Carnival UK: Financial Performance, HR Life Cycle, Performance Management Plan, Legal Regulations

The article discusses Carnival UK's financial performance, HR life cycle, performance management plan, and legal regulations. It covers topics such as profit per meal, labor per hour, HR life cycle of food and beverage manager, performance management plan, and specific legislation of the firm. The impact of company, employment, and contract law on the firm is also discussed.

Running head: CARNIVAL UK
CARNIVAL UK
Name of the Student
Name of the University
Author Note

1CARNIVAL UK
Table of Contents
Activity 1.........................................................................................................................................2
Activity 2.........................................................................................................................................5
Activity 3.........................................................................................................................................7
Activity 4.........................................................................................................................................9
Activity 5.......................................................................................................................................12
Activity 6.......................................................................................................................................13
Activity 7.......................................................................................................................................14
Activity 8.......................................................................................................................................15
References......................................................................................................................................16

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Activity 1
Dr Kate a/c Cr
Date Particulars L/F Amount Date Particulars L/F
Amoun
t
6-Feb To Bank 5001 1-Feb By purchases 5001
5001 5001
Dr. Purchases a/c Cr
Date Particulars
L/
F Amount Date Particulars
L/
F
Amoun
t
1-Feb To Kate a/c 5001 28-Feb By balance a/c 34553
1-Feb To Harry a/c 29552
34553 34553
Dr Harry a/c Cr
Date Particulars L/F Amount Date Particulars L/F
Amoun
t
17-Feb To cash 29552 1-Feb By purchases 29552
29552 29552
Dr Catering Cr
Date Particulars L/F Amount Date Particulars L/F Amoun

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t
28-Feb To balance 2008 14-Feb By bank 2008
2008 2008
Dr Sales beverage Cr
Date Particulars L/F Amount Date Particulars L/F
Amoun
t
28-Feb To balance 42493 3-Feb By cash 11203
10-Feb By cash 8966
17-Feb By cash 11710
24-Feb By cash 10614
42493 42493
Dr Sales food Cr
Date Particulars L/F Amount Date Particulars L/F
Amoun
t
28-Feb To balance 6837 3-Feb By cash 1824
By cash 1687
By cash 1611
By cash 1715
6837 6837
Dr Bank a/c Cr
Date Particulars
L/
F Amount Date Particulars
L/
F
Amoun
t
14-Feb To catering 2008
6-
Feb By Kate 5001
28-Feb To balance(overdraft) 2993

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5001 5001
Dr Cash a/c Cr
Date Particulars
L/
F Amount Date Particulars
L/
F
Amoun
t
3-
Feb To sales beverage 11203 17-Feb By Harry 29552
3-
Feb To sales food 1824 28-Feb By Balance 19778
10-
Feb To sales beverage 8966
10-
Feb To sales food 1687
17-
Feb To sales beverage 11710
17-
Feb To sales food 1611
24-
Feb To sales beverage 1715
24-
Feb To sales food 10614
49330 49330
Trial Balance
In the books of Carnival UK, Trial Balance
Particulars l/f Debit Credit
Purchases a/c 34553
Cash a/c 19778
Harry a/c

5CARNIVAL UK
Kate a/c
Bank a/c 2993
Catering a/c 2008
Sales beverage 42493
Sales food 6837
54331 54331
*All figures are in £
Activity 2
All organizations performing in the domain of business would be required to ensure that
they are successfully able to carry out their operations and ensure that they do so in the most
competitive manner (Ansoff et al. 2019). However, with respect to this, very often it becomes
considerably important to track the performance of the firm through the presence of some
indicators which will assists in assessing whether the performance of the business is as per the
defined standard or not. More so, the measurement of the overall performance of the business
tends to become even more critical to measure when the financial indicators can be assessed.
Hence, given below are the indicators which can be rightfully used in order to measure the
overall financial performance of a restaurant.
Profit per meal
The profit per meal can be understood to be a useful measure which can go a long way in
assisting the business to understand the amount of profits which a business is incurring if
calculated on a per meal basis. This indicator can serve as a useful measure for the restaurants
and go a long way in assisting the different businesses to understand whether they have been
performing well or not. The calculation will be based on single meals as prepared by the

