James R Wilson, GM, Dusit Thani Dubai reflects upon the evolution of performance appraisals and the hotel’s new performance development reviews
Once an annual ritual, performance appraisal has become a continuous process by which an employee understands the hotel’s goals and their own measured progress toward contributing towards them. Performance management is an ongoing activity for all of our colleagues and rather than daunting meetings with managers, we have structured a more interactive and engaging process with two-way communications.
While many organisations are carrying this out in Dubai, with Dusit Thani Dubai working towards the next stage of IIP accreditation, we have further developed this initial framework to give our colleagues a more structured employment plan. The developed framework is tailored around our colleagues’ individual competencies.
Department heads conduct the bi-annual Performance Development Reviews (PDRs) with their team members individually and together assess their performance, obstacles faced and goals, we also conduct an assessment with new colleagues after a month to check on where they are and to support them in their new position.
Once the PDRs have been carried out a calibration table is created to better understand the learning and development needs of our colleagues on a competency-based approach. The core competencies are what ties individual colleagues together as we all come from different backgrounds, culture, education and experiences.
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