Week 3 Task 4

After finishing the simulation, Develop a 1,100- to 1,500-word evaluation of Magic Graffix’s behavior and performance initiatives.Include the following in your evaluation:
What is the appropriate interviewing technique to address the attrition problems and hire the appropriate employees? Explain why.
Is Magic Graffix using a specific selection test or technique? If not, what is the recommended selection test? What criteria should they use and why is it appropriate for Magic Graffix?
Provide an analysis of three performance appraisals and identify which one is the best tool to use at Magic Graffix.
Discuss other corrective measures that you would recommend.
Paper must be organized with appropriate headings in APA. Papers without headings will receive a deduction in points. Support main statements with research. In addition to the textbooks, use several sources to support your work. List references in a separate page and include a title page.Work submitted in other formats that are not Word document will earn a zero. Work submitted with no citations and references is unacceptable and will earn zero. Format your assignment consistent with APA guidelines.
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Week 3 Grading Rubric
Purpose of Assignment: The individual assignment contains a case study. Students will need to critically analyze the best solu
for the problem(s) listed, explain their reasoning, and recommend corrective measures that should be put into place.
Content
Points
Available
Net
Partially
Met
Not
Met
Points
Earned
X
60 Percent
The student identifies the
appropriate interviewing
techniques to address
attrition problems and hire
the appropriate employees.
2
The student determines if
Magic Graffix is using a
specific selection test or
technique, and if not, what
they would recommend.
2
The student determines what
criteria they would use and
2
why is it appropriate for
Magic Graffix.
The student analyzes three
performance appraisals and
identifies the best one for
Magic Graffix.
2,5
Organization
/
Development
20 Percent
The tone is appropriate to the
content and assignment, and
1
paper is written in third
person.
The introduction provides a
sufficient background on the
topic and previews major
0,5
points by introducing each
subtopic.
Paragraph transitions are
present, logical, and maintain
0,5
the flow throughout the
paper.
The conclusion is logical,
flows from the body of the
paper, and reviews the major 0,5
points by summarizing main
points of the paper.
Points
Earned
Points
Earned
X
Mechanics
20 Percent
The paper—including tables
and graphs, headings, title
page, and reference
page—is consistent with APA 0,5
formatting guidelines and
meets course-level
requirements.
Intellectual property is
recognized with in-text
citations and a reference
page.
Sentences are complete,
clear, and concise.
0,5
0,5
Rules of grammar and usage
are followed including
0,5
spelling and punctuation.
timeliness
Total
Availabl
e
13
Total
Earned
0
bric
tudents will need to critically analyze the best solution(s)
e measures that should be put into place.
Additional Comments:
identified interviewing techniques, selection tests, appraisal met
Additional Comments:
Additional Comments:
ues, selection tests, appraisal methods, and other recommendations.
Magic Graffix
A Case Study
You will examine a major HR problem that is common to many companies—attrition. To deal with the
crisis, first you will analyze information, identify HR practices that needed urgent attention, and define
action plans to improve morale.
About Magic Graffix:
About
Magic
Graffix
• $60 Million company
• Desktop publishing and website
development
• In business for three years
• Has 100 employees
*Moving into game development*
The change in business focus has brought about a
significant change in the corporate culture.
You will learn about the challenges the Human
Resources department faces at Magic Graffix. You will
need to understand Human Resource related problems
and analyze effective HR plans to retain and motivate
employees.
Many employees quit or gave their two-week notice.
The HR department needs to analyze and resolve the problem before
Magic Graffix loses any more valuable employees.
On the next few slides review the information
about the company and the tools that can be used
to gather information about attrition. Choose the
best tool needed to analyze the attrition problem.
Business Delivery Department
• Graphics Desginers, Illustrators, Software Programmers, Writers, and Sound Engineers.
Job Details:
• Produces games
• Work together on projects
Attrition Report from last quarter:
• Fifty percent of employees resigned.
Employee Satisfaction Survey (ESS)
• Physical working conditions, projects, responsibilities, authority, work culture, and compensation.
• Anonymous answers.
Is this report ideal for
what the
organization needs?
“What Just Happened?” Report
• Research data collected last year.
• Statistics of all the organizations in the industry and attrition patterns.
