Motivating and Compensating Employees Stimulation

...

the skills, abilities, and aptitudes can be classified as either paper or pencil tests or job sample tests. The work test is a sample of behavior that can be used to predict future performance in comparable work situations. It is also a tool that provides supplementary information related to skills that may be hard to to assess in other ways. Work tests may be made up of such things as written work, computer tests, presentations, role plays, in-basket exercises and other exercises that test for an applicants speed, skill, accuracy and dexterity at manual tasks. Work tests have rather high validity between 40% and 50%. Due to the fact that they involve the practical application of skills, they can be very functional in providing objective information to even out the subjective experience of the interview. Work tests can be used only with applicants who know the job or have been trained for the occupation or the job so are a suitable evaluation tool for fundamental selection criteria” Work tests, n.d.).

Performance appraisals

A performance appraisal can help Magic Graffix enhance employees work performance by assisting the employees to discern their skills and dedicate them to the company’s mission and goals. Three performances appraisals that Magic Graffix can use include management by objective (MOB), 360-degree appraisal, and BARS. “Management by objectives is an approach in which a balance is sought between the objectives of employees and the objectives of an organization. According to management by objectives, objectives should be unmistakably identifiable at all levels and everyone should know what their responsibilities are in this” (Vliet, 2014). 360-degree appraisal has to do with feedback of the manager, supervisor, team members and any direct reports. In this method of appraisal, employees complete profile has to be gathered and evaluated Additionally to evaluating the employees work performance and technical skill set, in depth feedback is collected of the employee. Behaviorally anchored rating scales (BARS) is a scale to rate the performance of an employee on various levels. BARS concentrates on behaviors that are predetermined to be vital for finishing a job task or doing the job in the proper way. The managers can use this method to address poor performance and to help manage change and the employees will know where they have to tweak their knowledge and they can gain improvement by knowing their job description and the requirements of the job. This method is the best tool to use at Magic Graffix because it allows corrective measures to be achieved.

Conclusion

Magic Graffix employees are a major asset to the company and the employees are different in various ways and the key is to manage these differences and HR is responsible to pay attention to issues so that each employee can maximize their potential and the organization will be able to maximize their effectiveness. Magic Graffix needs to incorporate appropriate interviewing techniques. Selection tests are needed to help employees to understand what skills they need in order to be hired. Performance appraisals can help Magic Graffix enhance employees work performance by assisting the employees to discern their skills and dedicate them to the company’s mission and goals.