Hospitality Business Toolkit Report: Financial and HR Analysis

This report offers a comprehensive analysis of the hospitality industry, focusing on a case study of Berries and Brew, a juice bar and smoothie cafe. The report is structured around four key tasks, beginning with an examination of financial performance, including recording income and expenditures, defining key financial terms, and applying double-entry bookkeeping. Task 2 delves into the HR life cycle, exploring recruitment, onboarding, career development, employee retention, and offboarding, with a specific focus on talent management and performance management plans. Task 3 addresses legal and regulatory compliance, including company, employment, and contract law, and their impact on business decision-making. Finally, Task 4 investigates communication, coordination, and monitoring methods within a hospitality organization to strengthen value chains and achieve organizational objectives, concluding with recommendations for improvement. The report integrates various aspects of hospitality management, providing a detailed overview of financial, human resources, and operational considerations.

Hospitality Business
Toolkit
Table of Contents

INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
a) Recording all expenditures and incomes with the help of table.............................................1
b) Explaining following terms as pertains in hospitality industry. ............................................1
c)Double entry book keeping system of debits and credits to record sales and purchases
transactions in general ledger......................................................................................................2
d) Basic trial balance applying the use of balance off rule to complete ledger...........................3
TASK 2............................................................................................................................................4
a) Different stages of HR life cycle applied to food and beverage hospitality job role and their
importance for retaining and developing talent..........................................................................4
b) Importance of HR life cycle in relation to strategic talent management and overcoming
issues of staff retention................................................................................................................6
c) Judgements and recommendations of HR processes and documents can be improved for
effective talent planning throughout HR life cycles...................................................................7
d) Performance management plan for hospitality job role and techniques for resolving both
negative behaviour and overcoming issues of staff retention.....................................................7
TASK 3............................................................................................................................................9
a) Specific legislations that a hospitality organisations has to comply and adhere.....................9
b) Using specific examples illustrating company, employment and contract law potential
impact upon business decision making in hospitality industry.................................................10
c) Examining potential implications of regulations, legislations and standards upon decision
making in a hospitality organisation.........................................................................................10
d) Critically reflect on potential impacts of regulations, legislations and ethical principles
upon decision making in a hospitality organisation..................................................................11
TASK 4..........................................................................................................................................11
a) Different functional roles within hospitality sectors.............................................................11
b) Different methods of communication, coordination and monitoring applied to hospitality
for strengthening value chain....................................................................................................14
c) Analyse different methods of communication, coordination and monitoring within
department of hospitality organisation for achieving organisational objectives and
strengthening value chains........................................................................................................15

d) Critically analyse different methods of communication, coordination and monitoring within
department of hospitality organisation and make recommendations........................................15
CONCLUSION..............................................................................................................................16
REFERENCES..............................................................................................................................17

INTRODUCTION
Hospitality industry is a quite vast sector of a business environment. It infuses a quite
broad category of fields and divisions which are present within service industry. Various services
provided by this sector includes lodging, cruise lines, theme parks, event management and so on.
It is basically an extension of the tourism industry. It is a customer oriented industry that
focusses on enhancing customer's satisfaction by great extents (Anderson and et. al., 2017). This
report in present context has been framed on Berries and Brew which has been set up in London,
UK as a juice bar and smoothie cafe. It has innovated presently and launched a new innovation in
their product line by bringing a mix of alcoholic drinks and fresh fruit juices. This report
combines various elements such as stages of HR life cycle along with developing an effective
performance management plan. Various hospitality roles and organisational chart has also been
mentioned in this report. Furthermore various laws and legislations along with interrelationship
of various hospitality roles has been mentioned in this report.
TASK 1
P1 Recording all expenditures and incomes with the help of table.
Financial performance in present scenario has been defined as a process which aids in
measuring performance of business concerns in respect of monetary terms. In present context it
has been evaluated that Berries and Brew cafe will have to face complications so as to enhance
their profitability. Various tools that help in ascertaining financial position has been stated as
under:
Principle I: Budget must be properly established – In this principle managers first will
have to establish mandatory resources in a business. By doing so they will be able to analyse
their financial requirements and budgets.
Principle II: Budget should based on thorough analysis – This principle deals with
analysing overall expenses that occur in a business on daily basis. Hence it is important that they
should frame effective strategies in this context.
Principle III: Actual Financial result should compared to budget on daily basis – By
adopting this tool or principle organisation will be able to analyse and determine any sort of
transactional errors which have to be modified.
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Principle IV: Rectify condition when financial result exceeds the planned budget – In
this case it is important that managers of Berries and Brew cafe focus on evaluating causes
behind their variances. Also they should ensure taking corrective actions and frame effective
strategies and so on.