• Not customized to Magic Graffix’s needs.
• May contain outdated information.
Is this report ideal for
what the
organization needs?
Installing an Exit Interview System
• Magic Grafix does not conduct exit interviews.
• Whole process will have to be built from scratch.
• Will need to designate people to manage and analyze data.
• Does not cover the problems of employees who are still with the company.
Is this system ideal
for what the
organization needs?
The Human Touch, a consulting firm
• Employee satisfaction and attrition reports of organizations in the industry.
• Information about professional organizations and what motivates employees.
• Will take several weeks to research and collect information.
Is this report ideal for
what the
organization needs?
ESS would be best tool needed to analyze the attrition problem.
Remember, the employees in the Business Delivery department
include Graphics Artists, Illustrators, Software Programmers,
Writers, and Sound Engineers.
These people:
• Work in high-stress situations.
• Seek more creative freedom.
• Seek recognition and the implementation of their ideas.
On the next slide you will see an outline of some
action plans to motivate employees. Analyze these
plans and identify which are most relevant to the
Business Delivery department.
What is Likely to Motivate the Employees in Business Delivery?
What is Likely to Motivate the Employees in Business Delivery?
Business Delivery department would most likely be motivated by:
• Telecommuting
• Mini-sabbatical
• Work-related vacations
• Game credits to developers
• Personal projects
After reviewing the existing compensation structure, findings emphasize
the need for an effective incentive plan to retain employees.
On the next slide you will see a list of incentives.
Review the incentives and identify which are most
appropriate for the Business Delivery department.
Which incentives are appropriate for the Business Delivery department?
T
y
p
e
s
o
f
I
n
c
e
n
t
i
v
e
s
The Business Delivery department would most likely be motivated by:
• Spot Bonuses
• Group Incentives
Congratulations!
You examined a major HR problem that is common to many
companies—attrition.
You analyzed information, identified HR practices that needed urgent
attention, and defined action plans to improve morale.
Credits
HRM Week 3 Magic Graffix Script
Title Slide: In this case study you will be learning about a fictitious company called Magic Graffix.
Slide 2: Every organization has challenges and Human Resource, or HR, problems are the most
important to resolve.
Effective human resource management works with the differences in people, and maximizes each
employee’s potential. This can be done by adopting policies that make people feel valued and by
providing compensation that appropriately rewards their contributions depending on their position.
Slide 3: You will examine a major HR problem that is common to many companies—attrition. To deal
with the crisis, you will analyze information, identify HR practices that need urgent attention, and define
action plans to improve morale.
Slide 4: The company we will be reviewing is Magic Graffix. It is a 60 million dollar company that
specializes in desktop publishing and website development. The company has been in business for about
3 years and has 100 employees. The company is now moving into the field of game development.
Slide 5: The change in business focus has brought about a significant change in the corporate culture.
You will learn the challenges the HR department faces at Magic Graffix. You will need to understand HR
related problems and analyze effective HR plans to retain and motivate employees.
Slide 6: In January, many employees quit or gave their two-week notice.
The HR department needs to analyze and resolve the problem before Magic Graffix loses any more
valuable employees.
On the next few slides review the information about the company and the tools that can be used to
gather information about attrition. Choose the best tool needed to analyze the attrition problem.
Slide 7: The department that you will focus on in this exercise is the Business Delivery department. It
includes Graphics Designers, Illustrators, Software Programmers, Writers, and Sound Engineers.
This department produces games and works together on projects.
We know that last quarter, fifty percent of employees resigned from this department.
Slide 8: One of the tools that could be used to analyze attrition is the Employee Satisfaction Survey, or
ESS. It is a basic survey that will capture information from employees on various issues affecting their
performance and productivity. For example, physical working conditions, projects, responsibilities,
authority, work culture, and compensation. It is anonymous, so employees can answer freely.
Do you think this report is ideal for what the organization needs?
Slide 9: Another tool that could be used to analyze attrition is the “What Just Happened?” Report. It will
contain research data collected from last year. It provides statistical information of all the organizations
in the industry and attrition patterns. It’s not customized to Magic Graffix’s needs. And it may contain
outdated information and so it may not be relevant.
Do you think this report is ideal for what the organization needs?
