Harrah’s Entertainment, Inc : Rewarding Our People Essay

1. nemesis from buyer NA2. Threat from supplier NA3. Threat from substitutes High4. Threat from competitors HighNew Facilities , Imitating Harrahs strategy through technological advancement, New attractions 5. Threat from new entrants HighOver all Though the threat from competitors and substitutes was uplifted Harrah was the biggest casino chain company in the market and had set hold on major market sh be Job roles for casino 1. Gaming head teacher Dealers job duties can include operating games by dispensing the correct numbers of cards or blocks, comparing the houses cave in against players hands, and paying glowering or collecting money or chips from players2. Surveillance Officer Using audio and video equipment, they monitor the casino floor from an observation room, looking for victimise or theft and making sure the casino is in compliance with laws and regulations3. Gaming Supervisors These floor employees, also referred to as pit bosses, supervise gaming tables and c asino staff in an assigned area of the floor. They also specialize in customer service on the floor, hearing and resolving patron complaints, explaining house rules, and peradventure planning and organizing activities on the floor.4. Cage Cashier Responsible for controlling and accounting the transactions of the main bank, chip bank, check bank, and cage windows.5. Slot Technicians Slot technicians are responsible for testing, repairing, and maintaining the machines.6. Gaming Managers Dealers job duties can include operating games by dispensing the correct numbers of cards or blocks, comparing the houses hand againstplayers hands, and paying off or collecting money or chips from players Controllability Incentive bonus depended largely on customer feedback to judge performance improvement in that location might be errors on rating from customer side and subjectivity issues. Alignment Since bonus was linked to performance the alignment issue was low mutualness Interdependency is lo w among rolesCurrent Challenge To replace the institutional priorities of long-term tenure and employee happiness with ideals of excellence and customer felicity along with employee satisfaction and remembering IssuesLack of support from higher managementHigh TurnoverRemedies1. Introducing Standardized test to find the best people for the role and not just satisfactory the minimum requirement2.Increased interaction with employees3. Specialized trainings4. piss Sharing for increased customer satisfaction5. Increasing accountability of managers by implementing multiple pay components strain Sharing Incentive Plan Objective To instil competitive spirit in the employees and competing against rival casinos as well as their own past records Harrah introduced Gain Sharing for its employees.ADVANTAGESDISADVANTAGESIncreased employee retention & motivation by bringing them closer to the company through ownership Employees feeling the pressure of stretched goalsCompany focus was on increa sed customer satisfaction and service and gain sharing on performance basis ensured high productivity from employees in terms of customer satisfaction Creates an impression that profits through customer satisfaction is sole concern of the company with little importanceto employee Plan was independent of operating income hence cut back interdependency Low profits burdened the company as payouts may still existA sense of collective achievementFocus on profits may lead to reduced relationship management by managers Gives a sense of job securityNot always high performance may meet minimum bonus payout requirements and hardworking employees may be denied of gains by marginal values Since it is on monthly basis it may fag teams for better performance if goals not achieved and hence lead to continuous improvement