Professional Documents
Culture Documents
SIGNATURE OF GUIDE
ACKNOWLEDGEMENT
A report of this nature involves the support and contribution of many people and
thus believes that I would be lacking in my duty if I do not express my gratitude to
them.
It is my greatest pleasure to thank Prof. K.SIVA RAMA KRISHNA, Dean &
Principal, and Prof.P.Sheela, Vice-Principal, GITAM INSTITUTE OF
MANAGEMENT, Visakhapatnam, for giving us the opportunity to do this project
work
I would like to express my sincere thanks to Mr. Leben Johnson Mannariat,
Program Coordinator, Department of MBA, GITAM INSTITUTE OF
MANAGEMENT for permitting me to do the project.
My sincere and heartfelt thanks to my faculty guide Mr.Dr.N.RAM MOHAN
PRAKASH , Assistant Professor and Coordinator, who took keen interest in my
project to make it a beneficial exercise.
I would like to convey my special thanks to my friends who all supported me in
doing this social project.
M.HANU PRIYANK
CONTENTS PAGE
Chapter 1:
Introduction 1
Need For The Study
Objectives Of The Study
Methodology
Limitations of the study
Chapter 2: 12
Industry Profile
Chapter 3: 20
Chapter 4: 28
Data Analysis
Chapter 5: 45
Summary 52
Suggestions 54
Annexure 55
Bibliography
Introduction
Methodology
INTRODUCTION
Performance appraisal is one of the important duties of the human resource
different tasks allotted to them in their weak points and to recommend them. On
the basis of their potentialities for promotion to higher position in the organization.
organization.
The performance appraisal was developed in the 1970s and 1980s tended
to embody An uneasy mix of objective setting and rating processes which have
by the term Appraisal where managers tell their subordinates what they think
about them.
Once the employee has been selected, trained and motivated, he is then
appraised for his performance. Performance appraisal is the step where the
management finds out how effective has been at hiring and placing employees.
their job. But how can appraisals are used to add real value and meet the strategic
and ethical performance appraisal process is essential for the companys well
being and it plays a significant role in bringing out the best in workers. Salary
performance appraisal process goes a long way towards reducing attrition rates.
a good starting point. However, appraisals can also be used to discover new
publisher changed its appraisal to development talks. The purpose here was to
move away from the concept of measurement and judgment, towards one of
growth.
A number of factors influence to form an effective performance appraisal
system like:
Almost all organization strain their appraisers to ensure that they give
clear performance expectations from employees. It helps them ensuring goals set
specification.
find out their strengths and weaknesses through their performance. The key aspects
performance gaps and rate performance .often there is training needs and career
process, where the employees potential can be known through their performance.
Appraisal of one individual by another individual is a continuous process
group uses appraisal in its own fashion depending upon the need of the situation, in
in the work spot, normally including both the quantitative and qualitative aspects of
job. Performance here refers to the degree of accomplishment of the tasks that make
up an individuals job. Often the term is confused with effort, but performance is
according to that the profit & growth of the organization is increased or decreased
for that the employee performance is most important. The employee performance
related pay and allied factors. The PM incorporates at least partly the MBO
and supervisors work to align employee performance with the firms goals. An
employee about their performance. Thus, it defines, measures, monitors, and gives
feedback.
and suggesting/guiding him the needed change in his behavior, attitude skill
or job knowledge.
regarding various personnel aspects such as promotions, pay increments, lay- offs
inferences regarding his areas of weak points which can be effectively stressed in
development programs.
Visakhapatnam.
To evaluate the efficiency of performance appraisal on the better
appraisal.
Methodology:
The collection of data for the purpose of the study is aimed at getting current
information about the employees.
Questioner:
A questioner was designed for collections of data from the employees, with
the objective of finding out the employee performance appraisal system of the
company.
Collection of data:
Tools:
observation and by the questionnaire, the required data has been collected.
Universe:
Targeted Population:
Sampling method:Simple random sampling has been used for the study.
Sampling size:50% of the targeted population has been taken for the sampling.
