they have completed the probation period and after that
department manager.
While for the old staffs, the evaluation is based on the judgment
1999 the outing program is never held, because the staffs refuse it
4.0 DISCUSSION
As noted earlier in the first chapter, the writer has limited the
the economic crisis. The findings have also visualized that the
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operational activities in the early years of the crisis and redefined the
The writer has found that since 1999 until present, the director
received. His task involves from designing the tour packages until
managing his staff. The decision made by the director to cut off
vocational schools and reward them with the minimum salary set
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offer a very great salary. And also due the nature of the salary they
high.
5.1. Conclusion
It seems that there are two opposing arguments on the best ideal
argument that the reality says the best practice of human resource
management does not have to go in line with the theory, that the
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etc. However, technically it does not apply one hundred percent what
system simply based on the needs of the company and from the
judgment that the applied system has already fulfilled the company
and political situation which influence tourism sector also has affected
5.2. Suggestion
succession planning.
will need to set strong driving force within the employees while
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REFERENCES
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LAMPIRAN
1999-NOW
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