Developing Relationships and Workplace Achievements Report

This report evaluates different performance appraisal techniques and tools used by Hilton Hotel. It also includes a professional development plan with clear objectives to meet individual and organizational success.

Developing
Relationships and
Workplace
Achievements Report

Table of Contents
INTRODUCTION ..........................................................................................................................2
TASKS.............................................................................................................................................2
A. Different performance appraisal tool and techniques for the evaluation of performance in
the organisation......................................................................................................................2
B Professional development plan...........................................................................................4
CONCLUSION................................................................................................................................4
REFERENCES................................................................................................................................5

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INTRODUCTION
This report is going to evaluate the different techniques and tools for performance appraisal of
Hilton Hotel to meet the individual and organisational success. It also includes professional
development plan with proper objectives to meet the demands individually of employees and
organisation. There are different tools used by the organisation for its performance appraisal of
employees like graphic rating scale, ranking,Management by objectives, Client Review, Forced
Distribution method, 360-degree, feedback checklists, paired comparison, essay evaluation,
performance test, forced choice method and confident report (Yee, Tan and Thurasamy, 2019).
Hilton hotel being a leading global brand of full-service hotels and resorts in hospitality
company which is founded by Conrad Hilton in May 1919. It is an American multinational
hospitality company that manages and franchises a broad portfolio of hotels and resorts. It
focuses on the both business and leisure travelers. It also provides additional amenities such as
Wi-Fi, online bookings, keyless entries and digital check-ins. Its headquarters in Tysons Corner,
Virginia, U.S. Hilton is one of the largest privately held company in the United Stated by Forbes.
TASKS
A. Different performance appraisal tool and techniques for the evaluation of performance in the
organisation
Performance appraisal are the systematic evaluation of the work of employees so that the target
and plans can be achieved. This will help in maintaining the records, strengths, weaknesses, to
regularly check and review of employee's performance and abilities for overall execution of the
organisation. Performance appraisals are important for the growth of the employees and
company. It is also known as performance review, employee appraisal, performance evaluation
and development. This is used to measure the qualitatively and quantitatively the past and
present performance of employees in a periodic process. The whole process of the employees
appraisal is essential as it boosts the morale of employees to enhance the productivity and overall
performance (Ram Sing, and Vadivelu, 2019).
Various tools and techniques which are generally used by the companies are explained below-
 Management by objectives (MBO)- is a strategic management model that aims to
improve the organisational performance by having clear and defined objectives accepted
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by employees and management approach which will help in improving the performance
of an organisation.
Benefits of MBO are as follows-
1. More accomplishment of goals- MBO helps the members of the organization to help in
achieving the organisational goals. Overall it will lead to the improved morale and
commitment to the organisation's goals.
2. Proper utilisation of Human resources- Human resources are the main assets of the
company. In the MBO technique, employees and managers work collectively to set goals
both make sure that targets are achieved with the proper utilisation of human resources.
3. Better performance- It is the ultimate focus of MBO because every employee must be
aware about his contribution towards work and business to meet the objectives and
success.
4. Better performance evaluation- It is also one of the objectives of the MBO to make sure
that the objectives are made should be fair and equitable for individual performance
management.
5. Improved communication- communication is a key to achieve the successful position for
the business. In case of MBO, it requires the continues, clear and well-defined
communication to monitor the progress towards the objectives.
 Critical Incident techniques- Under this technique, the managers focuses on making the
list of statements of employee's behaviour. The management also makes a logo of each
employees to record the entries systematically for the evaluation of the performance. It is
a set of procedures which are required for collecting the observations of employee
behaviour to meet the objectives of business. It can be said that it is a flexible method
which depends upon five main areas (Putri, Effendi and Simanjuntak, 2021).
 360-Degree Feedback- It is a multinational method to evaluate the performance of
employees by using feedback collected from managers, peers, customers and direct
reports. It is a process under which the employees receive feedback from different people
like managers, peers and direct feedback. It contains feedback in the form of questions
along with comments in written form. Through this feedback every employee can analyse
them for better understanding of their work performance in the organisation. Moreover, It
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is a development tool which helps the employees to ascertain their strength and weakness
and be more productive.
 Forced Distribution method- This method creates a visible differentiation among the
performance of employees and organisation. It helps in appraisal of employees which are
used by company it is also known as bell-curve rating or forced distribution method. The
senior must evaluate the performance of each employees on the basis of categories that is
poor, good or excellent.
 Client Review- This review will help to evaluate the output of an employee better and it
will also increase the awareness of the individual employees of how they perform and
create a deep impact on the stakeholders. It is mainly the extension of the discovery
process which provides an opportunity to report on the achievements of steps towards the
goals as the client evolves (Patro, 2019).
 BARS( Behaviourally Anchored Rating Scale) – It contains the clear standards, exact
performance and improved feedback. It is most fair technique which reduces the chances
of biasness and make sure to have a fair appraisal process. Moreover, It is ideal for all
size of industries which can use BARS to improve the performance of overall workforce .
