'Motivating Employees Simulation Essay\r'

'Attrition is something that a comp some(prenominal) may experience at any time with or without notice. The conjunction must be prep bed when such a situation arises inside their organization. During the interview process, key questions stand be asked in order to understand the thought process of the interviewee. These questions post be related to futurity inventions, away handicraft and details most specific duties the personal line of credit studys. Questions relating to future plans bequeath spend the conjunction a commonplace idea on how long the potential employee plans on staying with the partnership. If they have other goals that do not fill the gild expectations, this could be a sign of them exploitation the position as a stepping stone to a better opportunity.\r\nPast employment details endure show loyalty to a company. If the interviewee has moved from lineage to job in a short tot of time, this may display a lack of perpetration and potential issues within the diddleplace. When asking about past employment, talk about reasons for leaving from each one company. This pass on give insight to their leaving and whether they may be a good fit. The last topic to discourse would be about specific job duties that the employee go out be executing. This leave give them a coup doeil into the bleeding environment and how the operation of the company works. The employee and the company shoot for out and then be able to utilise this in instituteation and decide whether they feel each company provide be satisfied with the position.\r\nDuring the interview and hiring process, the company will train to decide on whether they will use selection tests and other techniques to get information about the lavdidate. From the simulator, it did not appear that Magic Graffix was apply grapheme checks during the hiring process. The use of reference checks, preferably professional, will all toldow for the company to get information from o ld employers about the job transaction of the jackpotdidate. It plenty offer up information about rewards, promotions and whether or not the performance was satisfactory. By utilizing this tool, Magic Graffix bear distinctiate surrounded by strong and weak plunderdidates.\r\nAnother test that can be used is a job skills test. inclined that the company will be hiring for a bleak sector, they will want to get experienced employees that require little or no training. Software emergence is a highly skilled job and a job skills test will suspend the company to consider highly qualified candidates. Training can be an additional cost to the company; therefore, restricting the amount needed at time of hire will add money to the bottom expediency line.\r\nIn a company, it is important to provide feedback to the employees about how their job performance has been over an extended rate of flow of time. This feedback will allow for the company to share the positives and negative s regarding work related performance. There are many different ways to provide this information to the employees. Two methods that can be used are behavior-oriented evaluate methods and results-oriented rating methods. â€Å"Behavior-oriented rating methods focus on employee behaviors, either by comparing the performance of employees to that of other employees or by evaluating each employee in terms of performance standards without reference to others. Results-oriented rating methods place primary emphasis on what an employee produces; dollar volume of sales, number of units produced, and number of wins during a baseball season are examples.” (Cascio, 2005)\r\nWithin each of these methods, there are different appraisal techniques that can be used. Work planning and review will help the company find goals attained, problems encountered and the need for training over the given time period. This method will allow the company to focalise goals for their employees and accountab ility can be more accurately measured. Although this can be a time consuming method, it will mark proper follow up and can set guidelines for training programs. Training opportunities will be good identified through attainability of measurable goals.\r\nA behavioral checklist can be used to give a clear comparison across the employees. hit will be given based on performance and job analysis. These scores can then be compared with their peers to see where opportunities can be addressed. If employees are scoring low, training can be delegated to rectify performance. Questions can be asked on specific job requirements and answers will be given in the form of either always, very(prenominal) often, fairly often, occasionally and never. individually category will hold a quantitative value and then the total number will give the employee their rating. Another form of appraisal is ranking. â€Å" childly ranking requires only that a rater order all employees from highest to lowest, from â€Å" trump out” employee to â€Å"worst” employee.” (Cascio, 2005) This form can be good for making comparisons; however, it will provide very little feedback on a given individual.\r\nThe best tool for Magic Graffix to use would be work planning and review. Although this will require intense and tell follow-up, it will give the company an opportunity to come upon training and development opportunities. Through the results of the Employment ecstasy Survey, training concerns were high among all groups of workers. By panorama attainable goals and properly measuring output, the company can identify the needs and have a quick resolution time.\r\nMagic Graffix is looking to expand their company and hire new talent to help them turn over this goal. Proper interview and recruitment techniques will need to be used in order to make sure only the highly qualified candidates get hired. Development of a performance appraisal plan will need to be implemented. Thi s will allow for proper follow up and help identify opportunities in training and development. Magic Graffix is on drag to succeed in their new venture as long as they continue to keep team spirit high and attrition low.\r\nReferences\r\nCascio, Wayne F. (2005). Managing Human Resources. Chapter 9: work Management. Retrieved from University of Phoenix, HRM/558 website. ISBN: 9780072987324\r\n'