Executive Summary

This study looks at the issues of position bias and equitable compensation at Guyana Water Inc. As a result, the company's focus shifted towards immediate recruitment needs rather than addressing long-standing issues of pay equity and position prejudice. This diversion of resources and attention may have further exacerbated existing disparities within the organization, potentially impacting employee morale and overall workplace dynamics. This lack of attention resulted in recurring issues that could have been avoided with a thorough analysis. It is crucial to allocate resources and time towards understanding the problem's underlying factors to implement effective preventive measures. Employees' abilities and efforts were not properly compensated, since the majority of efforts were focused on hiring new staff to fill the vacancies. This imbalance in compensation led to a decrease in employee morale and job satisfaction. As a result, the existing employees felt undervalued and their productivity suffered, impacting overall company performance. Neither did Guyana Water Inc. make an effort to address the reasons given by departing staff nor inquire as to what could be done to increase productivity. Addressing the pay plan is crucial as it not only impacts employee satisfaction but also affects their motivation and commitment to the company. Without a fair and competitive pay structure, talented employees may seek opportunities elsewhere, leading to higher turnover rates and the need for constant recruitment and training. Additionally, overlooking the pay plan issue may create a negative reputation for the company, making it harder to attract top talent in the future. This research showed that the company's reaction to compensating engineers was inadequate and might eventually hurt the company's productivity levels and result in high turnover costs. To address the problem, a number of guidelines and recommendations were offered, including stepping up efforts to get employees compensated for their work load, qualifications and experience. They could consider incorporating performance-based incentives and bonuses to motivate employees and reward high performers. Additionally, HR may also explore implementing a comprehensive benefits package that includes healthcare, retirement plans, and flexible work arrangements to attract and retain top talent.

Complete the following (not in point form , just like a final paper)

1. Issue Resolution Challenges faced in addressing this issue

2. Reasons why the organization has not fully addressed the issue

3. What actions have been taken to address the issue?

4.Recommendations Benefits to be Realized: