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Mission, vision, and core values of Hard Rock Casino Vancouver

Question:

Discuss about the Employment Stewardship for Hard Rock Casino Vancouver.

Hard Rock Casino Vancouver is one of the largest casinos within the province of British Columbia, in terms of gaming space. The casino remains open for twenty four hours a day and is owned by the Great Canadian Gaming. It features 80,000 sq feet casino along with 1000 slot machines and 70 table games including roulette, blackjack, craps, baccarat and many more. The poker room consists of five tables and high limit rooms with around ten tables for baccarat as well as two private tables. The casino also has a six level parking area along with an outside parking lot, which can support up to 1,600 vehicles (Hardrockcasinovancouver.com. 2018).

The mission of the company is to provide its guests with outstanding experiences, rewarding opportunities for their team as well as superior value to the shareholders. The company’s vision is to be the leading entertainment, hospitality and gaming company in their chosen markets. The employees of the company are expected to serve their customers with the best services available. They are required to provide the customers with superior entertainment values along with extraordinary and exceptional experiences. The core values of the company are integrity, drive to succeed, service excellence, team engagement and others. The purpose of this report is to discuss about the process as well as analysis tools for the benefits of the organization.

The process and analysis tools are intended for the use by business end users, who look forward to document, streamline and analyze the complex procedures for improving their productivity, becoming more effective and agile and increasing the quality. These analysis tools help in supporting the roles of the particular business procedure architect as well as business process analyst (Anitha, 2014). Therefore, it can be stated that the implementation of the process analysis tool will benefit the Hard Rock Casino Vancouver and enable the company to understand the business processes better, the workflows, events and also the data been used for proving modeling techniques.

The flow charts, program evaluation, review techniques, process maps, stem and leaf plots, critical path methods, written procedures, work instructions and box plots are some of the tools which are being used for the process documentation and analysis. The Hard Rock Casino Company can use these particular techniques for improving their productivity, increasing the quality of their services and products and become more effective, efficient as well as agile (Van Der Aalst, La Rosa & Santoro, 2016). Some other lean techniques are the spaghetti diagrams, value stream mapping and others, which the organization can also use. However, the techniques must have well defined objectives, outputs, inputs, resources and activities (Goetsch & Davis, 2014).

The process and analysis tools can be introduced in the Hard Rock Casino Company at the time of describing any processes for example, setting up job descriptions while hiring or during orientations, procedural guides, manuals functional specifications for the overall development of the application software. Moreover, Hard Rock Casino can also introduce the analysis tools in order to assure the process management or say automation; for example, the automatic approvals for invoices (Langley et al., 2013). Moreover, the organization can also implement these tools for optimizing or improving their overall processes or increasing productivity (Armstrong et al., 2015). It is one of the most important techniques of analytics for improving outputs.

Tools for process documentation and analysis

The organization can introduce the process and analysis tools within their culture for identifying the individual procedures in order to describe them and also to visualize them. It will also enable the Hard Rock Casino to discover the links which exist between the tools. Moreover, it will offer the company with a detailed overview of all the processes and also help in pointing out their problems and shortcomings. The typical outputs for the process analysis are the process models and the entire process maps for the Hard Rock Casino. The output may take any forms like graphs, process models and can be written and structured by the description of the procedures.

For attaining the information of the Hard Rock Casino, several methods like surveys, interviews, follow ups, feedback loops and others. Surveys have been conducted among the employees as well as target consumers of the organization. Before conducting the survey, identification and selection of the potential sample members was being done. It helped in understanding the processes easily and moreover, the survey has given important insights regarding employee engagement within the organization (Neuman, 2014). In addition to this, it has helped in understanding what the customers feel about the organization. Furthermore, interviews with the employees and employers helped in gaining useful insights (Brinkmann, 2014).

Additionally the post survey follow up process helped in improving the effectiveness of the survey, common survey pitfalls as well as it gave a brief idea regarding avoiding those pitfalls. It helped in understanding the feedback loops as well. The survey results also revealed tangible suggestions for improving the overall procedures, which can save time as well as money that obviously has a severe impact on the organizational performances as well (Panneerselvam, 2014). In addition to this, the interviews with the internal and external publics of the organization helped in gaining information regarding the employee engagement and other factors related to the Hard Rock Casino Company.

The key focuses to be addressed are employee engagement, policies and procedures of the Hard Rock Casino Company and how analysis tool will prove to be beneficial for the organization. In addition to this, the report also provide with some recommendations regarding the policies and practices in order to facilitate and increase the ongoing effective employee engagement as well as stewardship. Addressing these points will help in understanding the organization’s productivity and competencies. However, surveys and interviews have also revealed the fact that the organization has higher level of employee engagement. Moreover, in order to improve their productivity and profitability, Hard Rock Casino is planning to introduce process and analysis tools for the betterment of the company itself. Several points are also being discussed which will prove that process and analysis tool can benefit the Hard Rock Casino Company to a huge extent.

The organization will be using variety of polices so that it can help in providing proper shape to the approaches that are related to the issues of the employees working within the casino. It will also be used for the promotion of culture so that the employees can be engaged within the organization in a better manner. The policies will include the areas such as the balance between the work and life of the employees along with the health and safety procedures that the employees will be provided (Mishra, Boynton & Mishra, 2014). It will also include the areas such as the conduct that the employees have to maintain within the organization along with their performances. The training procedures that the company will provide will also be included in to the policy of the company.

