OBEROI HOTELThe 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, India’sfirst 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 Hospital i ty   Industry.  He took his  father’s dream further by export ing Oberoimanagement expertise to Australia, Saudi Arabia, Egypt and Indonesia. Today they reward and recognition and be related to the company’s 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 organization where people are nurtured through continuous learning and skill improvement, and are respected, heard and encouraged to do their best. Oberoi is recognized as the best centre for training 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 HOTEL’S employee. They are:1.Executive performance appraisal system2.Non-executive performance appraisal system

EXECUTIVE PERFORMANCE APPRAISAL SYSTEMThis 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 & PlanningI. 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 DiscussionI.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 AssessmentI. 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 resourcesII. 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 EnrichmentI.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 AssessmentI. 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 consciousnessII. 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.