Four Important Tasks of Human Resources in Casino

 

Four Important Tasks of Human Resources in Casino

 

The success and failure of casino business depends on acquiring skilled workers.

What casinos need are workers who can provide the best service that can meet visitors' preferences.

Therefore, human resources is an important department responsible for managing the quality of labor.

 

First Task of Casino Human Resources - Recruitment

 

Recruitment means first planned activity entailed prior to selecting potential workers from certain class and field to designated duties.

The most difficult problem faced by casino operators is finding the best location

and excellent workers to run the business.

Each country has different qualifications for hire.

For example, when you wish to work as a dealer in Las Vegas US or in UK, you must complete training program from Dealer Academy then acquire national licence or Sheriff Card in order to apply for a job.

However in South Korea they have either regular or rolling hiring with specified requirement

and after taking 3 to 6 months of training when the worker is said to be skilled

only then s/he is qualified to start the job.

The difference is the cost -- in overseas the worker is responsible for all training expenses,

while in South Korea it is paid by the Casino.

Current qualifications for job application are; academic background, age, height, appearance, completion or exception of military service, color blindness screening and etc., but may vary per casinosite.

 

Second Task of Casino Human Resources - Selection

 

Selection refers to choosing the best person for a job among the applicants

through recruitment.

Unplanned and hiring of inadequate person for a job will result to inefficiency and high resignation rate.

Thus an employee who is skilled, trustworthy and loyal to work for long-term should be hired.

There are few factors to consider when hiring an employee:

First, have an organized work process and select through job description.

What should come first is understanding and identifying skills and training programs necessary.

This is why job description and job breakdown are very important tools for H.R. personnel in charge.

Second, interview is core in choosing a dealer.

When conducting an interview, it should focus on job skills and work experience.

Also other qualifications to search for are people skills of the applicant, interest to industry, willingness to learn and neat appearance and decorum.

Casino operators need dealers who can complete thorough training and be assigned a job fast and who can perform high standard level of work.

 

Third Task of Casino Human Resources - Recruitment Management

 

Recruitment management is process of identifying areas that need new hire,

recruiting applicants, and selecting adequate applicant for the vacancy.

When hiring for long-term contract, searching for motivated applicants

is very important as good employee can develop the company extensively.

Recruitment management can be summarized as below:

 

• Identify the skills necessary for the job description
• Compute how many new employees are needed
• Establish method to gauge skills and character of applicants

 

Fourth Task of Casino Human Resources - Salary and Employee Welfare

 

Employee welfare is indirect benefits other than salary to increase employee's standard of life, which previously was optional concept out of compassion and favor.

But after development of industrial sector and change in labor-management relations,

it is now under national legislation, making it a mandatory requirement.

With the minimum wage and formation of labor union

the casino operators are faced with more weight on their shoulders.

Casino employees show high interest in welfare system so HR has to check and manage it thoroughly. HR personnel should consider if current welfare is competitive against other casinos and whether employees are satisfied or not.

Today welfare is employees' right and should be managed according to certain regulation and legal system.

In the US, it is legally mandated to provide unemployment benefits or parts of salary

to the jobless as a livelihood protection in most of the states.