Carnival UK: Financial KPIs, HR Life Cycle, and Performance Plan

This report provides a comprehensive analysis of Carnival UK, focusing on its financial performance and human resource management strategies. It begins with a financial analysis, presenting a trial balance and key accounts. The report then delves into the importance of Key Performance Indicators (KPIs) such as food costs and seat utilization for assessing the restaurant's performance. Furthermore, it explores the HR life cycle of a Food and Beverage manager on a cruise ship, emphasizing its role in strategic talent management and offering recommendations for improved documentation. The report also outlines a performance management plan aimed at resolving negative staff behavior and improving staff retention, including specific actions and measurement methods. Finally, it touches upon the specific legislation relevant to Carnival UK, highlighting the importance of legal and ethical operations. Desklib offers a range of similar solved assignments and past papers for students.

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.........................................................................................................................................6
Activity 4.........................................................................................................................................9
Activity 5.......................................................................................................................................11
Activity 6.......................................................................................................................................12
Activity 7.......................................................................................................................................13
Activity 8.......................................................................................................................................14
References......................................................................................................................................15

2CARNIVAL UK
Activity 1
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
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

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28-Feb To balance 6837 3-Feb By cash 1824
By cash 1687
By cash 1611
By cash 1715
6837 6837
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
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

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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 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
5001 5001
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
Kate a/c
Bank a/c 2993
Catering a/c 2008
Sales beverage 42493
Sales food 6837
54331 54331

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*All figures are in £
Activity 2
For any organization to be successful in the long run of its operations, it becomes
considerably important for the firm to take into consideration the assessment of its performance
regularly in order to ensure that, it is able to find out any loopholes which exist in the system and
take considerable measures to overcome these loopholes in the long run. Hence, this is where the
role of the Key performance indicators come in the question (Ansoff et al. 2019). The key
performance indicators can be rightfully determined as the measurement of the operational or the
financial performance of a business over a period of time, to measure that the restaurant is
performing considerably well or the firm is able to attain its goals in the long run. The different
key performance indicators which can be made use of in the long run of the business can be
stated to be as follows:
Food Costs:
The food costs can be stated to be the costs of the food which are incurred by the
company and are measured on per customer basis. This food cost will serve as a useful measure
to assist a business in maintaining and designing a trigger which would indicate the firm in case
the organization is unable to perform adequately well or the firm is not being able to serve the
firm with the right kinds of profit (Carnivalcorp.com (2) 2018). Although the tracking of this
Key performance indicator is difficult to maintain, as the measurement of the costs of the firm
cannot be made on a per dish basis, it has to be noted that, it is one of the most accurate measures

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which can be made use of in order to ensure that a company is able to earn adequate gains from a
particular dish in hand.
Figure 1: The Restaurant KPI
(Source: Brewster and Hegewisch 2017).
Total number of seats
The total number of seats can be stated to be another Key Performance Indicator which
can be made use of by the organization in order to determine how many seats in the restaurant
are fulfilled over a brief period of time. In addition to this, the total number of seats can be made
use of to understand how many seats in a restaurant are going wasted and the manner in which
the restaurant members will be able to make use of the capacity of the overall firm. In this
measurement, the restaurant manager can easily include the cost of the meals to be served by
him, which will then go a long way in the measurement of the overall performance and help in
determining the overall success of the firm (Wheelen et al. 2017).

