essay about the career in hospitality, essay on recruitment and selection process, important of performance appraisal in hospitality

1. BACHELOR’s (HONS) OF ARTS BUSINESS IN
HOSPITALITY MANAGEMENT
CH3361 MANAGING PEOPLE IN HOSPITALTIY
INDUSTRY
ASSIGNMENTS
“ESSAY”
MODULE LEADER: MS. BINA JHA
SUBMITTED BY: YUBRAJ BALAMI(00014620)

2. Acknowledgement
I am using this opportunity to express my gratitude to each and every one who supported me while doing
this assignment. Fore and foremost I would like to thank our lecturer as well as the great thinker Ms. Bina
Jha for guiding me with her important as well as valuable guidance. I am sincerely grateful to her for
sharing her views as well as being available whenever I needed her.
I would specially like to thank my fellow friends as well for helping me with everything that I needed.
I found this activities is more important than anything. It has taught me the way to understand the subject
topic. I found it as a practical way to understand and analyses the arguments and statement presented in
course. I hope that I’ll get more opportunities in the future so that I can understand the topic in easy and
efficient way.

3. Contents
Essay 1..........................................................................................................................................................5
Discuss the notion that a career in the international hospitality and tourism industry is not a good
idea. ..............................................................................................................................................................5
Introduction.............................................................................................................................................5
Body..........................................................................................................................................................5
Long hour as well as physical work load;.........................................................................................6
Low payment rate;..............................................................................................................................6
Unequal treatment ..............................................................................................................................6
Unsecurity in workplace as well as job unsecurity ..........................................................................6
Lack of motivations.............................................................................................................................6
Sexual harassment ..............................................................................................................................6
Conclusion ...............................................................................................................................................7
References....................................................................................................................................................7
Essay 2..........................................................................................................................................................9
Discuss the view that a best practice HRM approach to managing people is the most appropriate
for ALL hospitality and tourism organizations. ......................................................................................9
Introduction.............................................................................................................................................9
Body..........................................................................................................................................................9
Best practice approaches;.................................................................................................................10
Best fit approach:..............................................................................................................................10
Conclusion .............................................................................................................................................11
References...................................................................................................................................................12
Essay 3........................................................................................................................................................13
Discuss current practice in recruitment and selection in the hospitality and tourism industry in the
context of achieving employee ‘fit’. .........................................................................................................13
Introduction...........................................................................................................................................13
Body........................................................................................................................................................13
Conclusion .............................................................................................................................................16
Essay 4........................................................................................................................................................17
With reference to the relevant literature and published research, discuss the need for, and
effectiveness of, employee performance management in the international hospitality and tourism
industry......................................................................................................................................................17
Introduction...........................................................................................................................................17

4. Body........................................................................................................................................................17
Need of performance appraisal........................................................................................................17
Benefits of performance appraisal ......................................................................................................18
Conclusion .............................................................................................................................................19

