Hospitality Business and Marketing Strategies

This assignment provides a detailed overview of hospitality business and marketing strategies, covering topics such as total quality services, policy analysis, and social responsibility. It includes references from books and journals, highlighting the importance of providing services to customers as per their need and requirement by giving specific experience of their journey. The assignment also emphasizes the role of extraordinary performers in co-evolution journeys and the significance of design thinking and human performance technology in transforming innovation into performance.

Hospitality
Business
Toolkit

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
A: Investigate principles of managing and monitoring financial performance...........................1
B: Identifying different terms as pertain in hospitality industry...............................................2
C: Double entry book-keeping system of debit and credit record sales and purchasing in
ledger...........................................................................................................................................2
D: Applying use of trial balance in order to complete ledger.....................................................3
TASK 2............................................................................................................................................4
A:Different stages of HR life cycle of hospitality it importance in retaining and development
.....................................................................................................................................................4
B: Importance of human resource life cycle in strategic talent management and overcoming
staff retention..............................................................................................................................5
C: Judgements and recommendation of human resource process to improve effectively
planning.......................................................................................................................................6
D: Performance management plan for specific hospitality job role techniques to resolved.......7
TASK 3............................................................................................................................................8
A: Legislation of hospitality within an organisation..................................................................8
B: Company's employment and contract law potential impact upon business decision-making9
C: Potential Implication of regulation and standards upon decision making..............................9
D: Potential impacts of regulation, legislation and ethical principles upon decision making. 10
TASK 4..........................................................................................................................................10
A: Different roles within hospitality sectors.............................................................................10
B: Different methods of communication, coordination and monitoring applied to hospitality 12
C: Different methods of communicating, coordinate and monitoring within department of
hospitality organisation for achieving organisation goals and objectives.................................13
D: Different methods of communication, coordination and monitoring recommendation
within hospitality organisation and recommendation...............................................................13
CONCLUSION..............................................................................................................................13
REFRENCES.................................................................................................................................15

INTRODUCTION
In today's era hospitality management usually involves overseeing administrative task of
a hotel or a resort. It is a board group of business that basically provides services to customers,
focused on satisfaction of customers are per need and requirement by providing specific
experience for them (Bowie and et.al., 2016). Additionally, it is a specialised field of
management service within hospitality industry as it includes loading, food and beverage
services, tourism, sports and entertainment. This report is based on Health & Lockhart which is
located in London United Kingdom. It is specialised in offering in Smoothies, salads and juices
for health conscious people. This report is going determine principles of managing and
monitoring financial performance with different management plan that help in performing job
role. Eventually identifying different relation with other function of hospitality industry by
adopting methods for communication, coordination and monitoring that is necessary for an
business to carry outs its function effectively.
TASK 1
A: Investigate principles of managing and monitoring financial performance
In an organisation, principles are refer as guidelines to conduct or prepare activities to
improve business function in an attractive manner. Additionally, financial performance are
efficiencies and abilities to accomplish task or activities so that goals and objectives can be
achieved within stipulated time period. Herein, managers of Health & Lockhart are investigating
principles of managing and monitoring financial performance are as follows:
Composite of finance: It is important for an organisation to achieve composite of
finance as sources of finance is directly or indirectly linked with an organisation performance
(Singh, 2015). Herein, mangers need to monitor financial performance so that excessive debts
can be reduce and financial performance can me managed and perform in a systematic manner.
Actual financial performance: In an organisation it is necessary to compare budget
outcomes with the actual financial outcomes. Herein, the managers should compare financial
outcomes with the budget result on regular basis so that financial performance can be measured
in an appropriate manner so that goals can be achieved in effectively manner.
Identification of risk factor: In order to achieve high and stable growth the managers
need to identify potential and risk factor that usually effect organisation financial performance. It

