Hospitality Business Toolkit Report: Care All Hotel Analysis

This report provides a comprehensive analysis of the hospitality industry, using the Care All Hotel as a case study. It delves into the principles of managing and monitoring financial performance, including recording income and expenditure, defining cost types, and applying the double-entry bookkeeping system. The report also examines the different stages of the HR cycle, their importance in talent management, and how HR processes and documents can be improved. Furthermore, it identifies specific legislation that hospitality organizations must comply with and illustrates the impact of company, employment, and contract law on business decision-making. The report explores the interrelation of functional roles within the hospitality sector, different communication, coordination, and monitoring methods applied within departments, and how these methods achieve organizational objectives. The analysis includes practical examples and recommendations for enhancing performance management and overall business efficiency within the hospitality context.

Hospitality Business
Toolkit

Table of Contents
INTRODUCTION...........................................................................................................................4
TASK 1............................................................................................................................................4
Investigate principles of managing and monitoring financial performance................................4
TASK 2............................................................................................................................................7
Different stages of HR cycle applied to specific hospitality job role and their importance for
retaining and developing talent...................................................................................................7
Evaluate the importance of HR life cycle in relation to strategic talent management................8
Valid judgement and recommendation on how HR processes and documents can be improved
.....................................................................................................................................................9
Performance management plan for specific hospitality job role applying techniques to
resolved.....................................................................................................................................10
TASK 3..........................................................................................................................................11
Identify specific legislation that hospitality organisation has to comply and adhere................11
Using specific examples illustrate how company, employment and contract law has impact on
business decision making..........................................................................................................11
Examine the potential implications of regulations, standards and legislation upon decision
making in hospitality organisation............................................................................................12
Critically reflect on potential impact of regulations, legislation and ethical principles upon
decision making........................................................................................................................12
TASK 4..........................................................................................................................................13
Explore how different functional roles within hospitality sector interrelate.............................13
Explain different methods of communication, coordination and monitoring applied within
department of hospitality organisation......................................................................................16

Analyse how different methods of communication, coordination and monitoring within a
specific department achieve organisational objectives.............................................................17
Critically analyse different methods of communication, coordination and monitoring within a
specific department of hospitality organisation........................................................................18
CONCLUSION..............................................................................................................................18
INTRODUCTION
Hospitality industry is a very broad term and many types of services such as lodging,
theme parking, transportation and travelling are included in it. Hospitality industry focuses on
giving best services to their consumers. This sector majorly focuses on serving consumers by
giving desirable things and attributes. This report is based on hospitality industry that concern
over building tactics with strategies to reach at larger consumer base to grab large market share.
This report is based on Care all hotel that is situated in London and provides all services related
to food and beverages, transportation and other services. This report focuses on different
principles for managing the financial analysis with help of double entry system in ledger. Further
it also elaborates stages or cycle of HR to appoint suitable candidate's in hospitality industry.
TASK 1
Investigate principles of managing and monitoring financial performance.
(a) Recording of income and expenditure by using table:
Incomings Outgoings
Wages Weekly food shopping
Gifts Clothes
Benefits Gifts
Allowances Household utility bills
drinks
Lunch purchases
(b) Explanation of following terms in perspective of hospitality industry:

There are many terms that are described as follows:
Input cost:
Input cost is direct material cost, labour cost and overhead things or items that should be
devoted in production of goods and services (Bowie and et.al ., 2016). In case of care all while
they produce products and services they occur many types of expenses to get best services to
their consumers.
Types of cost:
There are different types of cost that should be incur while produce goods and services to
give best outcome to their consumers. Here is list of costs that incurs while operate a business
that is fixed and variable cost, direct and indirect cost, product and period cost, controllable and
uncontrollable cost and at last out of pocket and sunk cost (Emery, 2011.). These all types of
cost should be incur while operate a business to get effective results.
Double entry bookkeeping system for debit and credit terms:
In double entry bookkeeping system transactions and data are recorded in terms of debit
and credit. In which debit is offset in one account and credit in another and sum should be equal
of debit side to credit side (Fairley and Zipp, 2010). It helps in keeping and prepare data and
information safe and away from errors. Care all hotel avail that system to know each and every
aspect to collect best results.
Particulars Debit Credit
Cash in hand (Overdraft) 10700
Petty cash expenses 750
Cash sales 3350
Credit card sales 14795
Free issues 575
New kitchen equipments 6540
Food purchase 7900
Beverage purchases 12970

Purchase return 200
Discount received 2300
Credit notes 190
Rent 2850
Utilities 475
Functions and events (Income) 5967
Wages 4590
Debtors 700
Till shortage 152
37502 37502
Balance off rule:
At end of every accounting period it is obligatory to find out balance of ledger account in
order to trial balance can be extract from part of accounting cycle. Balance off rule also known
as balancing the ledger (Griffiths and Crescenzo, 2012..). In case of care all they use balancing
of accounts to collect all data and information to get desirable outcomes. Main function of
balance off is to match with journal and ledger to judge accuracy level. It is very obligatory for
every organisation to get results in proper way to reach at large consumer base.
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
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