5. Essay 1
Discuss the notion that a career in the international hospitality and
tourism industry is not a good idea.
Introduction
Travel and tourism is one of the leading sector in the world economy. It is the rapidly growing industry
comparing to other. In this 21st century, 3T has driven the economy of the world. And that is Technology,
telecommunication and tourism. The field hospitality and tourism doesn’t only represent the low
categorical work performed in cheap restaurant or the one who guide the people, it also represent the higher
managerial role, high skill and knowledge work like chef, bar attendant and guidance, cheerful and pleasant
work like front office as well as guest attendant. However only the work on hotel doesn’t represent the
whole hospitality and tourism. It also represent the activities like transportation, accommodation, food and
beverage, entertainment, tours, guides, business of travel and tours etc. the concept of hospitality and
tourism has developed in the sense that have place for every skills, knowledge and interest. Hotel or tourism
industry gives opportunity to skilled semi skill as well as non-skill. Hospitality provide employment
opportunities to engineers, doctors, accountants, internal designers, gardeners, drivers, IT personnel,
electricians and so on. These are only from those positions that can directly related to the industry. Beside
this there are lot more opportunities created by hospitality and tourism sector. Because of hospitality and
tourism different governmental and non-governmental organization has come to existence and are
contributing equally. For example hotel industries needs raw material to operate where those people are
generating income by producing these raw materials. Hospitality and tourism sector is also known as the
glamorous sector. Thus everyone is customer in this sectors. From VIP to normal people, CIPs to
shopkeeper, celebrities to politician everyone can be our guest.
Contributing direct GDP growth of 3.1% and supporting 6 million net additional jobs in the sector. In total,
Travel & Tourism generated US$7.6 trillion (10.2% of global GDP) and 292 million jobs in 2016,
equivalent to 1 in 10 jobs in the global economy. The sector accounted for 6.6% of total global exports and
almost 30% of total global service exports. (TURNER, 2017) The world tourism has never back down to
fascinate us with its facts and figure. Travel and tourism has generated employment opportunity, generated
trillions of revenue and produced billions of products and services around the world. Today a lot of country
has gone on the top of chart of developed country by undertaking the tourism as the base for their
development. Tourism is only the sector which emphasis on the local resources. Tourism consume what is
available at that destination. For example vehicles, technologies and other sector are dependent to fixed
resources or element but tourism is not like that. Tourist come to see the place, know the culture, or any
business or educational purpose which does not rely on other components. I mean tourism help country to
become independent. The right and on time policies for the sustainable development of the tourism industry
is always fruitful to any nation.
Body
Often hospitality job is taken as unsocial work. Long hour work at hotel and unscheduled work had make
it even worst. Hospitality & tourism is glamorous sector but has also increased monotonous and
unsatisfactory job opportunities. Increasing issues of security in workplace, policies of payroll and many
more has compelled staff to leave job and search for other opportunities. High turnover has proved the
career in hospitality and tourism as worst career choice. Long hours, low pay and poor work conditions
were typical words used to describe their current work commitments. And other dissatisfaction on the
workplace are as follow due to which hospitality and tourism is proven as the worst career choice.

6. Long hour as well as physical work load;
Hospitality industry often has long hour works. There is no fixed time as other work because hotel industries
operates around the clock. Working in hotel becomes bad experience when you needed to do extra shift
even after completion of your own. When it comes to the hospitality industry it is always a physical work
more than mental. Body can do only the work that the body is capable of.
Low payment rate;
Low payment issue is not too new for the hospitality sector. Hospitality sector has always compared as the
low level job and paid very minimal which later becomes the very big issue of hospitality sectors. Even
hospitality industry work is categorized as one of the riskiest workplace since the workforce needed to deal
with different huge machines as well as dangerous chemical. 18 percent make less than $7.25 per hour
minimum wage.
• Average housekeeper wage is $8.36 per hour.
• 89 percent working more than 40 hours a week did not receive overtime pay.
• Of those who were injured on the job, 79 percent were denied emergency care.
• 26 percent did not get breaks during their workday.
• 17 percent received paid sick days.
• 51 percent said they were not allowed to take sick days, paid or unpaid. (Tennessean, 2016)
Even above report shows that the average payments to the people involved in hospitality industries is
comparatively low in comparison to other.
Unequal treatment
According to ILO-UNDP, gender inequality is manifested in the sectors. Women perform 66 percent of
the world’s work, produce 50 percent of the food, but earn 10 per cent of the income and own 1 per cent of
the property. (Sintayehu Aynalem, 2016) While the fights of racism and inequality is from start of human
civilization. But the thing is it even exist till date in new form. Most of the employee payment is not equal
in hospitality and tourism sectors. Even the distributions of opportunities is incomplete.
Insecurity in workplace as well as job insecurity
Work in hospitality industries is literally unsecured. Country are developing in the speed of rocket. They
are investing a lot of capital on the security aspect of the company but the main issue of developed countries
is security itself. While in developing process they failed to solve the conflict and misunderstanding due to
which the problem of security is raising day by day. Terrorist attack is one of the best example of the
condition. While hospitality and tourism sector is surrounded with the international tourist as a results hotels
airways becomes the target of these kind of attack. Attack in hotel industries are one of the example of
insecurity.
Along with unsecure workplace, staff within hospitality industries also have insecurity of job position.
Hospitality and tourism work is directly connected with the guest satisfaction however, a small things can
lead to the nonsatisfaction guest. As a result it lead to loss of job position.
Lack of motivations
Hospitality and tourism sector have long working hour comparing to other. They need to tackle with the
customers for their satisfaction. The continuous physical as well as mental effort make them tired and
aggressive. Hence the managers should have knowledge about motivating them. In this situation motivation
becomes the core part to the staff. Hence back patted is always taken as the positive source to motivate
staff. (hotel marketing strategies, n.d.) Today a lot of companies of hospitality and tourism fail to motive
their staff. They lose their talented as well as skilled employee because of these reasons.
Sexual harassment
In the hospitality industry women who work in service occupations are the most vulnerable to sexual
harassment because their status is seen as lower than customers and due to this, some customers might see

