OBEROI HOTEL

The Oberoi Group, founded in1934 by Rai Bahadur M. S. Oberoi, owns

or manages 35 hotels and luxury cruisers across seven countries.
The group has two principle brands the deluxe Oberoi Hotels &
Resorts and the first class Trident Hilton. TheGroup is also engaged
in flight catering, airport restaurants, travel and tour service, car
rentals,project management and corporate air charters.Rai
Bahadur Oberoi laid the foundation of the Oberoi Hotel by
acquiring his first property. The Clarks Hotel in Shimla. In1943,
he acquired eight properties of the associated hotels of India thus
giving shape to the Oberoi Group of Hotels, Indiasfirst hotel chain.
On 26th May1949, M. S. Oberoi floated.The East India Hotels Ltd.a
corporation, which has grown into EIH Limited the flagship of the Oberoi
Group.Hisson P. R. S. Oberoi played a key role in
introducing new concepts in Indian
Hospi t al i t y I ndust ry. He t ook hi s f at her s dream f urt her
by export i ng Oberoi management expertise to Australia, Saudi
Arabia, Egypt and Indonesia. Today they reward and recognition and
be related to the companys overall business performance.

Employees relations:
To create and preserve an open and harmonious environment in which
employees at all levels want to give off their very best delivering world-
class service at the highest level of productivity.

Retention:
Retention of talent is a key management responsibility as isseparation of
those whose performance is consistently below par or whobreach the
accepted ethical standards and rules of conduct.




Training and Development Vision' of the Oberoi Group, which
states:
"We see an organi zat i on where peopl e are nurt ured
t hrough cont i nuous learning and skill improvement, and
are respected, heard and encouraged t o do t hei r best .
Oberoi i s recogni zed as t he best cent re f or t rai ni ng
and developing its people ."
Identifying The Process Of Performance Appraisal of The Oberoi
Hotels.
Basically there are two types of performance appraisal done on
the basis of designation of the OBEROI HOTELS employee.
They are:
1.Executive performance appraisal system
2.Non-executive performance appraisal system

EXECUTIVE PERFORMANCE APPRAISAL SYSTEM
This system is for performance appraisal for executives of the
level E-0 to E-4 .The various steps involved are:
A)Self Appraisal Performance Review & Planning
I. Appraisee writes his view over the actual achievement for
the Key performance area / Task and Target assigned to him for
the year.
II. Comments on fulfillment of KPA / Task and Target are written
by the Reporting Officer , taking account of time frame also.
III. Special Jobs other than tasks given and normal routine work
are written by appraisee.
B)Performance Review Discussion
I.Both appraisee and reporting officer sit together.
II.Comment over Strengths and weaknesses and areas for
development are written which is undersigned by both.
III.Appraisee can help the reporting officer by giving examples
which shows his strength or weakness. He also tell what training
he want to undergo.


C) Performance Assessment
I. Rating between 1 to5 are given to the appraisee by the
Reporting Officer and Reviewing Officer individually on the basis
of Performance Factors and Potential Factors. Performance
Factors :Quantity of output Quality of output Cost control Job
Knowledge and Skill Team spirit and Lateral Coordination
Discipline Development & Quality of assessing subordinates
Special Relevant factor Potential Factors :Communication
Initiative Commitment and sense of Responsibility Problem
Analysis and Decision making Planning and Organizing
Management of Human resources
II. Different weightage are given to each factor
III. Final scores are calculated by multiplying rating and weightage
by adding these Total Factor Score is calculated.
IV. Comments on Overall Performance And Potential are written
by both Reporting and Reviewing Officers individually.
D)Suggestions for Job Rotation and Job Enrichment
I.Both reporting and reviewing officers write their suggestions
whether the appraisee should be transferred to other department.
II. Either a good employee is transferred so that he can
acquire knowledge of all the departments, or a worst performing
employee is transferred so as to improve his performance.
III.In some exceptional case Head of department give
his comments on overall performance & potential of the
employee.
E) Final Assessment
I. Total Factor Score by both Reporting and Reviewing officers is
written and average is calculated.
II. Final Grading between O / A / B / C is given .
III. If Final Grade is C , indicate whether to promote or not to
promote the appraisee.
IV.If not to promote give reasons.
V.Meeting with non-promotable appraisee. NON-EXECUTIVE
PERFORMANCE APPRAISAL SYSTEM. Rating are given by
both Reporting and Reviewing officers on the basis
of performance of the appraisee depending upon factors:
Performance on the Job,Job Knowledge & skill Multi-skill
Utilization Conduct & behavior Punctuality & availability on job
Innovativeness Cost & Quality Consciousness Initiative &
Capacity to assume higher responsibility Housekeeping &
safety consciousness
II. Weightage are given to various factors .
III. Scores out of 100 are calculated by multiplying rating with
weightage .
IV.O / A / B / C / C- Grades are given according to scores and
attendance of the appraisee.
V.If grade is C- , then appraisee is interviewed by the Head
of Department.