HRM: Analyzing Job Analysis, Assessment and Compensation Plans

This report explores the intricacies of Human Resource Management (HRM), specifically focusing on job analysis, assessment, and compensation plans within the context of contingent workers. It highlights the differences between permanent and temporary employees, emphasizing how these differences impact work quality, commitment, and overall company productivity. The report discusses the challenges associated with designing compensation plans for both core and contingent employees, addressing the potential conflicts arising from their co-existence in the workplace. It underscores the importance of distinct job assignments for both types of workers to maintain efficiency and performance. The report also references the work of Noe, Hollenbeck, Gerhart, and Wright (2017) to support its analysis.

Running Head: HUMAN RESOURCE MANAGEMENT
HUMAN RESOURCE MANAGEMENT

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HUMAN RESOURCE MANAGEMENT
Job analysis and assessment
It has been observed that the contingent workers are generally termed as temporary workers,
seasonal employees, contract workers, and interns. On the other hand, full-time employees
are mainly permanent workers in a company. The main problem in terms of designing the
compensation plan is the bonus or the variable that is quite important since designing is most
often a challenge for the HR managers that consist of both core and contingent employees.
The main problem takes place when temporary as well as the permanent workers work in a
similar location as that would lead to the conflict of their identity and problems relating to
efficiency and competition. Furthermore, permanent employees are always quite serious
about their job as they know they will be staying in the company. However, the contingent
workers know that their job will be getting over after a certain point of time so they tend to be
quite indifferent towards their work and it affects not only the productivity but also the
company as a whole. It does matter when a similar job is done by both permanent and
contingent workers. The core workers tend to complete their entire job with dedication and
perfection whereas the contingent workers do a rough job. Therefore, throwing light on the
above-mentioned discussion it can be said that the work deliverables tend to differ and this
particular thing leads towards the differences in quality in terms of the work (Noe, J. R.,
Gerhart & Wright, 2017).
As discussed earlier it has been observed that the contingent workers have less amount of
commitment towards their job as there are no such evaluations. However, for the permanent
workers, they have their own evaluation and appraisals which tends to be affected in their
work. The contingent and core workers should not be assigned with a similar job although
they can work on the same location.

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References
Noe, R. A., Hollenbeck, J. R., Gerhart, B., & Wright, P. M. (2017). Human resource
management: Gaining a competitive advantage. New York, NY: McGraw-Hill Education.