Incomings Outgoings
Wages Weekly food shopping
Gifts Clothes
Benefits Gifts
Allowances Household utility bills
drinks
Lunch purchases
Sales: Sales of a firm, is calculated by examining total amount of products and services
that have been sold in a specified time frame (Bowie and et. al., 2016). Sales percentage or value
can differ from business to business depending upon their products and services. It is basically a
transaction which involves two or more parties.
Purchase: Purchase is normally a transaction in which buyer gains a possession of a
property or goods. For gaining possession buyers need to invest in some amount of monetary
funds . These transactions happen on a daily basis in most business concerns.
Types of Cost
Cost is a factor that defines monetary value of various elements such as efforts of a
person, materialistic things, time , risks infused in a process etc. Costs can further be divided into
three parts which has been stated as under:
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Variable Cost- Variable as the name suggests is a division of costs that keeps changing
or altering (Brotherton, 2015). Variation in this cost is highly dependant upon manufacturing as
well as production process. Examples of variable cost include rent amount, wages given to
labour force, amount incurred in advertising and marketing etc.
Semi Variable Cost- It is basically a mix of both variable as well as fixed cost. It is also
known as mixed cost. This type of cost remains fixed till a specified production level and
changes into variable after that.
Fixed Cost- It is basically an expense or cost that does not change or alter with an
increase or decrease in production. These expenses have to be mandatorily paid by a company
irrespective if the company has conducted any activity or not. Examples of fixed cost include
cost of machinery, depreciation etc.
P2.Double entry book keeping system of debits and credits to record sales and purchases
transactions in general ledger.
Double entry system of book keeping refers to a system or accounting process which
processes corresponding negative and positive impact of each and every entry or transaction. It
helps in maintaining effectiveness in transactions (Bruce and Stephens, 2017). In this case every
transactions gets recorded twice i.e. once in debit and once in credit. This method has been quite
useful for managers of Berries and Brew cafe.
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
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Discount received 2300
Credit notes 190
Rent 2850
Utilities 475
Functions and events (Income) 5967
Wages 4590
Debtors 700
Till shortage 152
37502 37502
Trial balance: A trial balance is basically a statement that mentions all transactions of
debit as well as credit in a double entry accounts books (What is a trial balance. 2019). If there
happens to be any disagreements between debit and credit then it clearly states that there is some
kind of an error in recording. All ledger and journal balances in this statement is present in a
single document.
Steps of Trial Balance
Step 1: Making three different columns in a worksheet.
Step 2: Appropriately entering all transactions in both debit and credit columns.
Step 3: Finding out total of both debit and credit columns
Step 4: Comparing both the columns
P3 Balance off rule to complete the ledger
Balance off rule: Balancing off refers to a process which is used by almost all business entities
at some point of time especially at the end of accounting or financial years. This rule is mainly
used by business concerns so as to examine if there are any errors or faults in data that has been
added into journals or ledgers ((Fettermann, Echeveste and Tortorella, 2017)). This tool helps
managers of Berries and Brew cafe in identifying their current financial position and status.
Particulars Debit Credit
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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
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Lunch purchases 8455 8455
81389 81389 162778
TASK 2
P4 Different stages of HR life cycle applied to food and beverage hospitality job role and their
importance for retaining and developing talent.
Human resource is a quite important department in each business concern and aims
mainly towards maintaining effectiveness and efficiency of employees. This department mainly
deals with retention, hiring and all other employee related issues (Filimonau and Delysia, 2019).
HR department of Berries and Brew juice bar generally retains their employees by infusing a five
stage procedure. These stages infuse a number of activities and tasks such as training of
employees, development, boarding, employee recognition etc. These steps have further been
discussed as under:
STAGE 1: Recruitment generally happens to be the first stage of employee life cycle or
HR life cycle. Process and strategies of recruitment in each business concern can be quite
different. Managers can use a number of promotional and advertising tools such as online job
portals, advertisements in newspapers and magazines etc (Gnanapala, 2017). HR managers in
Berries and Brew cafe are assigned a duty where they have to choose best suitable candidate
from the entire lot. These managers takes interviews by using external recruitment source
(online procedure).
STAGE 2: It is a process that deals in integration process. In this, a new employee is
welcomed into the organisation and also told about his roles and responsibilities. On boarding
can even be done in case of customers where new clients or customers are welcomed and made
familiar with a company's products and services. In Brew and Berries HR managers conduct a 2
month training for their newly joined staff members.
STAGE 3: Career development is an ongoing process which deals with providing
development and growth opportunities to employees. By adopting career development managers
of Brew and Berries will be able to retain their skilled and experienced employees. Also it will
help employees in assessing their overall goals and objectives that are prevailing in life of
employees.
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STAGE 4: HR managers should ensure that a positive and healthy work environment
prevails in an organisation. In context of Brew and Berries Juice bar it has been evaluated that
HR managers provide monetary as well as non monetary benefits to their clients such as
incentives, gifts, rewards etc.
