A PROJECT REPORT ON
“PERFORMANCE APPRAISAL AT GRAND HYATT “
DEPARTMENT OF BUSINESS ADMINISTRATION
ST. ALBERT’S COLLEGE (AUTONOMOUS), ERNAKULAM
BBA DEGREE
2021-2024 BATCH
SEMESTER 3
UNDER THE GUIDANCE OF,. SUBMITTED BY,
ASST.PROF. AKHILA LAL. PINKEY MARY FONSEKA
ROLL NO:210603
PERFORMANCE APPRAISAL AT GRAND HYATT
TABLE OF CONTENT
CHAPTER TITLE
1 INTRODUCTION
Performance appraisal
Literature Review
Introduction to the
organisation
Scope of study
Objectives of study
Limitations of the study
2 RESEARCH
METHODOLOGY
Research
Research design
Research process
Instruments of data collection
Data analysis
3 FINDINGS SUGGESTIONS
AND CONCLUSION
Findings
Suggestions
Conclusion
BIBLIOGRAPHY
CHAPTER 1
INTRODUCTION
PERFORMANCE APPRAISEL
Performance appraisal is a way of evaluating and documenting how well an employee of an
organisation is performing his obligations as well as checking on how effectively he/she is
carrying out their job. The focus of performance appraisal is measuring and improving the actual
performance of employee and understanding his future potential. Its main objective is to measure
how an employee is performing. It also helps the organisation to bring out potential workers and
use the human resource wisely as per the requirements to attain the goal of organisation.
According to Heyel, a prominent personality in the field of human resource, “It is the process of
evaluating the performance and qualifications of the employees in terms of the requirements of
the job for which he is employed, for purposes of administration including placement, selection
for promotions, providing financial rewards and other actions which require differential
treatment among the members of a group as distinguished from actions affecting all members
equally.”
This process is carried out to identify the inherent qualities of an employee and the abilities and
level of competency of an employee for their future growth and development and that of the
organization they are associated with. It aims at ascertaining the value of an employee and
his/her offering to the organization.
Every corporate sector uses performance appraisal as a tool for knowing about the employee and
take decisions about particular employee. For the purpose of performance appraisal of employees
there are different methods that can be conducted by an organization. The two different methods
for the evaluation pf performance appraisal are as follows:
• Traditional methods
• Modern methods
ADVANTAGES OF APPRAISAL
• Performance appraisal provides a document of employee performance over a specific
period of time. It’s a piece of paper that can be placed in an employee file.
• Performance appraisal process creates a structure where a manager can meet and discuss
performance with an employee. It forces the uncomfortable conversations that often need
to happen.
• Performance appraisal process allows a manager the opportunity to provide the employee
with feedback about their performance and discuss how well the employee goals were
accomplished. It also provides an opportunity to discuss employee development
opportunities.
• Performance appraisal process allows employees to understand what is expected of them
and the allows for a manager to clarify expectations and discuss issues with their
employee.
• Performance appraisal provides a structure for thinking through and planning the
upcoming year and developing employee goals.
• Performance appraisal motivate employees by rewarding them with a merit increase and
as part of a comprehensive compensation strategy.
DISADVANTAGES OF PERFORMANCE APPRAISAL
• Performance appraisal can create a negative experience for both the employee as well as
the manager. Proper training on processes and techniques can help with this.
• Performance appraisals are very time consuming and can be overwhelming to managers
with many employees. I’ve known managers who were responsible for doing an annual
PA on hundreds of employees.
• Human assessment are subject to natural biases that result in rater errors. Managers need
to understand these biases to eliminate them from the process.
• Performance appraisals process can be a waste of time if not done appropriately.
• Performance appraisals can create stressful work environments for both employees and
managers. Proper training can help to reduce the stress involved in the process.
LITERATURE REVIEW
Peter R. Scholtes (1993)the research is based on a comparison of total quality or
Performance appraisals. TQM and performance appraisal, according to the author, are
Incompatible. Customer aware systems thinking, a grasp of variance, Teamwork
Appreciation, mastery of improvement methodologies, and a comprehension of the
process of personal motivation and learning are all required for TOM. TOM’s very
requirements are thwarted by performance appraisal. TQM necessitates that we
comprehend, control, and improve processes in order to benefit the consumer. The goal
of performance appraisal is to ensure that an individual’s behaviour is controlled to the
satisfaction of his or her boss Managers must choose between the two approaches: one or
the other, but not both.
