6 pages

HUMAN RESOURCE PROJECT PLAN 2

Human Resource Project Plan

Safinia M. Neely

Professor Stephen Castellese

HRM 517: Managing Human Resource Projects

May 10, 2018

Human Resource Project Plan

Abstract

This paper explores a project charter to revamp the compensation and benefits packages for employees of COA. It will provide a useful communication strategy to narrow down resistance to change and receiving buy-in from the project team. Thus, hopefully, get everyone on board and assisting the stakeholders to become engaged and approve the need for improvement of the current compensation and benefits package. Also, the paper will define the scope and provide a diagram of a work breakdown structure (WBS).

Project Charter

The project charter is significant to the success of a project, transforming agreements and facts into a documented project management approach. The production begins to organize and document a project's necessity and projected conclusions at the beginning of the project management process and provides evidence on how to make sound decisions concerning the project (Hayes, 2000). Such a planning document sometimes named project overview or project contract contains a declaration of the objective and course of the plan, as well as further information concerning the project’s environment (Lewis, 1995a). 

COA will use the project charter to identify an authorization to move forward with the task. The project proposal is the primary element to review business goals, which include cost, time and quality aspects; assumptions and constraints that led to the decision to launch the project (Bonnal, Rauser 2017). Consequently, every project should have a charter that examines the nature and scope of the work and management’s expectations for outcomes. An agreement is a concisely written document containing the following: name of the project’s sponsor; project’s benefits to the organization, a brief description of the objectives, expected time frame, budget, and resources available, and the project manager’s authority (Project Needs a Charter, 2016).

The organization, COA need to refurbish the compensation and benefits package of its company. It is the newly appointed human resources director’s task to ensure this project is successful. For the organization to perform with effectiveness the compensation and benefits system has to receive an update. Restructuring the system will create a more productive and efficient working environment for the employees and furthermore attract the best talent to the organization. The human resource manager has the responsibility to provide a comprehensive compensation, and benefits package; it is essential to the welfare of all employees of the organization.

Accordingly, the manager analyzes the wages and salary to understand how individuals build wealth and secure economic well-being. The basics of payment such as medical benefits, stipends, meals and lodging, pensions, 401K, wellness memberships and rewards programs not reported as income. However, these fringe benefits can suggestively improve wealth and economic well-being (Casteel, 2013). Although the company offers the average benefits package obligated from labor laws, it is not enough to stimulate and engage the employees. The new plan must outline rewards, recognition alone with compensation and insurance benefits.

Statement of Work

This project determines to provide COA with a stable, comprehensive compensation and benefits packages that meet the needs of the company ’s mission of providing the highest quality benefits package for the workers. The human resources manager is dedicated to the achieve the best options that assist the companies’ development of the new benefits package. Hence, receiving positive outcomes and responses needed from the workforces.  The conclusion of the project will result in new technology and practice, meeting the needs of multiple users.  The system developed will support the needs of the employees and will facilitate performance accountability and recognize employees while maximizing the organization's goals and values.

Agreements and Goals

· Implement a proven, integrated, and reliable, comprehensive compensation and benefits package to meet the needs of our workforces.

· Provide technological tools for staff to perform their jobs safely, effectively and efficiently.  

· Improve efficiency of work task. 

· Implement a system that is binding by integrity and transparency

Milestone Schedule

When the team is preparing to conduct the implementation of the new system of compensation and benefits package, all individual components of the project lifecycle should be recorded. It is imperative that the project sponsor utilize the necessary means to track and record all aspect of the project. For example, use a Gantt Chart to assist with monitoring the milestones (Anthony, 2018).

Deliverables

· Design a flexible compensation and benefits system.

· Outline appropriateness for the new system of compensation and benefits contingent on the performance, values, and policies of the company.

· Project a system of compensation and benefits that support equality capabilities with eminence performance within the organization.

Assumptions

Accordingly, to Kloppenborg the meaning of assumptions; factors in planning purposes, that is measured to be real, real, or positive without proof or demonstration (p.89). Also, circumstances that are anticipated to occur during the project life-cycle.

Indirect Cost: The company may incur some indirect costs while building a new compensation and benefits package, which are apart of the project’s cost assumption. Unintended expenses potentially paid directly from the project’s funding. Subsequently, secondary charges comprise organizational salaries, office supplies, and technological system.

After assuming the charge for incidental expenses managers review the business’actual subsidiary expenditures and create a component to assign for indirect costs. Therefore, it is essential to examine all assumptions, because circumstancing interchange from project to project. The organization anticipated schedule is stated to be operable in the fiscal year 2019. The first phase of this project is technical meetings and a feasibility study of implementation. The core team will make decisions on the go-live date or decide on reasons, not to go-live. Also, present viewpoints concerning the conclusion of the project. Implementation of the compensation and benefits packages will commence on July 1, 2018, if the recommendation is to proceed.

Resources

The resource estimates are expert human resources, equipment, supplies, and funding. Subsequently, executives consider developments to be investments of capital; they would want a probable view of expenses (Kloppenborg, 2015). The initial approximation of the project will cost the organization 350,00.00 to complete the system for the comprehensive compensation/ benefits package. The development cannot move forward without the agreement of the Chief Financial Officer and the Commissioner of the COA Department.

