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MOTIVATING AND COMPENSATING EMPLOYEES SIMULATION

Introduction
Magic Graffix is a well established company which mainly deals in making websites and the company is trying to expand by entering into the mobile industry as well as the gaming industry in the computer section. Now the problem with the company is that they have to face problems they have with attrition and also the company has to find out a way to tackle it and hire professional employees to make the best possible use of the opportunities (Gatewood, Feild & Barrick, 2008). This report will presented to show how Magic Graffix can evaluate and manage the employees of the company as the company is highly needed to access the situation to make further progress in the industry.

Evaluation of Magic Graffix's Employees behavior

The company is facing a vital problem associated with its employees as they are leaving the company showing possible reasons that certainly causes problems for the company creating a significant issue. Some of the employees have resigned by showing cause of minimum payment is given to them. Some of them leaving the organization showing there is no chances of improvement in their career in the company. The other reasons for the resignation are that either they do not like the working environment or they think the training which is given to them is not necessarily essential. Some of them saying that the work which are given to them sometimes overlapping of tasks among the employees. In order to solve this sort of problem the company has to find a way out to tackle the situation. Besides attrition is not the only problem the company has to deal with (Temminck, Mearns & Fruhen, 2013). To obtain a new set of efficient workers the company has to learn new techniques and methods to find out the potentialities of the interviewing employees. The company has to select the best of the employees who can perform the job with efficiency and high skill.

Appropriate Interviewing Techniques

Now to find out the best possible interviewing employees the company has to focus on certain thing and appropriate interviewing techniques can be implemented to choose the best employees. It can be seen in the company that there are many employees who have join less than six months but they are not as efficient as they should be thought when they have been recruited. So there is a failure in the interviewing techniques for certain (Schafer & Navarro, 2010). Therefore in new interviewing techniques it is important to judge the potentiality of the new comer. Now here a recommended technique should be the real life scenario based technique. The interviewers should take part in a test where they are given real life challenges associated with their job. If they have passed the test that significantly suggests that they will do a lot better in their given position. Unless they pass the test they cannot be eligible for the job. This type of experimental techniques is certainly important. Apart from that the governing body should deploy the current set of workers to train the new employees. That will prove vital. Also international type of interviewing panel should be recommended for the cause. The interview should also consist of situational judgment test. In that scenario it will be clearly seen that how the jobseeker will react according to a given situation. If they mentally and physically pass the test then they will be certainly become a candidate for the job. Also the technical and practical knowledge have to be taken under consideration of a new employee before he is appointed to the job. The work experience of an interviewer is always a prime aspect. Apart from this conventional parameter the personal interest of the candidate should be noticed. If the candidate does not want to stay in the same industry for a specific time then he can move from the job. Most importantly the quality of management and the capability of handle pressure situation can be two vital points that have to be sighted in a candidate to be found a place in the company. The interview test must provide the details of work and the deadline according to the work and presented in such a way that it has to be done with a team. That will also ensure the capability of doing work in a group.

Performance initiatives

In order to find the best employees to solve the crisis the company has to follow the above mentioned techniques. When a candidate shows that he can do well in the given test as the part of the interview that emphasis the applicant can certainly perform his job in the pressure situation too. Now for maintaining a good working atmosphere the working skill of each of the employee should be monitored and the accuracy of the work also to be analyzed for the better result. For more support from the colleagues the employees have to maintain a professional relation that in case of any difficulty the senior can help out the new comer (Lauer, 2003). However according to Cascio Wayne after all the practical initiatives the performance of any employee of the company can be evaluated in three stages. First of them is by narrative easy or report that shows what the main skills of an employee are and what the sections he is needed to be improved are. The second step is ranking the employee and the third is paired comparisons. To rank an employee and to compare them with others first of all the employee has to be evaluated. After that he is ranked on basis of his evaluation and it is also seen how an individual has perform in the company. There is a specific formula to determine the evaluation. It is [n(n − 1)]/2]. For an instance if a company have 100 employees the determination of how many comparisons can be equaled to [100(100-1)/2]

Conclusion

After analyzing several aspects and parameters it can be said that to hire new set of employees is one of biggest prospective for any company. It is a sort of challenge that has lot of responsibilities to take. Therefore the recommendation should be that the company at this crisis situation should not go for the gaming business. It should concentrate on website developing business. Additionally to tackle the problem of Attrition as a human resource director I recommend that the best possible approach for Magic Graffix should be paired comparison. This method will definitely prove helpful for motivating and compensating employees’ simulation. Apart from that the official conditions and environment should be favorable according to the employees. Also the motivational rewards to the best of the employees have to be provided to encourage them to stick with the company for a long time and give their best performance for the best of the organization.

References

Gatewood, R., Feild, H., & Barrick, M. (2008). Human resource selection. Mason, Ohio: Thomson/South-Western.
Lauer, M. (2003). Tools of the trade: Motivating employees. Perf. Improv., 42(5), 38-40. doi:10.1002/pfi.4930420509
Schafer, J., & Navarro, J. (2010). Advanced interviewing techniques. Springfield, Ill.: Charles C. Thomas, Publisher.
Temminck, E., Mearns, K., & Fruhen, L. (2013). Motivating Employees towards Sustainable Behaviour. Bus. Strat. Env., n/a-n/a. doi:10.1002/bse.1827