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restaurant. In this manner, the restaurant will be able to measure the amount of revenue they have
been earning on each meal and the manner in which the firm would be required to engage in
adequate meal proportions so as to ensure that it is able to work in the right proportion
(Carnivalcorp.com (2) 2018).
Figure 1: The Restaurant KPI
(Source: Brewster and Hegewisch 2017).
Labor per hour
The labor per hour is another measure which can be made use of by the different
restaurants in order to measure the number of laborers who are required each hour in the
restaurant. This measure assists in understanding the peak as well as the lean hours of the

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restaurant and also go a long way in seeing to it that the restaurant is able to earn adequate
amount of profits by employing the right number of laborers in the right hour. Very often the
restaurant keeps a constant number of laborers for all the hours and this is where they go wrong
and engage in extra costs even when the customer input is comparatively very low
(Carnivalcorp.com (2) 2018). By understanding this aspect, the restaurant will be able to
understand the manner in which the restaurant will be able to successfully improve its overall
performance.
Activity 3
HR Life cycle of Food and Beverage manager on Cruise Ship
The human resource life cycle serves as a useful source of guideline for the different
members of the organization as it goes a long way in ensuring that the firm would be successful
in carrying out the different operations of the firm and that they are able to develop well in their
overall career. The Food and beverage manager follows a life cycle which is very similar to that
of a General Manager in a firm. The different steps in the life cycle of Food and beverage
manager can be stated to be as follows:
 Recruiting and on boarding: This is the first stage of the life cycle. In this stage, the Food
and beverage manager tends to enter the firm as a new employee and also engages in
discussion regarding his overall career objectives and the different steps which he would
require to take in order to attain success (David and David 2016). The company tends to
take him in and explains the overall job responsibilities of the different managers,
furthermore, his pay and working hours along with the shift timings are discussed.

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 Orientation and Career Planning: In the second stage of the Human resource life cycle,
the Food and beverage manager tends to undergo an integral training as a part of the
overall operations of the firm, in addition to this, as a medium to encourage him, his
overall career graph and planning takes place at the stage. In this way, the manager is
motivated to undertake and complete the job opportunities well and ensure that they are
able to attain success in the long run.
 Career development: The career development phase is the third phase of the life cycle
whereby his appraisal takes place and the overall performance is assessed. In this manner,
the manager will be successfully able to progress through his career in the long run. In
this way, the firm benefits from his expertise along with the overall development and
progress of the employee`s personal career (Lasserre 2017).
Figure 2: The HR lifecycle

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(Source: Brewster and Hegewisch 2017)
 Termination or transition: The last stage in the HR cycle of a food and beverage manager
is the termination or the transition stage. In this stage, either the employee changes the
job or is shifted to another unit of the firm.
Importance of HR Life Cycles for Strategic Talent Management
The HR lifecycle can be stated to be a crucial part of the firm whereby it not only assists
in motivating the different employees but also goes a long way in the management of the
strategic talent in the organization. This means that, in order to ensure success for the overall
talent and people management, a firm makes use of the HR lifecycle which then goes a long way
in assisting the different managers in learning about the right kind of strategic fit which will help
the company to attain its overall objectives. In the same manner, it will help in gaining the right
employees which will assist in achieving the overall objectives of the firm.
Recommendations for improved documentation
The documentations form an integral aspect of the organization and with respect to this, it
becomes considerably important for the HR manager to ensure that they are successfully able to
maintain the overall documents related to the employees as these documents go a long way in
ensuring that, there can be proven records with respect to the overall performance of the
employee and that, these records can be used to appraise his performance in the future.
Activity 4
Performance management Plan
Goals desired:

