HR Practices in Carnival U.K.

This presentation explores the HR practices in Carnival U.K., a cruise ship operator, including talent management, performance management, and legal considerations. It discusses the HR life cycle, performance management plan, training of law for the hospitality industry, and legal and ethical considerations. The presentation concludes by highlighting the potential impact of regulations, legislation, and ethical principles on decision-making in the company.

HR PRACTICES IN CARNIVAL U.K.

TABLE OF CONTENTS
 Introduction
 Using the HR life cycle for talent management
 Performance management plan
 Training of law for hospitality industry
 Legal and ethical considerations
 Conclusion
 References

INTRODUCTION
Human resource management refers to a strategic approach in which people are
managed effectively in an organization to get the best out of them. This presentation will
be prepared in the context of Carnival U.K., a cruise ship operator offering packages to
popular destination.

USING THE HR LIFE CYCLE FOR TALENT MANAGEMENT
HR life cycle is a concept used in HRM which describes the different stages of an
employee’s time within the organization. The stages are as follows-
 Attraction- In this stage, focus is made by Carnival U.K. to attract the potential
candidates towards itself for the role of F&B Manager.
 Recruitment- In it, Carnival U.K. can recruit candidates suitable for the post of
F&B Manager.
 Onboarding- In this stage, Carnival U.K. can focus on the selected candidates by
inducting them into the organization.

CONTINUED….
 Enablement- In this stage, Carnival U.K. focuses on orientation process of new recruits
by their formal introduction.
 Development- After the employees have been formally inducted and orientation is done,
Carnival U.K. can focus on their long-term development by their training process which
can enhance their skills.
 Retention- In this stage, Carnival U.K. can focus on retaining their bright employees by
bringing special schemes.
 Separation- In this stage, Carnival U.K. can focus on properly managing the transition
process by giving farewell to retiring employees and ensuring that policies and
procedures are followed for the process.

PERFORMANCE MANAGEMENT PLAN
 The performance management plan for improving the performance of employees in
Carnival U.K. is as follows-
 Creation of measurable objectives- Carnival U.K. needs to create those objectives
which are measurable in nature.
 Defining professional development plans- Carnival U.K. can create a professional
development plan which can enhance the skills of the employees who are displaying
negative behaviors and are showing unwillingness to conduct certain tasks.
 Meeting regularly- Carnival U.K.’s managers should meet regularly to discuss the
progress of employees.

CONTINUED…
Name of Employee Tasks set Comments on performance
John To bring food more skillfully
according to different
cuisines.
Performance upto the mark.
Smith To check regularly on the
maintenance in the ship.
Performance not according
to standards.
Andrew To supervise housekeeping
staff.
Excellent performance.
Harry To manage cash receipts and
payments.
Good performance.

TRAINING OF LAW FOR HOSPITALITY
INDUSTRY
It aims for coordination of all organizations in tourism and hospitality industry and
provide a single voice to all of them. It provides funds for new hotels and organizations
in hospitality sector. Carnival U.K., being a cruise operator company comes under the
hospitality sector and thus needs to adhere to the Tourism Act, 1969 as framed by the
British government.
Impact of laws on business decision-making-
 Company law- Company law can impact business decision-making of Carnival U.K. as
if there is a change in this law then the policies of the company has to be changed as per
the amended new law.
 Employment law- Employment law of country provides different rights for the workers
working in various industries in the nation. There are provisions for pay, incentives,
bonus, overtime allowance, special allowance, medical allowance etc.
 Contract law- Contract law of U.K. provides for rules and regulations for contracts and
agreements done in the country. It can impact the decision-making of Carnival U.K. as a
change in this law may force the company to change terms and conditions of many of its
contracts and agreements.

LEGAL AND ETHICAL
CONSIDERATIONS
Legal and ethical considerations for Carnival U.K. are explained as follows-
Potential impact of regulations, legislation and ethical principles on decision-making-
 There will be a potential impact of change in rules and regulations on the operations of
Cruise Ship Company. However, the company’s ethics will remain the same despite a
change in the law. It can impact the decision-making in company as it will lead to a
change in overall functioning of the company and decisions have to be taken for
ensuring that.
 If the government of the country changes the legislation regarding tourism and
hospitality sector then it will have a potential impact on decision-making in the
company as it will lead to amendments in the policies of the company including HR
policy, employment policy etc. Also it will impact the operational decision-making of
the company since it may need to introduce a new operational policy due to a change in
legislation.
 Ethical principles of company have an impact on its decision-making as many of its
decisions are centered on its code of ethics which it has to follow while framing its
policies and decision-making.

CONCLUSION
From the above presentation, it can be concluded that HRM is an important part of the
organizations. HR life cycle can be used for talent management, performance plan can
be prepared for monitoring of performance. Law of hospitality industry has to be
followed by Carnival U.K. Also, regulations, legislation and ethical considerations can
impact the decision-making of the company.

REFERENCES
 Guest, D. E., 2017. Human resource management and employee well‐being: Towards a
new analytic framework. Human Resource Management Journal, 27(1), pp.22-38.
 Jabbour, C. J. C. and de Sousa Jabbour, A. B. L., 2016. Green human resource
management and green supply chain management: Linking two emerging
agendas. Journal of Cleaner Production. 112. pp.1824-1833.

Thank You