Motivating Employees Simulation Essay

Attrition is something that a political party may experience at any time with or without notice. The beau monde must be prepared when such a part arises within their organization. During the interview play, key questions rotter be asked in order to understand the thought process of the interviewee. These questions whoremonger be related to future plans, past employment and expound to the highest degree specific duties the personal credit line requires. Questions relating to future plans leave give the party a general idea on how long the possible employee plans on staying with the company. If they have other goals that do not meet the company expectations, this could be a mansion of them using the position as a stepping stone to a better opportunity.Past employment details faeces show loyalty to a company. If the interviewee has moved from chisel to job in a terse amount of time, this may display a lack of commitment and potential issues within the workplace. When ask ing about past employment, talk about reasons for leaving all(prenominal) company. This provide give insight to their leaving and whether they may be a good fit. The last topic to discuss would be about specific job duties that the employee will be executing. This will give them a glimpse into the working environment and how the operation of the company works. The employee and the company will then be able to use this culture and decide whether they feel each party will be satisfied with the position.During the interview and hiring process, the company will need to decide on whether they will use selection runnels and other techniques to get information about the potdidate. From the simulator, it did not appear that dissimulation Graffix was using reference checks during the hiring process. The use of reference checks, preferably professional, will go away for the company to get information from previous employers about the job performance of the candidate. It can provide inf ormation about rewards, promotions and whetheror not the performance was satisfactory. By utilizing this tool, Magic Graffix can differentiate between strong and weak candidates.Another test that can be used is a job skills test. Given that the company will be hiring for a new sector, they will want to hire experienced employees that require little or no training. software development is a highly skilled job and a job skills test will allow the company to consider highly pendent candidates. Training can be an additional cost to the company therefore, limiting the amount needed at time of hire will add money to the tramp profit line.In a company, it is important to provide feedback to the employees about how their job performance has been over an broaden period of time. This feedback will allow for the company to share the positives and negatives regarding work related performance. There are umteen different ways to provide this information to the employees. Two orders that can be used are behavior-oriented rate methods and results-oriented rating methods. 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 tenseness 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) indoors each of these methods, there are different idea techniques that can be used. Work planning and canvass will help the company identify goals attained, problems encountered and the need for training over the habituated time period. This method will allow the company to set goals for their employees and accountability can be more accurately measured. Although this can be a time consuming method, it will ensure proper follow up and can set guidelines for training programs. Training opportunities will be easily identified through attainability of measured goals.A behavioral checklist can be used to give a clear comparison crosswise the employees. Scores 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 improve performance. Questions can be asked on specific job requirements and answers will be given in the form of either always, very often, fairly often, occasionally and never. Each category will hold a numerical value and then the total number will give the employee their rating. Another form of appraisal is ranking. Simple ranking requires only that a rater order all employees from highest to lowest, from best employee to worst employee. (Cascio, 2005) This form can be good for making comparisons however, it will provide very little feedback on a given individual.The best tool for Ma gic Graffix to use would be work planning and review. Although this will require big and repeated follow-up, it will give the company an opportunity to identify training and development opportunities. Through the results of the economic consumption Satisfaction Survey, training concerns were high among all groups of workers. By setting attainable goals and properly measuring output, the company can identify the needs and have a faster resolution time.Magic Graffix is looking to inflate their company and hire new talent to help them achieve 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. This will allow for proper follow up and help identify opportunities in training and development. Magic Graffix is on track to succeed in their new venture as long as they continue to retain morale high and attrition low.Referen cesCascio, Wayne F. (2005). Managing Human Resources. Chapter 9 Performance Management. Retrieved from University of Phoenix, HRM/558 website. ISBN 9780072987324