is necessary for an organisation so that effective principles can be adopted to avoid certain
difficulties if arise within an organisation.
Recording all expenditure and income with help of table is determined below:
Incomings Outgoings
Wages Weekly food shopping
Gifts Clothes
Benefits Gifts
Allowances Household utility bills
drinks
Lunch purchases
B: Identifying different terms as pertain in hospitality industry
Sales: Sales refers to exchange of goods and services between two parties where buyer
receives goods or services in exchange of money( Anderson and et.al., 2017). In case of
hospitality industry, mangers are generating huge amount of sales by offering facilities to its
customers as well as attaining highr income and profitability.
Purchase: In terms of business a purchase means to take possession of given asset or
attaining right by paying amount of money for the transaction to become successful. Herein,
mangers are acquiring various hospitality industry standards in purchasing goods and services
between different organisation.
Input Cost: Input cost consist of direct material, direct labour and other overhead items
which usually indicates cost of production and offering services in an appropriate manner.
C: Double entry book-keeping system of debit and credit record sales and purchasing in ledger
Particulars Debit Credit
Cash in hand (Overdraft) 10700
Petty cash expenses 750
Credit card sales 14795
Cash sales 3350

Free issues 575
New kitchen equipments 6540
Food purchase 7900
Beverage purchases 12970
Purchase return 200
Credit Notes 190
Discount Received 2300
Rent 2850
Utilities 475
Functions and events
(Income) 5967
Debtors 700
Wages 4590
Till shortage 152
37502 37502
Particulars Debit Credit
Transaction
amount
Wages 16489 16489
Gifts 24000 24000
Benefits 25000 25000
Allowances 15900 15900
Weekly food shopping 26415 26415
Clothes 17809 17809
Gifts 15000 15000
Household utility bills 3678 3678
Drinks 10032 10032
Lunch purchases 8455 8455
81389 81389 162778

D: Applying use of trial balance in order to complete ledger
A trial balance is a book-keeping worksheet which consist of balances of all ledgers
which are compiled into debit and credit column total that are equal (Benckendorff and et.al.,
2015).Additionally, an organisation prepare a trail balance on periodical basis or at the end of
reporting period. Herein, managers are using this method in order to ensure entries in a
company's book-keeping systematic and are correct mathematically.
Particulars Debit Credit
Bank loan 12000
Cash in hand 11700
Capital 13000
Rates 1880
Trade creditors 11200
Purchases 12400
Sales 14600
Sundry creditors 1620
Debtors 12000
bank loan interest 1400
Other expenses 11020
Vehicles 2020
52420 52420
TASK 2
A:Different stages of HR life cycle of hospitality it importance in retaining and development
In an organisation, human resource life cycle plays an pivotal role within performing
business activities in order to perform their role and responsibility in an effective manner. Herein
stages of human resource life cycle are determined below:
Box 1: In context to Health & Lockhart, mangers are placing its advertisement on social
media, different websites and official sites for an organisation vacant position.

Box 2: In this stage, an candidate is interviewed by human resource managers of heath &
Lockhart. Eventually, this interview is based on skills, knowledge and experience of an candidate
who can perform activities and business function as well as operation so that desired goals and
objectives can be achieved.
Box 3: Question
Good Question
 Are you aware about company's profile and business operation?
 What is your expected salary package?
Bad Question
 What are you weakness which cab directly effect on organisation?
 What was reason to leave your previous organisation?
Box 4: In an organisation induction is essential for new as well as existing workers as it
help employees and staff members to know their roles and responsibility, working criteria,
organisation mission and vision, goals and objectives. Moreover, it help them to provide
information regarding working culture, attitudes and behaviour within an organisation.
Box 5: In this stage, the procedure which help in assisting, evaluating and monitoring all
new employees and staff members performance as per their skills and capabilities in order to
perform their job designation effectively. Herein, employees are getting opportunities to learn
and execute new things in their working criteria. This also help human resource managers top
anticipate actual performance with the existing performance so that an respective organisation
can attain goal as well as increase productivity and profitability.
Box 6: In this procedure, an candidate is given to gain learning opportunities which are
provided through training and development session in order to enhance skills and capabilities of
an individual. Additionally, when an employee is equipped with accurate skills and knowledge
then they can carry out their work in proper manner so that desired goals can be achieved.
Box 7: The process of advance planing help mangers to gain future opportunities such
as promotion and attaining sustainability for longer period of time. Herein, human resource
managers need to plan promotion activities for recruiting new employees so that future motive
of an organisation can be achieved. Moreover, such planning is essential as current leader can
leave their position so that new emerging talents are required to attain those places.

