Inside Asian Gaming

IAG APR 2023年4月 亞博匯 48 readiness to the test. The labor shortage in hospitality can lead to subpar service quality and higher customer dissatisfaction, not to mention lost business opportunities. Understaffing can further impede the industry from recovering and thriving in a sustainable way. BUILDING A VERSATILE WORKFORCE In addition to talent acquisition with competitive compensation, concessionaires can consider temporarily moving service-oriented employees between roles to alleviate the understaffing in non- gaming operations. Some concessionaires have already rolled out horizontal development and cross- functional exposure programs within their organizations. Gaming employees can apply to take up new responsibilities outside casinos for a short while, and some have even opted for a career change after such internal opportunities. Non-gaming development is the focus of the new 10-year gaming concessions. With a voluntary job rotation system, concessionaires can further reskill (and upskill) their workforce by systematically rotating promising employees from one job to another. While keeping employees motivated with horizontal/upward career paths, concessionaires can foster talent diversification and build a versatile workforce ready for the advancement of leisure-based operations. COLUMNISTS 的營運能力。酒店服務業的勞動力短缺 會導致服務質量低下以及提高客戶的不 滿意程度，更不用說所失去的商機。人 員不足將進一步阻礙行業可持續的恢復 和發展。 建立多才多藝的勞動力團隊 除了以具競爭力的薪酬招聘人才 外，博企還可以考慮在不同職位之間臨 時調動服務型職位員工，以緩解非博彩 業務的人員不足。部分博企已經在內部 推出了橫向發展和跨部門實習計劃。博 彩營運員工可以短期申請在非博彩職位 工作，有些員工在實習計劃後甚至會選 擇在非博彩職位發展。 在新十年期的賭牌中，非博彩業發 展是重點。通過自願的工作輪換制度， 博企可以有系統地將有前景的員工從一 個工作職位輪換到另一個職位，從而進 一步重新培養（和提高）其勞動力。通 過職涯橫向/向上流動來保持員工的積極 性，博企可促進人才多樣化並建立一支 多才多藝的團隊，藉此為推進休閒業務 作好準備。