HPWPs at Travel to Go introduction

1. Introduction

Task A activities of the "Travel to Go" company is summarized in this report. It was done in two
groups: the first was our management team, and the second was our peer group, which was made
up of our company's employees. We worked as a management team to investigate HPWPS by
assigning duties to employees who had made significant contributions to the strategic and long-term
performance. We are working as a management team, and we should choose HPWPS from the list
provided, then examine the extent to which our chosen HPWPs contributed to long-term
performance at Travel to Go. This activity had three phases: the first was to implement a task
according to management team instructions, and then employees had to produce a document; the
second phase was for us to reimplement the document that was provided by the employees; the
third phase was for us to reimplement it again; and at the conclusion of the activity, the
management team, which was our team, declared it to be a perfectly implemented high-
performance work practice (HPWP).

The popularity of high-performance work practices (HPWPs) has grown in recent years (Huselid A.,
1995). HPWPs are a collection of carefully chosen human resource management practices that are
combined to generate a socially beneficial effect, resulting in a competitive advantage for the firm
(Mcbride, 2008) Employers' reactions to new updates in market and technology conditions have
sparked greater interest in HPWPs. These transformations necessitate more adaptive, competent,
and dedicated workers. The procurement of HPWPs is one option to address those demands
(Danford et al., 2008). HPWPs are a collection of practices, or various kinds of management
strategies, that employers use to achieve a synergy between employees' goals and the organization's
goals. These practices may consist of activities like Task A, associated with "employee engagement,
performance evaluation, working practices, developing skills, and learning" (United States
Department of Labor, 1993).

To complete the task, I have selected HPWPs for self-management and problem-solving, which are
described below. In terms of task execution and task assignment, I want my "Travel to Go"
employees to be self-managed, problem-solving, and improve their work as a team in different
countries.

• Self-management team first HPWP:

In terms of task allocation for the self-management team, I want my employees in Dubai to self-
manage client tour planning by providing them with a list of all the tour places based on their
specialties and guiding them through the main tourist attractions. I also instructed my team to
create an up-to-date list. In response to my directions, all of the staff gathered data on tour locations
in order to give it to clients as to what tour locations are available to see. Self-managed teams
always had the authority to develop procedures and responsibilities that were specific to the task at
hand.

The team is made up of several employees who have all been working towards the same aim of
collecting tour locations lists in Dubai and having a thorough awareness of the customer's
requirements. Dubai is a city in the United Arab Emirates that is noted for its high-end shopping,
cutting-edge construction, and vibrant nightlife. There are various tourist attractions in Dubai, such
as the Burj Khalifa, the Dubai Fountain, and the Palm Resort. As a result, when it comes to task
performance, I want my employees to act as a self-managed team, directing clients to all tourist
spots.

In order to provide exceptional service to clients, employees must be self-managed. A self-

management team is a group of people who work together in a company to achieve a shared
objective or aim without the need for traditional, effective supervision (Tait, 2020). Employees will
establish a self-management team through productivity improvement, boosting creativity, improving
motivation, lowering stress, and improving customer service. Other group members who are
employees, Aarti and Harpreet Kaur, will be doing it. 'Travel to Go' requires a self-managed team of
tourism professionals with expertise in a variety of operational and managerial functions, including
tour planning and itinerary design, travel tips, booking system and online ticket services, location
counseling services, marketing and sales, finance and marketing, meetings and conferences, travel
document and travel insurance, foreign currency services, and so on.

• Problem solving second HPWP:

In the HPWP task allocation, I want my employees at "Travel to Go" in Dubai to solve the travel
problems and charges so that Travel to Go can provide the best service at the lowest cost to tourists
visiting Dubai. Our employees make contact with local agents in order to produce the document. A
few of them are Raptors Tours & Safaris, Khat Tours, and Safaris-Dubai Tour Operators. Travel to Go,
employees, then evaluated their travel costs and, based on those costs, created tour packages that
were less expensive and better than those offered by other travelers, so Travel to Go employees
effectively applied problem-solving "high-performance work practices" (HPWPs). As a result, the
above-mentioned task A activity on problem-solving HPWPs increased Travel to Go performance by
enhancing employees' knowledge, skills, and abilities (KSAs), enabling them to use their KSAs for
company advantage, and encouraging them to use them (Deric, 2020).

This report describes how a management team may design and put into practice high-performance
work systems with the purpose of motivating and improving employee performance in order to
meet the company's travel-to-go objectives. This assignment explains the results of your Task A
activity and how our chosen HPWPs helped us achieve long-term performance improvement at
"Travel to Go." Furthermore, the focus of this study is on employees' perspectives, experiences, and
opinions toward our chosen HPWPs, which are beneficial, satisfying, and shared equally among
employees.