Investigating Human Resource Management in Hospitality Industry

The provided assignment is an investigation into human resource management (HRM) practices within the hospitality industry. The study delves into various aspects such as employee perceptions, performance appraisal satisfaction, and strategic HR management. It also explores the impacts of performance rating, leader-member exchange, and organizational justice on performance appraisal satisfaction. The research aims to provide insights into the effectiveness of HRM strategies in enhancing employee performance and overall hotel sector performance.

Research Project

Table of Contents
CHAPTER 1: INTRODUCTION....................................................................................................1
1.1 Formulate and record possible research project outline specifications.................................1
Introduction.................................................................................................................................1
Background.................................................................................................................................1
Statement of research problems..................................................................................................1
Research aim & objectives..........................................................................................................1
Research objectives.....................................................................................................................1
Scope of the study.......................................................................................................................2
1.2 Identify the factors that contribute to the process of research question................................2
Rationale.....................................................................................................................................2
1.4 Produce a research project specification...............................................................................2
Time scale...................................................................................................................................2
1.5 Produce a Plan and procedures for the agreed research specification...................................3
Project management plan............................................................................................................3
Gantt Chart..................................................................................................................................4
CHAPTER 2: LITERATURE REVIEW ........................................................................................5
1.3 Critical review of key References.........................................................................................5
Theme 1: To identify the importance of performance appraisal system among supervisors and
managers.....................................................................................................................................5
Theme 2: To identify the relationship between components of performance appraisal system. 5
Theme 3: To determine the impact of performance appraisal on the organizations...................5
Theme 4: To identify the challenges faced by the company during assessing the performance
appraisal process.........................................................................................................................6
Theme 5: To recommend the ways and methods to implement all resources accordingly.........6
CHAPTER 3: RESEARCH METHODOLOGY ............................................................................6
Research Methodologies.............................................................................................................6
CHAPTER 4: DATA FINDINGS, ANALYSIS AND DISCUSSION ..........................................7
CHAPTER 5: CONCLUSION & RECOMMENDATION...........................................................13
Conclusion.................................................................................................................................13

Recommendation.......................................................................................................................14
REFERENCES .............................................................................................................................15

CHAPTER 1: INTRODUCTION
1.1 Formulate and record possible research project outline specifications.
Introduction
Performance appraisal is the most effective and challenging process which is taken by the
Human resource management in every organizations. It is the systematic evaluation of the
performance of employees that needs to be understand the each employee growth and
development. This is the long process which takes time to evaluate the each and every individual
working performance in the company and how much they contribute towards the company
growth (Abukhalifeh and Som, 2015). Present research will have been based on Performance
appraisals of employees motivation and growth. This will also motivate the effective working
performance in order to meet the needs of the organization goals. Further, research will explain
the objectives and aims on which report has been based on. Besides, it also analyzes the critical
process of performance appraisal and their theories of performing the whole process and
methodologies.
Background
For taking this research further Hilton Company will be taken into action. It is the
multinational Hotel store which is based on UK. Tesco is one of the largest organization that
needs to analyze the actual performance of the employees in order to determine the employee
growth. This overall, process will also grow up the changes and task making effective process
(Certo, 2018).
Statement of research problems
Performance appraisal system plays a most important part in the organization. This
process will promote development of hospitality sector. Appraisal of the employee must be used
as a means to achieve organizational development. A study on the performance appraisal in
selected industries of Hilton.
Research aim & objectives
Aim: “ To analyzing the role of performance appraisal in the hospitality sector”. Case
based on Hilton Hotel.
Research objectives
 To identify the importance of performance appraisal system among supervisors and
managers.
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 To identify the relationship between components of performance appraisal system.
 To determine the impact of performance appraisal on the organizations
 To identify the challenges faced by the company during assessing the performance
appraisal process.
 To recommend the ways and methods to implement all resources accordingly.
Scope of the study
From the analyzing the study further it has been seen that, it is the best effective process
that helps to take the better objective and growth (Chahal and Poonam, 2017). From the basis of
this study, it has been cleared that, it is the long lasting effective working that helps to take care
about the organization.
1.2 Identify the factors that contribute to the process of research question.
Rationale
Performance appraisal is the necessary task and effective process in the organization that
makes the long lasting performance level of work. Besides, this process might helpful in the
growth channel. From the outcomes of this study outcomes is helpful to get the better resources
and growth.
1.4 Produce a research project specification.
Time scale
ACTIVITY/WEEK 1 2 3 4 5 6 7 8 9 10 11
Selection of an appropriate topic
Topic is selected after discussing
with tutor,
Identification of the research
rationale
Formulating the Literature review
Identification of the research aims
and objectives
2