STAGE 5: Last stage of HR life cycle is off boarding which deals with exit or retirement
of an existing employee from the company. Managers of Berries and Brew feel that whenever
any employee leaves the company it also creates a sense of dissatisfaction in other employees
(Hanrahan, 2017).
The HR department of this company follows the recruitment process for hiring new chef
in the cafe. The process is explained as under-
Box 1: Advertisement related to job vacancy for chef position will be placed on job portal.
Box 2: Through screening resumes and matching profile according to company's requirements,
candidates are selected for further interview procedures.
Box 3: Interview Questions:
 What's your speciality in cooking?
 For how long have you been working in this profession?
 Is cooking your passion?
 Which is the best dish prepared by you till date?
Box 4: To make new employees familiar with working environment, managers provide proper
on-boarding training for 3 months.
Box 5: For retaining talented new and existing workers, their performance are evaluated on the
basis of 360°.
Box 6: Providing training like apprenticeship aid employers of Berries and Brew bar and juice
cafe in getting best talented workforce (Lourenco, Sappleto and Lei, 2017). This would help in
getting efforts of workers for providing best services to customers. Similarly, employees such as
chefs get chance to enhance their skills for career development through training.
Box 7: In order to provide job satisfaction, further managers will develop promotion plan. This
would help in retaining workers for longer period.
Box 8: When an employee wants to switch job then manager will firstly identify the reason
behind same. Then they develop strategies like developing positive culture, mentoring and
creating an open dialogue to retain them by resolving their issues.
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Box 9: To identify reason behind exit of an employee, managers of Beeriest and Brew Juice bar,
organise an open dialogue as:-
 Under which circumstances you have started searching a new job?
 What can be done to ensure your presence in the company?
 What are your reasons for being uncomfortable in working here?
 What was most liked part of the job?
Through analysis of HR life cycle, importance can be concluded as given below:
 It helps in saving time and cost of HR as job vacancy is posted through advertisements.
 The interview helps in knowing about skills and capabilities of employees for food and
beverage profile. As it leads in selecting best candidates.
 Performance review can help HR to know about efficiency, skills of employees and can
enhance it more by providing training and development.
 New employees get training and development for new post which existing leader and
manager are going to leave and better planning can be done (Mejia and Torres, 2018).
 HR manager need to ask question and reasons behind leaving and if causes are justifiable
then they try best to retain their existing staff for better outcomes. As new hiring
increases cost to organisation and requires more training and development programmes.
The issues related with staff retention can be overcome by providing training and
development for enhancing their skills and knowledge. Also, motivation, rewards,
encouragement can be done in order to retain highly skilled and effective staffs.
In order to improve effective talent planning throughout HR life cycles, various
documents need to be evaluated. The documents which need to be evaluated can be related with
job profiles, hierarchy structure, business staffing plan, salary structure, benefits and others. The
life cycle can be monitored through such documents and employee working in organisation can
know about performance. This helps in achievement of set targets and objectives for better result.
Through such documents each and every performance can be measured and monitored
effectively. Thus, it is important to create valid and useful documents for monitoring.
P5. Performance management plan for hospitality job role and techniques for resolving both
negative behaviour and overcoming issues of staff retention.
Performance Improvement Plan (PIP) also known as performance action plan, is a tool
given to workers with deficiencies of performance for finding opportunity to get succeed
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(Moratis, Melissen and Idowu, 2018). This can be used for addressing failure for meeting
particular job goals in order to better behaviour outcomes. For example: a short role-play script
between manager and employee is made in both negative and positive manner to help them
understand the importance and need of a good relation between them.
Script 1:
Manager: I have been noticing since a last few days that Mr. John is landing up late in the
office, yet leaves before completion of working hours.
Employee: True sir. He is coming late since last week.
Manager: Can you tell me the exact reason behind this act.
Employee: Sorry sir. I do not exactly know the issue but have heard from my colleagues
that he is facing some medical issue.
Manager: Okay. But what is the reason behind him coming late.
Employee: May be he is facing some serious health issues.
Manager: So then why has he not applied for a medical leave.
Employee: He tried but the clause of loss of pay made him continue his work.
Script 2:
Manager: I have been observing that Mr. John is arriving late and leaving early without
completing his regular Woking hours
Employee: Yes sir. You are right it has been happening since last week.
Manager: Can you tell me the reason behind him being late.
Employee: Sorry sir. I do not know the exact issue but had heard that he is facing some
medical issues.
Manager: Okay, but why is he coming late?
Employee: Might be he is facing some serious health issues.
Manager: Well if the situation is such then he should be praised for his hard work and
dedication.
Employee: Sure sir. Also we will have to ensure that his situation does not get worsened
up.
