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appropriate strategy that can target the aims and objectives of the organization. For most of the organizations, it is better to formulate a strategy that can emphasize the people’s knowledge, skills, and potential. In this case, conducting the performance appraisal among the employees is an effective approach that can be applied in increasing the people’s capacity to work. Background and Problem Statement Marriott International, under the hospitality industry, knows that customer satisfaction is directly related to its managers’ ability to motivate their frontline customercare associates. The company for which repeat business and brand loyalty are vital, the training of new managers has a direct effect on the bottom line. Marriott is by no means unique. All companies in the lodging and hospitality industries and most in other industries face similar challenges (Curtiss, 2007). In the event that the company is focusing in the customer satisfaction, the application of various strategies is necessary. As a focus of discovering the applicable methods in boosting the competency among employees, what would be the impact of performance appraisal system in hospitality industry on food and beverage employee retention and motivation?
Research Aims and Objectives The main aim of the study is to unveil the effectiveness of performance appraisal in hotel industry, as well as in Marriott International. In order to satisfy this aim, there are four objectives that needed to be considered. First is to analyze the importance of performance appraisal in the industry. Second is to explain the motivational approaches that can be linked to the performance appraisal of the employees. Third is to relate the performance appraisals with the retention theory in the workplace. And fourth is to address the perceptions of the employees (workers and managers) in the implementation of performance appraisal in the Marriott Hotel. Literature Review
learning the training needs. and how it will help them to perform well.Marriott Hotel is determined to perform well against their competitors. as well as the aid that they can get in promoting the motivational approaches for their employees. The successful appraisal leads to effective communication even in a complex environment. The main objective of the appraisal is to determine the employee’s potential. the researcher/s will ask at least five managers of the company regarding the effectiveness of appraisal in the retention program of the company. In addition. The aim for development cannot be ignored because it focuses on maintaining the high level work and the use of appropriate skills towards the excellent service and in achieving the organizational objectives (Rafferty. 2003). The methods applied in the study are created based on the objectives of the study and in order to capture the main aim the study presented in the beginning of the proposal. appraisal system may be used to determine whether the employees deserve to receive the reward or incentive for their performance (Kellaway. 2007). Marriott also sets the standard for excellence in information technology in the hospitality industry which adds to their capacity to serve their customer well (Beal. Methodology The suggested method to be used is the use of the survey and interview. 2007). In the interview. and the appropriate procedures for the career planning. can establish the awareness among its people in terms of the corporate culture (Curtiss. the involvement of pre-work and follow up to the performance of the managers might help in extending their participation in the workplace. the employees will answer the provided material that can help the researcher/s to determine the perceptions of the employees regarding the appraisals in their workplace. . 2008). Appraisals are made to meet the needs of the employees towards improvement through assessing their past performances in the company (Price. In fact. As part of the appraisals. they offered the annual leadership program for the managers who are in full service in the hotels. Through the use of Likert Scale form of questionnaires. 2007). Aside from enhancing the performance of the employees. It is also believed that employees who encountered the appraisal schemes can experience an impact in their area of work as well as planning in their future careers.
com/pr/marriott..cpp.uk/aspx/pages/fire_auth/pdf/CFO_91_07 _appendix. (2008) “Performance Appraisal Scheme Guidance”.pdf Rafferty. Accessed 06 September 2010. (2007) “Staff Appraisal Scheme”. F. Reward Scheme..creekpointe.uk/cms_resources/employee %20appraisal%20guidance%2007.References: Beal.pdf Curtiss.pdf Price. fromhttp://www.ac. (2003) “Marriott continues its Legacy of Superior IT Service with Latest Support Portal”. Accessed 28 April 2010. C. fromhttps://www.gov. J.. Accessed 28 April 2010. Accessed 28 April 2010. (2007) “Initiatives Delivering Excellence and Safety Report”.uk/Assets/staff_appraisal.com/rightanswers/pdf/Case %20Study_Marriott%20Internationa. (2007) “Marriott Leads the Way to Customer Satisfaction: A Case Study of Marriott”.gov. Accessed 06 September 2010.merseyfire. fromhttp://www.. D. Human Resources Policy Statement.pdf Top of Form Search Bottom of Form Custom Search . fromhttp://www.mdx.pdf Kellaway. fromhttp://www.. J.scra.
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