Climate change

Compensations and Benefits

Institution

Name

Tutor

Course

Date

In every project, there should be a project charter in which it can act to provide the mission statement for such a project. In this regards, the statement seeks to describe the role and the responsibility of each of the staff who are included to carry out such project. Consequently, the project charter seeks to identify the key stakeholders of the project as well as the levels of their authorities. Therefore, it describes that such stake holders provide the blueprint regarding the project which is being undertaken as well as the future projects of the organization. This charter as well is deemed to be very crucial since it helps in carrying out the initiatives touching on the customer relationship management.

As the human resource manager, I am responsible for coming up with the plan meant to revamp the compensation plan and benefits package. In ensuring that I do a very good job, I have to ensure that I come up with what it is expected and thus communication will be the main task so that no kind of miscommunication is experienced. Keeping in mind that the compensation plan had to be beneficial to the managers to ensure that they get the most out of it, I will ensure that I understand also the needs of all the managers before embarking on implementation (Muiruri, 2014).

By revamping the compensation and the benefit package for the employees, there will be a possibility that the employees will be very more productive and efficient since such plan will fit to their current working conditions. These plans will be such effective since the current company conditions lacks the direct compensation plans for the employees. These as well seek to put into consideration the performances of the employees which will encourage them to work towards getting their appraisal tokens. This generally will boost the morale of the employees regarding theirworks.

Consequently, I will ensure that the plan entails every form of the compensations which are available. For instance, the salaries, wages, the bonuses and the merit increase together with the overtime charges allowable to the employees. The profit sharing as well will be included in the plan. In addition, I will put in place a policy which will show the number of the working hours and the overtime compensations programs for each to understand. The vacations and the sick leave as well will be included in the plan. Most importantly, the salary will be mainly based on the jobs titles and the qualifications as well as the job descriptions of an individual. Notably, a compensation plan ought to be a motivating factor to the employees since they will be rewarded according to their efforts. In this regards, being the human resource manager, I will come up with this plan and present it before the stakeholders so as to analyze it and possibly approve the project.

The goals of the project is to create a compensation plan which will indubitably be very beneficial and sustainable with consistencies to the company which in turn will motivates the productivity levels of the employees and the most importantly supports the positive working environment for the employees which will lead to the reinforcement of the work efficiency of the employees. The plan will as well incorporate the feedbacks which are derived from the direction and how the compensation plan benefits ought to be practices and function. In this regards, the plan will seek to incorporate the plan and provide the directions on how such compensations will be carried out. As well, it entails the manageable benefits together with the actions which are deemed to be easily adjustable (UCL - SSH/IMAQ/CORE - Center for operations research and econometrics. et al 2011).

In this plan as well, it will involve the recommendation of the compensations and the benefits which will also indubitably contributes to the continuity as well as the consistency of the employee’s competence with the company activities. Besides this, the plan will also put into consideration the core values of the company and the performance records which can be able to define the eligibility for a new plan of compensation to be adopted when needs arises. In order as well for the system to be effective, the design of such a plan which will be flexible and thus will adapt to the new systems. It as well ought to incorporate the implementation and the benefits of such system.

It is worth noting that the benefit and the compensation plan system ought to focus mainly on the employees as well as their competencies and the productive results and not the popularity as well as the personalities. Moreover, the objectives ought to emphasize on the magnificent benefits versus the salaries which are to be paid to the employees. Consequently, the governance together with the system design should include the various levels which are to be based when it comes to compensation packages which should entail the scrutiny of the employee’s scrutiny of the managers who are responsible for implementation of the project (Cartano, 2012).

Moreover, the system ought to adhere to the labor unions specifications since it is committed to improving the workplace safety for both the employees and the senior managers. In this regards, there will be a thorough consultation with the workers representatives especially from the leaders of the labor unions so that an agreement will be effective and the legislations put in place. The system as well will seek to review and most importantly to integrate the medical cares and the wage replacements for the employees as depicted by the government gazette.