Sources of data:
Method of analysis:
In the present study, analysis of data collected has been conducted with
utmost care to give the findings as much authenticity as possible. The data
collected from the respondents to all questions has been entered into the computer
using spss software. The primary data are tabulated and analysis tables are
prepared. Simple statistical methods such as %, avg., etc. have been used to
Chapter 1- consists of introduction, need for the study, objective of the study,
profile
As the managers of the organization are busy with their work schedule it was
Time was the major constraint as the mentioned period was not enough to
Survey was done with the sample size of 50 as the employees of the company
Some were unable to understand the language in the questionnaire so they left it
difficult to answer.
CHAPTER-II
INDUSTRY PROFILE
CHAPTER-II
Hospitality industry is a major employer. The industry includes service sector work like
tourism and food service. It suffers from more economic fluctuations compared to its peer
industries.
The hospitality industry is major service sector in the world economy. The industry
encompass an extensive variety of service industries that include food service, tourism
and hotels. Hospitality industry suffers from fluctuations within an economy every year.
Hospitality
Hospitality is the way of treating people in the way you want yourself to be treated.
Hotels are called "home away from home" because it's the only place where we get food
& accommodation, provided all luxuries and comfort. These days we can easily get
hospitality in retail outlets hotels hospitals and offices and competition is so high that
everyone wants to attract customer by one mean or other. The hospitality also increases
profit and reputation of the hotel. it also provide handsome amount of revenue and give
name and fame to the hotel.
Origin of hotels:
In medieval Europe monasteries rationally offered hospitality to the travellers. The main
aim in offering hospitality was for pilgrims as monasteries were found at the site of holy
place in early stage. In early Europe inns, they were especially designed as profit making
business it was the first commercial Venter in hotel keeping. Usually there were public
rooms like restaurant where merchants could sit and discuss business. Hotel keeping has
also influenced mode of transport, with advent of railways
came station hotels, and with aircraft came airport hotels, with motorways and extensive
road travel like motels, boatels and ship bought floating hotels into existence. Hotel
industry has followed path of travellers from time they travel. Therefore came the rest
house, inns and monasteries. Inn keeping is believed to be started in 1200 years age.
in1650 Mr. Pascal opened cafe in Paris and coffee house in London. During industrial
revolution 1750-1820 English inns were considered finest in the world. Hotel de Henry
was one of the 1st European hotels built in 1788 with capacity of 60 rooms. Growth of
hotel inns took place with concept of family hotels i.e. run by the families were called
mom & pop in England.
The hospitality industry consists of broad category of fields within the service industry
that includes lodging, restaurants, event planning, theme parks, transportation, cruise line
and additional fields within the tourism industry. The hospitality industry is a several
billion dollar industry that mostly depends on the availability of leisure time and
disposable income. A hospitality unit such as a restaurant, hotel, or even an amusement
park consists of multiple groups such as facility maintenance, direct operations
(servers, housekeepers, porters, kitchen workers, bartenders, etc.), management,
marketing, and human resources.
The hospitality industry covers a wide range of organizations offering food service and
accommodation. The industry is divided into sectors according to the skill-sets required
for the work involved. It provides accommodation, food and beverage, meeting and
events, gaming, entertainment and recreation, tourism services, and visitor informationto
both international and domestic visitors. It includes hotels, motels, resorts, restaurants,
cafes, clubs and casinos.
MAJOR DEPARTMENTS
OF HOSPITALITY
Front office- It is the most important department of the hotel. The main function of this
department is to give warm welcome to the guest . It helps to create good image in front
of the guest. This is the first department where guest comes in contact with. It generates
the maximum revenue for the hotel as it sells room to the guests. This also includes sub
departments like reservation, Bell desk, and Information desk. It also provides some
facilities like concierge service to the guest.
Food and Beverage Service- It is a department which serves food and beverage to the
guest in a very attractive and pleasing manner, which creates good impression on the
guest.