Project Body: These are principal associates of the project group:

· Sponsor: Felicia Fulton

· Project Manager: Nolan Bibbs

· User Representatives: (15) Skilled Team leaders of the Human Resource Department

· Technical Lead: Victoria Stone

· Subject Matter Expert: Bobby Sweets

Communication Plan

Having to overcome, misunderstandings, the plan for the application of the compensation and benefits improvements; it is imperative to create a firm communication plan. An extensive communication plan delivers the vital information required to encompass and notify user representatives on the project team. Having such an idea in place is essential to ensure that members of the group and others outside understand what is going on. The project manager realizes the severity, because “if you don’t provide information, others will step in and fill the information void” (Lawson, 2013).

Requisite Fundamentals of a Communication Plan

· The Process – Plan for different situations regardless of how small the concern is to the organization. There can be the turn of events quickly; these situations needs acknowledging and discussed sooner than later.

· The Place - The project team is in a particular location to discuss deliverables and the scope of execution.

· The People – Ensure all of the user representatives understand their roles and responsibilities.

· Direction and Methods of Communication deliverables –

a) Open Meetings – this approach is best because the team will listen and feel the seriousness of the project

b) Emails – will enable the manager to send messages to every team member and they all will receive the same information simultaneously

c) One on Ones – some people comprehend better when they are set aside from their colleagues

d) Presentations/Visuals – the team, should not only hear the project deliverables and expectations, but they should also see a presentation of the vision and mission

e) Training – the training should be tailored toward communicating significant information concerning the operation of the compensation and benefits packages

f) Remember to reciprocate by inviting Feedback and Question and Answer Session

The Project Scope

The focal purpose of the project management is to state the scope of the project. The challenge is to assure that all aspects of the project scope reach completion at its predictable timeframe with no lagging activities. The work breakdown structure (WBS) supports the range by listing individual tasks that make up the project. The project team completes all the listed functions but no additional work. The extent is the total of the project’s products and requirements.

Having an explicit representation of your project's scope is critical to its success.

The Human Resources Department of COA is undergoing a decrease in employee motivation and lack of talent applying for high-level positions. However, the company anticipates an increase in employment and engagement from current and new employees. Hence, resulting in an urgent need for a more efficient compensation and benefits package to encourage more involvement in the organization. To this end, we have to implement an improved comprehensive compensation and benefits system that will satisfy the requirements and enhance the company’s ability to inspire the employees of the company.

A well-developed Scope Statement includes the following information:

Scope of Work

· Explanation/Reasoning: A brief statement regarding the business need the project addresses. The compensation/benefits package is designed to afford and optimize the best possible outcome.

· Product scope description: The characteristics of the products, services, and results that the plan will produce or improve effectiveness and deem more efficient. The program directs and supervises consistent recognition and rewards for the employees.

· Acceptance criteria: Firstly, the conditions must adhere to before the project deliverables are accepted.

· Deliverables: Conversations of the products, services, and results the project will produce. All discussion is to support measures to promote continuous competencies of the compensation and benefits package.

· Project Eliminations: The statements about what the project will not accomplish or produce.

· Constraints/Risk: Restrictions that limit what you can achieve, how and when you can reach it, and how much achieving it can cost.

· Assumptions: The statements about how you will address uncertain information as you conceive, plan, and perform your project (McDavitt, 2015).

Work Breakdown Structure (WBS)

Expounding on the work breakdown structure WBS, which is a diagram enshrined in the subject, constitute the technique for a specific internal representation from the project management process. Specifically when well formulated and understood within the teamwork and the goals and objectives identified precise deliverables required completing the project within the deadline (Zecheru, Olaru 2016).

Conclusion

A work breakdown structure (WBS) allows project managers to plan their work more efficiently. A project, characterized by time-limited activities and is assigned tight time frames and costs. When it is complete, a project must fulfill the stakeholder desires as it was designed to address. The project administration must prepare a proposal for the schedule, the fixed costs and the functional completeness of the project and assign responsibilities to the user representatives. Thus, ensuring the compensation and benefits packages are instrumental to all employees of the organization. The WBS supports and guarantees the planning is consistent and delivers an operative and reliable project execution. The significant resolution of a WBS is to decrease multiple activities for a collection of tasks. Therefore, this is central for the project manager to oversee the assignments more competently. Works must be measurable and self-governing, with defined limitations.

References

Anthony, K (2018, February 16). Gantt Chart Tips When to use Milestone in your Project Plan.

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PTA Scope of Work Within an Orthopaedic Practice Setting Are We There Yet?

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https://www.pmi.org/learning/library/project-charter-template-improving-planning

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https://www.project-management-skills.com/work-breakdown-structure.html

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Compensation And Benifits Package1

Initiation1.1

Planning Begins1.2

Develop the Scope1.2.1

Ecution of Project

2

Deliverables 1.1.2

Development of the Project Charter 1.1.1

Determine the Skilled Project Team1.2.2

Project Kickoff Meeting 1.2.3

Present the Communication Plan 1.2.4

Dicussion of Risk2.1

Create a Rough Draft of the Package2.1.1

Finialize the Comp/benefit Package 2.12

Conclusion of Project 3

Present the Packaage to the HR Team3.1

Document the Process 3.1.1

Update Benefit Packages for Employees 3.12

Project Finalized

3.1.4

Enter on Record

3.1.3

Sponor Sign and Approval1.1.3

Work Breakdown Structure (WBS)