Assessing Employees Performance Management System of Hilton Addis Ababa Hotel

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Addis Ababa University


The main purpose of this study is to assess employees Performance Management system of Hilton Addis Ababa Hotel. The study tried to address the basic questions of how the alignment is made between organizational goal and employee’s goal, how the planning, execution, assessment and review process was handled and identifying the purpose of having PMS in Hilton Addis Hotel and challenges faced while implementing performance management. To answer these questions descriptive survey research design has been deployed by using both quantitative and qualitative research approach. The total number of staff at Hilton Addis Ababa Hotel is 765 and for this study simple random sampling technique was used to take 240 employees to fill in the self developed questionnaire, which is the main data collection instrument. The data gathered from the questionnaire were compiled by using SPSS software. Descriptive statistics method was used for analyzing data obtained from questionnaire and data gathered from interview. The result of the analysis was presented using tables. The main findings of the study revealed that organizational goals were not fully aligned with organizational and individual goals, participation of employee’s in the planning, execution, assessment and review stage of performance management is not across all employees of Hilton Hotel, lack of capacity of raters to take PMS, lack of regular feedback, The Hotel did create a room for the practice of setting goals and standards of performance measures on the basis of mutual agreement between employees and supervisor and doesn’t allow employees to agree on the goals they are expected to achieve. In addition the process and objectives of performance management in Helton hotel are not described clearly for its employees, Employee performances are not recognized and where possible rewards for performance and punishment for non-performance haven’t been well introduced. Employees doesn’t get an opportunity to know about the benefits of performance management system, why evaluation is needed, for what purpose does it serve and the evaluation procedures and components and instruments of the process of performance management and so on are the major problems noted. To those and other problems investigated in the study, the researcher forwarded recommendations to alleviate them in the Hotel’s future practices of PMS. KEYWORDS: PMS, Alignment, Planning, Execution, Assessment, Review



PMS, Alignment, Planning, Execution, Assessment, Review