1. Based on location
a City center: Generally located in the heart of city within a short distance from
business center, shopping arcade. Rates are normally high due to their location
advantages.They have high traffic on weekdays and the occupancy is generally
high.Example: TajMahal, Mumbai.Motels: They are located primarily on
highways, they provide lodging to highway travellers and also provide ample
parking space. The length of stay is usually overnight.
b Suburban hotels: They are located in suburban areas, it generally have high
traffic on weekend. It is ideal for budget travelers. In this type of hotel rates are
moderately low.
c Airport hotels: These hotels are set up near by the airport. They have transit
guest who stay over between flights.
d Floating hotels: As name implies these hotels are established on luxury liners
or ship. It is located on river, sea or big lakes. In cruise ships, rooms are
generally small and all furniture is fixed down. It has long stay guest.
e Resort hotels: They are also termed as health resort or beach hill resort and so
depending on their position and location. They cater a person who wants to
relax, enjoy themselves at hill station. Most resort work to full capacity during
peak season. Sales and revenue fluctuate from season to season.
f Boatels: A house boat hotels is referred as boatels. The shikaras of Kashmir
andkettuvallam of kerala are houseboats in India which offers luxurious
accommodation to travelers.
g Rotels: These novel variants are hotel on wheel. Our very own "palace on
wheels" and "Deccan Odessey" are trains providing a luxurious hotel
atmosphere. Their interior is done like hotel room. They are normally used by
small group of travellers.
a Transient Hotel: These are the hotel where guest stays for a day or even less,
they are usually five star hotels. The occupancy rate is usually very high. These
hotels are situated near airport.
b Residential hotels: These are the hotel where guest can stay for a minimum
period of one month and up to a year. The rent can be paid on monthly or
quarterly basis. They provide sitting room, bed room and kitchenette.
c Semi residential hotels: These hotels incorporate features of both transient and
residential hotel.
5. Based on Theme
Depending on theme hotel may be classified into Heritage hotels, Ecotels, Boutique
hotels and Spas.
a Heritage hotel: In this hotel a guest is graciously welcomed, offered room that
have their own history, serve traditional cuisine and are entertained byfolk
artist. These hotels put their best efforts to give the glimpse of their region.
Example: Jai Mahal palace in Jaipur.
b Ecotels : these are environment friendly hotels these hotel use eco friendly
items in the room. Example: Orchid Mumbai is Asia first and most popular five
star ecotel.
c Boutique hotels: This hotel provides exceptional accommodation, furniture in
a themed and stylish manner and caters to corporate travelers. Example: In
India the park Bangalore is a boutique hotel.
d Spas: is a resort which provide therapeutic bath and massage along with other
features of luxury hotels in India Ananda spa in Himalaya are the most popular
Spa.
6. Based on Target Market
They are as classified into-commercial,convention,resort,casino,suite hotels.
Hotels in India
Hotels in India can be allocated various categories. We have tried categorizing but the
list may vary due to different opinions and perceptions. However, some of the most
popular types of Indian hotels can be listed as:
Luxury Hotels
The luxury hotels in India are meant for those who always love to be on the lap of
luxury. These hotels come with world-class accommodation with state-of-the-art
facilities and amenities to woo the guests. Cleanliness, Comfort, and Care are exactly
what that one can expect from these hotels. Following are some of the luxury hotels in
India: Taj Resorts and Palaces.
Oberoi Hotels and Resorts
ITC Hotels
Heritage Hotels
India is the land of rich culture and heritage. The country has a number of places and
heritage buildings which are currently being used as heritage hotels. The heritage
hotels in India would provide you grand-style accommodation in huge bedrooms,
lavish dining experience, grand courtyard and many more. Some of the well-
known heritage hotels in India are:
UmaidBhawan Palace, Jodhpur
Rambagh Palace, Jaipur
HOTELS IN VISAKHAPATNAM:
GATE WAY OF HOTEL
HOTELGRAND BEY
DOLPHIN HOTEL
DASPALLA HOTEL
NOVOTEL
COMPANY PROFILE
Hotel Location:
Located in the costal city of Visakhapatnam of Andhra Pradesh in the Southern Region of
the Country. Situated on the beach road being the most prime spot of the city, the
property overlooks the Bay of Bengal. It has direct access to the beach. The property is
within 5 kms from the Railway Station, 13 kms from the Airport and 3 Kms from the City
Centre. All facilities within a reasonable distance.