Box 8: In this process staff members take leave from an organisation due to some
personal and professional grounds. One of the main reason is that when employees of a company
are dissatisfied from their works and disputes or arising conflicts with an organisation or are
being creating by employees. Thus, this dissatisfaction are being protected with adoption of new
strategies so that healthy environment can be created among employees and mangers.
Box 9: Herein, human resource managers are taking interview in order to determine
main cause and reason to staff turnover. Some of the question asked by human resource
managers asked during interview are as follows:
 Why do you want to leave our organisation?
 Did you get better opportunities any where else?
 Is there any issue that is bothering you within an organisation?
B: Importance of human resource life cycle in strategic talent management and overcoming staff
retention
In an organisation, human resource management describe different stages of an
employee with their role and responsibilities in workplace. The human resource department
plays and effective role at each and every stage (Sriprahastuti, 2018). It importance is to analysis
employees skills and capabilities in order to gain high income and profitability as well as it assist
in m maintaining and managing all business operations and its functions by recruiting skilled and
talented staff members. Therefore some of the importance of human resource life cycle are
determined below:
 With adoption of promotional channels and activities and organisation can save time as
well as it will help to reach their potential customers in a desired manner.
 Implementing learning and development process as it is essential for an organisation. It
help in assisting employees performance so that desired goals and objectives can be
attained.
 Moreover, conducting interview session in order to know a candidate skills and
capabilities in order to identify weather a candidate is suitable for the job profile or not.
 Eventually, conduction induction session for both new new and existing employees so
that organisation goals, strategies, objectives, policies and mission can be acknowledge
by employees in an appropriate manner.

 Promoting and providing incentives to employees. Herein, mangers can analyses
employees and staff member performance and accordingly they can provide promotion.
Incentives and bonus as per their performance.
 Additionally, managers need to analysis the employee turnover issues so that main reason
can be know and strategies can be adopted towards it.
 In an organisation exit interview is important for analysing employees need and demand
which can be fulfilled by an organisation in future period of time. Thus, it is required for
managers to ask question related to issues faced by an organisation.
From the above mention point it has been analysed that there are various issues which are need
to overcome within an organisation. Such as employees retention or turnover for such instance
mangers should adopt proper training and development session in order to enhance their skills
and knowledge in an appropriate manner so that goals and objectives can be achieved.
C: Judgements and recommendation of human resource process to improve effectively planning
In an organisation there are several effective talent planing process that assist human
resource life cycle process within working culture (Foster and Carver, 2018). The documents that
are required to be evaluated is hierarchy structure of an organisation, job profile effective
strategies, business staffing plan, salary and wage structure as well as several other benefits.
Moreover, with such assistance human life cycle process can been determined by monitoring
employees performance. Additionally, entire practice aids in accomplishment of predetermined
targets as well as objectives for gain better results for both future and present aspect. If this
documentation is utilised in proper and appropriate manner that each and every employee will
able to measure and monitor keenly performance in an effective manner. Thus, it can be
determined that it is one of the essential documentation that in a valid form which is adopted by
mangers in monitoring employees and staff members performance.
D: Performance management plan for specific hospitality job role techniques to resolved
In an organisation performance management plan is usually an action plan which is
adopted by mangers of an organisation in order to know employees working deficiencies towards
success and opportunities. This is usually used in addressing failure that are not helping an
individual to reach specific goals and targets in an attractive manner. Its main significance is to
focus on plan and objectives so that it assist in improving employees and staff member
performance within workplace.