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1. To engage in resolving the negative and harmful behaviour of the staff as present in the
workplace.
2. To mitigate the issues of staff retention.
Actions to be taken by the firm:
To meet these goals of the firm, it becomes important to form action plans which will take the
firm on the path to meet these overall goals of the firm.
1. Firstly, the firm would be required to understand the primary reason behind the negative
behaviour of the staff. This means that, the organization needs to conduct an analysis
which will assist them in understanding why the firm has been facing this negative
behaviour. It might be due to the presence of certain factors in the workplace which either
disturb the different employees or motivate them to perform considerably well (Wheelen
et al. 2017). Once the reason is understood, the firm would be required to ensure that they
are being able to conduct personal 1:1 sessions with the employees and help them in
understanding whether the firm will be able ensure overall problem solving or not.
2. The second step which can be largely adopted by the firm can be stated to be relating to
the overcome the issues of staff turnover. In the consumer facing industry, the employees
often find it very difficult to perform well and remain satisfied as they are forced to work
for longer hours. Hence, if they are provided with regular bonus and related system then
these employees will be happy and would like to be associated with the firm for a longer
time period.

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Figure 3: The performance management cycle
(Source: Bratton and Gold 2017)
Measurement of improvement
To ensure that the organization is able to progress well, the following measurements of
improvement can be tested:
 Reduction in the Staff turnover rate
 Increase in the customer satisfaction rate.
Importance of HR Life cycle for overcoming the issues of staff retention
As understood earlier, the HR life cycle assists in ensuring that, the organization is able
to maintain a good flow of talent, however, the firm would also be required to ensure that, it
makes use of the HR lifecycle in order to overcome the issues of staff retention. The
management can be a guidance to the different employees and help them to remain motivated

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and remain associated with the firm for a longer time frame. Lastly, the HR life cycle can also
be used to reduce absenteeism and ensure that the firm is able to attain success in the long run.
Activity 5
Specific legislation of the firm
The legal regulations and legislations form a crucial aspect of the organization and with
respect to this, it becomes considerable crucial for the organizations to ensure that they consult a
legal firm and abide by the different regulations faithfully. In this manner, the firm will be
successfully able to attain success in the long run and will also be able to carry out its overall
operations of the firm in the right manner (Wheelen et al. 2017). Carnival UK, being a consumer
facing business situated in the United Kingdom, has to ensure that it follows all the legal
requirements which a business follows in the United Kingdom and in addition to this, the firm is
also able to follow certain specific laws for the purpose of the tourism business it conducts. The
different laws which they are required to follow can be the law of Package Travel, Package
Holidays and Package Tours (Amendment) Regulations 1992 and Civil Aviation
(Air Travel Organizer’s Licensing) Regulations 2012. These are important for
Carnival UK.
Impact of company, employment and contract law on the firm
The company laws, employment laws, contract laws and related aspects tend to have a
strong impact on the overall operations of the firm and with respect to this, it needs to be
understood that, these laws are crucial for the overall wellbeing and related operations of the
firm. These laws tend to form a guideline for the performance of the business and go a long way
in ensuring that the firm performs well (Carnival UK (1) 2018). The company laws tend to state

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down the different operations of the firm and defines the working hours, the permissible acts and
related aspects. Moreover, the employment laws are formed for the overall success of the
employees as present in the workplace. Lastly, the contract laws also have a major role to play in
seeing to it that the firm, is able to maintain adequate relationships with the different suppliers as
present of the business. Hence, due to this considerable impacts, the different businesses often
tend to consider these aspects in their overall decision making because, without this, the firm will
not be able to conduct the operations properly.
Activity 6
It must be agreed upon, that the different regulations, legislations and related ethical
principles tend to have a strong impact on the different operations which the firm undertakes. In
this context, it can be mentioned that, the organization in order to attain its operations in the right
manner needs to ensure that it is successfully able to follow these operations and conduct the
different principles in the right manner. Moreover, the firm needs to follow these regulations as
the different operations of the business are required to be conducted in an ethical manner for the
overall welfare of the different employees and the management alike (Brewster and Hegewisch
2017). In cases, where the different regulations of the business are not followed adequately, the
business will not be able to find success in the long run. For instance, if the bar opening timings
are approximately 2 hours, then it lies the duty of the employer to ensure that the bar remains
open for this limited time only. Moreover, ethical principles related with respect to employment
and the termination of the employees will lead to better operations in the long run of the firm.