7. this as an advantage and abuse it without a fear of consequences. (Korvenpaa, 2014) Sexual harassment in
the hospitality sectors also becoming the huge issue. Issue of harassment is not only to the female staff but
also to the male staff. Harassment usually used to be from guests visiting the hotel as well as the senior staff
working together in the hotel and tourism industry. Usually guest tries so because they are higher in the
economic condition and senior is higher in the aspect of position. They tries so by showing their influence.
Hence there are a lot of case of sexual harassment across the world. Even in Nepal the couple of managers
found guilty while they were inspected for the sexual harassment case.
Conclusion
I agreed that people take hospitality and tourism as the poor career choice. Even those people who take
hospitality and tourism are not satisfied with the opportunities provided to them. This is because they faces
a lot of problems in the work place which I had already described in the body part. Intense physical and
mental pressure, sexual harassments, unequal opportunity etc. are the main causes for the people not
choosing or denied to choose hospitality as career.
Human resources is one of the most important component of any industries. One could never denied that
the absence of the human resources in hospitality as well as tourism sector can be possible in imaginations
only. Today’s world is the world of technology, educations and innovations. Hence the managers in the
hospitality and tourism sectors should concentrate/focus on these problem so that they can reduce the ratio
of staff turnover and increase the people’s attraction towards the hospitality career.
References
Susan M. Heathfield, 2016. the balance. [Online]
Available at: https://www.thebalance.com/what-is-a-human-resource-1918144
chron, n.d. chron. [Online]
Available at: http://smallbusiness.chron.com/benefits-performance-appraisal-1917.html
dennisnickson, n.d. HRM and the tourism and the hospitality. In: Human Resource Management for
Hospitality, Tourism and Events. s.l.:s.n.
hotel marketing strategies, n.d. hotel marketing strategies. [Online]
Available at: http://www.hotelmarketingstrategies.com/employee-turnover-is-a-hospitality-industry-
problem-heres-5-ways-to-fix-it-17175/
Korvenpaa, E., 2014. tourism student's virtual conference. [Online]
Available at: http://www.travel-conference.co.uk/commentries.php?paper=271#.WjY4Z9egfIU
kpi.com, n.d. kpi.com. [Online]
Available at: https://www.kpi.com/blog/2016/01/18/10-benefits-of-the-performance-appraisal-system/
Šikýř, M., n.d. 2015, s.l.: s.n.

8. Sintayehu Aynalem, K. B. a. S. T., 2016. employment opportunities and challenges of hospitality and
tourism. journal of tourisnm and hospitality.
Tennessean, J. M. /. T., 2016. tennessean. [Online]
Available at: http://www.tennessean.com/story/money/2016/05/23/hospitality-workers-struggle-low-
wages-work-conditions/84781482/
TURNER, R., 2017. TRAVEL & TOURISM, economy impact 2017, london: world travel and tourism council.
university of california, riverside, n.d. [Online]
Available at: https://hr.ucr.edu/recruitment/guidelines/process.html
whatishumanresources.com, n.d. whatishumanresourcess.com. [Online]
Available at: http://www.whatishumanresource.com/objectives-of-performance-appraisal

