الفهرس 
THE PROBLEM AND ITS SETTINGOnly 14 pages are availabe for public view
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Abstract
Front Office is one of the most important departments that play an important role in hotel reputation, The choice and quality of the front office staff has to be done with well define criteria so that the professional that work there can by themselves take care of the image we wish to transmit.
For all of these reasons the hotels management should have a very good system to evaluate the front office staff started from the hiring till the exit to be sure all the front office staff are qualified and able to achieve the hotel gals and to improve the hotel service.
The Performance appraisal (PA) is a system of review and evaluation of an individual’s or team’s job performance.
The performance appraisals used to provide feedback to em¬ployees. The primary purpose of the appraisal in this situation is to rein¬force or encourage performance, or to help employees develop in their careers. Appraisals are useful to support human resources decisions. When used this way, performance appraisals provide a way to separate poor performers from good ones. Performance appraisals can aid promotion, discipline, training, or merit increase decisions. Appraisals can also be used to establish goals or objectives for training programs, assess training needs, validate selection (and other processes), or diagnose organizational or de¬partmental problems .
Raters may include Managers, supervisors, peers, team members, self, subordinates, customers, vendors, and suppliers. And each may be more or less useful for the administrative and developmental purposes.
Methods of evaluating personnel have evolved considerably. Old systems have been replaced by new methods that reflect technical improvements and legal requirements and are more consistent with the purposes of appraisal; also the performance appraisal focuses on the evaluation of traits, behaviors, and results.
Research problem
One of the major factor is the staff performance evaluation, to know if the staff achieve the goals or not and to know the weak and strength points in the operation system.
Staff performance evaluation process used many tools and methods to achieve the practical performance rating and to avoid any evaluation errors.
Research objectives
The study aims at achieving a set of objectives as follows;
1- Evaluating the current application of the front office staff evaluation system in 4 and 5 stars hotels in Red Sea area.
2- Reaching proper method to evaluate the front office staff performances to achieve the high score of the staff satisfaction and to minimize the staff turn over.
3- Reaching the evaluation errors to achieve the minimum error in the evaluation process.
1.4. Research hypotheses
According to the research objectives and questions, the research hypotheses were formulated as the following:
H1. The current application of the front office staff evaluation system in 4 and 5 stars hotels in Red Sea area used all the personnel appraisal methods.
H2. Usages of the proper method to evaluate the front office staff performances to achieve the high score of the staff satisfaction and to minimize the staff turn over.
H3. Personnel appraisal methods used to achieve the hotel objectives.