Maximizing Employee Productivity With PHRM: A Solution to Compensatory Shortcomings - Essay Sample

Introduction

Human resource managers are continually required to implement remedies to the shortcomings of current pay and benefits environment. Over the past decade, economic discrepancies have necessitated the ability of human resource managers to employ a qualified human resource with limited resources. Countering this challenge is one of the reforms of public human resource management (PHRM) targeted to adopt compensation to improve productivity. As such, the paper strives to offer a solution to the current debate in the United States as to whether America should adopt and authorize a given amount of paid time off (PTO) to its Labor as done by other countries in the world.

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Responses From the Debate

The United States should adopt and authenticate the paid time off annually as done by other European countries to promote the dignity of human resources. This will serve as an in-built motivational strategy that, in turn, inculcates a culture of innovation and creativity among employees. Thus, the productivity of the labor, the overall performance of an organization, and the economic growth of a country become a norm. The duration of off duty should, however, be standardized depending on the nature of the leave and organizational policy.

Compensation Plan in the Video and the Article

In an abroad perspective, the video supports the detailed information contained within chapter six of Battaglios' article. Such a conclusion is derived by explaining the focus of the article, and the video as far as building a compensation plan is concerned.

The video categorizes the functional compensation plan steps into three broad aspects through employing the use of different terms as done by the article, such include, internal alignment, external competitiveness, and compensation management.

Secondly, the description of the concept of job analysis by both the article and the video is in a consensus. For instance, the article describes job analysis as the process by which a workers' gap is analyzed to denote the skills required to perform a particular job. On the other hand, the video treats such a concept as a system process of collecting information relevant in determining similarities and differences in work.

The major theme in the article and the video are similar. The two are cognizant of formulating best pay structures and managing compensation plans in both public and private institutions.

From the short video, the essential step is categorized below the internal alignment, which determines payment comparisons among jobs or skill levels within a single organization. Therefore, job analysis dominates as the primary step in formulating compensation plan as it involves the creation of positions which eventually necessitates the occurrence of other steps. That is, it the foundation of public sector compensation.

Similarly, devoid of a confined job analysis method, organizations will be incapacitated to maintain competitive compensation and workforce planning. From the review of the article and the video, the non-impactful step that an organization could operate without is that of job evaluation, the systematic process of identifying the relative worth of jobs. This is the case as the organization would continue to exist without actual consideration of ranks and hierarchical administrative positions. The vital steps of job analysis and compensation plan still sail through without evaluating the worth of any job.

Conclusion

Economic discrepancies overtime has culminated into human resource managers engaging unqualified human resource with limited resources. Job analysis is an essential step in building a compensation plan. Job Analysis employs the collection of job-related information through observation and interaction with employees as they undertake their daily undertakings.