Determining the primary and
secondary data
Selection of research approach
Use the research methodology
Develop the appropriate
questionnaire
Conduct the survey of the respond
ants
Collect the information and data
about the topic from many
respondent.
Thematic analysis technique
applied in the research study
Analysis and interpretation
Conclusion
Recommendation
Submission of the report
1.5 Produce a Plan and procedures for the agreed research specification.
Project management plan
Task Name Duration Start Finish Predecessors
Research Project
Planning
Topic name 5 days 15/04/18 18/04/20
Statements of the research
issue 1 day 19/03/18 19/03/18 2
Allocation of resources and
time frame 4 days 20/0318 24/03/18 2
3

Implementation
Review of literature 5 days 22/03/18 27/03/18 3
Selection of correct research
methodologies 1 day 28/03/18 29/03/18 4
Data analysis and
interpretation 5 days 30/05/18 18/05/35 5
Evaluation of results and
outcomes 2 days 01/04/18 02/04/18 5
Project closure
Giving conclusion and
recommendation 1 day 03/04/18 03/04/18 6
Results of documentation 1 day 04/04/18 19/03/18 7
Gantt Chart
4

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CHAPTER 2: LITERATURE REVIEW
1.3 Critical review of key References.
Theme 1: To identify the importance of performance appraisal system among supervisors and
managers.
According to Chand and Ranga, (2018) Performance Appraisal is an essential part of the
performance increment within the organization. Human resource department contributes their
working to determine the actual working or performance of individual employees. The main
purpose of this process is to improving better communication among employees to understand
the employee issues or flow of better communication level. This process is also necessary or
important for providing a career path for addressing the long term goals and achieve all to-do list
suggested by Domínguez-Falcón, Martín-Santana and De Saá-Pérez, (2017). Moreover, it also
brings new better opportunity to enhance the better effective performance oriented work.
Celebrating and enjoying well done job makes way easy for employee in appraisal process.
Along with that, performance appraisal enhance the individual interest by enhancing the new
career opportunity.
On the other hand, some employees are not happy with the performance appraisal due to
low productive work. Those employees get demotivated and give less interest towards work.
Theme 2: To identify the relationship between components of performance appraisal system.
As per the Dusterhoff, Cunningham and MacGregor, (2014) different components of
performance management that helps to accomplish the overall process such as performance
planning, reviewing, feedback on the performance followed by personal counseling and
performance facilitation, rewarding good performance etc. all the elements or components makes
different outcomes and growth on the individual behavior. Knies and et.al., (2017) argued that,
these process also affect the individual behavior personally. This also makes the better resources
and planning growth. This makes proper implementing and effective need of source. Overall, it
makes the better effective process of making better objective plan.
Theme 3: To determine the impact of performance appraisal on the organizations.
According to Lahap and et.al., (2014) Effectiveness of performance appraisal results the
effective results for the organization. Hilton can adopt the best technique to make working
environment more powerful and effective. This impact on the all departments in order to enhance
the productivity of working. On the other hand it also makes the better and effective among the
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overall, outcomes and results. This makes the proper effective process that makes the proper
effective and task oriented performance level. It is the formal performance appraisal and familiar
to most managers either from pitfalls personnel experience or from the growing body critical. It
makes the proper effective goals. That helps to keep the all nature effective and productive.
Under which manager also needs to facing many hard faces and process while considering all
nature of an individual. Along with that, it also helps to take the better decision making approach
according to needs and goals. Overall, it brings new better effective growth and challenging
situations. It is the long lasting performance in order to meet the needs of the organization.
Moreover, it also helps to get the new environment within organization and goals. Overall, it
brings new major goals and objectives in order to maintained the proper effective level suggested
by Mir and Amin, (2016).
Theme 4: To identify the challenges faced by the company during assessing the performance
appraisal process.
According to Murphy, Ingram and Hutchinson, (2018) performance appraisal is
important for organizations and employees. It is the long promotional activities that helps to take
the new goals. Poorly trained managers are sometimes been not handle the things which affect
directly to the process. That affect the organization goals and objectives. Overall, this also makes
the best approachable target goals and helps to take the best approachable task oriented
performance making work. Inconsistent ratings and task making performance. Gives better
growth level, it is the long term process that makes the proper implementing process that makes
the effective performance level of growth. Another some challenges facing by the company
Managers in terms of negative response from the employees suggested by Park, Min and Chen,
(2016).
Theme 5: To recommend the ways and methods to implement all resources accordingly.
According to Pillai and Abraham, (2016), before adopting performance appraisal plan
Hilton needs to acquire best targeting and strategic planning goals. It makes process successful
and gives productive outcomes. For that company manager should review the scope and possible
outcomes from the process. Apart from that, besides, it also influences the major activities and
growth.
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CHAPTER 3: RESEARCH METHODOLOGY
Research Methodologies
Research design: Search design will be more realistic and necessary in research process.
Such as qualitative and quantitative are two methods of data collection or analysis that helpful to
encourage the better outcomes and results of research. Besides, for that, research design should
be adopted by investigator either exploratory and conclusive. Exploratory method is more
specific about its topic or area of research. On the contrary, Conclusive design will answer the
research questions (Rosen and et.al., 2017).
Research Approach: Research approach is the another essential point to be considered
by scholar. There are two types of research approach deductive and inductive. In this research
researcher takes Inductive approach for taking its research further.
Data collection: It is the most essential part of the research process in which company
needs to take the process further and collect data for analyzing from two methods qualitative and
quantitative. Qualitative method data are based on hypothesis or from theories or facts. Besides,
quantitative data collection method based on statistics, facts related to studies.
Sample Size : Sample size is the tool through company will take new steps and further
action in order to meet the needs of the research objectives. Sample size has taken by the
researcher from the population related to study. Such as present study will be taking 30
employees as a respondent from the Hilton organization.
Data analysis: it is the competent or element of research methodologies that makes data
reliable and efficient (Shamim and et.al., 2017). All over, it makes the proper effective process
that makes the process and implementing and task oriented process.
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CHAPTER 4: DATA FINDINGS, ANALYSIS AND DISCUSSION
Questionnaire
Name :
Gender:
1. What is your Gender ?
(a). Male
(b) Female
2. In your opinion performance is ?
(a). Job Satisfaction of employees.
(b). Promotion of employees.
(c). Motivation
3. Which type of performance appraisal method adopted by Hilton ?
(a). Merit
(b). Grading
(c). None of them
4. Do you receive any increment in your salary after performance Appraisal ?
(a). Yes
(b) No.
5. Do you think performance appraisal helps people set and achieve meaningful goals ?
(a). Yes
(b). No
6. Do you think that performance of employees improve efficiency level after performance
appraisal ?
(a). Yes
(b). No
7. Do you think that performance appraisal helps to change behavioral of employees ?
(a). Yes
(b). No
8. Recommend the new ways or methods could company adopt of performance appraisal
Theme 1: Employees gender in the organizations
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1. What is your Gender ? Frequency
(a). Male 20
(b) Female 10
Interpretation: On the basis of this observation it has been stated that, number of employees are
male either than females. Out off 30 respondents are males and rest of the employees are
females.
2. In your opinion performance is? Frequency
(a). Job Satisfaction of employees. 10
(b). Promotion of employees. 15
(c). Motivation 5
10
(a). Male (b) Female
0
2
4
6
8
10
12
14
16
18
20
20
10
Column B