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Figure 5: The integrated departments
(Source: Brewster and Hegewisch 2017)
Activity 7
Any organization will not be able to function alone and hence, with respect to this, they
will be required to integrate the functioning of the different departments of the firm so as to
ensure that, they are successfully able to meet all the goals of the firm and are able attain
competitive advantage in the long run (Brewster, Chung and Sparrow 2016). Here the
functionalities of the different departments in a firm comes into question and the departmental
heads will be required to ensure that they talk amongst themselves and ensure that, they are able
to provide complete service to the audience and engage in successful completion of services and
related responsibilities. In a hospitality segment, the different departments will be required to
communicate effectively with one another. If a customer demands a dish from the kitchen, then

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the different departments which will get involved in this will be the kitchen department, room
service department, accounts department, hotel staff and others (Bratton and Gold 2017). Only
then, the particular request of the organization will be fulfilled. Hence, the interdependency of
the departments has a crucial role to play in this scenario.
Activity 8
As mentioned earlier, the different departments would be required to ensure adequately
that they are able to provide a complete service to the different customers as present in the
organization and that, they are able to communicate with one another effectively so as to ensure
that, the firm is able to attain success. According to Noe et al. (2017), the different modes of
communication which can be largely adopted by the Food and Beverage department can be
stated to be the mediums of email messaging, walky talkies, calls and other related methods
which will help them in maintaining a constant communication link with one another. These
days various data base management systems are present which will go a long way in assisting the
different employees to communicate with one another and in a similar manner, these employees
would also be able to maintain a record of the different communication channels which may take
place. This communication also goes a long way in improving the overall value chain of the
company. Additionally, in order to work upon the same and improve the different operations of
the firm, a recommendation with respect to the training of the employees can be made which will
assist in ensuring the overall success of the firm.

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References
Ansoff, H.I., Kipley, D., Lewis, A.O., Helm-Stevens, R. and Ansoff, R., 2019. Implanting
strategic management. Springer.
Bratton, J. and Gold, J., 2017. Human resource management: theory and practice. Palgrave.
Brewster, C. and Hegewisch, A. eds., 2017. Policy and practice in European human resource
management: The Price Waterhouse Cranfield survey. Taylor & Francis.
Brewster, C., Chung, C. and Sparrow, P., 2016. Globalizing human resource management.
Routledge.
Carnival UK (1), 2018, Who We Are, viewed on https://carnivalukcareers.co.uk/who-we-are, last
accessed 06 February 2019
Carnival UK (2), 2018, Explore Our Careers, viewed on
https://carnivalukcareers.co.uk/careers/#graduates, last accessed 06 February 2019
Carnivalcorp.com (1), 2018, Corporate Information, available at
http://phx.corporate-ir.net/phoenix.zhtml?c=200767&p=irol-prlanding, last accessed 06 February
2019.
Carnivalcorp.com (2), 2018, Carnival Corporation & PLC Form 10-K for the Fiscal Year ended
November 30, 2018, available as CarnivalCorporationplc_10K_20180129.pdf, on
http://phx.corporate-ir.net/phoenix.zhtml?c=140690&p=irol-reportsother2, last accessed 06
February 2019.
David, F.R. and David, F.R., 2016. Strategic management: A competitive advantage approach,
concepts and cases. Pearson.

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Lasserre, P., 2017. Global strategic management. Macmillan International Higher Education.
Noe, R.A., Hollenbeck, J.R., Gerhart, B. and Wright, P.M., 2017. Human resource management:
Gaining a competitive advantage. New York, NY: McGraw-Hill Education.
Wheelen, T.L., Hunger, J.D., Hoffman, A.N. and Bamford, C.E., 2017. Strategic management
and business policy (p. 55). Boston: pearson.