Performance evaluation of employees of tourism industry

According to Birn, Roden, (1988), Formal determination of an individual’s job-related actions and their out comes with in a particular position or setting. In financial trading its objective is to assess the extent to which the individual added wealth to the firm and or its clients. Whether employee’s achievement was above or below the market or tourism industry norms.

Performance appraisal is very important management tool in the organizations in tourism industry. Mainly procedure involves to setting working standards, assessing the employee’s actual performance relative to stated standards and providing them feedback with the aim of motivating him or her to eliminate performance deficiencies (Desler,2008). This appraising system should improve employee and company performance is nothing new. Many company managers take the integrated nature of the process. Setting goals for the betterment of the company. Providing trainings, rewarding and appraising them. More toughly today than the past. It calls the intergraded process performance management. Effectiveness of the performance appraising systems whose aims is to ensure that the employees performance supporting to the company strategic aims (Pattanayak, 2006). 


Comparing with the tourism trade other operators the effectiveness of this company appraising system going to be measure. Human resource department taking the responsibility to handle the appraising process. There are main reasons to appraising the performance of hotels.

  1. Trade of Tourism is expecting experienced and skilled persons with good knowledge of tourism field. Also, the experience and knowledge of certain management systems.
  2. If the employees need to sharpen their skills or Knowledge Company have to identify them and provide them a facility to full fill the requirements of them.
  3. Most employees still base pay and promotional decisions on the employee’s appraisal.
  4. Appraisal plays an integral role in the employer’s strategic goal in to specific employee’s goal, if the company doesn’t periodically review performance.
  5. Appraisal should serve a useful carrier planning purpose. Company provides an opportunity to review opportunity to review the employee’s carrier plans in light of his or her exhibited strength and weaknesses.

  

References

Birn, j., Roden, 1988, Effective use of Market. 4thed, England: kogenpage Ltd, Gratain Britain. [Access Date 1st of September 2021]

Meigs, R.F., 1998, Accounting: The Basis for Business Decisions, 11thedn, McGraw-Hill, New York. [Access Date 1st of September 2021]

Desler,G, 2008,Human Resource Management. 11thed, New Delhi: Prentice-Hall of India private limited. [Access Date 1st of September 2021]

Pattanayak, B, 2006, Human Resource Management. 3rded, New Delhi: Prentice-Hall of India private limited. [Access Date 1st of September 2021]

Prakash,V, 2005,Management Concepts and Organization Behaviors, New Delhi.India: Anmol publications PVT.LTD.

Journal of labor research, volume xxvii, number 2, spring 2006


Comments

  1. Khalid HumayuniSeptember 6, 2021 at 9:03 PM

    Organizations at all levels are trying to ensure that their departments and units are doing more with less. In this context, employee performance appraisal system can be considered as a tool that can
    measure and suggest how to improve productivity (Vallance, 1999).

    ReplyDelete
  2. Nuwan Randika WijesingheSeptember 7, 2021 at 9:55 AM

    Agreed. Same has been defined by Islam (2006), that performance management is a goal-oriented process directed toward ensuring that organizational processes are in place to maximize the productivity of employees, teams, and ultimately, the organization. It is a major player in accomplishing organizational strategy in that it involves measuring and improving the value of the workforce.

    ReplyDelete

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