TASK 2
Different stages of HR cycle applied to specific hospitality job role and their importance for
retaining and developing talent.
Human resource there are different types of stages of HR cycle exist that plays major role
in perform functions and attributes in well manner. There are different stages of HR life cycle
that are as follows:
Box 1:
In case of Care all hotel manager of that organisation publish their advertisement on
different modes in which social media, various websites of company and many more.
Box 2:
In that phrase, potential candidates should be judged by HR manager by evaluating
different aspects such as skills, talent and knowledge according to their designation ( Hickey,
Williams and Nader, 2011). In that perspective they contributes in giving their major
contribution in organisational growth and enhancement.
Box 3: Good Questions
Tell me about yourself.
What you know about that industry?
What is your salary expectation according to job role?
Bad questions.
Shortcomings in you which directly influence the business?
Reason to quit the previous job?
Box 4:
Training and orientation is very necessary for new joined to make them comfortable and
it give them accurate knowledge about organisation vision, mission and objectives so that they
can contribute in organisational growth ( Jayawardena and et.al ., 2013.). Organisation have to
give important knowledge about working method, techniques with attitude or behaviour to deal
in organisation.
Box 5:
this is one of the most important aspect which helps in accessing performance of all
personnel to perform in best manner. That enables in give knowledge and insights so that
employees can gain new things (Kennedy and Sorensen, 2006). By efficient reviews and

feedbacks an HR manager can easily evaluated and compare with actual to anticipated outcomes.
It helps in reaching at goals and objectives by evaluating performance to get better results.
Box 6:
In that step of HR life cycle organisation give appropriate knowledge and information to
their staff members that helps in increase their skills and abilities. when an employee have
adequate skill set and knowledge of their work then they are able to perform in well manner and
organisation can able to get desirable outcomes.
Box 7:
In that stage of HR life cycle they plan and gain opportunities for increment and
promotions. Further, HR manager plan about different promotional activities to recruit new
candidate's to attain best outcomes out of them in condition of when present leaders and
managers quit their positions. So recruitment is essential when existing individuals leave their
position.
Box 8:
In that process professionals and other personnel leave their jobs due to own matter. The
major reason of leave job is that employees are dissatisfied from their job due to environment is
not good. With major disputes arise in organisation that are sometime cause of leave their job
(Legrand, Chen and Sloan, 2013). There are some strategies that helps in to provide healthy
working environment so that employees can give their best in organisational development.
Box 9:
When employees leave their organisation, in that case they have to conduct leave
interview that helps in finding out cause of leave the job. So that it can solve the issues it easily,
there are some questions that are as follows:
Reason behind to leave the job?
Have you better opportunity after that job?
Any issue or problem that face by you at time of giving services?
Evaluate the importance of HR life cycle in relation to strategic talent management.
HR life cycle plays very important role to analyse personnel skill set and capabilities to
gain high profitability and income (Mawson, 2000). That helps in gaining important insights and
knowledge to operate business operations to recruit best candidate's and skilled staff to get
desirable outcomes. There are some importance of HR life cycle that are as follows:

 Promotional channels enables to organisation to reach at large no. of consumer base that
save time, it helps in save time and money.
 Another tool that is interviews that helps in evaluate skills and capabilities of each and
every candidate's and select best candidate's out of them that match with organisational
requirement.
 Both good and bad questions assist to evaluate there issues and concerns that give
important insights to solve their problems in well manner.
 Orientation and induction enables to give proper information and insights to new
candidate's about organisation such as their objectives, goals and mission so that they can
contribute at maximum level (TNickson, 2013.).
 While observe and evaluate performance level of, higher authority can easily know their
issues and concerns and give their solution at proper time frame.
 The another main aspect is learning and development that helps to employee perform in
well manner by distribute tasks and responsibilities accordingly. It gives desirable
outcomes by define their goals and objectives.
 In another main attribute includes promotional activity which give significant insights
about performance level of employees so that promotion should be provide to them and
motivation level can be enhanced.
 When an potential candidate leave their organisation then some types of chaos creates so
in that case organisation have to find out root cause of that problem.
 Another important aspect is to analyse with help of exit interview employees potential
demand and their future requirements so that organisation can give improve in their
performance level.
Hence, all these attributes contributes in organisational development and enhancement, that is
observed by organisation needs and wants of employees.
Valid judgement and recommendation on how HR processes and documents can be improved
In that scenario it has been recommend that Human resource and their necessary
documents should be efficiently planned to acquire best talent with help of HR life cycle. Care
all hotel have evaluate and closely monitor performance level with their documents (Novacovici
and Woofter, 2008.). A lot of documents that are very necessary in HR life cycle that helps in
evaluation of profile of job, hierarchical system to get better outcomes.