Rafiqul (2006) According to this notion, an effective performance evaluation system is a
tool for evaluating employee performance and recommending ways to increase individual
and organisational efficiency. Employee performance evaluations using the AHP
(analytic hierarchy process) on ISMS personnel are the topic of this case study. AHP can
be used to untess employee output in terms of quantity and quality of work, planning and
organisation. Initiative and commitment, collaboration and cooperation, communication,
and external influences. The usage of AHP in the ISMS Company has a number of
benefits, including the fact that it is quick and easy to adopt due to its standardisation, and
it may meet subjective needs. It instantly assembles a team of decision makers to address
the issue.
INTRODUCTION TO THE ORGANIZATION GRAND HYATT
Hyatt Hotels Corporation, commonly known as Hyatt Hotels & Resorts, is an American
multinational hospitality company headquartered in the Riverside Plaza area of Chicago that
manages and franchises luxury and business hotels, resorts, and vacation properties. Hyatt Hotels
& Resorts is one of the businesses managed by the Pritzker family.
The Hyatt Corporation owned by Isaiah Giles came into being upon purchase of the Hyatt
House, at Los Angeles International Airport, on September 27, 1957. In 1969, Hyatt began
expanding internationally. Hyatt has grown by developing new properties and through
acquisitions, with the biggest growth coming from the acquisition of Hyatt Place in 2004, Hyatt
House in 2005, and Two Roads Hospitality in 2018.
In August 2021, Hyatt Hotels Corporation acquired Apple Leisure Group (ALG), a luxury resort-
management services, travel and hospitality group. ALG’s hotel portfolio consists of over 33,000
rooms operating in 10 countries.
Hyatt has more than 1100 hotels and all-inclusive properties in 69 countries across six
continents.
KEY EXCECUTIVES:
Thomas Pritzker
(Executive Chairman)
Mark Hoplamazian
(President and CEO)
BRANDS
Hyatt-branded properties have traditionally catered to upscale or business customers; its
properties were either full-service or boutique hotels. In 1980, Hyatt added the Grand Hyatt and
Park Hyatt brands to its portfolio. In 1995, Hyatt entered the vacation ownership market. Hyatt
introduced the Hyatt Place brand, designed as a limited service offering for business travelers, in
2006. Hyatt House was Hyatt’s first select-service property, catering primarily to travelers with
long-term stays and at a more economical price point. Since then, Hyatt has added a wide range
of other brands, especially in the lifestyle and resort segments.
Hyatt categorizes its brands under three categories:
• Timeless portfolio (containing Hyatt’s classic brands)
• Boundless portfolio (lifestyle brands)
• Independent collections (soft-branded independent properties).
Two additional upscale lifestyle brands, tommie and Caption, have been announced and will be
joining the portfolio once the first properties open.
DIVERSITY, EQUITY AND INCLUSION
Their main purpose of is to care for people so that they can be their best every day. People are at
their best because Hyatt care for everyone with no exceptions. Guests, Colleagues, Suppliers,
Owners and all others. And henceforth they take the words diversity, equity and inclusion so
seriously; each has its own separate meaning and they are always being committed in ensuring
that those are all reflected across actions and behavior’s, policies and procedures, workplace
environment and culture.
Grand Hyatt Kochi, Bolgatty is located near the historic and picturesque town of Fort Kochi.
The resort is owned by Lulu Group International and is adjacent to the sprawling Lulu Bolgatty
International Convention Center, the largest in South India. The key executives of Grand Hyatt
are:
Mr. Yousaf Ali M A
Mr. Ashraf M A
Mr. Nishad M A
MISSION:
“A world of understanding and care”
MOTO:
“WE care for people so they can be their best.”
VISION:
“Deliver distinctive experience for our guests”
SCOPE/IMPORTANCE OF STUDY
Performance appraisals are essential for the growth of a company and the employee. It helps the
company to find out whether the employee is being productive or is a liability. It helps the
employee to find out where his / her career is heading. It is an essential part of HR management.
A performance approval need not be a stressful event for the supervisor or for the employee.
This can be a productive platform for the employee to express his / her work-related issues and
sort it out and for the HR / Supervisor to motivate the employee to contribute more. Following is
some of the benefits of performance appraisal.
• Employee satisfaction and motivation: Performance appraisal meeting is a platform
where the employee is recognized for his / her good work. It is important to recognize the
work done by an employee. Even if the employee has not done a good work, it is
important to show that the organization is interested in their individual performance and
their growth in the company. This motivates the employee to work hard, which in turn,
benefits the company. A regular appraisal program can have a deep impact on levels of
employee satisfaction and motivation.
• Finding out the need for training and development: During an appraisal meeting, the
employer can point out the areas where the employee needs improvement.The employee
can look at the data and agree with the employer, and then work out a plan for training
and development. The training will help the employee to perform better and it will pave
the way to future growth. Companies can look at consolidated appraisal data and decide
on areas where improvement is needed for individual employees, as well as, for the
whole team. Then they can plan for training and development.
