Inside Asian Gaming

IAG JUL 2019年7月 亞博匯 36 O ver the next five years, the casino industry wants to invest US$65 billion into new casino projects in Asia. According to Grant Govertsen and John DeCree of Union Gaming, “Given the scale of the pipeline relative to the EBITDA required to justify it, we think – for the first time in Asia – the amount of new supply is simply too much over too short a period.” The Union Gaming memo suggests that companies have clearly not thought through the financials before making their investment pronouncements. Besides ROI, the greater challenge will be to acquire and retain the hundreds of thousands of employees that will be needed to run the new casino integrated resorts. Macau has faced critical shortages of frontline employees for years and the wage bill of every operator keeps spiraling year after year. Apart from frontline employees, thousands of executives will also be required to manage the IRs and little thought seems tobegiven toattractingandretaining capable management level employees. Currently, across the existing casino properties in Asia, we find a musical chairs game being played by senior managers. Through 2025, when most new integrated resorts begin their operations, there will be too many chairs and very few managers to occupy them. Operators desirous of attracting and retaining top talent need to start thinking about their recruitment plan today. First and foremost, they need to design a well-articulated and compelling employee value proposition (EVP). WHAT IS EVP? An EVP is a documented statement encapsulating the essence of the exchange relationship between the Vietnamese IR Hoiana has recently launched a major recruitment drive ahead of its impending launch in late 2019. 即將在2019年下半年開業的越南綜合度假村會安南岸近期推出大型招聘活動。 COLUMNISTS