The Research On Employee Performance Management System Of Paragon Hotel

Although being a private hotel, Paragon Hotel has some problems in the employee performance management that is of great popularity. It's of practical sense to have a study on it in order to find out a solution for the hospitality industry as a whole. Based on the relevant theories and methods of Performance Management, this thesis comprehensively analyzes the present employee performance management system of Paragon Hotel, figures out the existing problems and provides a revised system to improve the employee performance management of Paragon hotel.The thesis tries to solve the problems with some new ideas from the perspective of designing effective performance indicators and building up a scientific system of employee performance management. For example, during determining the individual performance indicators for hotel employees, it is necessary to combine the indicators of work performance, work attitude and work capability. It helps to overcome the disadvantage of singleness caused by other methods. When preparing for the hotel performance management, it needs great attention to the training of performance management supervisors. It helps to improve their abilities to make performance plan, evaluate employee performance and carry out effective performance communication, which will lead to a successful performance management. When applying the performance management system, it needs to strengthen the control of process and make everybody realize that performance management is not only for evaluation. It's more important to have a persistent performance communication, figure out the problems faced by individuals, departments and the hotel as a whole when approaching the goals, and make the guidance and the correction in time to achieve the final goals of the hotel.The thesis also discusses the possible obstacles during implementing the new employee performance management system in Paragon hotel and provides the corresponding measures to guarantee the success of implementation. It includes holding a scientific idea of performance management, establishing bidirectional communication system, strengthening training and supervising the appraisers, creating the performance-oriented organizational culture and ensure the modification in the performance management implementation.