Performance management plan for specific hospitality job role applying techniques to resolved.
Performance improvement plan that also known as performance action plan, it is a tool an
d technique which shows or determine necessary improvements that are essential for an
employee to give their best in organisational development. That helps in their failures that
hinders self interest of organisation. It elaborates plan and policies of a project that helps in bring
important attributes and improvement to mould their performance. In addition to that role
playing that is sometimes behave in bad manner (Pirani and Arafat, 2014.). Hence they have to
build strong relationship in employee and employer to maintain stability in context of care all
hotel.
Here is script of care all hotel to collect important insights and knowledge that are as follows:
Script 1:
Manager: From last few weeks, I an observing that Mr. jon not do his proper work and
often come late in office and take leaves generally more than before.
Employees: Employees also give their consent and nod their heads.
Manager: Any one know the reason behind it that why he is behave in that manner.
Employees: Sir, little bit he tells me about his health issues.
Manager: Then, he has to talk from me. If he is facing any serious concern then he has to talk
from me.
Employees: Sir, he many times try to talk with you but always unable to reach right message up
to. Reason is there is long chain of hierarchy in organisation. Due to not proper leaves he has to
continue their work.
Script 2:
Manager: I am observing from the last few weeks that Mr. jone not gives his best and
often come late in office.
Manager: Any one know about the reason behind it.
Employees: Sir, he is discussing about his health issue.
Employees: Due to long chain of hierarchy he can not reach up to you and due to not proper
leave he is pressurize to come at office.
Manager: Management have to appreciate for their work and dedication so that they can always
feel motivated and give their best in organisational growth and enhancement. Management give
leave so that he can take proper cure.

Overview of the issues in talent acquisition and retention with food & beverage sector.
Food and beverage industry is one of the most growing and fast changing industry that
focuses on requirement of consumer needs and preferences of care all hotel. There are some
issues and problems that faced by them that are as follows:
Frequent changes in that industry:
In that industry changes occurs at very fast pace because consumers more demanding and
their preference also rapidly changes. The reason is that technology and innovation that are
essential to recruit employees that creates hurdles by facing low salary issue that demotivates
employees.
Relate factors to a specific hospitality job in food & beverage industry.
In case of care all hotel their HR manager are in troublesome situation because they face
problem in acquire right kind of people in their organisation. The reason behind that people are
more demanding and require new and advance services that sometimes create issue in front of
managers while recruit right kind of personnel in organisation.
Stages of HR life cycle and importance of HR:
There are various stages in HR life cycle that plays major role that are as follows:
Recruitment: in that process right kind of people should be select according to industry
requirement so that they can give best in organisational goals and objectives. In case of care all
hotel they have to develop different strategies to give fruitful results.
Education: that relate with knowledge and information related to position for which they are
applied. They have to given roles and responsibilities according to their post.
Motivation: In that care all hotel have to motivate their employees to perform in effective
manner to get desirable outcomes.
Evaluation: this stage state about that care all hotel have to observe different aspects to determine
their performance level and give them roles and responsibilities according to that.
Celebration: this stage defines about that care all hotel have to appreciate work and performance
of their employees by giving them rewards so that they remain motivated.

TASK 3
Identify specific legislation that hospitality organisation has to comply and adhere.
In hospitality industry to make coordination among different departments, it is necessary
to follow different rules and regulations to cope with changes in deliberate manner.
Equality act ,2010:
Equality act is one of the most important act that helps in protect from discrimination at
work place so that employees can give their best in organisational development. There are some
attributes on which employee should not be discriminated that are as follows:age , gender ,sex
and culture are main factors. All employees should be treated in equal manner so that they can
give their best in organisational development (pe, 2013). In case of care all hotel they implement
that act so that any type of discrimination can not be occur at workplace.
Health and safety act,1974:
This is one of the another important act which describes about health and safety issues at
workplace to save their rights and health. In case of care all hotel they provides some safety
measures to protect their employees from any type of misshapenness.
Minimum wage act, 1998:
This is another main act which describe about wages should be provide according to skill
and performance level of employees. When wage structure should be in equal manner then
employees can give their best in organisational development. There are some norms that describe
about prescribed wage rates people age of 25 or above have to gain £7.83 per hour, employees
from 21 to 24 can gain £7.30 per hour. So that they feel satisfied and give their best in
organisational growth.
Employee contract:
Employee contract is an contract between employer and personnel of care all hotel that
describe about rules and regulations in context of employees. There are various laws and
regulations that protect employees from various hazardous effects at workplace. That impacts on
decision of organisation system because various regulations should be consider while deal in
organisation