• Analyzing appraisal data for better recruitment: Appraisal data helps in monitoring the
success of a company’s recruitment practices. For example, how well the employees who
were hired in the past one or two years are performing, how is the attrition rate and so on.
Based on it, the HR department can strategize future hiring.
• Improving communication between management and employee: Most often, there is a
communication gap between the supervisor and the employee, especially when the
employee is new to the company.
Most of the time supervisor / manager will be too busy to pay proper attention to the new hire.
Performance appraisals will help to break that ice, which is good for both the supervisor /
manager, as well as, the employee because better communication leads to better productivity.
• Clarifies expectations: During performance appraisals, managers can reiterate
Their expectations for employees. This helps individuals to understand what their daily job
responsibilities are and what their manager wants from them.
• Improving communication between management and employee: Most often, there is a
communication gap between the supervisor and the employee, especially when the
employee is new to the company. Most of the time manager will be too busy to pay
proper attention to the new hire. Performance appraisals will help to break that ice, which
is good for both the manager, as well as, the employee because better communication
leads to better productivity.
• Clarifies expectations: During performance appraisals, managers can reiterate their
expectations for employees. This helps individuals to understand what their daily job
responsibilities are and what their manager wants from them
OBJECTIVES OF STUDY
Primary Objective
To study about performance appraisal at Grand Hyatt
Secondary Objectives
To study the factors influencing performance appraisal of employees at Grand Hyatt.
To identify the training and development needs of an employee at Grand Hyatt.
To take a concrete decision what should be the percentage of hike in the salary of an
employee based on the work done by them at Grand Hyatt.
To encourage a proper feedback system between the manager and employees at Grand
Hyatt.
LIMITATIONS OF THE STUDY
Collecting data through interview method was time consuming.
Lack of accessibility to respondents.
There is no concrete basis to prove the response collected is true.
Sensitive company information cannot be displayed in the project report.
CHAPTER 2
RESEARCH METHADOLOGY
RESEARCH
Research is a process in which the researcher wishes to find out the end result for a given
problem and thus the solution helps in future course of action. The research has been defined as
“A careful investigation or enquiry especially through search for new fact in any branch of
knowledge”.
Research methodology is the systematic and theoretical analysis of the methods applied to a field
of study. It comprises the theoretical analysis of the body of methods and principles associated
with a branch of knowledge. Typically, it encompasses concepts such as theoretical model
phases and quantitative techniques. Here the research study is Performance appraisal at Grand
Hyatt situated on Bolgatty. Performance appraisal is a way of evaluating and documenting how
well an employee of an organization is performing his obligations as well as checking on how
effectively he/she is carrying out their job.
Descriptive research: It focuses on expanding knowledge on current issues through a process of
data collection. Descriptive research describe the behavior of a sample population. Only one
variable is required to conduct the study. The three primary purposes of descriptive studies are
describing, explaining, and validating the findings. For example, a study conducted to know if
top-level management leaders in the 21st century possess the moral right to receive a considerable
sum of money from the company profit.
RESEARCH DESIGN
The Research design followed for this research study is descriptive research design where we
find a solution to an existing problem. The problem of this study is to find hoe performance
appraisal is carries out in Grand Hyatt. Research design is the specification of the method and
procedure for accruing the Information needed to solve the problem. Chapter one is introduction.
It includes introduction to the topic, introduction to the industry, introduction to the organization,
scope and importance of study, objectives of the study. This chapter gives the information on is
research methodology how the research is conducted. It includes research design, research
process, sources of data and research tools. Chapter three is Analysis and findings about
Performance appraisal. Chapter four includes conclusion, bibliography and appendix. There are
different types of research design designed on the nature of the problem and objectives of the
study. In order to conduct a study on how performance appraisal is conducted at Grand Hyatt,
qualitative research method is used.
RESEARCH PROCESS
Research process consist of a number of closed and related activities
• Identifying the problem/topic
• Industry Profile/Organization profile.
• Setting objectives
• Choosing the study design(descriptive)
• Collecting data.
• Processing and analyzing data
• Writing the report
1. IDENTIFYING THE PROBLEM:
The first step in the entire process of scientific research is to identify a research problem. A well-
identified problem will lead the researcher to accomplish all important phases of the research
process, starting from setting objectives to the selection of the research methodology. Here the
researcher is interested in studying how performance appraisal is conducted at Grand Hyatt. The
researcher identifies how performance appraisal is applied on this particular organization and
that is the main objective of this project. The main functions of the report are problem
identification, collection of data, analysis of data, getting findings and giving the suggestions.
