FROM THE OFFICE OF THE H.R.

HOTEL BONVOYAGE.

INTERNAL MEMO
DATE: 22-02-2011

TO: G.M

SUBJECT: PERFORMANCE APPRAISALS

INTRO: The importance of employee performance appraisals in any
business organizations cannot be over emphasized.

Being a four star Hotel, we must ensure that every contact we have with our
guests emphasizes that we care for them, we are attentive to their needs
and that we value their business and concerns. As long as all of us in Hotel
Bon Voyage reflect this behavior, understanding that guests’ satisfaction is
the only performance yardstick we have, we are on our way to the top.

The main goal of performance appraisals is to help identify the employees’

positive accomplishments as well as areas of the employee’s performance
that need improvements.

Since most staff really want to do a good job, they will seek feedback as a
guide to future behaviors and performance appraisals provide that feedback.
This feedback if positive helps to boost employee morale and instills high self
esteem, if the feedback shows deficiencies, then the manager can help the
employee draft a plan to correct the situation. Communication is extremely
important in a business such as ours.

What we need to do now in Hotel Bonvoyage is to create an effective P.A

scheme and then to train our line heads on how to implement it. Training the
line heads is almost more important than creating the scheme.

The benefits of the P.A scheme include:

 - Improvement of employee performance

- Pay Adjustments

- Placement Decisions

- Training Needs

- Career Planning

- Identifying job design Errors

- Equal employment opportunity

- Proper feedback to management

Once an effective P.A is in place in Hotel Bonvoyage, our valued guests and
customers will benefit the most because our employees will react with
greater commitment after each appraisal and this action will most likely
exceed our customers’ expectations. The P.A will also cause a healthy and
positive excellent service competition amongst our staff. In the long run of it,
our customers will be satisfied and of course satisfied customers are return
customers and their positive word-of-mouth advertising is an important
element to Hotel Bonvoyage’s overall success.

Generally, performance appraisals should be:

- FORMAL i.e properly and decently packaged and documented. It must

be in written form and should be carried out once or twice yearly. I
suggest we do it twice a year in Hotel Bonvoyage.

- INFORMAL i.e this involves daily feedback on employees issues that

should be carried out by the supervisors/linehead which should be
immediately discussed with the staff concerned.

Once our line heads and supervisors are used to observing and perhaps
documenting continual, day-to-day feedback, the FORMAL P.A then becomes
less threatening and there wouldn’t be any big surprises.

Again all line heads will be trained to evaluate employees only against
objective, measurable performance standards and not sentiments.

LEGAL CONSTRAINTS:
All our Line heads/Managers must ensure that the P.A they are carrying out
for their team is free from discrimination. Management must check the
personal file of a staff before suspending or terminating their employment
because if for instance an employee has consistently received a good rating
in his/her P.A and then is suddenly fired due to poor
performance/downsizing, he can sue the company for wrongful termination.
Therefore it is extremely important that if indeed an employee’s work is sub-
standard, then the supervisor/manager must document that fact.

TAKE-OFF POINT:

Right now, we are starting our monthly employee staff of the month award
again. This time a committee has been inaugurated that will determine the
final selection after all departmental heads have submitted their monthly
grading of staff. The highest graded employee from each department will
make up the list which the committee will work on and the results will be
announced accordingly.

The G.M has confirmed that what we will be giving out is still N10,000. He
also wants us to do it in two categories. Back Office and those in service
areas.

On the other hand, I am proposing that the Formal appraisal be done twice
yearly for now (June and December). Another appraisal form has been
designed for this purpose and is much more detailed so that all the areas of
consideration will be captured.

The training for the line heads and supervisors will be organized anytime in
between now and June 2011.

In conclusion, let us not forget that in a peculiar industry such as ours,

employees generally do not just work because they have to but they work for
rewards (money, praises, promotion, trainings, acknowledgements,
recommendations etc) This is what fuels their engines, what keeps them in
top gear, what causes them to give excellent services naturally. I suggest we
diversify our reward systems to include other new things in cash or kind that
will keep our employees’ faces smiling.
Attached to this memo is a copy of the monthly grading forms and the bi-
yearly appraisal forms for your perusal pls.

Koya Ahmiegbe(Mrs)

H.R.M

Cc: The C.E.O