Managing People in the Context of Performance Management in the Hospitality Industry

Running head: MANAGING PEOPLE
Managing People
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1MANAGING PEOPLE
The blog provides an insight into managing people in the context of the various
strategies of performance management and how they help in benefiting the hospitality
industry. Performance management refers to the holistic process that brings together various
elements that ensures successful practice for management of people including development
and learning. According to Armstrong and Baron (2000), performance management defines
the process that contributes to efficient management of the individuals and teams for
achieving higher organizational performance. It leads to the establishment of the shared
understanding regarding what needs to be achieved and follow an approach of leading and
developing people that will ensure such achievement.
In other words, performance management should be strategic, integrated, involve
improvement of performance along with the development and management of behaviours
(Bach 2013). However, since the performance management remains all pervasive it requires
structures for supporting it. The structures put forward a framework in enabling people to
operate and thereby provide additional aid in helping others to operate. Performance
management should not put forward a rigid system and there should a reasonable degree of
the flexibility over the operations of the individuals. Thus, performance management
represents a process and not an event. It operates as a continuous cycle
Performance management has been around in the language of human resource (HR)
since 1980 and the development served as the key tool for people management that helps in
understanding the positioning and contribution in the context of key activities of HR. Hence,
performance management has been the primary vehicle through which the managers
communicates the necessary requirements to the employees and provide necessary feedback
on how efficiently the employee achieves the job goals.
Managers can however handle the poor performance of the employee by being
specific with the facts available in hand and confronting the employees with respective