Introduction of process and analysis tools within organization culture

The policies taken up the organization will help in making the decisions by the management body in an easy manner so that the ethos can be communicated to the employees for a better approach towards their commitment within the organization. The infrastructure of the policy that is taken up by the organization will ensure that the unnecessary processes can be eliminated so that the growth of the company will be based on the goals and objectives on which the organization is established. It will also ensure that the commitment of the employees will help in creating a positive and a delighted environment for the employees to work within the company (Krishnaveni & Sujatha, 2012).

The policies that are formulated within the organization are according to the regulatory bodies and the standards that are set within the industry so that it can help in achieving the aims and the objectives based on which the industry is operating. It will also help the organization in managing the employees in a better manner through better standards of reward systems (Ishimaru & Galloway, 2014). It will result in motivating the employees so that they can work in an efficient manner within the organization.

The policy structure that will be taken up by the organization will include the process of recruitment and the selection of the employees within the work place. It will also include the induction program that will be taken up within the organization so that the employees can be trained in a better manner. The probation period of the employees will be added so that they can learn and develop the skills in this period based on which they will be hired within the process of the organization (Grant, 2016). The policy will also include the employment terms based on which the employees will be recruited within the organization so that the level of efficiency within the organization can be increased along with a better rate of profit (Heer & Shneiderman, 2012).

The reward system that the employees will be entitled to needs to be present within the policy so that it can help them in gaining a better understanding of the benefits that they will receive within the casino. Rewards such as non-financial and financial benefits along with compensations and allowances need to be mentioned in a proper manner that will help the employees to be motivated to join the organization (Burke & Noumair, 2015). Most importantly, the balance between work and life of the employees needs to be mentioned such as the duration of the employees within the organization that will help them in meeting the needs of the family as well. The personal commitments of the employees need to be taken in to account by the organization so that it can help in attracting more number of employees within the organization (Rosemann & Vom Brocke, 2015). This will also result in increasing the promotion of well-being among the employees that will be a positive side for the company as well.

Methods for attaining information: surveys, interviews, follow-ups, feedback loops

It is seen that the employees within the organization are not satisfied with the system of rewards that is being followed within the system. This is due to the fact that the employees are not being rewarded based on their performances within the organization. This issue has led to a strong repercussion within the employees, as they are not feeling motivated within the work place. The training that is being provided to the employees are not based on the work that they have to do within the organization, as there has been certain changes within the work polices within the organization. The employees are not being provided adequate training by the experts, which have led to a lower rate of efficiency within them in the organization.

The casino needs to address the short-comings in a better manner so that it can help in providing motivation to the employees. The organization needs to provide better facilities of training to the employees with the help of trained experts so that it can help the employees in having a better understanding of the work that is required within the system. The rewards provided by the organization to the employees need to be clarified and proper percentages need to be set after the employees achieve more than the target. This will help the organization in providing better opportunity to the employees so that they can work in an efficient manner. It will also help in satisfying the employees who wants to earn more than their desired salary. Proper methods of rewards will help the company in attracting more number of employees within the organization that will help in increasing the competitive advantage of the company within the market.

Conclusion

Thus it can be concluded that the analysis tool will help the organization to benefit in a number of ways. Firstly, the organization will be able to attract more number of employees by providing them with adequate training facilities so that they can help the organization to increase their rate of profits by performing in an efficient manner. The policies need to set in a proper manner so that it can help in providing clear information to the employees when they join the organization. 

References

Anitha, J. (2014). Determinants of employee engagement and their impact on employee performance. International journal of productivity and performance management, 63(3), 308.

Armstrong, G., Kotler, P., Harker, M., & Brennan, R. (2015). Marketing: an introduction. Pearson Education.

Brinkmann, S. (2014). Interview. In Encyclopedia of critical psychology (pp. 1008-1010). Springer New York.

Burke, W. W., & Noumair, D. A. (2015). Organization development: A process of learning and changing. Pearson Education.

Goetsch, D. L., & Davis, S. B. (2014). Quality management for organizational excellence. Upper Saddle River, NJ: pearson.

Grant, R. M. (2016). Contemporary strategy analysis: Text and cases edition. John Wiley & Sons.

Hardrockcasinovancouver.com. (2018). Retrieved 20 April 2018, from https://www.hardrockcasinovancouver.com/

Heer, J., & Shneiderman, B. (2012). Interactive dynamics for visual analysis. Queue, 10(2), 30.

Ishimaru, A. M., & Galloway, M. K. (2014). Beyond individual effectiveness: Conceptualizing organizational leadership for equity. Leadership and Policy in Schools, 13(1), 93-146.

Krishnaveni, R., & Sujatha, R. (2012). Communities of practice: an influencing factor for effective knowledge transfer in organizations. IUP Journal of Knowledge Management, 10(1), 26.

Langley, A. N. N., Smallman, C., Tsoukas, H., & Van de Ven, A. H. (2013). Process studies of change in organization and management: Unveiling temporality, activity, and flow. Academy of Management Journal, 56(1), 1-13.

Mishra, K., Boynton, L., & Mishra, A. (2014). Driving employee engagement: The expanded role of internal communications. International Journal of Business Communication, 51(2), 183-202.

Neuman, L. W. (2014). Social research methods. Pearson Education Limited.

Panneerselvam, R. (2014). Research methodology. PHI Learning Pvt. Ltd..

Rosemann, M., & Vom Brocke, J. (2015). The six core elements of business process management. In Handbook on business process management 1 (pp. 105-122). Springer Berlin Heidelberg.

Van Der Aalst, W. M., La Rosa, M., & Santoro, F. M. (2016). Business process management.

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