Motivating and Compensating Employees Simulation

Published: 2021-06-29 06:29:39
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Category: Business

Type of paper: Essay

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Motivation and Compensation Employees Simulation
Employers who search for ways to have a successful business must obtain a well-designed compensation plan that will motivate its employees. As a company grows, its main objectives should be to retain and motivate the employees. Magic Grafix is company that has been operating for three years with 100 employees. As the designing and developing tactics have changed for Magic Grafix, 40 more employees were needed. However, after six months 30% of the employees have left the company. Most managers or employers are not trained in how to handle employee attrition. Therefore, to reduce the attrition level in the business realm, managers or employers may consider taking a training class to prevent employees from leaving the company. The first step an employer may consider taking is to identifying or recognizing the reality that the employee may be leaving. This paper will focus on interviewing techniques, selection tests, performance appraisals, and other corrective measures useful to Magic Grafix.
Interviewing Techniques
Employment interviewing can be very tedious, depending on the interviewer. The human resources (HR) department will center attention on interviewing techniques beneficial to Magic Grafix. Before Magic Grafix HR team begins the interviewing process, they should become abreast of solid interviewing skills. According to Lanza (2012), hiring the wrong person can be costly and can cause a company to have a lost in productivity, time spent on recruitment, and employee morale. Although the HR management team focuses on the candidate's skills and experiences, they should also discuss other characteristics of the candidate. The following pointers will aid the HR management team of Magic Grafix in becoming excellent interviewers, (1) base interview on current job, (2) ask the same questions to every candidate, (3) take detailed notes, (4) use multiple interviewers, (5) provide extensive interviewing training, and (6) do not discuss answers of the candidates (Cascio, 2006).

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