Carnival UK: Comprehensive Report on Performance, HR, and Legal Issues

This report provides a comprehensive analysis of Carnival UK, examining various aspects of its operations. It begins with financial statements, including a trial balance and detailed accounts for purchases, sales, and cash transactions. The report then delves into key performance indicators (KPIs) relevant to the cruise restaurant, such as food costs and kitchen labor, highlighting their importance in tracking and improving performance. The HR lifecycle of a Food and Beverage manager on a cruise ship is also analyzed, from recruitment to termination, emphasizing its role in strategic talent management. The report further discusses performance management strategies, including mitigating negative staff behavior and addressing staff retention issues, with recommendations for improvement. Finally, the report examines the relevant legal regulations, including those related to package travel and employment law, and their impact on the company's operations. Overall, the report provides a holistic view of Carnival UK's challenges and opportunities, offering insights into financial performance, HR management, and legal compliance.

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

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Table of Contents
Activity 1.........................................................................................................................................2
Activity 2.........................................................................................................................................5
Activity 3.........................................................................................................................................7
Activity 4.......................................................................................................................................10
Activity 5.......................................................................................................................................11
Activity 6.......................................................................................................................................13
Activity 8.......................................................................................................................................14
References......................................................................................................................................16

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Activity 1
Dr Bank a/c Cr
Date Particulars L/F Amount Date Particulars L/F Amount
14-Feb To catering 2008
6-
Feb By Kate 5001
28-Feb To balance(overdraft) 2993
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 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 Harry a/c Cr
Date Particulars L/F Amount Date Particulars L/F Amount
17-Feb To cash 29552 1-Feb By purchases 29552

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29552 29552
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 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 Amount

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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 Cash a/c Cr
Date Particulars L/F Amount Date Particulars L/F Amount
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

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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
*All figures are in £
Activity 2
In order to ensure the overall success of an organization in the long run, it becomes
critically important for the firm to ensure that, they are able to track and measure their
performance adequately in order to ensure that they are able to perform well. Moreover, these
performance measurement indicators also assist in ensuring that, if in any case, the organization
is unable to perform adequately, then those loopholes can be overcome, and the business will be
successfully able to achieve its overall targets (Wilson 2005). The main advantage of the key
performance indicators can be stated to be the fact that they provide real time information to the
firm. For the Cruise restaurant the key performance indicators which can be made use of are as
follows:
Food costs:
The food costs can be stated to be the total cost of the food ingredients which are incurred
with respect to the sales of the food. This measure is usually used as a measure to determine the
profit rate per item in a restaurant based against each customer. This indicator tends to serve as a
useful trigger which goes a long way in ensuring that a firm will be successfully able to attain its

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goals and thus minimize the overall costs (Carnival UK (1) 2018). The particular Performance
indicator is very difficult to track because the ingredients make it difficult to understand the right
quantity of goods having been used in each dish and hence, this indicator might not serve as the
right measure for the performance. Hence, through this measure, the organization would be able
to understand their costs against the sales of the items.

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Figure 1: The key performance indicators
(Source: Chadwick et al. 2013).
Kitchen Labor:
The kitchen labor acts as another key performance indicator measure which can be
utilized in order to gain an understanding of the labor which is involved in the restaurant
especially in the kitchen. Hence, in this Key performing indicator, the cost of the labor is
measured against the goods having been sold. Hence, this KPI can not only be understood to be
useful in measuring the sales, but will also assist in understanding the efficiency of the
workplace. However, it has to be understood that the measurement of this efficiency might be
quite difficult an in order to ensure long term success, the different restaurants will be required to
drill down the labor hours separately and ensure that the costs as measured as per that calculation
so as to find out the efficiency of the firm in serving the customers (Wilson 2005). This also
helps the restaurant in cutting down the costs of the labor and settle them on a weekly basis.
Activity 3
HR Life cycle of Food and Beverage manager on Cruise Ship
The HR life cycle serves as a useful measure which can help in understanding the overall
tenure of the manager in an organization and also goes a long way in defining the overall life
cycle of an employee. This lifecycle measure, is a useful tool which can assist in the
understanding of the firm goals and align them with the different employee goals as well. The
lifecycle tenure of the Cruise manager can be stated to be as follows:
1. Recruitment and on-board: This is the first stage in the lifecycle of the manager, whereby
he is recruited for the firm and taken onboard after an interview round which tests the

