Unit 4 Hospitality Business Toolkit Report: Carnival Corporation & PLC

This report provides a comprehensive analysis of Carnival Corporation & PLC, a major cruise operator, addressing key aspects of hospitality management. The report begins with financial management, including double-entry bookkeeping and trial balance, followed by an examination of methods to measure financial performance, such as production time per dish and food/beverage sales per guest. It then explores the HR life cycle for talent management, covering recruitment, training, and retention strategies. Performance planning is discussed, focusing on identifying and addressing employee performance issues and retention strategies. The report also delves into the legal and ethical considerations within the hospitality industry, including specific legislation and ethical dilemmas. Finally, the report examines the importance of coordinating and integrating various functions within the hospitality sector, providing a holistic view of the business's operations.

Running head: CARNIVAL IN UK
Carnival in UK
Name of the Student
Name of the University
Authors Note
Course ID

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Table of Contents
Activity 1: Double-entry book-keeping to trial balance..................................................................2
Activity 2: Methods to Measure Financial Performance:................................................................3
Activity 3: HR Life Cycle for Talent Management:........................................................................5
Activity 4: Performance Planning:..................................................................................................7
Activity 5: Training on Law for Hospitality Industry:....................................................................9
Activity 6: Briefing on the legal and Ethical Considerations:.......................................................11
Activity 7 - Exploration of Functional Role..................................................................................12
Activity 8 – Analysis of Communication, Coordination and Monitoring Method........................13
References:....................................................................................................................................15

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Activity 1: Double-entry book-keeping to trial balance
Ledger Accounts:

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Trial Balance:
Activity 2: Methods to Measure Financial Performance:
As the restaurateur, it is necessary on the part of business to keep track of its key
performance indicators as the key procedure when there is a situation of accelerating the business
success. The key performance indicators help in measuring, assessing and adjusting the

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operations inside the restaurant to make sure the continuous success of the restaurant (Parmenter
2015). A key performance is regarded as the key that is used to assess how efficiently a company
is attaining its key business purposes. For Carnival Corporation & PLC, it is necessary to
develop and monitor the set of KPI’s that would alert the company of their opportunities
regarding success or failures. The KPI’s are as follows;
a. Production time per dish: Knowing the amount of time it takes to make each dish is the
key since it can help the Carnival in determining the value of every dish depending upon
the turnaround time and expectations. It is necessary to keep track of the items or dishes
that produces low sales and must consider the ways of shortening the production time and
provide faster service (Kylili, Fokaides and Jimenez 2016). If any popular dish takes too
long time to prepare then it may create a negative effect on the customers along with the
kitchen’s efficacy. While if the items are quick to make and are ordered at rare case then
it is better to consider swapping them for the more popular food items and provide the
kitchen more time in preparing the items that customer wants.
b. Food and beverage sales per guest: Obtaining a handle on which the menu items
appeal to majority of the guests and whether time or day create an impact on the total
expenditure. Tracking this metric would enable the Carnival Plc to make adjustment to
their menu (Lindberg et al. 2015). For example, eliminating the underperforming dishes
may create a negative effect on the productivity of the kitchen whereas leading to little
profit or raising the prices of the items that hot selling among the customers for
improving the margins. Such metric can help in determining the necessary promotions
that should be run. For example, in can commence happy hour to raise during slower
periods.

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Activity 3: HR Life Cycle for Talent Management:
Introduction:
HR talent management life cycle is considered as the continuous procedure that is
associated with the human capital in a comprehensive manner to make sure that employee and
employer obtain the high benefit from their mutual association.
Review of Human Resource Life Cycle:
The Human resource is heavily dwelling on the individual and employees. Experiences
are identical to the matter what work a person does or their area of expertise. The human
resource life cycle dwells on the employee experience. The first stage of HR life cycle involves
Recruitment decision that would directly create an effect on the turnover, development and
efficiency. The second stage involves the level of education (Noe et al. 2017). The employee
should understand their level role inside the company and what is anticipated by them. This stage
assists in passing with the culture of company and ethical anticipations.
The motivation is the third level in the HR life cycle. The employees that last longer are
the one that created a stronger bond with their leaders. Evaluation forms the fourth stage of HR
life cycle. This stage comprises of the supervisor that measures the performance of employees
(Butchibabu et al. 2016). This stage helps in equipping the employee regarding their metrics that
assess whether the recruit is fitting for the job. Celebration forms the fifth stage of HR lifecycle
and provides a person with the opportunity of re-energizing their staff and showing the
appreciation for the hard work.

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Reviewing the importance of HR Life Cycle for Talent Management:
The talent management life cycle is regarded as the continuous procedure that is
associated with the human capital in the comprehensive, holistic manner of assuring that both the
employee and the employer obtain maximum amount of benefit from the joint relations (Wright
2018). The talent management life cycle procedure are as follows;
a. Organization Plan
b. Recruitment Plan
c. Development
d. Retention
e. Assessment
f. Outplacement
g. Feedback Loop
Feedback Loop
Organization
Plan
Recruitment
Plan
Development
Retention
Assessment
Outplacement

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The talent management life cycle procedure integrates the requirement of human resource in the
strategy and business planning cycle and gives necessary attention and importance that it
deserves.
Recommendations to improve HR Procedure and Documentation:
Appropriate recommendations can be made in respect of the Carnival Plc regarding the
application of the effective talent management (Cascio 2015). The company is recommended to
implement the HR life cycle and assure that the all the stages of the HR life cycle are followed.
This would help the company in keeping the employee motivated by continuously keeping them
involved in work and demonstrating appreciation for their contributions. Another
recommendations includes appropriate application of Talent management programme as this
would provide the employees with the opportunities of experiencing several different things and
thereby helpful for the company in mapping the concerns into the talent management lifecycle.
Conclusion:
On a conclusive note application of the above stated plans would help Carnival Plc in
obtaining a clear picture of where an appropriate programme can be implemented for the
employees.
Activity 4: Performance Planning:
Performance management is regarded as the essential tool in solving the issues related to
the employees (Bratton and Gold 2017). In the present situation of Carnival, the performance
management is represented below;