 Psychological Appraisals – This helps in acknowledging the hidden talents of the
employees. It enhances various traits of employees such as leadership skills, emotional
traits, intellectual skills, cognitive abilities and interpersonal traits. Psychological
Appraisals help the hotel market in choosing the various physiological test for choosing
the right and deserving person for its process and making the appropriate arrangements
for work and the customers.
 Graphical rating scales- It helps in making the list of different factors for example basic
behaviour of work, relationship with colleagues this will allow to determine the
performance of the employees. GRS tends to be the most frequently used techniques of
performance appraisal (Memon, and Ghani, 2021).
Hilton hotel being a leading global brand in hospitality company uses different
techniques for the active participation of the employees for the good performance of the
operating environment. Performance management for Hilton hotel is essential for influencing the
external factors. Assessment of the performance of the Hilton Group PLC which is basically a
profitable investment. Any company can not move ahead with power of human resource. The
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management has to make sure that all the employees are encouraged and motivated enough to
perform their duties well. All employees are different some are hard-working while some are
lazy. On this basis, the performance of the employees is likely to differ from one individual to
another. Employees are not only motivated by the management but also be given intrinsic
motivators. Hilton uses the above explained techniques to boost the employees appraisal are as
follows-There are certain ways for performance appraisals in Hilton Hotel which are as follows-
 360-Degree Feedback- It means feedback of all the related people whose feedback is
important in evaluation of factors for making the organisation better and developed. It
can be taken from team managers, colleagues and officers (Lu and Wei, 2019).
 Psychological Appraisals- This is such technique which well with position of the
employees. Psychological Appraisals help the Hilton hotel in choosing the various
physiological test for choosing the right and deserving candidate for its process and
making the appropriate arrangements for work and the customers.
 Assessment Centres- These centres are helpful in performance appraisal of the
organisation. This helps the employees to come closer to the management and help the
hotel to increase the productivity level.
 Management by objectives (MBO)- Hilton hotel evaluate the performance of
employees with the help of Management by objectives (MBO). Under this the objectives
are already decided with both the managers and employees to analyse the performance of
the employees. Hospitality industry can use this function easily because it is not a product
based industry its is a service based industry which mainly requires a pre-determined
objective so that it can be evaluated easily in a systematic manner. Hilton hotel has a
wide and huge corpus that is why it is using almost each and every type of practise of the
market. For managing the human resource they have thousands of staff to manage their
productivity and performance level (Kundu And et.al., 2019).
B Professional development plan with clear objectives
PDP means the instrument which plans and summarizes the goals and objectives in order
to accomplish the development in career and professional living. It is also known as Employee
development plan and it is a roadmap which is used for career goals to set out the strategy on
how to accomplish the desired goals. It can also be explained as the process of finding out the
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goals and learning new skills which will help the organisation and company to grow and be
successful. It includes five phases of Professional development which are as follows-
 Request a self-assessment from the staff member- Different questions can be asked such
as long terms and short terms steps or what are the skills and opportunities interest the
individual (Kaghazchi, Shahdany and Roozbahani, 2021).
 Develop the assessment of the individual- Under this various skills are recorded on the
basis of self assessment that is social skills, aptitudes, attitudes and observations.
 Assess the department's needs- to make the PDP successful the members try to align the
organisational objectives with workforce by adopting the various goals like team goals,
individual goals and departmental goals.
 Explore development opportunities with members- It can be done by conducting the
various seminars that will help the members to develop the their work and new
technological skills.
 Analyse and record the progress of employees- Feedbacks will be used collectivity to
track the record and events of the staff members to observe and enhance the skills
towards goals and objectives.
While making PDP various points are considered to achieve the unique goals of organisation to
develop the professional development activities and evaluate the progress towards their career
goals,learning and development activities that can help them to achieve. It is mainly used for the
long term and short term both. A good PDP reflects the exact understanding of the professional
development goals as it will present a picture of the future vision to improve skills and encourage
the employees to perform better. This will directly lead to the improvement in the productivity
level and enhance the stream of motivation among workplace. Making progress, even it is small
can keep the employees motivated and pushing through to get the job done (yanda Ismail and
et.al., 2021).
SAF Model
SAF Model is a tool which helps in analysing the strategic possibilities. SFA stands for
suitability(degree of suitability), acceptability(degree of acceptability) and feasibility (degree of
feasibility) approach which is suitable for the business. It is developed by Gerry Johnson and
Kevan Scholes. It includes a framework which helps in evaluating the strategic options to in
order to choose one which focuses on to judge and score each strategy. It also tends to help in
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evaluation of the opportunities which are considered while performing the three criteria that is
suitability, acceptability and feasibility (Donaldson, 2021).
Suitability- The main factor of the strategic decision is to align with external environment
which deals with different tools such as customers, competitors, market situations and political
aspects. It also aids in analysing the strategic possibilities with the evaluation of the
opportunities of the business.
