At this point, the senior executives of Best Built Casinos have to develop the strategies for hiring and retaining workers. This task is particularly important at the time, when many clients of the company may not want to use their services and the management has to right-size their workforce.
First of all, they need to find candidates that can best meet their performance requirements. This is why they should focus on the pre-employment screening of their workers. In particular, they need to look at the previous work experience of these people, and the references that their former employers can provide.
It should be noted that in some cases, the pre-employment inquiries of companies can pose significant difficulties for them, especially if they try to get access to the information that is confidential. For example, many conflicts arise when employers ask questions regarding the disability of a candidate (Dale, 2003, p. 210).
Apart from that, businesses are not allowed to discriminate against a candidate, if this person has a record of being a whistleblower. The problem is that many workers can be dismissed if they report illegal activities in which businesses can be engaged. However, companies must not take this issue into account when evaluating a future employee (Reuvid, 2005). If the managers of Best Built Casinos overlook these issues, they can face many legal challenges.
Business administrators should also develop a formal recruitment and retention policy. It should include the standards that future candidates should reach. The managers should also identify a set of qualities and competencies that their employees should have. These criteria can help the company identify and recruit the best professionals.
Moreover, business administrators should adopt the most objective performance assessment methods. These techniques should identify the contribution of every worker and reward them for their performance (Edenborough, 2007). In this way, they can retain the best employees. These are the main elements of the retention and recruitment policies.
Furthermore, references obtained from other companies can also greatly benefit Best Built Casinos. As it has been said before, the evaluations provided by the former employers of a candidate can be very informative, since they can throw light on the attitudes, values, and performance of candidates (Dale, 2003, p. 210).
However, they should not try to obtain private information about an employee. Additionally, the candidates should be able to challenge or dispute the reference if they believe that it is inaccurate (Dale, 2003, p. 210). This is the main issues that the business administrators should keep in mind when developing their policies.
Finally, the senior officers of this company should focus on the rightsizing of the organization. They should remember that frequent lay-offs of workers can lead to the conflict with trade unions. The management should take several steps. First of all, they should assign workers to those projects that are understaffed. Secondly, they need to offer unemployment relief to their workers.
These are the strategies that Best Built Casinos should implement at the time, when the financial performance of this organization can decline. Moreover, they need to develop an effective HR policy and find ways of rightsizing the company. Furthermore, they should establish better relations with trade unions since these organizations are responsible for protecting the workers’ rights. These are the main steps that they should undertake.
Reference List
Dale, M. (2003). Manager’s Guide to Recruitment and Selection. New York: Kogan Page Publishers.
Edenborough, R. (2007). Assessment Methods in Recruitment, Selection & Performance: A Manager’s Guide to Psychometric Testing, Interviews and Assessment Centres. London: Kogan Page Publishers.
Reuvid, J. (2005). Managing Business Risk: A Practical Guide To Protecting Your Business. Boston: Kogan Page Publishers.