9. Essay 2
Discuss the view that a best practice HRM approach to managing people is the
most appropriate for ALL hospitality and tourism organizations.
Introduction
Human resource are the core, invincible as well as intellectual part of any industry. Times and again human
has proved that, their availability makes difference. Human resources are the people who work in an
organization. It is also the name of the department that exists to serve the needs of those people. ( Susan M.
Heathfield, 2016) Human resource is not just the human resources, it is the core part in fact the functional
department of the organization. It’s just the matter of the number i.e. how much human resources that your
company have. William R. Tracey, in The Human Resources Glossary, defines human resources as, "The
people that staff and operate an organization… as contrasted with the financial and material resources of
an organization." However managing human resources refers to the planning, organizing, coordinating,
controlling of human resources to achieve the organizational goal in the effective and efficient way. Talking
about the human resources in hospitality and tourism industry, tourism and hospitality both sector are
necessarily labor intensive sectors. That is why it is most important to develop the skills and knowledge of
the human resources in order to get positive outcomes in hotel. Determining the best policies and
approaches are the key factor for the development of these skills as well as knowledge of the human
resources.
Human resources management is related with the practices that enables organization to retain the skilled as
well as profitable human resources from around the world. It refers with the recruitment, selecting and
hiring the staff. Since human resources management is responsible for hiring fruitful staff it is also
responsible for other responsibilities like training, orientation, promotion as well as overall facilities or the
staff. Since it performs a lot of responsibilities, the separate human resources department is segregated in
most of the organizations. In small scale business organization human resources is usually insure by the
line managers or the managers whom the responsibilities has given to. Human resources is not just the
project or the assignment that is done in one particular time and come to end. This is a lifelong process.
Human resources function must be carried out till the end of business. It is different case if the company
collapse or exist the market officially, otherwise human resources management is the most important and
should be going concern. Even after recruiting and selection process, HRM must determine the need of
training as the capability of the staff. They are also responsible for motivation to the staff.
Body
Human resources needs a special treatment if the organization needs a positive outcomes from them. Human
resources is more about the satisfaction that they get from the organization. People generally choose the
career for two motive. Either they have interested and passion at work or they wanted something out of the
work they are doing. Those people who wanted to build up their career in that particular sectors also need
motivations and those who are working to get something out of their work also need motivation. Only the
difference is the motivation that they wanted may be different to each other. Those people with career
motive are mostly motivated by the positions, inspirations, trainings as well as reward, and those who do
work to get somethings are mostly motivated by compensation, rewards etc. however there has always been
the discussion on the issue of best human resource approaches. There are two categorical approaches in
human resources that has been describe as the best approaches on its own. However the arguments or debate
is still going on. And these approaches is;
1. Best practice
2. Best fit approach

10. Best practice approaches;
Best practices in human resource management refer to practices that are applied by the best organizations
operating in similar conditions and pursuing similar goals. They are applied to achieve continuous
improvement of organizational performance by critical assumption of strategic and systemic practices in
human resource management of the best organizations in specific sector or region. (Šikýř, n.d.) This
approaches of human resources is the high commitment approaches. In simple terms best practice is to
enhance the skills base of employees through HR activities such as selective staffing, training and broad
developmental efforts like job rotation. Additionally, it also encourages empowerment, participative
problem-solving, teamwork as well as performance-based incentives. And this approaches include.
 Recruitment and selection; recruitment and selection of the selection of that particular staff with the positive
attitudinal behavior. The selection of staff is done under the basis of their behavior, skills, interpersonal
skills, problem solving abilities and attitude. The process on the recruitment and selection is one of the main
as well as integral responsibilities of Human resources management. Negotiation while recruiting the
employee may create huge damages to the company. They may even suffer the consequences.
 Retention: as the high turnover ratio today is one of the biggest issue of hospitality sector, the bonuses and
other intensive are provided to the valuable employee in the view of retaining them.
 Trainings: changing trends and technology has compelled the organization to conduct the periodical training
programs. New kind of technology are periodically introduced in market. Even to get competitive advantage
or be on the market organization must introduce the emerging technology. And employee will need training
to run that technology. Changing trend is also one of the factor to conduct the training programs.
 Reward: reward is one among two which is most important to motivate the employee. It motivate employee
as a result a company will successfully retain the fruitful and skilled human resources.
 Appraisal: work needs evaluation. Customer evaluation, peer review, team-based performance and the
appraisal of managers by subordinates help staff to improve his or her quality. This types of performance
appraisal will help staff to figure out his weak point and enhance them to improve.
 Job security: secure job is also they key point for the staff’s performance.
 Employee and employer relation: relationship are emotional but strong factors for satisfaction. Either it is
employee or the guest. Strong relationship brings them to the organization. Hence company must have
effective as well as strong employee relationship.
Best practices is all about the practices that are performed by the HR department. It believes on those
practices that are done by human resources management. Staff will work hard or do well if they got all of
the above which is practiced by the human resource management.
Best fit approach:
The intent of these practices is to create needed employee behavior such as co-operative, interdependent
behavior and commitment to the goals of the organization. (dennisnickson, n.d.) Best fit approaches defines
that the employee with the interest on the particular job position provided by the organization will do better
work comparatively well than other people. For example the employee with the interest on kitchen
department will do well only on kitchen department rather than other department. "The inflexibility of 'tight
fit' models in a dynamic, changing environment was evaluated, and consideration was given to achieve both
fit and flexibility through complementary SHR systems." Julie Beardwell and Tim Claydon. The key point
remains that organizations in developing a certain product market strategy then ensure that their HR policies
and practices are congruent and cost effective with this strategy. (dennisnickson, n.d.) One of the
advantages of this approaches is that the company will retain only those employee which are exactly their
types.
Both approaches aim to achieve the higher competitive advantages in company. However the best practices
in my view is more suitable for the tourism and the hospitality industries worldwide. In the case of best fit