HOTEL INFORMATION
The property has Forty Four Rooms. Six rooms with Direct Sea View and the rest with
Partial Sea view. The hotel is a Two Storied building with an annexure building. The
Ground floor combines the Parking Area, Lobby area, Offices, Guest Rooms, The Shop,
Banquet Halls, Health Club, Restaurants, Kitchen, Stores and the Swimming Pool. The
Approximate Area is 822 Sq.mts. The First Floor combines an in-house Lobby, Guest
Rooms, Storage Area, The Terrace and Amphitheatre. The Approximate Area is 677
Sq.mts. The total Constructed Area is 1499 Sq.mts. The total side Area is 10589 Sq.mts.
The Hotel is a part of the Bajaj Group of Hotels. The Head Quarters located An Mumbai
with sister concerns coming up shortly at Gurgeon, Dehradun and Hyderabad. It is a
Three Star Deluxe property with Four Star application.
Hotel Rooms:
We have a host of 44 centrally airconditioned superbly appointed and well furnished
guest rooms. Each of these has:
Independent direct dialing telephones
Satellite channels
Refrigerator
Hotel Facilities:
Dusk
Dusk will be the trendsetter in restaurants with an International live band, twin bar setup
and a breath taking sea view to be served in your platter very soon.
Mafia Bar
We offer you the city's most "Style with leisure" combined the Mafia Bar. With a pool
view clubbed with the sea, serving world's finest foreign brands along with premium's.
Sea Deck
Open Air Restaurant by the Sea serving Dinner
Masala Mafia
Masala Mafia is a Multi-cuisine restaurant. In this restaurant Break Fast buffet, Lunch
Buffet Particulars Rate Buffet, Dinner Buffet is
NO. OF EMPLOYEES:
The total number of employees is 177
Housekeeping department
HR department
Marketing department
Purchase department
Maintenance department
Administrative department
Stores department
Garden department
Security department.
PERFORMANCE APPRAISAL
performance appraisal. The subordinates complain their bosses try to rate their
performance without really knowing what they are doing. The top management is
unhappy because from filling this has become a ritual and there is no improvement
from bias. Being fair and objective is of utmost importance for the integrity of the
development needs and might feel angry, alienated, de-motivated, and demoralized
On the other hand, when an employee receives overly positive feedback, there
might be ill feelings from other employees who perceive that one employee enjoys
what is actually expected from him. In view of the above situations one need to
judge, frame and abide it. Hence this chapter reviews and analyses performance
appraisal from the conceptual and theoretical framework, which are advocated by
HR with SAP Labs India adds, Regular sharing of information through the online
between a manager and an employee are open throughout the year. This helps
difference, it is sorted out with mutual discussion. When a discussion does not help
in sorting out a problem, the HR department mediates and things are put on track.
part of their job. But how can appraisals be used to add real value and meet the
fair and ethical performance appraisal process is essential for the companys well-
being and it plays a significant role in bringing out the best in workers. Salary
performance appraisal process goes a long way towards reducing attrition rates.
is often a good starting point. However, appraisals can also be used to discover
new potential, useful if preparing people for new roles or experiencing business
publisher changed its appraisal to development talks. The purpose here was to
move away from the concept of measurement and judgment, towards one of
growth.
system like:
have multiple rounds of appraisals, which helps maintain the objectivity and
that they give proper feedback to the appraisee and maintain transparency in the
ensuring goals set up by them get completed on time, within budget, and according
to required specification.
Effective communication:
dealt with before they spin out of control. Addressing problems immediately
system and the culture of organization based on the message sent by the rewards
contributions made by team objective, the people in the organization start focusing
Meaning:
value for something. This is used in finance in terms such as project appraisal or
appraisal is a process in which one values the employee contribution and worth to
the organization.
employees in the work spot, normally including both the quantitative and
that make up an individuals job. It indicates how well an individual is fulfilling the
job demands.
Definition:
Above all, it is an inexact, human process. While it is fairly easy to prescribe how
the process should work, descriptions of how it actually works in practice are
rather discouraging.
-Wayne F Cascio
Importance:
characteristics, traits and performance of the employees and has a wide range of
utility like:
It unifies the appraisal procedure so that all employees are rated in the same
manner, utilizing the same approach so that the ratings obtained of separate
personnel are comparable.
men.
They help pinpoint weak areas in the primary systems like marketing,
demotions or terminations.
behavior of subordinates.