Acceptability- It arises by ascertaining two criteria that is financial aspects and to which extend
fits in with the stakeholders.
Feasibility- It involves around the weaknesses and strengths that come out of the internal
analysis.
When a company is entering into a new market and decided to use SFA matrix so, it is quite
difficult to make the strategic choices because choices are based on the consequences and the
people of the company (Faisal and Förster, 2018).
Objectives Suitability Acceptability Feasibility Score (Out of 10)
Customer service-
It is a primary
objective of the
hospitality
industry
It is very suitable
in case of Hilton
hotel as it is a
hospitality
industry so,
customers
satisfaction is
necessary.
This objective is
accepted by both
the management
and employees
they work
collectively to
achieve the
organisational
goals.
Customers rely on
the staff and
management for
the fulfilment of
their needs. The
management
should focus on
their behaviour,
preferences and
expectations by
providing them
unique amenities.
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Service quality-
customers love
good services that
It is also very
suitable in case of
Hilton Hotel
Hilton hotel's
main aim is the
customer
Management
must provide
good quality of
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is why hotel
focuses on
providing the
fresh and
delicious food.
because they
understand the
customer values
and build up a
team which
improves the
experience of
customers.
satisfaction and
giving the best
services.
services to satisfy
the customers
such as quiet,
clean and
comfortable
rooms.
Ratings- It is a
trend now-a-days,
public check
rating while
choosing the hotel
for stay.
It is less suitable
in case of Hilton
hotel as it has less
focus on this
aspect
When there is a
good ratings of a
hotel that will
directly attract the
customers and
customers can
identify the price
range which are
affordable to
them.
For Hilton Hotel
it acts as an free
marketing and
advertising
support to reach
out the potential
customers tp
maintain their
standards.
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Not all the hotels of Hilton are five stars as area,location and brand will determine if the hotel's
rating is five stars. Its mission is to be the hospitable company in the world with the help of
satisfying the customer's with high value for guests and creating a positive environment for all
communities (Huang, Chen and Lin, 2018).
CONCLUSION
The report has been concluded in detail the procedure of performance appraisal which is an
regular review of every employee's work performance and productivity to ascertain the desired
goals collectively . Company uses these techniques to justify the bonus and pay decisions. It also
includes a professional development plan for the Hilton Hotel with the clear objectives with the
acceptability, feasibility to meet the needs of the individual employees and summarizes the
objectives in order to accomplish the development in overall career. It also helps in evaluation
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of the opportunities which are considered while performing the three criteria that is suitability,
acceptability and feasibility.
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REFERENCES
Books and Journals
Donaldson, J.L., 2021. Tools for a Statewide Performance Appraisal System for Extension
Professionals. Journal of Extension, 57(6), p.5.
Faisal, F.H.M. and Förster, S., 2018. Coulomb-Volkov S-matrix theory of ionisation. Journal of
Physics B: Atomic, Molecular and Optical Physics, 51(23), p.234001.
Huang, T.H., Chen, K.C. and Lin, C.I., 2018. An extension from network DEA to copula-based
network SFA: Evidence from the US commercial banks in 2009. The Quarterly Review
of Economics and Finance, 67, pp.51-62.
Iyanda Ismail, A. and et.al., 2021. Moderating effects of management philosophy on high-
performance work practices–firm performance relationship. Journal of African
Business, 22(3), pp.379-393.
Kaghazchi, A., Shahdany, S.M.H. and Roozbahani, A., 2021. Simulation and evaluation of
agricultural water distribution and delivery systems with a Hybrid Bayesian network
model. Agricultural Water Management, 245, p.106578.
Kundu, S.C. And et.al., 2019. Diversity-focused HR practices and perceived firm performance:
mediating role of procedural justice. Journal of Asia Business Studies.
Lu, J. and Wei, C., 2019. TODIM method for performance appraisal on social-integration-based
rural reconstruction with interval-valued intuitionistic fuzzy information. Journal of
Intelligent & Fuzzy Systems, 37(2), pp.1731-1740.
Memon, K.R. and Ghani, B., 2021. The relationship between performance appraisal system and
employees' voice behavior through the mediation-moderation mechanism. South Asian
Journal of Business Studies.
Patro, C.S., 2019. Performance Appraisal System Effectiveness: A Conceptual Review. Human
Performance Technology: Concepts, Methodologies, Tools, and Applications, pp.372-
396.
Putri, Z.A., Effendi, A. and Simanjuntak, M., 2021, August. Analysis and Design of Appraisal
Performance Information System (Case Study: PT. XYZ). In 2021 International
Conference on Information Management and Technology (ICIMTech) (Vol. 1, pp. 840-
844). IEEE.
Ram Sing, R.D. and Vadivelu, S., 2019. An Observation on Employee Performance Appraisal
System in Hospitals and their Clinical Sectors. Indian Journal of Public Health
Research & Development, 10(11).
Yee, Y.M., Tan, C.L. and Thurasamy, R., 2019. Back to basics: building a knowledge
management system. Strategic Direction.
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