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a. Determination of the issues related to performance: Presently the management of
carnival is up with the issue of employee negative behaviour as well as issues related to
employee retention.
b. Ascertaining the effect of issues: The existence of issues is creating an impact on the
performance outcome of the employees for the Carnival Plc and this results in
undesirable effect on the company’s revenue and business procedure (Wright 2018). The
employee negative behaviour results in higher employee turnover.
c. Addressing the issues with adequate strategies: According to the strategic plan,
Carnival PLC HR manager should conduct an employee meeting to address their negative
behaviour issues (Chelladurai and Kerwin 2018). The management can launch a
motivational plan where good work or behaviour of the employee should be appraised.
This would help them in moving towards the appropriate career path. The management
may incorporate the flexible work schedule for the employees together with the higher
structure of pay in order to assure that the staff retention.
Overcoming the issues of staff retention:
Retaining employees becomes easy when the company uses the simple different strategy.
Below are some of the strategy for Carnival Plc that are useful for employee retention;
a. Creation of Metrics: There may be times when the employee may feel under or over
utilized, they may feel stagnant and may feel not valued. In such a situation employee
must be having researched metrics to demonstrate that they are rising (Brewster, Chung
and Sparrow 2016). Their talent must be used and parameter should be set to access their
talent.

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b. Identifying behaviour for success: Understanding the approaches and behaviours that
employee can use for executing any job is generally important for success (Xu and
Gursoy 2015). In addition, a strong interpersonal skill such as effective communication
and valuing diversity would help in identifying the behaviour for success.
In the current state of Carnival Plc, the five stage of HR life cycle assures that the
employees are greatly motivated as this will help in motivating the employees for performing
their job in a responsible manner. This would ultimately help in reducing the issues related to
employee retention.
Activity 5: Training on Law for Hospitality Industry:
Introduction:
Hospitality law is regarded as the legal and social practice that is associated to the
treatment of the person’s guests or those that patronize the business place (Brewster et al. 2016).
Associated to the perception of lawful liability, hospitality laws are aimed at protecting the host
as well as guest from any kind of injury, irrespective it is accidental or international.
Specific Legislation that Carnival UK should follow:
Duty to guests: UK Carnival should be anticipated to act prudently and use the reasonable duty
of care in order to assure that the premises are reasonably free from any kind of risks (McKeown
and Werner 2019). While it may not specifically require that the business assures his guests are
safe, majority of the jurisdiction interpret that prudent and reasonable to consider the foreseeable
danger. This includes stumbling exposures or unsafe shelving.

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Common Law: The UK Carnival should hold innkeepers that are liable for any kind of loss of
guest property when the guests are on the business premises. As a general practice these laws are
overlooked (Jones, Hillier and Comfort 2016). Considering the liability waivers for the
enforceable notifications of the waiver should be posted by the UK carnival in the accessible and
visible location.
Disappearance from the cruise ship: The UK carnival is also required to abide by the law of
disappearance from the cruise ship (Chan and Hsu 2016). The company would be required to
perform a reasonable search when any person goes missing from the Cruise.
Effect of numerous laws on Decision-making in the Hospitality Industry:
Hospitality industry often faces the challenges of adhering with the numerous company
law, contract and employment law. These laws limit the ability of the Carnival Plc to function
easily and imposes restrictions on several business aspects (Dzhandzhugazova et al. 2016). This
would also impact the profitability of the business as a whole. As a result, Carnival PLC should
take into account the adverse impact of the regulatory compliance prior to making any decision
as this would help in framing appropriate strategies to lower the effects of regulatory
compliance.
Conclusion:
The hospitality industry is required to adhere with the several laws that governs their
business operations. The hospitality laws usually cover a wide range of laws that also includes
the contracts and anti-trust laws. Conclusively, Carnival PLC should comply with the certain
regulations while performing business operations.

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Activity 6: Briefing on the legal and Ethical Considerations:
The hospitality industry is faced with numerous ethical and legal considerations
regarding how it can keep the standards high inside the industry and between employers and
employees. Due to the heated competition several hospitality businesses have resorted to the
corporate intelligence. Another ethical consideration that Carnival PLC, should consider is the
in-house employee ethics (Xiao, Yoonjoung Heo and Lee 2017). As the industry is mainly
known for its lower pay and long hours it is necessary that Carnival PLC should implement
employee development programme to retain the in-house employees. As a result of this, Carnival
Plc must consider the ethical and legal consequences while making decision.
Customer happiness should be the top priority for the Carnival PLC. The manner based
on which the hotel is operated must commence and end with the customers. Companies usually
fails to adhere with the ethical code and falls the victim to the scandal. Considering the legal
considerations, it should be understood that the Carnival should adhere with the laws relating to
the health, environment, safety and sustainability (Ladkin and Buhalis 2016). The Carnival Plc
should also consider the effects of the decision making. For example, Carnival differentiates
against the certain class of employees as the business decision part by taking into the account the
laws and legislation that are applicable for the business. Failure by Carnival PLC, to abide by the
ethical code may result in being the victim of crime and scandal.
Another significant concern is the relationship between the staff and managers at the
workplace. In terms of the labour process, managers are required to adhere with the maximum
value from the other employees in order to produce profit. This effectively includes making
decision regarding supervisors and managers for obtaining the maximum labour at the minimum
costs (Köseoglu et al. 2016). Despite the complete legal considerations, insufficient