Evaluation process:
Stolz observes that the process of performance appraisal follows a set of pattern,
viz.; a mans performance is periodically appraised by his superiors. Questions are
raised-is his potential the greatest as a manager or as a staff specialist? What are
his strengths and weakness? Where can he make his great contribution? But out of
the discussion and debate emerges a development plan tailored to the individuals
unique needs.
Step1:
formulating a job description, performance standards are usually developed for the
position. These standards should be discussed with the supervisors to find out
each factor and these then should be indicated on the appraisal form, and later on
Step2:
manager has been received and understood in the way it was intended.
Step3:
Step4:
Step5:
with the employees, where good points, weak points, and difficulties are indicated
subordinate receive about his assessment has a great impact on his self-esteem and
Step6:
seen. One is immediate and deals predominately with symptoms. The other is basic
terminations whereas basic corrective action gets to the source of deviation and
seeks to adjust the difference permanently. Coaching and counseling may be done,
person may be deputed for formal training courses and decision making
Modern methods.
Traditional Methods:
Ranking Method :
employees in the same work unit doing the same job. Employees are ranked
from the best to the poorest on the basis of overall performance. The relative
appraisal.
purpose of analysis and the rater for each factor designs a scale. A scale of
man is also created for each selected for each factor. Then each man to be
rated is compared with the man in the scale, and certain scores are awarded
each employee is compared with all others in pairs on at a time. The number
desirable to rate only two factors by this method that is Job performance and
particular train. The rate is given a printed form for each employee to be
In this method the superior keeps a written record or critical (either good or
bad) events and how different employees behaved during such events. The
These critical incidents are identified after through study of the job and
discussions with the staff. This method helps to avoid vague impressions
employee, other supervisors having close contact with the employers work,
head of the department and a personnel expert. The group determines the
Grading Method:
with these grade definitions and he is allotted the grade which best described
his performance.
qualification. The rater is asked to indicate which of the phrases is most and
Checklist Method:
The supervisor is required to give his opinion about the progress of his
evaluator affects the ratings . This approach caused the following responses:
ended appraisal of an employee in his own words and puts down his
concrete as possible.
Modern Methods:
Management By Objective:
its common goals, define each individuals major areas of responsibility in terms of
results expected of him and use these measures as guide for operating the unit an
MBO Process:
and goals. Such goals are expressed clearly and concisely and can be
measured accurately.
the managers the subordinate. During the initial stages of the MBO
reviews.
The manger may ask each subordinate to write down his personal goals,
while in turn the manager writes out the goals he thinks subordinates should
have. The manager and subordinate then discuss them reach an agreement
performance are more highly motivated than those who do not feedback that
is specific, relevant and timely help satisfy the need most people feel about
supervisor meet and together define, establish and set certain goals or objectives
which the employee would attempt to achieve within the period of prescribed time.
This method emphasizes the value of the present and the future instead of that of
the past, and focuses attention on the results that are accomplished and not on
deficiencies and enables the management and the employees to set individualized
self-improvement goals.
The purpose of this method was and is to test candidates in asocial situation,
using a number of assessors and a variety of procedures. The most important
involve characteristics that managers feel are important to the job success.
Purpose
Problems:
Assessment centre approach, therefore, suffers from many real hazards. One
of the most obvious is the exam-taking. Solid performers in day to day operations
effects on those not selected to participate in the exercise. Employees who receive
a poor report from the centre may react in negative ways and might demoralize an
and well-trained employees leave an organization the human asset ids decreased
and vice versa. Under this method performance is judged in terms of costs and
and contribution will reflect the performance of employees. This method is still
specific performance dimensions. Critical areas of job performance and the most
effective behavior for getting results are determined in advance. The rater records
the observable job behavior of an employee and compares these observations with
BARS. In this way an employees actual behavior is judged against the desired
behaviors.
Select performance dimensions
incident to the dimension that it best describes. Incidents for which there is
less than 75% agreement with the first group are not retranslated.
scale. Rating is done on the basis of how well the behavior described in
Means (average) and standards deviations are then calculated for the
vertical scales that are endorsed by the include incidents. Each incident
collected from all around the employee, the superior, the subordinates,
the peer group, and the customers. The evaluation is very comprehensive
Advantages:
Ratings are likely to be accurate because these are done by experts.