Interpretation: On the basis of this observation, it has been stated that large number of
employees suggested that promotion of employees are the biggest reason of making good
performance in the organisation rather than any other. Besides, according to 10 respondents job
satisfaction is the reason of being good in work or getting good praise from the supervisors. On
the contrary, according to 5 responder motivation is the reason of productive working.
3. Which type of performance appraisal method adopted by Hilton? Frequency
(a). Merit 10
(b). Grading 20
(c). None of them 0
11
10
15
5
(a). Job
Satisfaction of
employees.
(b). Promotion
of employees.
(c). Motivation

Interpretation: On the observation of above submission according to all responders of 30
employees. It has been stated that, grading system has adopted by the Hilton which is more liable
according to firm. Besides, according to 10 suggested merit is the another resourceful for
performance appraisal. Moreover, it is more reliable and motivating source of performance
appraisal.
4. Do you receive any increment in your salary after performance
Appraisal? Frequency
(a). Yes 25
(b) No. 5
Interpretation: On the basis of above table, according to this submission of survey 25 employees
suggest yes when they were asked by researcher that after incremental process they will get good
salary appraisal. On the other side, 5 employees suggested that, now that they are not happy with
12
(a). Merit
(b). Grading
(c). None of
them
25
5
(a). Yes
(b) No.

the salary increments after the process of making good effective learning games. It will be more
relating and effective for the organisations.
5. Do you think performance appraisal helps people set and achieve
meaningful goals? Frequency
(a). Yes 27
(b). No 3
Interpretation: On the basis of above table of explanation, as per the outcomes of this survey of
questionnaire. It has been declared that, as per the 27 respondents performance appraisal helps
employees to achieve the objectives and goals in order to meet the personal as well as personal
goals. On the other sides, according to 3 respondents. It depends on the situation and work
pressure.
6. Do you think that performance of employees improves efficiency level
after performance appraisal? Frequency
(a). Yes 25
(b). No 5
13
(a). Yes
(b). No
0 5 10 15 20 25 30
Column B