In this regards, before grafting the new system, there is a need for the team to review the requirements for the rehabilitation so as to incorporate such requirements and ensure that everything which is required is in place before the implementation of the system. Therefore, the effectual workers and the benefits of the compensation systems ought to outline the applicable legal requirements which ensure that the plan is valid. This implies that the plan ought to follow the laws which are in place to avoid unnecessary liabilities.

The benefits of making the changes to the compensation systems is to ensure that there is an active linkage which will exist between the effectual systems and the systems which are found in the human resource departments. This comprises of the performance management which will seek to ensure that the performance of the duties are in accordance to the policies of the company. As well, it seeks to recognize the rewards and compensation systems for the employees who have carried out their duties satisfactorily.

The implementation of such plan will entail the charter outline together with the parameters which as well include the articulated goals and the benefits of the compensation package. The team will first meet the management of the company and then review the plan and approve the project which will lead to the outlining of the scope of the project. The team will then review carefully the aspects as well as the compensation which will lead to the design of the appropriate program of compensation. The team will then present further recommendations of the proposed compensation system to the management and the sponsors of the project (Zimmermann & Kritikos, 2015).

The communication plan will entail the team leaders together with the members who are responsible for implementation of the project to be conscientious with regards to their periodic reports to the management and the sponsors. The plan in this regards will describe the way in which the team members and the stake holders together with the relevant personnel will communicate throughout the project. This will allow both the sponsors and the management to provide the tools which are deemed to be very beneficial to the successful implementation of the project.

Communication which will be done outside the team will entail the verification of the team members and the sponsors of the project. In this, they will be able to assist each other in timing the communication with regards to the related information with the other outside members who are interested in the project. They as well will help the team members to inform each other on the projects and the feedbacks as well as the communication of the potential issues and the input ((United States & United States, 2012).

There are various risks and assumptions which are put into use while undertaking the implementation. The principle which is based on the team trying to come up with the comprehensive system which is updated and address various different employees need. The factors which are considered address the different employees which are deemed to be improving the benefits of the compensations. Notably, the increasing benefits of the employees as well as with such compensations are deemed to improve their levels of productivity is an ultimate assumption.

The break down structure will look like this;

		Duration	predecessors
1	Project Commencement
1.1	Developing situational analysis	5 days	1.1.1
1.2	Developing plans goal	2 days	1.1.2
1.3	Developing deliverables	10 days	1.1.3
1.4	Developing plans and guidance of the process	2 days	1.1.4
1.5	Developing scope	5 days	1.1.1.1
1.6	Developing schedule	6 days	1.3
1.7	Developing communication plan	15 days	1.1.7
1.8	Developing endorsement statement	10 days	1.8
2	Project execution	25 days
2.1	Analysis Phase	8 days	2.1
2.2	Design Phase	9 days	2.1
2.3	Validation Phase	10 days	2.3
2.4	Deployment phase	17 days	2.4
2.5	Completion Phase	2 days	2.5
3	Project closeout	1 day	3.1.1

References

Cartano, D. J. (2012).  Taxation of compensation and benefits.

Muiruri, C. (2014).  The effectiveness of the balanced scorecard in strategy implementation at Kenya Wildlife Service [MBA Thesis].

UCL - SSH/IMAQ/CORE - Center for operations research and econometrics, Leroux, Marie-Louise, Pestieau, & Pierre. (2011).  The political economy of derived pension rights. Springer New York LLC.

United States, & United States. (2012).  Broward County water preserve areas project: Comprehensive Everglades restoration plan, central and southern Florida project, Broward and Miami-Dade counties: communication from the Assistant Secretary of the Army, Civil Works, the Department of Defense, transmitting a comprehensive restoration plan.

Zimmermann, K. F., & Kritikos, A. S. (2015).  Evidence-based Policy Making in Labor Economics: The IZA World of Labor Guide 2015. London: Bloomsbury Publishing.