Helping companies maximize their largest investment and greatest asset... their employees.

Assess the effectiveness and efficiency of your HR function to ensure it “is being all it can and should be" for your casino.  The assessment looks at all areas including, HR’s organization structure, job analysis of what the staff does using our "Position Assessment Instrument," HR's support and relationships with other operating departments, internal processes and practices and more. 

A Strategic Plan is more than a list of projects that your HR and Training departments are or need to be working on.  It is a "Plan" which ensures they remain focused on the critical initiatives needed for your organization to achieve your goals.  We objectively facilitate with your HR Team in building a Human Resource Strategic Plan, based on your needs and "best practices." The Plan is focused on providing realistic and attainable initiatives, assigns specific accountability and priorities, establishes timelines for completion, and sets measurement criteria to determine success. The Plan will be presented to management for approval ensuring that whatever initiatives are being addressed are aligned with the Company’s overall Strategic Business Plan.

It is a well-known fact that supervisors and managers are often the weakest link in getting employees to perform.  They are usually promoted into these positions for the wrong reasons and based on the wrong characteristics and traits.  Find out who may be promotable and who within your organization is a potential liability by using 11 key assessment factors which are needed to be a successful supervisor.  These factors measure competencies in communication and leadership skills as well as general business understanding.  You will also learn what individual and/or organization-wide training and developmental needs exist to prepare people for a supervisory position. This is NOT your typical Performance Evaluation.  

Communicating effectively and openly with your employees is vital to your property's success.  A critical part of the communication process with your employees is to seek out and listen to what is on their minds.  With a confidential Survey, you can find out what your employees need and want to do their jobs more effectively and identify opportunities to improve productivity and retain employees within your organization. The Survey assesses and analyzes the employee's opinions regarding work environment, internal communication, company values, career opportunities, supervision, compensation/benefits, and more...  This survey is analyzed by internal demographics (department, shift, employee classification, length of service, etc.). Senior management will receive a detailed "executive report" with documentation substantiating the findings and recommendations will be provided to assist the company in prioritzing and developing the necessary strategies to address identified areas of concern. 

This is not the typical "Exit Interview" that you may perform internally - it is much more. You will learn why employees have left your company and what you can do to reduce turnover. This instrument is analyzed by internal demographics (department, shift, and employee classification, etc.) and assesses the reason for leaving, rates aspects of the company former employees liked or didn’t like, the supervision they received and more. It provides you with actionable information to assist in developing an effective retention strategy.  

      HR Compliance Review

When was the last time your HR Department was audited for compliance with internal policies and regulatory requirements?  Casinos audit many departments at least annually, whether it is a Public Accounting Audit, MICS Audit, etc.  They also measure the performance of revenue generating departments every month via a P&L.  Why not Human Resources? Companies continually ignore reviewing the department that is largely responsible for your largest, on-going investment, which is your employees and the one responsible for ensuring that a company is in regulatory compliance. 

Provides a cost-effective and efficient way to open a new casino/resort or address the needs for a major property expansion by developing comprehensive HR infrastructure and processes, wage grade levels and ranges, setting up, coordinating and managing the mass recruiting and hiring process and more.

You probably have a Wage and Salary Administration Program with grade levels and wage ranges established.  But do they accurately reflect your current organizational needs and are they current? You need a compensation program that keeps you competitive in your market and the industry.  We provide analysis of existing or the development of new compensation programs and practices.  The final program takes into account market and industry salary considerations, internal job worth, pay equity concerns and the processes needed to be in place to handle promotions, transfers, merit increases, incentives and demotions.

If you have a vacancy in your top HR position, have an inexperienced HR executive or want to mentor an internal candidate, then your could benefit from over 40 years of HR professional expertise.  An interim HR executive provides continued direction, support and management of the function so you don't fall behind in achieving your goals. 

Another tool in improving internal communication is to meet on a regular basis with your employees and learn what they love and hate about their job, their supervisor and the company, with a comprehensive investigation of their opinions in a confidential and relaxed setting.