The method is more reliable and valid as it is job specific and
identified observable and measurable behavior.
Ratings are likely to be more acceptable due to employee participation
The use of critical incidents is useful in providing feedback to the
Weaknesses:
job.
palm beach, he has undergone an induction period for a week. During this period
he/she gets accustomed to the climate of the organization, He/she is sent to various
departments during this period to gain knowledge of the working atmosphere in the
hotel. At the end of this period evaluation is done by the HOD in regard to the
organization. Once the HOD is satisfied with the training of the employee, he puts
the employee under probation period for a year. During this probation period, the
skills and knowledge regarding his job, quality of work, taking initiates etc.
regarding the performance of the employee during the said period. If the HOD
feels that the employee has successfully completed his training and probation
periods, he recommends to the higher authority for employees permanent job. After
the employee becomes a permanent member of the organization, regular appraisal
Who is to be appraised?
The executive and the staff employee of the hotel palm beach are appraised
knowledge about the job contents and observes the employee while performing the
job. This makes the superiors responsible for managing their subordinates
what is relatively less important in the methods. This helps him to prepare reports
and makes judgments about the performance appraisal of his subordinates without
bias. The head of the department is accountable for the successful performance of
his subordinates.
When to appraise?
every year. When an employee in the organization completes his training and is
confirmed of his job, the actual work starts and the performance appraisal is done
in the next year on the date he was joined in the previous year.
Where to appraise?
usually done at the place of work or office of the supervisor. Sometimes informal
appraisals may take anywhere and everywhere, both on the job in work situations
How to appraise?
which method would suit the purpose best. More often grading method is used in
The hotel palm beach conducts its appraisal once in a year. They have
separate performance appraisal forms for staff and executives in addition to this the
staff has a self appraisal form. The HOD after thorough question and answer
giving grades in the necessary columns and send it to manager who further
forwards it to the general manager. After all the formalities being completed finally
by his employees for further improving the skills. Once the degree of points is
assigned for each factor, the corresponding number of points of each is added and
respective factors, which are essential for evaluating an individuals job. The sum
of these points gives us an index of the relative significance of the jobs that are
ranked.
Step1:
The jobs of the executives are determined first which are to be evaluated.
The job with the similar position, the same work characteristics are placed in one
section.
Step2:
Step3:
The next step is to break down each factor into degrees and to assign a point
The sum of all these points given in as index of the relative significance of
Palm Beach follows its own Method in Evaluating the Performance of the
Employee:
A number of compensable factor are taken and then it determines the level of
each factor giving result in the form of outstanding, good, average and below
average. Mostly this organization implements the method of grading system for
performance appraisal.
The appraiser observes the employee in each and every factor and then
performance.
In the appraisal itself, the appraiser reviews the achievements of the employee
during the period and lists them in the format. If the performance of the
The appraiser will give the information to the employee in the areas to be
improved so that the effectiveness of the employee will improve in all the
the individuals. for example, the targets given to the employee are not fulfilled,
In the final analysis the appraiser will depict the total results of the head of
other incentives.
DATA ANALYSIS
The collected Data is systematically tabulated and then analysed by
simple percentage. The tabulated data is then represented by different
Pie-Charts and Bar Chart. And then Interpretations are made for each
one. Lastly Striking Inferences are drawn upon it.
Data are used in new and effective ways through business intelligence
tools such as on-line analytical processing called cubes. Cubes are a way
of organizing and utilizing data. The PSC's cubes contain five years of
hiring and staffing data taken from pay systems, organized using 15
different dimensions such as language, classification and appointment
type. "The use of cubes lets us manipulate large chunks of data into
reliable, accurate information that can drive staffing decisions," says
Sinclair. "It is also useful for accountability and oversight purposes such
as auditing." Statistics are made available online where managers can
query employment data and create reports; currently it is possible to
produce 20 million reports on a wide variety of HR topics.
The following topics are the ones in which questionnaire was asked.
SUMMARY
Once the employee has been selected, trained and motivated, he is then appraised for
his performance. Performance appraisal is the step where the management finds out how
Most publishing employees now a day expect to be appraised as part of their job. But
how can appraisals are used to add real value and meet the strategic needs of the organization?