11. no one can recognize either the person that they are going to hire are best fit to the organization or not at a
glance. Hospitality and tourism id the biggest sector. They tend to need every kind of the staffs on the work
place. The employee may be transfer to the particular section of his interest after hire. Retaining employee
depends upon the good practices of human resources management. If human resources doesn’t practices
the things like reward system, equal opportunities, motivating employee e.tc. Than the company will be
failed to retain the staff although the staff is hired in best fit approaches. For example company named ABD
hired the staff in the approaches of the best fit, every staff is happy with the work that they are provide but
company neglected on equal employment opportunity or does biases in promotion. Then do they continue
doing work on that organization. The answer is a big NO. Because motivation is the biggest factor in
workplace.
Conclusion
There is no doubt on best practice is better approaches in human resources management in the context of
hospitality as well as tourism sector. Therefore in my view the best practices approaches of HRM is more
effective in the context of hospitality and tourism industry. As the hospitality as well as tourism sector is
the place of team work rather than the place of selfish or personal motive workplace. It’s not that best fit
approaches is totally wrong. It may be useful in other sectors better than in hospitality sectors. Its true that
people today doesn’t work only for money. They need motivations inspiration and so on, which is provided
in the best practice approaches of human resources management

12. References
Susan M. Heathfield, 2016. the balance. [Online]
Available at: https://www.thebalance.com/what-is-a-human-resource-1918144
chron, n.d. chron. [Online]
Available at: http://smallbusiness.chron.com/benefits-performance-appraisal-1917.html
dennisnickson, n.d. HRM and the tourism and the hospitality. In: Human Resource Management for
Hospitality, Tourism and Events. s.l.:s.n.
hotel marketing strategies, n.d. hotel marketing strategies. [Online]
Available at: http://www.hotelmarketingstrategies.com/employee-turnover-is-a-hospitality-industry-
problem-heres-5-ways-to-fix-it-17175/
Korvenpaa, E., 2014. tourism student's virtual conference. [Online]
Available at: http://www.travel-conference.co.uk/commentries.php?paper=271#.WjY4Z9egfIU
kpi.com, n.d. kpi.com. [Online]
Available at: https://www.kpi.com/blog/2016/01/18/10-benefits-of-the-performance-appraisal-system/
Šikýř, M., n.d. 2015, s.l.: s.n.
Sintayehu Aynalem, K. B. a. S. T., 2016. employment opportunities and challenges of hospitality and
tourism. journal of tourisnm and hospitality.
Tennessean, J. M. /. T., 2016. tennessean. [Online]
Available at: http://www.tennessean.com/story/money/2016/05/23/hospitality-workers-struggle-low-
wages-work-conditions/84781482/
TURNER, R., 2017. TRAVEL & TOURISM, economy impact 2017, london: world travel and tourism council.
university of california, riverside, n.d. [Online]
Available at: https://hr.ucr.edu/recruitment/guidelines/process.html
whatishumanresources.com, n.d. whatishumanresourcess.com. [Online]
Available at: http://www.whatishumanresource.com/objectives-of-performance-appraisal

