ou are facing 10 different issues raised by circumstances and various members of your organization that each concern these pay structures. Please specifically discuss how you would successfully address each of these 10 different issues.

9. A presumption of market pricing is that if you have employees occupying jobs in a pay grade who perform their tasks within the normal range of competency that you would expect to find elsewhere in the market you would expect to pay as many people less than the midpoint as are paid more than the salary midpoint. What factors do you think lead approximately half the employees in a pay grade to be above the range midpoint and the other half of the employees to be below the range midpoint?

10. You are planning to promote an individual from a Human Resource Associate position to a Human Resource Analyst position. In the HR career ladder in your organization, the Human Resource Analyst position is in the immediate pay grade above the Human Resource Associate position. In your organization, a promotion does not necessarily result in a salary increase. The general practice, though, is to provide a promotional increase of between 5 and 10 percent. Factors that influence whether a pay raise will be allocated following a promotion include the individuals qualifications and performance, the salary level and salary range of the new position, the pay of other employees performing the work in the HR unit and the organizations fiscal resources. As a practice, your organization strives to balance promotional increases so that they are large enough to motivate employees to seek promotions but also avoid internal inequity problems. A strategy for remedying any inequity with other employees should be developed if there is a potential internal inequity problem.

The organizations current financial situation is not strong with limited merit, promotional or equity adjustment resources available. The promoted individual has received outstanding performance appraisals in their role as a Human Resource Assistant and is currently earning $42,765. The range midpoint for the Human Resource Assistant pay grade is $40,350 and the range maximum for the Human Resource Assistant job is $45,170. The range minimum for the Human Resource Analyst pay grade is $39,150, the range midpoint for the pay grade is $51,590 and the range maximum for the Human Resource Analyst pay grade is $65,911.

There are three other employees currently serving as Human Resource Analysts. Two of these Human Resource Analysts received satisfactory performance appraisals as Human Resource Analysts and are currently earning $43,576 and $45,015 respectively. The third Human Resource Analyst received an outstanding performance appraisal and is currently earning $58,000.

What is your recommended pay for the Human Resource Associate that is being promoted to the Human Resource Analyst position? Justify your reason for this pay figure. How would you remedy any issue of internal inequity that may occur based on your recommendation?