Answer Happy

Salary Administration - in a case study format. You have beenhired as a compensation consultant to review the compensationprocess/system within the company and make appropriaterecommendations to the owner. You must defend any recommendationsmade and identify the benefits the company is expected to enjoy.Include any assumptions that impact your recommendations. You mustanswer in the first person being careful not to quote the text perse but to reference as appropriate. Grammar and spelling areimportant. Write in a report format. Marks: 80 SalaryAdministration - Design a total compensation package for thefollowing company. Defend your decisions by describing the impactor intended outcome of each component of the plan. Describe why youbelieve the compensation plan will be successful in achieving itsgoals. Company Profile: T-Man industries is in the manufacturingindustry producing a variety of parts for the armed forces: navy,marines and space industry. These parts are standard in theseindustries. T-Man Industries could be described as a defender. Thecompany however is facing a plateau in terms of market penetrationespecially since the end of the cold war and the reduction of thespace program. The company is non-union and is considered fair byits staff though not necessarily dynamic. T-Man has about 2000employees and is located in Burnaby. T-Man experiences the industryaverage in staff turnover, about 10% per year. Current BusinessIssues: Total market penetration of its manufacturing division: 25%market share. Total market is $100 million per year. Defender.Goals for current year: (In no specific order) 1. Diversify itsindustry base utilizing R&D and enter into new markets. Capture2% of the new market share. 2. Maintain current market share forindustrial products. 3. Attract leading scientists to its R&Ddivision. 4. Develop a corporate culture that supports and promotesteamwork. 5. Streamline manufacturing operations so that it isrunning at optimal efficiency. 6. All staff understand thecomplexities and costs associated with running the business. 7.Continue to improve on existing manufacturing techniques andproduct quality. 8. Attract strong sales persons for the newindustry. 9. Become leading edge in it's R&D division -bringing 3 new products to the new market in the current year.Current Staff Profile: 1. Support staff: minimal education. Averageage range; 25-35. Majority of staff are married without children.2. Research staff: highly educated. Average age range: 35-45. 50%are married with children. 3. Executives: highly educated. Averageage: 50. 50% married with children but children are not living athome. 4. Marketing staff: medium education, somecollege/university. Average age range 30-40. 50% are married, 50%of those married have children. 5. Manufacturing staff: minimal orno education. Average age 28, majority are unmarried. 6. Averagetenure: 10 years.