2. ORGANIZATION PROFILE:
In this report, chapter 1 is introduction which includes Industry profile and company profile
which is obtained through the literature review. It includes organization history, organization
vision, mission and objectives . The valid information on the industry profile is obtained through
this process
3. SETTING OBJECTIVES:
After discovering and defining the research problem, researchers should make a formal statement
of the problem leading to research objectives
Primary Objective
To study about performance appraisal at Grand Hyatt
Secondary Objectives
To study the factors influencing performance appraisal of employees at Grand Hyatt
To identify the training and development needs of an employee at Grand Hyatt
4.CHOOSING THE STUDY DESIGN:
The Research design followed for this research study is descriptive research design where we
find a solution to an existing problem. The problem of this study is to study how performance
appraisal is conducted at Grand Hyatt, Kochi , Bolgatty. The research design is the blueprint or
framework for fulfilling objectives and answering research questions. It is a master plan
specifying the methods and procedures for collecting, processing, and analyzing the collected
data. There are four basic research designs that a researcher can use to conduct his or her study.
The study design in this report includes
• Introduction to the study
• Organizational profile
• Research methodology
Performance Appraisal at Grand HHyat
• Findings and recommendations
• Conclusion
4. COLLECTING DATA:
The gathering of data may range from simple observation to a large scale survey in any defined
population. There are many ways to collect data.
Primary Data: The data used in this report is collected by conducting an interview.
Secondary Data: Secondary data available in the company reports as well as Wikipedia
website, Internet etc.
5. PROCESSING AND ANALYZING DATA.
Data analyzing is the process of collecting and modifying data with the goal of discovering the
required information. The processing and analyzing of the data are done manually. The data that
are collected through interview are processed manually and analyzed the information that are
available. This analysis defines how performance appraisal is being practiced inside the
organization. This help to identify the methods that they provide and how we can suggest the
company to improve the practices that they been given.
7.WRITING REPORT:
This report on the topic performance appraisal consist of three chapters. Chapter one is
introduction. It includes introduction to the topic, introduction to the organization, introduction
to the industry, scope and importance of study, objectives of study. It includes organization
vision, mission and objectives. Chapter two includes research methodology. This chapter gives
the information on how this report is structured. This chapter involves the information regarding
research, research design, sources of data, instruments of data and limitation of the study.
Chapter three is analysis and findings about performance appraisal. An introduction to how
performance appraisal is followed at Grand Hyatt, theoretical reviews, source of information,
details about how it is performed at this organization are included in this chapter. Chapter four
includes conclusion.
SOURCES OF DATA
Methods of data collection beyond first-hand research exist. Data retrieved first-hand is known
as primary data, but data retrieved from pre-existing sources is known as secondary data.
Primary data sources include information collected and processed directly by the researcher,
such as observations, surveys, interviews, and focus groups. Secondary data sources include
information retrieved through pre-existing sources: research articles, Internet or library searches,
etc.
Primary Data: In this study researcher gets primary data as well as secondary data. The collection
of primary data was done by interview
Secondary Data: Secondary data collected from unpublished personal sources, websites of
Popular Industries, different documents of Popular Industries, Wikipedia website. Through the
electronic media and internet, the data is collected.
INSTURMENT FOR DATA COLLECTION
Research tool may be defined as anything that becomes a means of collecting information for
your study is called a research tool or a research instrument. Here the research tool used is
interview method. An interview is a qualitative research method that relies on asking questions
in order to collect data. Interviews involve two or more people, one of whom is the Interviewers
asking the questions. There are several types of interviews, often differentiated by their level of
structure. Managers where interviewed directly through face to face meeting and the questions
where asked directly.
DATA ANALYSIS
1. Years of experience within the organisation
Data
1) Less than a Year-5 2) One Year-19
3) Two Years-14 4) Three Years-5
5) Fisar-Years-7
Analysis
Most of the employees in the Organization are relatively new because a majority of them (ie.
66%) have between one and two years of experience in the Organization. This is mainly due to
the fact that the Organization is in a constant mode of growth and is therefore recrating in a big
way. The expansion plans are done keeping in mind the proposed growth in business in the near
future Another reason is the fact that finding new talent for the required skills is a tough task
because market awareness about the career growth in this sector is very limed.
2. Have you worked in any other company prior to joining this organisation?
Data
1) Yes-32
2) No-18
Analysis
Thirty-two employees tie 64%) have some amount of prior work experience before joining
Grand Hyatt.
3. Were you informed about the Performance Appraisal model, used in the Organization,
during your induction?
