Performance Measurement

& Reward Systems

 Company

Vision
To achieve excellence in all our activities, establish high growth businesses in
Sri Lanka and across new frontiers, and become a globally competitive market
leader in the region.

2
 Features of Existing PMS
Managing
Director

Director
Organization Structure
General
Manager

AVP
AVP AVP Food and AVP
Finance/Admini
Engineering Beverage Merchandising
stration

General General General General

Manager Manager Manager Manager

Manager Manager Manager Manager

Assistant Assistant Assistant

Assistant
Manager Manager Manager
Manager

Executive
Executive Executive Executive
 Aitken Spence Hotels
• Aitken Spence Hotel Managements Pvt
Ltd. is a fully own subsidiary of blue chip
Aitken Spence PLC.
• Core business is managing star hotels
approx. 30 in Sri Lanka,Maldives,India and
Oman.
• No of employee in the company 125
Features of Existing PMS

Infrastructure
 Features of Existing PMS
Goal Planning

Performance Evaluation

Training and Development

Employee Leave Management

Employee Self Services

Employee Data Management

 The weaknesses
• Existing Hsenid system is not user friendly(Lack
of technological knowledge & Generation gap)
• Lack awareness and the commitment towards
the existing system
• The system is not matching the organization
culture
• The customization of the appraisal format
according to the designation of the employees.
 The weaknesses
• Traditional appraising technique – Rating scale
• Corporate goals are not properly link to the
individual KPIs
• Reward system is not aligned to the
performance appraisal system and some times
biased.
 Recommended System
• Introduce MBO throughout the
Company
company Mission/Vision

• Develop Scorecards to measure

performance Company Goals

• Appraise the performance

against the Performance
indicators Departmental Goals

• Link individual performance to

corporate goals/ strategies Individual Goals
 Recommended System
Individual Performance Weight
Score
Achievement of Team Goals 20
Achievement of Individual 20
Goals
Evaluation of Job knowledge 40
& skills
Development Needs 20
Total 100

GROUP 7 10
Benefits from the New System
Benefits to the individual
• Motivation and satisfaction
• Understanding of their own strengths and
weaknesses
• Training and Development
• Promotions and rewards
• Opportunity to discuss career direction
• Improved work relationships
Benefits from the New System
Benefits to the Manager/ Superior
• Understanding of the subordinates abilities
• Better management of the team/ department
• To set team objectives
• Opportunity to motivate the team
• Future recruitments
Benefits from the New System
Benefits to the Organization
• Improved performance throughout the
organization
• Increase in efficiency and productivity
• Culture of continuous improvement
• Increased loyalty
Implementation Plan
THANK YOU!

GROUP 7 19