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Word count: Approximately 250 words

This is the strategy used to ensure employees put maximum efforts in executing their functions (Hristov et al., 2021). It is a continuous-based process of tracking the performances of the employees.

The purpose include;

Continuously reviewing performance– Through a successful implementation of performance management, an assurance of obtaining annual performance reviews and on-time feedback is given. In Inter Luxe Hotel, for their various hotels, quarterly reviews with rewarding and appreciating employees is done with areas to improve noted,

Team-based working and two-way communication– To improve collaboration, performance management is done to link the slow performers with the best performers. This is for ensuring they are assisting one another in performing. Being the best strategy, Inter Luxe Hotel can adopt the 360-degree framework (Abraham et al., 2024) to encourage a continuous process with communication managed.

The components are;

Job Descriptions– As aforementioned, this note qualifications which are needed for taking up a specific function.  Hence, this include an important components for performance management as it note on entire roles, responsibility and expectation.

Employees data– In line with Muhammad et al. (2021), the data is obtained through evaluation, feedbacks sourcing and identifying improvement areas. This is either qualitatively or quantitatively by application of 360-degree.

Capacity development plan– As part of performance management, it is essential to highlight development strategies implemented. In line with Al Aina and Atan (2020), this harness mitigation of skills gaps and noting areas of inclusion. For Inter Luxe Hotel, this can include work shadowing, workshops, coaching and mentoring and formal learning.

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Word count: Approximately 250 words

Skills and competencies– Performance management is impacted by employees skills and capabilities. This means that the process of performance management need to include details of a person capability and recommendation of most appropriate capacity development. Through matching skills of employees, performance, satisfaction and efficiencies is achieved.

In performance management, it is essential evaluating job-specific competencies and improvement areas. By improving skills, Inter Luxe Hotel could attain a high-level skills growth.

Motivation scope– Motivation guide willingness of individuals and commitment to organisation success. In Inter Luxe Hotel, it is important to appreciate hotel industry employees motivation, hence increasing happiness. Through rewards, motivation in achieving their roles is attained. By different activities offered to the employees, an aligned capacity development is attained (Hristov et al., 2021).

Work Systems– This highlight organisation structure, strategies and resources essential for personal and organisation goals achievement (Abraham et al., 2024). The evaluation of this and optimising high-performance working systems for successful practices is attained.

For Inter Luxe Hotel, work systems clearly define all job functions, good workflow, detailed support and technologies embraced. All bureaucracies would be eliminated, collaboration and job autonomy enhanced. In performance management, the role of people practice professionals is mitigating barriers for performance by having streamlined, automated and enhanced efficiency.

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Word count: Approximately 250 words

This represent a strategy used by employees to self-assess and evaluate their individual performance.

The different features include;

Improved self-awareness and reflection– This provides a chance for staff to evaluate strengths, weaknesses and development areas. A pre-existing criteria is applicable by Inter Luxe Hotel.

Ownership and accountability– By working on a self-assessment, the employees note on level of responsibility of their activities. This is by working on a clear definition and meeting expected objectives.

Interact and communicate– The purpose of self-assessments is based on promoting the employees and employees interaction scope. For Inter Luxe Hotel case, they enhance interactions by insights sharing, expectations and achieving organisation objectives.

In conclusion, the need for self-assessment is to ensure that self-perceptions of the employees is identified, analysis of motivation and growth needs.

360-Degree Feedback

In line with Muhammad et al. (2021), organisation stakeholders including managers, peer teams, followers and clients offer timely feedback pertaining to staff productivity.

The features of this are;

Evaluation by use of varying perspectives– Through the involvement of various stakeholders, possibility of acquiring appropriate performance insights is attained. In line with Al Aina and Atan (2020), this influences levels of teamwork, communication and collaboration.

Development oriented–  The application of 360-degree feedback need to develop contrary to evaluation. As evidenced in Motshegwa (2024), blind spots are noted with performance improved by giving enough facilitation with all weak areas identified.

Continuous-based Reviews

This means use of annual-based approach to evaluate staff performance. This is to source sufficient feedback, coaching and mentoring.

The various features include;

Corrective feedback obtained– Through a collective review, management are supported towards addressing employees permeance issues. According to Muhammad et al. (2021), this is done real-time and prompt.

Agility and adaptable– Through enhancing continuous oriented evaluation, there is a possibility of implementing holistic career development strategy. This is with an intention of acquiring skills and capacity development.

If you use a source then short references should be added into your narrative below. Please remember to only list your long references in the reference box provided at the end of this section.

Word count: Approximately 250 words