Harrah’s Entertainment, Inc : Rewarding Our People Essay

1. menace from buyer NA2. Threat from supplier NA3. Threat from substitutes gamy4. Threat from competitors High untried Facilities , Imitating Harrahs strategy through technological advancement, New attractions 5. Threat from new-fashioned entrants HighOver all Though the threat from competitors and substitutes was high Harrah was the biggest gambling casino chain company in the market and had set hold on major market share Job aims for casino 1. play monger Dealers job duties can include operating games by dispensing the correct poetry of cards or blocks, comparing the houses hand against players hands, and give off or collecting money or stops from players2. Surveillance officer Using audio and video equipment, they monitor the casino floor from an none room, looking for cheating or theft and making sure the casino is in compliance with laws and regulations3. Gaming Supervisors These floor employees, also referred to as enclosed space bosses, supervise gaming ta bles and casino staff in an assigned scene of action of the floor. They also specialize in customer service on the floor, hear and resolving patron complaints, explaining house rules, and possibly planning and organizing activities on the floor.4. chicken coop 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 racket of cards or blocks, comparing the houses hand againstplayers hands, and salaried off or collecting money or chips from players Controllability Incentive al poorance depended largely on customer feedback to judge accomplishment improvement thither might be errors on rating from customer side and subjectiveness issues. Alignment Since premium was linked to performance the alignment issue was low Interdependency Interdependency is low among rolesCurrent Challenge To replace the institutional priorities of long-term tenure and employee happiness with ideals of excellence and customer joy on with employee satisfaction and retention IssuesLack of support from higher managementHigh TurnoverRemedies1. Introducing Standardized test to find the best people for the role and not just fitting the minimum requirement2. change magnitude interaction with employees3. narrow down trainings4. Gain Sharing for change magnitude customer satisfaction5. Increasing responsibility of managers by implementing multiple pay componentsGain Sharing Incentive invent 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 increased 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 irritation of the company with little importanceto employee Plan was independent of operating income thence reduced interdependency Low profits burdened the company as payouts may still existA sense of collective transactionFocus on profits may lead to reduced kinship management by managers Gives a sense of job security non 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 push teams for better performance if goals not achieved and hence lead to continuous improvement