Revised Salary Structure
| Position Title | Revised Pay Rate |
| First partner | $150,000 per year |
| Second partner | $150,000 per year |
| Third partner | $150,000 per year |
| Lead software designer | $125,810 per year |
| First software designer | $125,810 per year |
| Second software designer | $125,810 per year |
| Third software designer | $125,810 per year |
| Fourth software designer | $125,810 per year |
| Fifth software designer | $125,810 per year |
| Sixth software designer | $125,810 per year |
| Human resources manager 1 | $124,340 per year |
| Brand manager | $99,100 per year |
| Operations supervisor 1 | $57,450 per year |
| First IT technician | $25.75 per hour |
| Second IT technician | $25.75 per hour |
| Third IT technician | $25.75 per hour |
| Administrative assistant one-billing | $24.50 per hour |
| Administrative assistant one-general | $24.50 per hour |
| First customer service representative | $17.84 per hour |
| Second customer service representative | $17.84 per hour |
| Third customer service representative | $17.84 per hour |
| First product sales representative | $17.84 per hour |
| Second product sales representative | $17.84 per hour |
Justification of Placement and Salaries
Brand Manager
The salary of the new brand manager is $99,100 per year, and it equates to the median salary of an advertising and promotions manager. The rewards research survey contains information regarding different pay amounts indicating the minimum, median, and maximum figures. Even though the brand manager is a new hire, he or she will receive the median salary for an advertising and promotions manager due to his or her high qualifications including five-plus years in terms of marketing management experience and three-plus years in a market leader role. Based on the principles of internal equity, the experienced individuals should be paid higher than those at the entry-level. The pay structure of the advertising manager has been used as a reference for the new brand manager's compensation due to the similarities between the job responsibilities of the two positions. The advertising and promotions manager position requires the individual to plan and direct advertising initiatives and policies. Similarly, a key responsibility of the brand manager is to plan and control the implementation of promotional activities, for instance, print, digital, direct mail, and signage activities. Both positions require the individual to plan and direct the marketing activities of the entity. In this regard, the brand manager will be placed below the human resources manager.
Delegate your assignment to our experts and they will do the rest.
Product Sales Representative 1
The salary of a new product sales representative is $17.84 per hour. The figure is equal to the median salary paid per hour paid to a customer service representative. The product sales representative will be paid the median amount since he or she has three-plus years in terms of product sales exeprience. Based on an assessment of the different job responsibilities of all the different positions in the market rewards survey, the job description of the customer service representative has the highest similarity to that of a product sales representative. Both individuals are required to interact with the customers in providing them with in-depth information regarding the entity's products and services. The product sales representative will be placed last on the list.
Product Sales Representative 2
The second product sales representative, who is also an experienced individual, will earn a similar amount to the first product sales representative to preserve the principles of internal equity.
Pay Grade and Ranges Table
| Pay Grade | Positions | Minimum | Midpoint | Maximum |
| 4 | Partner 1, partner 2, and partner 3. | 150,000 | 200,000 | 250,000 |
| 3 | Lead software designer 1, first software designer, second software designer, human resources manager 1, brand manager, third software designer, fourth software designer, fifth software designer, and sixth software designer. | 95,000 | 135,000 | 175,000 |
| 2 | Operations supervisor 1, administrative assistant 1 general, administrative assistant 1 billing, first IT technician, second IT technician, and third IT technician. | 50,000 | 80,000 | 110,000 |
| 1 | First client service representative, second client service representative, third customer service representative, first product sales representative, and second product sales representative. | 20,000 | 40,000 | 60,000 |
Strategy
None of the original strategies are outside the new pay grade and ranges. However, assuming salaries are outside the pay ranges, I would revise the compensation structure by increasing the pay to ensure the entity’s pay equals the compensation for comparable positions in the market. I will also revise the job descriptions to increase the quantity and quality of the tasks carried out by the workers to ensure the increase in the salaries is justified.
Pay Grade Justification
The entity will utilize four pay grades to ensure it can track them easily in light of the expected changes over the next year. The four pay grades will enable the software company to implement effective decisions regarding internal alignment, given the projected increment in the number of employees (Fallon Jr & McConnell, 2013) . The managers and software developers report to the partners and, in this sense, are in the same pay grade to ensure internal equity. In terms of attraction and retention, the chosen pay grades and ranges will enable the entity to attract new hires since they are able to identify both the internal and market value of every position (Tsai, 2018) . Candidates will be attracted to the firm since the pay grades permit it to oversee employee compensation effectively. In addition, there is guaranteed pay equity and alignment to business goals.
Recommendation and Justifications
Recommendation 1
For pay grade 4, which comprises the entity's partners, it is recommended that incentive plans be offered as the primary variable pay option. The partners can be awarded cash rewards after meeting particular business results.
Justification 1
The cash givings will motivate the partners to deliver impressive business results while allowing them to manage employees effectively.
Recommendation 2
Recognition programs are recommended for the employees in the second-level pay grade. Gifts can be given to outstanding employees in this category.
Justification 2
The gifts and rewards will enable the employees to feel appreciated, and in such a scenario, their level of productivity will increase.
Recommendation 3
The employee in the first pay grade will be provided with bonuses in the form of profit-sharing plans.
Justification 3
The bonuses will encourage low-level employees to be invested in the company. The profit-sharing plans will guarantee their buy-in by allowing them to benefit from the entity’s profits (Griffin, 2016) .
References
Fallon Jr, L. F., & McConnell, C. R. (2013). Human resource management in health care . Jones & Bartlett Publishers.
Griffin, R. W. (2016). Management . Nelson Education.
Tsai, M.-S. (2018). Attracting and retaining millennial workers in the modern business era . Hershey, PA Business Science Reference.