Data
1) Yes-27
2) No-23
Analysis
Due to the fact that most of the employees have got no experience in this sector before. They did
not ask about the Performance Appraisal model used in the Organization. The respondents that
said that they were informed of the model during the interview were told so at the discretion of
the interviewer. The company has however made it a point to inform the employer about the
model before he signs the acceptance letter. This prevents any ambiguities and misunderstanding
about what is expected of the employee before he joins the Organization
4. How do you find the Performance Appraisal Model in this Organization?
Data
1) Simple-37. 2) Complicated-13
3) Subjective-33 4) Efficient -32
4) Objective-17 6) Inefficient 18
Analysis
From the above chart it can be inferred that, a majority of the sample respondens have found the
Appraisal Model to be simple and efficient on one hand but also subjective on the other hand. The
Appraisal model has been thoroughly dealt with daring the training so the employees know exactly what
is expected of them The HR department follows a “open-door policy” which ensures that any queries
regarding the policy can be clarified to the employee satafaction. But the employees are of the opinion
that the subjective nature of the Appraisal system is one of the main disadvantages.
CHAPTER 3
FINDINGS SUGGESTIONS AND CONCLUSION
FINDINGS
• Based on the research conducted at Grand Hyatt Kochi , Bolgatty. Performance
appraisals plays an important role in improving the performance of each individual
which would ultimately lead to the success of an organization.
• Evaluation of certain parameters required for recruitment such as Grand, serve, learn,
adapt and achieve are analyzed during the process of performance appraisal.
• The initial evaluation of performance appraisal of each individual is monitored after 3
months, that is, after the provision period at Grand Hyatt.
• During the process of performance appraisal, each individual is rated according to their
leadership and core skill.
• For each individual goal is set on the basis of certain parameters. These goals are set by
the department head and the individuals together. These goals are made differently to
each individual based on the capacity and caliber.
• The capacity, caliber and performance of each individual is examined for the purpose of
designing the parameters which would help in making the appraisal process much more
effective.
• The goals set are always SMART goals, that is, the goal to be achieved would be
Specific, Measurable, Achievable, Relevant and Time bound. SMART goal incorporates
all of these criteria to help focus efforts and increase the chances of achieving goal.
• Every worker’s data are collected and recorded along with their SMART goals.
• After the initial appraisal which is done after the provision period, appraisals are done
once in every 6 months. Even though it is conducted once in six months the performance
of individual would be examined in every three months. This is to ensure that the goals
provided is achievable and to know whether they are performing well.
• The performance of each individual is analyzed and compared with the goals.
• Performance appraisal is purely done on the basis of the goals that are set and on their on-
the-job performance.
• For other organizations there are key goals which are specific for a particular position,
but in Hyatt, every individual’s goal has to be different. So, in order to set the goal for
each individual training and analysis are done.
• Appraisal is based on individual goal and not on the basis of designation goals.
• It is done twice a year and on that basis a person is promoted or is given increment.
SUGGESTIONS
As in the competative world where the need for every organisations to prove itself the best and
make an outstanding and remarkable progress is the need, no fact could be left ignored. Every
organisation must no the shortcomings and must try to go for building up the shortcomings. An
ethical practice in any organisation could be achieved if the organisation works for the well-
being of its employees. Every organisation must possess a basic structure and the organisation
must be capable enough to reward its outstanding performers and must appreciate the initiative
works.
CONCLUSION
A performance appraisal is only as good as the performance management system it is part of. If
an organization merely does performance appraisals for the sake of doing them, they are wasting
their time. But if they strategically incorporate performance management into their strategic plan
to implement business goals, they will provide a process to accomplish those goals. It is a
powerful tool to calibrate, refine and reward the performance of the employee .It helps to analyse
his achievements and evaluate his contribution towards the achievements of the overall
organizational goals .By focusing the attention on performance, performance appraisal goes to
the heart of personnel management and reflects the management’s interest in the progress of the
employees.
Performance appraisal may be conducted once in every 6 months or once in a year. The basic
idea of the appraisal is to evaluate the performance of the employee, giving him the feedback.
Identify areas where improvement is required so that training can be provided. Give incentives
and bonus to encourage employees etc. selecting the best suitable method to conduct
performance appraisal would ensure the success of organization. Providing them rewards and
appreciating them for their effort do create a feeling of togetherness among the employees.
Performance appraisal motivates and encourages the employers to perform their best. Reviewing
or evaluating their performance every three months would help the employers to understand their
weak points and can take effective step to rectify it.
BIBILOGRAPHY
WEBSITES
https://www.academia.edu.com/
https://www.studocu.com/
https://www.slideshare.com/
