Performance Management System at Star Entertainment Group

Performance management system- Star Entertainment Group
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Table of Contents
1.0 Introduction................................................................................................................................3
1.1 Purpose of Report..................................................................................................................3
1.2 Scope of the Report...............................................................................................................3
2.0 Background and Description of Organization and HRM approach...........................................3
2.1 History, nature, structure and strategic goals of the Organization........................................3
2.2 HR approach within the organization....................................................................................4
3.0 Performance Management Policies and procedures..................................................................4
3.1 PMS policies and strategy:....................................................................................................5
3.2 PMS procedures and tools:....................................................................................................5
4.0 Evaluation of the Performance Management System at the organization.................................5
4.1 Validity:.................................................................................................................................5
4.2 Reliability:.............................................................................................................................5
4.3 Cost effectiveness:.................................................................................................................5
4.4 Fairness:.................................................................................................................................6
5.0 Recommendations......................................................................................................................6
6.0 Conclusion...............................................................................................................................10
7.0 References................................................................................................................................11
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1.0 Introduction
1.1 Purpose of Report
The purpose of the report is to identify the issues in the performance management system
of Star Entertainment Group and provide necessary solutions based on that. Many issues arose
in the performance management system of the company that hindered the company to operate
successfully so the main purpose of writing this report is to provide suggestions and relevant
recommendations in order to make necessary improvements in the performance management
system of Star Entertainment Group.
1.2 Scope of the Report
The report will successfully outline an overview of the company along with providing
details about the history, nature of the organization, organizational structure, strategic goals of
the organization and the human resource approach that exists within the organization. The report
will also highlight the performance management system Strategies, policies, tools and
procedures. It will focus on evaluating the validity, reliability, cost effectiveness and fairness of
the performance management system at Star Entertainment group. Lastly, the report will provide
necessary recommendations in order to make improvements in the current performance
management system, which faces many issues based on authentic evidences and literature.
2.0 Background and Description of Organization and HRM approach
2.1 History, nature, structure and strategic goals of the Organization
The star entertainment group was formerly called the Echo entertainment group. On
November 2015 the company changed its name from echo entertainment group to star
entertainment group. It is listed in top 100 Australian companies and functions and owns the star
Sydney, treasury Brisbane and the Star Gold Coast. The total revenue of the company is
calculated to be 2.3 billion Australian dollars. The total employee strength of the company is
estimated to be around 8000 (The Star Entertainment Group, 2018). It is a public Enterprise.
The company strictly support and follows the corporate governance principles (The Star
Entertainment Group, 2018). Star Entertainment groups operates to maintain high standards
within the organization. The structure of the organization is mechanistic, which means the
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company makes use of a centralized approach of the authority that ensures strong loyalty for the
management (The Star Entertainment Group, 2018).
The main objective of the organization are to become the leading integrated Resort
company in Australia, to support the welding of its guests, to develop attract and retain talented
employees and to operate using world class properties (The Star Entertainment Group, 2018).
2.2 HR approach within the organization
The star entertainment group follows a value of true teamwork with the help of extremely
talented employees. The human resource management unit of the company focuses on building
a pool of talented people for the current and future roles. According to the chief executive
officer, the company focuses on engaging, enabling and empowering people to be able to deliver
till experiences (The Star Entertainment Group, 2018). The company targets to maintain
equality among all the team members irrespective of their gender and have a target to represent
their leaders with 50 % women, by 2020. They have a target to have 20% representation of the
leaders by Asian people in 2020 (The Star Entertainment Group, 2018).
3.0 Performance Management Policies and procedures
3.1 PMS policies and strategy:
The star entertainment group has a mechanistic structure which has a centralized
approach (Gruman & Saks, 2011). The goals are measurable and they have a strategic plan of
sustainability. Suitable changes are made over time according to the needs and demands of the
organization (Aguinis, 2013). The culture at the organization is traditional, in which rules are
separated from the top level to the bottom. The company follows a hierarchical structure.
3.2 PMS procedures and tools:
The performance management tools are high diversity in the workplace and the results
are measured based on the workplace complaint. Behavior based measurement at than on the
basis of customer service (Van, Bouckaert&Halligan, 2015). The reward management system
of the company also motivate the employees. The salary of the employees are fixed but they
enjoy bonus benefit along with discounts on food, accommodation and other for like uniform
benefits (Berger & Berger, 2011).
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