Salary Administration - in a case study format. You have been hired as a compensation consultant to review the compensation process/system within the company and make appropriate recommendations to the owner. You must defend any recommendations made and identify the benefits the company is expected to enjoy. Include any assumptions that impact your recommendations. You must answer in the first person being careful not to quote the text per se but to reference as appropriate. Grammar and spelling are important. Write in a report format. Marks: 80 Salary Administration - Design a total compensation package for the following company. Defend your decisions by describing the impact or intended outcome of each component of the plan. Describe why you believe the compensation plan will be successful in achieving its goals. Company Profile: T-Man industries is in the manufacturing industry producing a variety of parts for the armed forces: navy, marines and space industry. These parts are standard in these industries. T-Man Industries could be described as a defender. The company however is facing a plateau in terms of market penetration especially since the end of the cold war and the reduction of the space program. The company is non-union and is considered fair by its staff though not necessarily dynamic. T-Man has about 2000 employees and is located in Burnaby. T-Man experiences the industry average in staff turnover, about 10% per year. Current Business Issues: 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 its industry base utilizing R&D and enter into new markets. Capture 2% of the new market share. 2. Maintain current market share for industrial products. 3. Attract leading scientists to its R&D division. 4. Develop a corporate culture that supports and promotes teamwork. 5. Streamline manufacturing operations so that it is running at optimal efficiency. 6. All staff understand the complexities and costs associated with running the business. 7. Continue to improve on existing manufacturing techniques and product quality. 8. Attract strong sales persons for the new industry. 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. Average age 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. Average age: 50. 50% married with children but children are not living at home. 4. Marketing staff: medium education, some college/university. Average age range 30-40. 50% are married, 50% of those married have children. 5. Manufacturing staff: minimal or no education. Average age 28, majority are unmarried. 6. Average tenure: 10 years.