The performance appraisal system forms an integral part of the employee development process
in any organization. It reflects the ability of an organization to define goals and expectation
from employees. A fair and ethical performance appraisal process is essential for the
companys well being and it plays a significant role in bringing out the best in workers. Salary
revision following a performance appraisal is a great motivating factor and a fair performance
starting point. However, appraisals can also be used to discover new potential, useful if
preparing people for new roles or experiencing business change-whether through internal
restricting or external influences. One major publisher changed its appraisal to development
talks. The purpose here was to move away from the concept of measurement and judgment,
Multiple rounds of appraisal: In order to avoid biased assessment some organizations have
multiple rounds of appraisal, which helps maintain the objectivity and transparency of the
exercise.
Training the appraisers: Almost all organization strain their appraisers to ensure that
they give proper feedback to the appraisee and maintain transparency in the performance
appraisal system. Training helps an appraisee in setting directions and establishing clear
performance expectations from employees. It helps them ensuring goals set up by them get
behavior and accomplishments for a fixed time period are measured and evaluated. The major
purpose of measuring and evaluating is to assess the work or value. Performance Appraisal is a
systematic and objective way of judging the relative worth or ability of an employee in
performing his task. It helps to identify those who are performing their assigned tasks well and
those who are not and the reasons for such performance. Performance Appraisal is thus the
process of reviewing information and progress in a job and assessing his potential for future
function. Much of the responsibility in the Performance Appraisal lies directly on the shoulder of
the manager, how the employee actually performs is observed over a fixed time period, the final
evaluation is documented on a form, these are shared with the subordinates of the manager. This
process ends with the recommendation from the Manager to the higher management for
administrative decisions regarding the employee such as his promotion, training etc.
identify the human potential of its employee and is done through Performance Appraisal where
there will be comparison between the goal set and targets reached of each employee..
FINDINGS
most of the employees are aware of the performance appraisal system in the
organization.
It is observed that performance achieves the objectives and goals of the organization
as well as individuals.
It is observed that the performance appraisal system helps in knowing the strengths
the subordinates.
The performance appraisal system is difficult to understand for the lower level
employees.
Performance at work and hard work are given the highest preference during
performance appraisal.
Grading method is using for the performance appraisal in palm beach.
The performance appraisal gives carrier growth to the employees.
The written communication is used for performance appraisal system in palm beach.
According to the performance of the employees they give promotions and rewards.
It is observed that the employees are given advices and suggestions during the
SUGGESTIONS
Performance Appraisal should be given to employees from time to time at all levels to
Most of the employees are suffering from very less number of leaves
The training programs held must be still more effective and study kit must be provided.
Personal guidance and encouragement to the appraiser by his superior and by the training
competitive with pleasant work environment not only for individual growth but also for
organizations growth.
CONCLUSION
The project lays emphasis on the viewpoint of appraiser because they are vital persons in
One of the conclusions based on appraisers view is that major purpose of performance
appraisal is to promoting the employee and helping for their career development. The major
factors considered by them in evaluating the performance are their job knowledge and
With regard to training to appraises, the study found that the appraises did not receive
training and every one felt that adequate training should be given to them according to
performance appraisal. The study focuses on the appraises viewpoint on performance appraisal
because they are the direct people who effect either positively or negatively by the results of the
appraisal.
The view point of them presented gives us clues to draw the conclusion that many of the
employees are unaware about the performance appraisal system. And some find the trait difficult
to understand. Interesting majority of the appraises stated that the present system of performance
On the whole ,it can be stated that the performance appraisal is effectively functioning in
hotel palm beach . However, there are some areas yet to be developed and improved in a more
effective manner.
ANNEXURE
Questionnaire on performance appraisal
NAME: ---------------------------------------------------------------------------------------------
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DESIGNATION:
DEPARTMENT:
(a)Yes (b) No
3. How many of you agree that the traits of performance appraisal difficult to understand?
5. How much percentage of opportunity is given to the employee at the time of appraisal?
(a) Graphic rating scale (b) Ranking method (c) Check list method (d) Grading
(a) Every month (b) Half Yearly (c) Once in a year (d) Every 3 months
(a)Yes (b) No
employee?
15. What is overall opinion about performance appraisal system followed in your company?
Books referred: