GBS BTEC Hospitality: Unit 4 - Hospitality Business and Process Review

This report provides a comprehensive review of hospitality business and processes, encompassing financial performance, human resource management, and operational strategies. It begins by investigating principles for monitoring and managing financial performance, including the use of key performance indicators (KPIs) and the double-entry bookkeeping system, supported by journal entries and trial balances. The report then evaluates the human resource life cycle, emphasizing its stages and their importance in talent retention and development within the hospitality sector. A performance management plan for specific job roles is developed, along with techniques for resolving negative behaviors and addressing staff retention issues. Furthermore, the report identifies relevant legislation that hospitality organizations must comply with, illustrating the impact of employment, company, and contract law on decision-making. It explores the interrelation of different functional roles within the hospitality sector and explains various methods of coordination, communication, and monitoring applied within a specific department to strengthen the value chain. The analysis includes financial data, HR strategies, and operational best practices, providing a holistic view of effective hospitality management.

HOSPITALITY BUSINESS AND PROCESS REVIEW
1

Table of Contents
Introduction 2
LO1 2
Investigation of the principles for monitoring and managing financial performance (P1) 2
Double bookkeeping entry system with debit and credit for recording purchase and sales (P2) 3
Preparation of trial balance for the application of balance off rule in completing the ledger (P3)
10
LO2 12
Evaluation of the different stages of Human Resource life cycle which can be applied to specific
hospitality job role ensuring important for retaining and developing talent (P4) 12
Development of performance management plan that can be used for specific operator job role
application and techniques to resolve negative behaviour and overcoming of issues in staff
retention (P5) 14
LO3 15
Identification of the legislation that Organisation in hospital department has to comply (P6) 15
Illustrating how employment, company and contract law has as there in fact upon decision
making in the business of hospitality industry by using examples (P7) 16
L04 18
Exploring how different functional roles within the hospitality sector interrelate (P8) 18
Explanation of various methods of coordination, communication and monitoring applied within a
specific department of hospitality organization to strengthen the value chain (P9) 19
Conclusion 20
References 21
2

Introduction
No matter which production or trade it is, every place has their own or different procedure and
that is relevant to one and all and occupy significance to the organization's all-inclusive
performance. It is very significant to comprehend this entire particular act of assistance and
tasks, which help out a company to productively, work as a component. For the basis of
managing the organization's performance, in a victorious method, hospitality industry entirely is
dependent on various distinctive and legitimate tasks. There are different kinds of business
functions beneath the hospitality industry; those are directed like, event arrangement, food and
beverage facilities, transportations, lodging functions, travelling, theme parks, cruise lining and
further encouragement. All of these above-mentioned facilities, inside the hospitality section,
have need of a lofty quantity of particular proficiency, which establishes and incorporate a
functional section, for the company's functional tasks. By way of the utilization of effectual
interrelation or amalgamation of each procedure, an organization can give standard commodities
and facilities to the consumer inside this industry. Therefore, in this appraisal, there will be such
deliberation above some features, which contains, human resources, financial and operative
processes inside a victorious trade of the hospitality industry.
LO1
Investigation of the principles for monitoring and managing financial
performance (P1)
Usage of budgetary markers, for instance, Key Performance Indicators is critical for screening
cash related execution of the organisation. One of the amazing cash related markers which
exhibit the advantage of operational activities is Return on Investment. It has been coordinated
inside the organisation with extreme agility. In the current expansionary technique of the hotel,
the entry on theory will be evaluated by using the income earned, which will be realized by the
association in yearly reason. 500000 are 9 to 10% of the investment is the current KPI which has
been set for the ROI. This mean 45000 to 50000 is foreseeable revenue to accrue. Meeting to this
criteria, it will suggest that the association has met the money related need if the expansion
process begins.
3

Double bookkeeping entry system with debit and credit for recording
purchase and sales (P2)
Journal Entries
Date Particulars Debit Credit
01-02-
2018
Purchases A/c ...Dr £
34,553.00
To new food supplier £
5,001.00
To long-running drinks supplier £
29,552.00
(Being food and drink purchased from food and drink
supplier on credit)
03-02-
2018
Cash A/c....Dr £
13,027.00
To sales of beverages £
11,203.00
To sales of Food £
1,824.00
(Being food and drink sold at end of week one)
10-02-
2018
Cash A/c....Dr £
10,653.00
To sales of beverages £
8,966.00
To sales of Food £
1,687.00
(Being food and drink sold at end of week two)
4

14-02-
2018
Bank A/c....Dr £
2,008.00
To private room hire and catering service £
2,008.00
(Being private room hire and catering service paid in full
by debit card)
17-02-
2018
Cash A/c....Dr £
13,321.00
To sales of beverages £
11,710.00
To sales of Food £
1,611.00
(Being food and drink sold at end of week three)
24-02-
2019
Cash A/c....Dr £
12,329.00
To sales of beverages £
10,614.00
To sales of Food £
1,715.00
(Being food and drink sold at end of week four)
Dr Cash A/c Cr
Date Particulars Amou
nt
Date Particular Amou
nt
03-
02-
2018
Sales In week one £
13,027
.00
28-02-
2018
Balance C/d £
49,330
.00
5

10-
02-
2018
Sales in week two £
10,653
.00
17-
20-
2018
Sales in week three £
13,321
.00
24-
02-
2018
Sales in week four £
12,329
.00
Total £
49,330
.00
Total £
49,330
.00
Dr Sales A/c Cr
Date Particulars Amou
nt
Date Particular Amou
nt
28-
02-
2018
Balance Cd £
49,330
.00
03-02-
2018
Cash A/c £
13,027
.00
10-02-
2018
Cash A/c £
10,653
.00
17-20-
2018
Cash A/c £
13,321
.00
6

24-02-
2018
Cash A/c £
12,329
.00
Total £
49,330
.00
Total £
49,330
.00
Dr Purchase A/c Cr
Date Particulars Amou
nt
Date Particular Amou
nt
01-
02-
2018
New food supplier £
5,001.
00
28-02-
2018
Balance C/d £
34,553
.00
01-
02-
2018
Long-running drinks supplier £
29,552
.00
Total £
34,553
.00
Total £
34,553
.00
Dr New food supplier A/c Cr
Date Particulars Amou
nt
Date Particular Amou
nt
7

28-
02-
2018
Balance C/d £
5,001.
00
01-02-
2018
Purchase A/c £
5,001.
00
Total £
5,001.
00
Total £
5,001.
00
Dr Long-running drinks supplier A/c Cr
Date Particulars Amou
nt
Date Particular Amou
nt
28-
02-
2018
Balance C/d £
29,552
.00
01-02-
2018
Purchase A/c £
29,552
.00
Total £
29,552
.00
Total £
29,552
.00
Dr Bank A/c Cr
Date Particulars Amou
nt
Date Particular Amou
nt
14-
02-
2018
To private room hire and catering
service
£
2,008.
00
28-02-
2019
Balance C/d £
2,008.
00
Dr private room hire and catering service A/c Cr
8

Date Particulars Amou
nt
Date Particular Amou
nt
14-
02-
2018
To balance c/d £
2,008.
00
28-02-
2019
Bank A/c £
2,008.
00
Preparation of trial balance for the application of balance off rule in
completing the ledger (P3)
Trial Balance
Particular Debit Credit
Cash A/C £
49,330.00
Bank A/c £
2,008.00
Sales A/c £
49,330.00
Purchases A/c £
34,553.00
New food supplier A/c £
5,001.00
9

Long-running drinks supplier A/c £
29,552.00
Private room hire and catering service
A/c
£
2,008.00
Grand Total £
85,891.00
£
85,891.00
Analysis:
From the above trial balance, we can justify that the value presented at an amount of 49334 sales
or revenue of the company is well between the required percentage of return on interest. This
certainly ensures that the company is well in a position to contribute their plan for execution in
the expansion of their business.
10

LO2
Evaluation of the different stages of Human Resource life cycle which can be
applied to specific hospitality job role ensuring important for retaining and
developing talent (P4)
Figure 1: HR life cycle
(Source: Xu and Gursoy, 2015)
Every human resource department has their own way of dealing with challenges within an
organisation. The challenge between an organisation we are provided with responsibility which
ensures that they will be allocating skilful workers in accordance with the requirement of the
work. Forever living the rules and regulation of the organisation the human resource
management team of every organisation tries to make sure that the vacant places of the
organisation are filled with skilful workers and according to the requirement (Xu and Gursoy,
2015). The skilful requirement of every organisation depends upon how the organisational
workers ensure their abilities to select the employees. The possibility that one present with the
employment of organisational woodcuts increases the amount of productivity. However, the
productivity increase is not only the ultimate observation presented by the Human Resource
Department, but it is also just a small fragment of work that is conducted by HR within an
organisation. The following provides the step or the life cycle of the Human Resource
Department within an organisation:
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First and foremost there is recruitment why we Human Resource Department team which ensure
that the proper candidate is elected in accordance to be a requirement of the organisation and as
for the vacant position. The skills and other abilities are kept in consideration for making sure
that they have chosen the exact required candidate for the job (Anand and Devi, 2016).
The second stage of the human resource life cycle is hiring which means that the candidate was
chosen initially for the vacant position of your organisation is now scrutinised for every step to
be undertaken in future. The candidate is made to go to examination, test and interview that will
certainly help in understanding the ability and the editor of the candidate to work in a pressure
situation, beneficial for the organisation.
The third stage of the human resource life cycle is training. Training is one of the important
aspects of the Human Resource team as because without training any of the candidates who are
eligible to work in the vacant position of the organisation cannot prosper. Running to the selected
candidate within an organisation gives the darkness to their skills that help them to do better in
pressure situation (Iriyama, Kishore and Talukdar, 2016).
The appraisal is the next stage after training is provided to the candidate. They work within an
organisation as per the rules and regulations and as per the requirement day after day which
needs to be understood by the management team of the organisation. The appraisal is in the sense
of motivation provided to employees in order to ensure that they are well within the organisation
understanding the goal as a whole (Khan, Hanif and Amir, 2018)
An employee cannot always provide their best for the organisation and their ability to cope with
challenges within an organisation decreases with their growing age or dissatisfaction. Keeping in
mind this type of scenario the management of the organisation needs to think of alternate
recruitment within an organisation which is known as the succession planning and it comes as
the fifth stage of the human resource life cycle. Succession planning is also made by transferring
the employee to another group opposition or by providing voluntary retirement.
Retirement is the ultimate and the end stage of the human resource life cycle as indisposition the
employees of the organisation are given best wishes for the future health and life other than the
organisational life (Polat, Bal and Jansen, 2017).
Development of performance management plan that can be used for specific
operator job role application and techniques to resolve negative behaviour
and overcoming of issues in staff retention (P5)
With the execution of the official's plan, the organization will envision in fulfiling goals, for
instance, settling negative behaviour and communication issues of staff support. As these two are
not general issues, which an association may look in the midst of their expansionary system, the
criticalness of an excellent must be confronted. In the current circumstance where the association
is wanting to reach out in another place for expansion, they ought to elucidate the movements
that are to be made for the establishment (Riley, 2014).
Front work zone overseer is the most required individual inside the methodology of cabin task
when advancement works out. It is their sole commitment to make and keep up a pleasing
association with every companion and partners making a buddy demonstration the board plan
(Pirani and Arafat, 2014).
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