13. Essay 3
Discuss current practice in recruitment and selection in the hospitality and
tourism industry in the context of achieving employee ‘fit’.
Introduction
Simply the words itself describe i.e. managing the human resources to get effective and efficient result in
certain time frame. It is the process of hiring, recruiting or selecting a perfect candidates that accompany
requires and can be valuable in future. Human resources management of any company is also responsible
for developing or increasing the skills of employees so that they become more valuable to the organization.
Human Resource Management includes conducting job analyses, planning personnel needs, recruiting the
right people for the job, orienting and training, managing wages and salaries, providing benefits and
incentives, evaluating performance, resolving disputes, and communicating with all employees at all levels.
Human resources maintain relationship and interconnected with each and every department of any
organization so that all the department get what they demanded.
While recruitment and selection of the staff is one of the major activity that human resources management.
There are several approaches of recruiting and selection procedure of human resources management.
Recruiting and selecting an employee is the starting point for world able to have an employee who is not
only true to his job responsibilities but also feels himself to be a part of the organization, having achieved
a perfect fit.
Body
Recruitment is a positive process of searching for prospective employees and stimulating them to apply for
the jobs in the organization. When more persons apply for jobs then there will be a scope for recruiting
better persons.
The job-seekers too, on the other hand, are in search of organizations offering them employment.
Recruitment is a linkage activity bringing together those with jobs and those seeking jobs. In simple words,
the term recruitment refers to discovering the source from where potential employees may be selected. The
processes of recruitment are as following-
i. identifying of job vacancy
ii. prepare of job description and job
iii. selecting the source of recruitment
iv. managing response
v. short listing
vi. Arrangement for selection
i. identifying of job vacancy

14. This is the first and foremost process in recruitment for employee to any organization. Manager identifies
the need of employee or the vacant jobs in an organization. Only after the identification or the assessing the
need of the vacant post the need of possible employee to fit in the job will be determined.
ii. Prepare of job description
After the identification of vacant job in the organization the next step is to prepare the job description and
job specification. A detail information about the function, responsibilities and position of the job is
generally known as job description. It generally says about the human resources needed to the society.
iii. selecting the source of recruitment
Any organization have two sources of recruitment and i.e. internal as well as external sources. Internal is
from inside the hotels and its branches and external is from external environment.
The third step of recruitment is to choose the source of recruitment it can involve weather the recruitment
function will be done in an organization or whether the function of recruitment will be given to other
recruitment company that is outside the organization.
iv. managing response
After the recruitment source is chosen the next steps is to manage the response of the candidates in this
steps of the document that comes from the side of the job applicant has to be arranged and recorded
systematically.

15. v. short listing
Only managing response is not adequate as the response from the respondent need to be verified and manage
with the job satisfaction and job specification so as to see whether these respondents are suitable for the
given job or not.
vi. Arrangement for selection
This is the final step involve in the recruitment process after short listing of the candidates, the candidates
will go through different selection criteria and process.
(university of california, riverside, n.d.)
Selection process
The process of interviewing and evaluating candidates for a specific job and selecting an individual for
employment based on certain criteria. Employee selection can range from a very simple process to a very
complicated process depending on the firm hiring and the position. Certain employment laws such as anti-
discrimination laws must be obeyed during employee selection. The selection processes are as following-
1. Preliminary Interview
2. Selection Tests
3. Employment Interview
4. Reference & Background Checks
5. Selection Decision:
6. Physical Examination:
7. Job Offer
8. Final Selection
1. Preliminary Interview:
The purpose of preliminary interviews is basically to eliminate unqualified applications based on
information supplied in application forms. The basic objective is to reject misfits. On the other hands
preliminary interviews is often called a courtesy interview and is a good public relations exercise.

