For an organization like Marriott Hotel, it is imperative to measure the performance

generally, there will be no indication of feedback and continuous improvement.

In Marriott, number of sales and customer service are the determining factors. Customer
service person ought to be persuaded to enhance customer service by measuring their
performance, giving them feedback for their improvement and recognize them for their
remarkable performance to keep them propelled and appreciated. The organization
concentrates on employees development, guarantees that their employees are trained
for best encounters.

Performance Management are assessed utilizing distinctive techniques and tools.

Different methodologies are utilized by an organization to defeat the shortcomings of
workforce so that a compelling training module can be created to address and resolve
them. Legitimate analysis accomplishes the most extreme input. HR department of
Marriott utilizes the accompanying strategies to break down individual's performance and
to get the quality in work by filling the lacking zones.

Performance and proficiency of each employee is assessed to examine the general

productivity of an organization. Complete feedback technique utilized by Marriott hotels
depends on gathering of feedback data on behavior of employees, time management,
consistency within team, communication with human resource and utilization of assets.

The analysis made on individuals accomplishes an expected level of performance and

adequacy so that the new plans can be actualized to get better proficiency and capability
utilizing the knowledge obtained from feedbacks. In spite of the fact that, this is a time
consuming way to analyze the performance. Marriott hotels spends a great effort to
assemble criticisms from different sources which helps them to recognize the qualities
and shortcomings of their employees.

HR manager consider many variables to measure the performance of individual in an

organization, factors like methodologies, accessibility, result and dependability are
considered to rate the performance. In Marriott hotel, feedbacks of customers is given
presences to assess the performance of an employee. The individual rating based on
these factors helps to decide the yearly increments and advancement of employee. In
Marriott performance of employees are observed and remunerated by utilizing the
following techniques and ways like, Training and improvement, Compensation surveys,
Promotion, Feedback and Grievances and Salary and different advantages.

Appraisal is by all account not the only vital branch out from the performance
management framework, however the framework incorporates two other critical
subsystems. Such as Feedback system for aligning performance to authoritative
objectives. And Remunerate system for motivation and continuous improvement. The
remunerate system incorporate returns given to the employees in the form of money, for
example, benefits, and increases in salary or acknowledgment programs.

For the achievement of Marriott Hotels, it is imperative to tie up between the reward and
performance, as when this two is associated it will add to their responsibility regarding
work, employee retention and which ultimately improvise the contributing factor of the
employee. At Marriott, top performers are remunerated. In spite of the fact that Marriott
hotel has seen that their employees are motivated with pay for performance technique,
they have distinguished the need of actualizing an approach to perceive their job well
done. As employees will need them to be valued and recognized for their work. Numerous
employees turn out to be less dedicated to work not in light of their low pay structure, but
rather for the absence of acknowledgment. Both sorts of compensating system ought to
be guaranteed for higher motivation, engagement, and retention and employment
fulfillment.
On account of Marriott, employee's performance is measured against their standard
objectives, which were set by every employee toward the beginning of every year.
Employees who perform extraordinarily well are granted with yearly reward and
advancements if opportunities are in the company. To additionally enhance performance
appraisal they can begin practicing 360-degree feedback. Along these lines employees
will be more mindful of their shortcoming and qualities, subsequently they could use their
qualities as their competitive advantage and can change over their shortcoming to
qualities. Employees should know what sort of conduct would really help them achieve a
definitive scores. Rewards can be financial, for example, yearly rewards, increment, and
a promotion. These rewards can likewise be non-budgetary. Non-budgetary prizes can
be set to be given not at the year of the end, but during review, the employer holds each
quarter. In the event that the employees are advancing on their way to achieve they can
basically be remunerated with medals, certificate or a declaration in the staff range.