recent college graduates to fill lower-level positions, Motors and More can sponsor a class or program at these schools to attract new talent. InterviewsAfter applicants have passed the preliminary screening, therefore qualified based on education, work experience, and skills listed in the application and resume, they will move forward into structured interviews. This will give all applicants the same questions to answer, and there will be less chance for there to be bias when choosing applicants to move forward. Retainment The Specifications to retaining the best and brightest employees will come from certain programs along with incentives once hired. Motors and More Inc. will focus on partnerships with local High Schools and Colleges to recruit new graduates and Interns which will help develop new workers once hired. The Leadership will push the "Promote from Within" campaign to retain the best and brightest of employees aswell as offering incentive pay after remaining in certain time durations. Certain job classes will receive special pay depending on the nature/hazard of the job. Motors and More will also offer bonuses for ideas leading to improvements throughout the business aspect.AssessmentsPerformance evaluations will be held annually to determine how well an employee is doing. This will be for both management and lower-level employees. There will be three parts to the performance evaluations: self-evaluation, peer-evaluation, and supervisor-evaluation. This 360-degree evaluation will help provide a full perspective of each employee's strengths and weaknesses, as well as increasing self-awareness. [ CITATION OKe18 \l 1033 ] The assessments will focus on dependability, quality and quantityof work, initiative, and other traits related to their specific area within the company. Once assessments arePage 8
MBA 533 – Human Resource in Management – Comprehensive HR Projectcompleted, employees will have access to the completed evaluation as well as anonymous comments from co-workers so that they can see for themselves how their peers perceive them in the workplace.Motors and More, Inc., Compensation PlanMotors and More needs to grow tremendously. Since they are in a small town they must offer competitive pay and benefits to attract talent. Their headquarters in a town of 28,000 people with an unemployment rate of 3.1% gives them a small labor pool. They are forced to attract from other towns and attract currently employed skilled workers. Building a relationship with the local technical school and community college is essential to attract new young talent. The President is a veteran and patriot which he should use as an advantage to offer employment programs for veterans. There is also a need to tap into the Hispanic and Kurdish population in the community. To attract this diverse talent a compensation plan must include ways to give them compensation for their unique skillset.