Manager: Of course. Also he can be provided medical leaves in this regard.
Employee: Yes sir. It will be quite useful in motivating him.
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TASK 3
P6. Specific legislations that a hospitality organisations has to comply and adhere.
For maintaining effectiveness in business operations of Berries and Brew Juice bar ,
managers and owners will need to be well versed with various laws that can be applied in food
and beverages sector. These laws have further been stated as under:
Liquor Control Act, 1987: This act was introduced in the year 1987 (Nayak and Taylor,
2018). As per this act it is important any business that wishes to serve or use liquor in their
products will have to take a license and permission from government. This helps in limiting the
use and consumption of liquor.
National Minimum Wage Act, 2018: This act was introduced in 2001 and encompasses
various laws which every business has to follow. These laws have further been stated as under:
 National Living Wage (over 25 years') 7.83
 21-24 year's old £7.38
 18-20 year's old £5.90
 under 18 year's £4.20
Health and Safety At Work Act, 1974: This act help in safeguarding employees and
keeping them secure while they are working in a company. This act is also known as HSWA.
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P7. Using specific examples illustrating company, employment and contract law potential impact
upon business decision making in hospitality industry.
After examining all the rules and regulations laid down or followed by Berries and Brew Juice
bar I have evaluated that these laws will help in eradicating unethical and illegal business
processes within organisational culture or in context of customers as well. Manages have
undertaken various laws such as health and safety act, minimum wage act etc will help the
company in conducting business operations in an efficient manner with a proper code of conduct.
Also it will help in ensuring longer sustainability of a company as well (Singh, 2015). Also by
conducting a market analysis I found that companies which did not function as per laws were
made to pay a quite huge sum as compensation.
Names of business
entities
Act or Laws enforced Result Fine amount
Hill Care Limited Health and Safety At
Work Act 1974
Guilty £100000
GMG Car Wash Ltd Employers Liability
Compulsory Insurance
Guilty £650
Kent County Council Control of Asbestos Guilty £200000
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Regulations 2012
Western Isles Council
Health and Safety At
Work Act 1974
Guilty £12,000.00
Woodbay Limited Health and Safety At
Work Act 1974
Guilty £50000
TASK 4
P8. Different functional roles within hospitality sectors.
A number of roles have to be performed in hospitality industry or sector. Managers
ensure effectiveness of their business concern by adopting these roles. Also it helps them by
supporting in timely achievement of goals and objectives within a specified time frame.
Functional roles in context of hospitality sector have further been stated as under:
Theme Park
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Food and beverages sector
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(Source:Food and Beverage Organisational Chart)
Hotel
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Different methods of communication, coordination and monitoring applied to hospitality for
strengthening value chain.
In relation to Berries and Brew juice bar it is important that should consider suitable tools
and techniques that ensure effectiveness in communication process along with bringing
coordination in their organisational culture (Wagen and White, 2018). This will ensure
development and strengthening of their value chain to a great extent. Also it is an essential tool
that aids managers in timely achievement of goals and objectives which further provides a stable
market position to the juice bar. Various modes of communication have further been stated as
under:
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P9. Analyse different methods of communication, coordination and monitoring within
department of hospitality organisation for achieving organisational objectives and
strengthening value chains.
There are a number of ways in which communication is practised in a business concern.
In relation to Berries and Brew it has been concluded that managers should consider written form
of communication in their business processes (Yusupova and Pozdeeva, 2018). Written
communication is recommended as it can be preserved for a quite longer period. Other benefits
of written communication include lesser amount of confusion or miscommunication. Messages
that are present in legal form can also serve as legal proofs for a company in case of judicial
matters.
Recommendations:
Hospitality sector is a rapidly growing and developing sector in today's scenario hence
business concern in this sector should adopt effective communication and coordination strategies
so as to maintain effectiveness and efficiency of a business concern. Adopting these tools helps
in timely achievement of goals and objectives. In relation to Berries and Brew it has been noticed
that they are facing a few complex issues such as shortage of place , lack of funds as well as
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technical issues (Bruce and Stephens, 2017). Managers will have to examine and analyse all such
factors and also try to resolve them so as to be successful.
CONCLUSION
From the above mentioned report it has been concluded that hospitality industry is most
rapidly growing and flourishing business industry in today's scenario. It greatly helps in
enhancing economic profits of a business concern which further leads to raising performance of a
company. This report encompasses various elements and accounting tools such as double entry
book keeping along with trial balance. Also light has been thrown on organisational structure of
various types of business concern in hospitality industry along with different communication
modes and channels. All these tools and elements help in examining if a business venture is
earning a stable and steady amount of profits or not. This report also encloses HR life cycle and
various legislative laws such as heath and safety act, employees insurance act etc. Hence it is
important that managers adopt effective tools and techniques which ensure effective
communication and coordination in their organisational culture.
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