16. 2. Selection Tests:
Jobseekers those who pass the preliminary interviews are called for tests. There are various types of tests
conducted depending upon the jobs and the company. These tests can be Aptitude Tests, Personality Tests,
and Ability Tests and are conducted to judge how well an individual can perform tasks related to the job.
Besides this there are some other tests also like Interest Tests (activity preferences), Graphology Test
(Handwriting), Medical Tests, Psychometric Tests etc.
3. Employment Interview:
The next step in selection is employment interview. Here interview is a formal and in-depth conversation
between applicant’s acceptability. It is considered to be an excellent selection device. Interviews can be
One-to-One, Panel Interview, or Sequential Interviews. Besides there can be Structured and Unstructured
interviews, Behavioral Interviews, Stress Interviews.
4. Reference & Background Checks:
Reference checks and background checks are conducted to verify the information provided by the
candidates. Reference checks can be through formal letters, telephone conversations. However it is merely
a formality and selections decisions are seldom affected by it.
5. Selection Decision:
After obtaining all the information, the most critical step is the selection decision is to be made. The final
decision has to be made out of applicants who have passed preliminary interviews, tests, final interviews
and reference checks. The views of line managers are considered generally because it is the line manager
who is responsible for the performance of the new employee.
6. Physical Examination:
After the selection decision is made, the candidate is required to undergo a physical fitness test. A job offer
is often contingent upon the candidate passing the physical examination.
7. Job Offer:
The next step in selection process is job offer to those applicants who have crossed all the previous hurdles.
It is made by way of letter of appointment.
8. Final Selection
The final step is select the employee for long term good relation and benefit both organization and employee
Conclusion
Must of the companies are seen following this step of recruitment to get hand on the skilled human
resources. Companies visit around the world to find new, energetic as well as profitable employee. Almost
all of them followed this method of recruiting and selecting process. It is the easiest and cheapest model of
recruitment process. While in the process of recruiting company analyses the need of staff and the process
start. Then the job description is provided and followed by announcement, short listed, primary interview,

17. final interview and the selection process goes on. So these are the recruitment and selecting process
followed by most of the company worldwide.
Essay 4
With reference to the relevant literature and published research, discuss the
need for, and effectiveness of, employee performance management in the
international hospitality and tourism industry.
Introduction
Performance appraisal is all about identifying, observing, measuring, recording and developing the job-
relevant strengths and weaknesses of employee. It works as a systematic way of evaluating the standard of
a worker's performance on his job and the potential for development. It is the measurement of the employees
past as well as present performance which will help company to enhance employee capacity.
Hospitality industry is one of the largest and rapidly growing industries in the world. This industry is known
for the service based industries rather than any products, where as other industries gives first priority to
their products. Growing demands of the hospitality industries had brought some challenges human
resources to recruit the perfect person at perfect place. It’s hard to find the valuable human resources in fact
retain them for future.
Body
In today's competitive business world it is well recognized that organization can only compete with their
rivals by innovations. And organization can be innovative if they manage their human resource well. In this
respect performance appraisal serves a good role. And here are the reason why the performance appraisal
is needed.
Need of performance appraisal
 Providing feedback is one of the most common reason for organization to have a performance appraisal
system. It becomes easier to the organization to provide feedback to the employee. As one need to figure
out that where he/she should improve.
 Performance appraisal is also base for the promotion of the employee. It helps a lot while promoting people.
 But when economic realities force an organization to downsize, performance appraisal helps make sure that
the most talented individuals are retained and to identify poor performers who effects the productivity of
the organization.
 Performance appraisal points out areas where individuals need to improve their performance.
 Performance appraisal helps motivate people to deliver superior performance in several ways.
 Goal setting has consistently been demonstrated as a management process that generates superior
performance. The performance appraisal process is commonly used to make sure that every member of the
organization sets and achieves effective goals.
 Not everyone meets the organization’s standards. Performance appraisal forces managers to confront those
whose performance is not meeting the company’s expectations.