Interpretation: On the basis of above conclusion, it has been stated that, that weather
performance appraisal is benefited after results has come out. Along with that, effective making
working process will also help and best effective process. Overall, 25 employees agreed with the
suggestions and rest of the employees are suggested now with the statements.
7. Do you think that performance appraisal helps to change behavioral of
employees? Frequency
(a). Yes 28
(b). No 2
Interpretation: On the basis of this above section, it has been concluded that. When employees
asked by this question that whether they are getting good performance appraisal or grading they
enhance their behavioural or not. According to 28 employees yes and suggested by the
employees and rest of the employees are thinks to be done according to good manner.
14
(a). Yes
(b). No
28
2
(a). Yes
(b). No

Theme 8: Recommend the new ways or methods could company adopt of performance
appraisal
On the basis of this section or conclusion. According to all 30 employees they all are
agrees with the favor of good things that creates new process of working and presenting good
target marketing goals. Overall, employees suggested several performance appraisal works that
helps to take the better growth oriented work in order to meet the needs of the organizational
goals.
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CHAPTER 5: CONCLUSION & RECOMMENDATION
Conclusion
Performance appraisal is useful process in every big organizations. To motivates
employees and encourage them to work in more productive manner. Apart from that, it will also
implement and process making task in order to meet the needs of the organization. Overall, it
provides the best approachable target goals (Shamim and et.al., 2017). Present study will be
presenting and long lasting performance making work and influencing and task oriented process.
Along with that, it also helps to take the proper implementing and provides the best effective
process oriented process and task oriented work and progress. This was conducted on the basis of
task making performance and task oriented process. This also makes the best approachable and
task oriented process. This sample and making good things and better objective goals.
Recommendation
In order to make the best impressive results it also helps to analyze the overall process
and making task oriented performance. In order to enhance the performance productivity of the
employees this makes the process and task making performance level. For that, Hilton requires
adopting the best process and evaluation process to evaluate long lasting performance. Such as
360 degree evaluation, self evaluation, feedback results and long lasting goals.
On the other hand, it is the long lasting effective process that helps to take the measuring
performance (Wang and et.al., 2017). Moreover, things are not effectively and task oriented
performance and long lasting performance effective process.
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REFERENCES
Books and Journals
Abukhalifeh, A. N. and Som, A. P. M., 2015. Service Quality, Customer Satisfactions and
Restaurants’ Performance Appraisal in Hotel Industry. Advances in Environmental
Biology. 9(3). pp.27-30.
Certo, S. C., 2018. Supervision: Concepts and skill-building. McGraw-Hill Education.
Chahal, H. S. and Poonam, 2017. Study of Organisational Culture, Employee Turnover and
Employees' Retention in hospitality sector. PACIFIC BUSINESS REVIEW
INTERNATIONAL. 9(11). pp.119-125.
Chand, M. and Ranga, A., 2018. Performance Appraisal Practices in Indian Hotel Industry: An
Investigation of Employee's Perceptions. International Journal of Hospitality & Tourism
Systems. 11(2).
Domínguez-Falcón, C., Martín-Santana, J. D. and De Saá-Pérez, P., 2016. Human resources
management and performance in the hotel industry: The role of the commitment and
satisfaction of managers versus supervisors. International Journal of Contemporary
Hospitality Management. 28(3). pp.490-515.
Dusterhoff, C., Cunningham, J. B. and MacGregor, J. N., 2014. The effects of performance
rating, leader–member exchange, perceived utility, and organizational justice on
performance appraisal satisfaction: Applying a moral judgment perspective. Journal of
business ethics. 119(2). pp.265-273.
Knies, E. and et.al., 2017. Strategic human resource management and public sector performance:
context matters.
Lahap, J. and et.al., 2014. An examination of current compensation and performance appraisal
practice among hotel employer in Malaysia: A preliminary study. Theory and Practice in
Hospitality and Tourism Research, p.9.
Mir, M. M. and Amin, H., 2016. The Influencing Factors of Employee Performance and its
effects on Performance Appraisal of the Employees on Higher Education Sectors of
Karachi, Pakistan. KASBIT Journal of Management & Social Science. 9(1). pp.31-62.
Murphy, K., Torres, E., Ingram, W. and Hutchinson, J., 2018. Review of high performance work
practices (HPWPs) literature and recommendations for future research in the hospitality
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