Slide 10: Another tool that can be used to analyze attrition is installing an Exit Interview System. Magic
Graffix does not conduct exit interviews. So, the whole process will have to be built from scratch. It
would need people designated to manage it and analyze the data. Information from this would not
cover the problems of employees who are still with the company.
Do you think this system is ideal for what the organization needs?
Slide 11: The last tool that could be used to analyze attrition is a report from The Human Touch, a
consulting firm. The firm provides customized reports on employee satisfaction and attrition of
organizations in the industry, as well as information about professional organizations and what
motivates employees. The firm will need several weeks to research and collect information for Magic
Graffix.
Do you think this report is ideal for what the organization needs?
Slide 12: Based on the previous slides, you should have concluded the ESS would be best tool needed to
analyze the attrition problem.
Slide 13: Here is a summary of the ESS Results. The major issues that employees reported were lack of
training, a chaotic work environment, deadline pressures, vague job descriptions, and discontent with
compensation as employees have found it is not comparable with rest of industry.
What was also found through research was that many other organizations do not seem to be facing a
problem with a high rate of attrition.
HR needs to identify practices to be restructured for the department in order to retain employees.
Slide 14: Remember, the employees in the Business Delivery department include creative people such as
Graphics Artists, Illustrators, Software Programmers, Writers, and Sound Engineers.
Through the ESS it has been found that these employees work in high-stress situations, seek more
creative freedom, and seek recognition and the implementation of their ideas.
On the next slide you will see an outline of some action plans to motivate employees. Analyze these
plans and identify which are most relevant to the Business Delivery department.
Slide 15: What do you think is likely to motivate the employees in Business Delivery?
Telecommuting would give employees the freedom to work at their own pace from home. It may also
reduce travel time and costs and reduce the need for relocation and other job changes.
Mini-sabbaticals would help individuals who work in a stressful environment and face deadline
pressures.
Work-Related Vacations would involve holding workshops or project kickoffs in vacation spots with their
families or partners.
Project Completion Bonuses are a good way to keep employees motivated if they seek monetary
rewards.
Slide 16: Here are a few more things that might motivate employees:
Game credits to developers would provide employees an opportunity to see that their ideas have been
adopted and get credit for good work.
Personal projects are great for employees who need to express their individual creativity and don’t mind
working independently.
Contests and merchandise would show appreciation for employees. This would show employees that
their ideas can be implemented.
Employee Assistance Program at Magic Graffix offers employees an external counselor to discuss their
personal or professional concerns.
Out of all of these options, which do you think is likely to motivate the employees in business delivery?
Slide 17: Based on the previous slide, you may have concluded the Business Delivery department would
most likely be motivated by: Telecommuting, Mini-sabbaticals, Work-related vacations, Game credits to
developers, Personal projects.
Slide 18: In June, HR began reviewing the existing compensation structure. The findings emphasized that
there is a need for an effective incentive plan to retain employees.
On the next slide you will see a list of incentives. Review the incentives and identify which are most
appropriate for the Business Delivery department.
Slide 19: These are the types of incentives HR has researched.
Individual incentives can be a Skills-Based Pay or a Pay-For-Knowledge type of structure, where acquired
skills or tasks determine employee compensation. The company would base this on a predetermined
level of performance as a motivator.
Spot Bonuses would be dependent on individual performance during the project. This type of incentive
might enhance performance.
Group Incentives are for a competency-based pay structures. This incentive motivates a team to work
toward a common goal. It can work especially well for goals that cannot be achieved through one person
and for measuring performance based on achievements.
Lump Sum Merit Awards are paid through annual merit-based salary increases and need to be earned
each year. This incentive rewards individual contributions. It can be used for measuring performance of
the group and individual achievements.
Which incentives do you think are appropriate for the Business Delivery department?
Slide 20: Based on the previous slide you should have chosen these incentives for Business Delivery:
Spot Bonuses and Group Incentives.
Slide 21: Congratulations! You’ve completed this exercise. You examined a major HR problem that is
common to many companies—attrition.
Throughout this exercise, you have been exposed to some of the most sensitive and challenging issues
any HR Manager encounters. You analyzed information, identified HR practices that needed urgent
attention, and defined action plans to improve morale.

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