18.  This is another classic use of performance appraisal. Almost every organization believes in pay for
performance. But how can pay decisions be made if there is no measure of performance? Performance
appraisal provides the mechanism to make sure that those who do better work receive more pay.
 Managers are expected to be good coaches to their team members and mentors to their protégés.
Performance appraisal identifies the areas where coaching is necessary and encourages managers to take an
active coaching role.
 Well-managed organizations regularly assess their bench strength to make sure that they have the talent in
their ranks that they will need for the future. Companies need to determine who and where their most
talented members are. They need to identify the departments that are rich with talent and the ones that are
suffering a talent drought. Performance appraisal gives companies the tool they need to make sure they
have the intellectual horsepower required for the future.
 If the performance appraisal procedure includes a requirement that individual development plans be
determined and discussed, individuals can then make good decisions about the skills and competencies they
need to acquire to make a greater contribution to the company. As a result, they increase their chances of
promotion and lower their odds of layoff.
 Would the organization be better off sending all of its managers and professionals through a customer
service training program or one on effective decision making? By reviewing the data from performance
appraisals, training and development professionals can make good decisions about where the organization
should concentrate company-wide training efforts.
 Is the company hiring stars, or is it filling itself with trolls? Only when the performance of newly hired
individuals is assessed can the company learn whether it is hiring the right people.
 Almost any personnel decision—termination, denial of a promotion, transfer to another department—can
be subjected to legal scrutiny. If one of these is challenged, the company must be able to demonstrate that
the decision it made was not based on the individual’s race or handicap or any other protected aspect.
 This is the most important reason for an organization to have a performance appraisal system. A
performance appraisal procedure allows the organization to communicate performance expectations to
every member of the team and assess exactly how well each person is doing. When everyone is clear on the
expectations and knows exactly how he is performing against them, this will result in an overall
improvement in organizational success.
 These appraisals also identify the necessary training and development the employee needs to close the gap
between current performance and desired performance. (whatishumanresources.com, n.d.)
Performance appraisal helps to review the performance of the employees over a given period of time. It
judge the gap between the actual and the desired performance, help the management in exercising
organizational control, Helps to strengthen the relationship and communication between superior –
subordinates and management – employees, To diagnose the strengths and weaknesses of the individuals
so as to identify the training and development needs of the future, provide feedback to the employees
regarding their past performance, provide information to assist in the other personal decisions in the
organization, provide clarity of the expectations and responsibilities of the functions to be performed by the
employees, judge the effectiveness of the other human resource functions of the organization such as
recruitment, selection, training and development, reduce the grievances of the employees.
(whatishumanresources.com, n.d.)
Benefits of performance appraisal
1. First and the most significant benefit of the appraisal system for the manager or the head of department is
that it provides a document of employee performance over a specific period of time. Every employee’s
performance influences the performance of all the team or even firm (especially if it is small). A drop in
the ocean, you say? If you use the performance appraisal system correctly and smart, the results won’t
leave you indifferent. (kpi.com, n.d.)

19. 2. It clarifies the employee’s role in the team/company. Some workers like to know where they stand
regarding their job performance and like to see what exactly they do, what they need to do, and what else
(useful) they can do for the company. (kpi.com, n.d.)
3. Self-development. Now this is the most important benefit for the employee. Performance appraisal allows
you to provide positive feedback as well as identifying areas for improvement. Employee can discuss and
even create a developmental (training) plan with the manager so he can improve his skills. (kpi.com, n.d.)
4. It motivates employees if supported by a good merit increase and compensation system. Self-development
is good – but you need motivation to start working on yourself. (kpi.com, n.d.)
5. Performance appraisals can target a specific area of weakness that needs evaluation and
remediation. (chron, n.d.)
6. If there is someone who is watching your performance then the employee feels his/her equal importance a
motivated.
Conclusion
Performance appraisal is important from every aspect. They are important to any manager to any leader
and the whole organization. It helps to review the work of employee, identify when the training is needed
to the employment, it motivates the employee, it is helpful while promotion of the staff as well as vice
versa. However the performance appraisal has a benefits as well. Fore and foremost, the most important
benefits of the performance appraisal is, it provides documents to the managers which ultimately helps
managers to take decision. It clarify the role of employee and their path or the way they are moving towards.
However motivation is the biggest part. Performance appraisal in most of the company is done in order to
motivate the staff and insure his active involvement in day to day operation. Hence I conclude by saying
that the employee is the main component of any business organization. If they have capacity then they must
know their limitation. If they push their limitation only then they will improve themselves. Employees are
the branches of organization and this is the responsibility of organization to make them know where they
are going wrong if they are wrong motivate them if they are right.

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