Staff Development and Engagement Training

Staff Development and
Engagement Training
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Table of Contents
INTRODUCTION ..........................................................................................................................3
TASK ..............................................................................................................................................3
Critically analyse the systematic approach to the performance management process as part of
human resource development within the hospitality industry.....................................................3
Analyse the stages of Team Development for the creation of high-performance
team within your selected hospitality organisation:...................................................................5
Demonstrate your knowledge and understanding about leadership in the 21st
century within the hospitality organisation.................................................................................6
Identify and analyse the causes of conflict, conflict-management skills and
strategies within the leadership development process:..............................................................8
CONCLUSION................................................................................................................................9
REFERENCES..............................................................................................................................10
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INTRODUCTION
The concept of training denotes a process of enhancement in employees current potential
or skills which needs some development in order to perform their task with latest knowledge and
high skills. This helps company as well as employees in attaining their goals in time with highest
level of efficiency and productivity in tasks allotted to them. Continuous and effective training
along with development of exiting skills increases company's profit margin along with handsome
brand recognition (Alblooshi, Shamsuzzaman and Haridy, 2020). There is a necessary for
providing training and development to company's employees so to perform their work with latest
trends and prevailing technology in order to gain competitive advantage within industry or
market. The present assessment comprises concept of performance management process that is
applied in order to develop company's human resource along with different stages for developing
a team. The discussion on 21st century leaders, various skills and strategies that are used for
managing conflicts within the leadership development process is done. For the completion of this
assessment the Great eastern Hostel from UK is taken into consideration.
TASK
Critically analyse the systematic approach to the performance management process as part of
human resource development within the hospitality industry.
Employees performance management in an hospitality industry are the biggest asset for
Great eastern Hotel that an organisation applies in order to measure its staff's performance who
are chefs, waiters, etc. the different system approaches to analyse employees performances as a
segment of human resource development inside hospitality business are mentioned below:
 Attribute Approach: Manager evaluates employees performance through a specified
framework like problem solving, team work, creativity, communication skills, judgement
and innovation. Under this approach the performance of work force is allotted some score
that ranges from 1-5 in which 5 is categorised as the highest score and 1 is the lowest
score (Alnawfleh, 2020). Attribute approach is backed by the concept of subjectivity
which is involved during measurement. It only has a two basis of measurement that is the
best and the worst performance by an employee in its work during a specific time. It is
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the most simplest form of performance management approach and is adopted by most of
the firms.
 Comparative Approach: Under this approach of performance management a manager
allots employees with certain ranks according to their work done and contribution made
in company for making it a successful venture (Belias, Vasiliadis and Mantas, 2020). The
employees are provided with rank by having marking such as highest and lowest
performance in organisation by them. Manager implements this approach by using certain
techniques like rating scale, paired comparison, forced distribution, etc. The higher
performance giver is then promoted to senior position or transferred to next level in
company. On the other hand the lower performer is motivated along with a chance of
enhancement in workings in order to satisfy standards of hotel.
 Result Approach: Manager under this form of performance management measures
employees working based on the results brought by them through their work. Balance
score card is applied in this approach that majorly pays its focus on four elements that are
financial, growth and learning, operation and customers. It also comprises a system of
managing and evaluating productivity of an employee. He approach includes evaluating
feedback of employee with encouragement of their productivity.
 Quality Approach: This approach comprises of up-grading customers satisfaction level
along with reducing mistakes of company's employees through continuous enhancement
of quality in services (Ishii, 2020). Person and systems re the two factor which are being
taken into consideration by company while measuring performance of employees through
this approach.
 Behavioural Approach: This approach of performance management is treated as the
traditional form in which technique of BARS and BOS is applied. BARS refers to
Behaviourally anchored rating scale and BOS refers to Behavioural observation scale that
is called as BARS modified version. The technique provides frequency of company's
workforce through using certain parameters to have performance management of its
employees. The behavioural approach offers reliable as well as accurate information of
staff to manager.
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