Moreover, the role of play script for workers who is rude with colleagues that are discussed
between employees and mangers of health and Lockhart which is discussed below:
Script 1:
Manager: From the last few days, I have been noticing that Mr XYZ is coming late to
office and also leaving at daily time.
Employee: Yes sir, it true. He has been doing this from last 5 days.
Manager: Do you know what's the reason behind it?
Employee: No sir, I really don't know but the staff member were saying that he has been
facing some problems regarding his health.
Manger: Okay, you guys have to talk with him and ask him to come on time as also ask
actual reason of coming late?
Employee: Sir, I think he has been facing heath problems frequently. That's why XYZ is
not able to come on time.
Manger: Okay, tell him to take proper medical treatment and leave for few days.
Employee: Sir, he tried but due to loss of pay he did not take leave.
Script 2:
Manger: From last few days I have been observing that Mr XYZ is coming late and
leaving office premises without completing office hours
Employee: Yes sir, he has been coming late for last 5 days
Manger: Do you know the reason behind it?
Employee: No sir, I don't have any knowledge regarding this, but I have header his has
been facing health issues.
Manger: Okay, you guys carry on and ask him to come on time and know the actual
reason of coming late?
Employee: Sir, I think because of heath problem he is coming late.
Manger: Okay, if he is going through such situation but still maintaining to come office
we should support and appreciate him for his hard work.
Employee: Yes sir, we can do this as this will lead to motivate him in a desired manner.

Overview of issues in talent acquisition and retention with food and beverage sector
In today's content food and beverage is one of the leading and the fastest growing sector
that focus on requirement of consumer need and preference. Herein, there are some of the issues
and problems that are being faced are determined below:
Fast changes in industry sector: In this industry changes occur very frequently as
because now a days consumer are more demanding and their preference as well as taste changes
rapidly. Herein, the human resource manger need to adopt changes of marketing environment so
that they can easily meet up their needs in an effective manner.
Continuous feedback: In this sector, if mangers are able to implement continuous
feedback then they will able to meet up certain customers needs and demand what they are
exactly looking towards it. Moreover, as to remain competitive they need to bring changes in
their business operation and function so that they can attain sustainability in competitive
marketplace.
Retaining Millennials: In today's context, millennials play's an important specially in
food and beverage sector. Herein, human resource managers need to examine needs and
demands what they are demanding. With help of retention millennials human resource mangers
can bring changes as per the requirement and attain sustainability in competitive marketplace.
Thus, the above mention are some of the issues that impacts on talent acquisition and
retention in food and beverage sectors.
TASK 3
Covered In PPT
TASK 4
A: Different roles within hospitality sectors
Theme park organisation chart:

( Organisation chart, 2015)
Hospital (Food & Beverage department structure):
Organisational Chart of Hotel:

Organisational Chart of hotel:

B: Different methods of communication, coordination and monitoring applied to hospitality

C: Different methods of communicating, coordinate and monitoring within department of
hospitality organisation for achieving organisation goals and objectives
D: Different methods of communication, coordination and monitoring recommendation within
hospitality organisation and recommendation
In an organisation there are several methods of communication that help to make
coordination for accomplishment of task or activities effectively. Additionally, coordination
through these methods help to eliminate any kind of weakness in value chain process. Moreover,
by adopting this process an organisational structure creates a framework for making effective
decision in order to attain predetermined goals and objectives.
Recommendation: From the above discussion it has been recommend that
communication, ordination and monitoring for enhancement of their own performance and others
in organisation to establish a proper effective value chain. Thus, am organisation need to
encourage managerial personnels to formulate effective methods and policies to avoid certain
difficulties related with this methods.

CONCLUSION
From the above discussion it has been concluded that hospitality industry is wider sector
that help in growth of economy by providing various job opportunities and leaving standards of
people. Moreover, there are certain rules and regulation that are need to be followed by a
respective organisation so that they are not abided with penalties that are imposed by
government. Moreover, management plans play's an importance role in formulating strategies in
order to achieve organisation goals and objectives in an accurate manner. Thus,hospitality is one
of the board group of business that basically provides services to customers as per need and
requirement by providing specific experience of their journey.