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Activity 3
HR Life cycle of Food and Beverage manager on Cruise Ship
The Human resource life cycle can be stated to be the lifecycle of the different individuals in
an organization, in a manner such that his or her entire tenure in the firm is planned out
successfully. Once the firm is easily able to engage in the formation of the HR cycle, then he will
be able to ensure that, they are successfully able to take into account his career progression and
rate of growth that takes place in a firm as present. Although the lifecycle of the Food and
Beverage manager in a firm can be stated to be like the General Manager, the life cycle has been
elucidated as follows:
 Recruiting and selection: This stage can be defined as the first stage in the HR life cycle
of the Manager. In this stage, the food and beverage is recruited into the firm and is
provided with adequate support and a briefing over what his role will be The section and
recruitment of the manager takes place after considerable tests of the manager have been
undertaken and he is deemed to be suitable for the long run of the firm
(Carnivalcorp.com (2) 2018).
 Orientation and Career Planning: The second stage involves the overall orientation and
career planning of the manager. A brief orientation of the employee takes place where he
is made aware of the roles and responsibilities as a manager which is then followed by his
career planning and path of overall success in the workplace. Additionally, in this stage,
the managers are made aware of their job responsibilities which is then followed by an
analysis of the probable future positing’s of the manager.
 Career development: The next stage of the food and beverage manager lifecycle is the
career development. In this particular stage the overall career of the manager is appraised

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adequately which is then followed by the understanding of the overall gaols which need
to be adopted by the firm members in the right manner.
Figure 2: The HR lifecycle
(Source: Brewster and Hegewisch 2017)
 Termination or transition: This stage is considered to be the last stage of the food and
beverage manager, with respect to which the manager will be terminated from one post
and may be transited to another or he will be transferred to another department. In
addition to this, the Food and beverage manager may also chose to voluntarily leave the
organization.

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Importance of HR Life Cycle for Strategic Talent Management
It can be understood that the Human resource lifecycle has a crucial role in the overall
career of the food and beverage manager, but in addition to this, the HR life cycle also has a
crucial role to play in the strategic talent management of the firm. This means that, the HR life
cycle not only assists the manager in understanding his overall career objectives but also helps in
talent management and talent retention of the workplace (Wheelen et al. 2017). Along with
fulfilment of the general objectives, the human resource lifecycle assists to ensure that the
employee goals can be rightfully aligned with the organizational goals to ensure overall success
of the firm in the long run.
Recommendations for the improved documentation
To ensure that the Restaurant is able to achieve its overall goals in the long run, the firm
would be required to ensure that they need to document al the activities of the Human resource
department and see to it that they are successfully able to engage in the usefulness of the
document and are able to use these records in the different future activities of the firm. Once they
are successfully able to do this, then the firm may be able to attain the long term objectives.
Activity 4
Performance management Plan
Goals desired:
1. To resolve the issue of the negative staff behaviour.
2. To overcome the different issues which are related to the retention of the staff
Actions to be adopted

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The different actions which are required to be adopted by the firm to improve the overall
scenario can be stated to be as follows:
1. To overcome the negative behaviour of the staff, the firm would be required to ensure
that, they are able to engage the employees in the overall decision making of the firm.
Once the firms will be able to do this, then the employees shall feel valued for the firm
and will be able to convert their negative behaviour into positive outcomes for the firm.
Moreover, the firm can also engage in the special training sessions for the different
employees so as to ensure that, they are able to perform their tasks well and through this
they are also successfully able to serve the different customers well.
2. Moreover, as it is understood that, the different customer issues related to the restaurant
are largely related to the overall management of the staff. The staff needs to be provided
with adequate incentives in order to encourage them to treat the different customers well.
This assists in ensuring that the overall efficiency and effectivity of the employees
increases and improves and that they are able to conduct their operations in the right
manner.

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Figure 3: The performance management cycle
(Source: Bratton and Gold 2017)
Measurement of improvement
The performance plan can be measured against certain standards like the follows to ensure
that the firm is able to perform well:
 Staff turnover rate
 Customer satisfaction
Importance of HR Life cycle for overcoming the issues of staff retention
As analyzed, earlier, the organization can make use of the HR life cycle in order to
improve the overall issues of the staff retention as well (Carnival UK (1) 2018). This is because,
the HR life cycle helps in guiding the employees and laying down the future steps which will be
taken by them. In case the staff is not satisfied with the Life cycle in the first stage, then they will