2) As a general question; when do you start to consider changing your staff members?
Edit: Some numbersI suggest changing a staff when his current salary is greater than the weekly average of the total money that you will give him.
For example, suppose you got a level 5 trainer with $16,140 salary and a bid of $616,800.
After one week, his salary is $16,140 * 1.02 = $16,463. If you were to replace him after one week, the weekly average you will pay him is ($616,800 + $16,140 + $16,463) / 1 week = $649,403. You pay the current salary as severance fee. Since $16,463 < $649,403, you keep the staff.
After two weeks, his salary is $16,463 * 1.02 = $16,792. If you were to replace him after two weeks, the weekly average you will pay him is ($616,800 + $16,140 + $16,463 + $16,792) / 2 weeks = $333,097. Similarly, $16,792 < $333,097 so you keep the staff
Continuing this, we achieve the
optimal holding time after 47 weeks. Here, his current salary will be $16,140 * (1.02)^47 = $40,936.58 while the average amount you will pay him is ($616,800 + $16,140 + $16,140*(1.02) + $16,140*(1.02)^2 + ... + $16,140*(1.02)^47)/ 47 weeks = $40,373.74. Now, his current salary $40,936.58 is greater than the average amount, so you may find another staff.
The idea for this rule is while the current salary is lower than the average, the average goes down per week which makes your staff more worth it. On the other hand, if the current salary is higher, then the average amount you pay him continuously goes up so the staff is not worth it anymore.
A better strategy is to allow changing your staff before the optimal holding time if you find another whose weekly average at the optimal holding time is less than the weekly average of your staff currently. But you need a lot of time constantly looking at the staff market so this may not be feasible.
Last edited by Greedy at 03/03/2017 11:11:20