Inside Asian Gaming

IAG AUG 2022年8月 亞博匯 92 Reference have omitted one material consideration … how, and how appropriately, key management personnel are remunerated? In setting the Terms for Bell, the ILGA got close; they require the Inquiry to consider “(c) the role and standard of culture within The Star including core values and an ongoing organisation-wide assessment of accountability, education and compliance; (d) the effectiveness of The Star’s risk management framework and the appropriate distribution of staff responsibilities.” Neither criteria, however, goes directly to the appropriateness of the design of executive remuneration systems, or an assessment as to how that design might influence senior management behavior, particularly its risk appetite. To illustrate the importance of remuneration design for key management personnel, the Remuneration Report contained in the randomly-selected 2019 Annual Report of Star has the following to say about the company’s strategy and programs: “The remuneration strategy … is designed to support a high performance culture, achieve superior performance and as a result, sustainable value for shareholders. The reward programs are designed to promote COLUMNISTS