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viability of the manager for the job at the restaurant. If he is found to be fit for the post,
then the employee is taken in the firm.
2. The second step is the career planning and orientation stage. This is one of the most
important stages of the life cycle of the manager whereby he is briefed upon on his role
as a manager and is provided with training and an overview of his job and responsibilities
in the office as a manager and given an orientation on his overall goals in the restaurant
(Carnivalcorp.com (2) 2018).
3. Career development: the career development aspect needs to be understood as a crucial
stage whereby the performance of the manager is assessed and he is either promoted or
emoted to other levels. Once the manager believes, that the firm is catering to his career,
he gets motivated to perform better.
4. Termination: The termination can be considered to be a stage where either the manager
transits or gets terminated from the job.
Importance of HR Life Cycles for Strategic Talent Management
The HR life cycle can be understood to be a useful tool which can be used for the
Strategic Talent management as it is successfully able to highlight the different stages which the
employee will be undergoing in the organization. Through this life cycle, the overall
performance of the manager can be assessed regularly and certain actions to improve the same
can be undertaken by the firm. Hence, this HR life cycle can be understood to be the right tool
which helps in the achievement of the organizational goals and aligns them with the talent of the
employees so as to ensure that the firm is able to find adequate success in the long run.

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Figure 2: The HR Life cycle
(Source: Chadwick et al. 2013).
Recommendations for improved documentation
Documentation of the various Human resource activities form a critical part of the
organization and in order to ensure success with the different employees, any firm should
undertake considerable steps so as to ensure that they are able to keep a track of the movement of
the employees. This allows easy tackling and clarity in performance. This procedure helps during
the times of promotion and appraisals.

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Activity 4
Performance management Plan
Goals desired:
 Mitigating the negative staff behaviour.
 Resolving the issues of staff retention.
Actions
The different actions which can be largely adopted to improve the given scenario and to
attain the overall goals of the organization can be as follows:
1. When the different staff members as present in the organization, reflect upon a negative
behaviour, it hampers the overall productivity and environment of the organization and hence,
for this reason, it is generally considered to be quite important that the overall behaviour of the
staff is improved upon. Hence, for this, the firm will be required to undertake several training
sessions which shall go a long way in improving their overall productivity and motivate the
employees to perform in a better manner. As the industry is a consumer facing industry, it can
be considered to be very important for the firm to ensure that their employees are well behaved
and perform for the welfare of the firm.
2.To resolve the staff retention issue which is being faced by the organization, it can be
considered to be quite relevant for the firm to see to it that, the reason behind the low attendance
of the employees is understood well and certain steps are undertaken to work upon the same
(Chadwick et al. 2013). Staff retention can be considered to be quite important as it assists in
saving costs and building up the loyalty in the firm. Hence, to retent the employees, certain

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incentives shall be provided to them, which will assist them to perform well and stay with the
firm for a longer time frame.
Measurement of improvement
The different Key performance indicators for the measurement of the Performance
Measurement Plan can be stated to be as follows:
Staff turnover rate improvement
Increase in the overall sales (Which stands as an indicator of customer satisfaction)
Staff turnover rate
The Importance of Human Resource Life cycle for overcoming the issues of staff retention
The HR lifecycle is a useful measure which goes a long way in understanding the overall
staff and their tenures. The main characteristic of the Human resource lifecycle can be stated to
be the fact that it aligns the overall goals of the organization with the goals of the employees and
helps in achievement of the goals of both the parties.
Activity 5
The legislation which is required in the organization and forms a crucial part of it can be
stated to be related to the law of Package Travel, Package Holidays and Package Tours
(Amendment) Regulations 1992 and Civil Aviation (Air Travel Organizer’s Licensing)
Regulations 2012 (Lawson and Hepp 2001). The different laws and regulations form a crucial
part of any organization and with respect to this, it needs to be understood that, for any firm to
find success in the long run, the organization would be required to engage in the relevant
legislations which makes their overall operations ethical in nature. As the organization is a