final report

Strategic planning

Introduction

The human resource is an essential department of an organization whose primary role is to manage the workforce. They hire, motivate and maintain the workforce within the organization. Sometimes the human resource might face problems as a result of poor strategic planning or through the implementation of an ineffective model of delivering human resource services. The model that the organization use, for this case, has resulted in human resource associated issues which include high cost and frustration of the business units through straining of business units. This paper seeks to evaluate the suggestion to implement a new centralized model of delivering human resource services and establish a team to initiate the proposed changes.

Steps of strategic planning

Successful propositions implementation depends entirely on an effective strategic plan. The business managers in the process of deciding on the execution must consider the stages of strategic management and figure how to use them. Therefore, it is crucial for the organization to deliberate on the necessary steps and use the objective to implement a centralized budget-sustainable human resource model which will significantly reduce the cost.

The vision and mission statements are the first step to provide guidelines that will enable the organization to understand the contribution of the model towards the attainment of the company goals and in line with the mission. The clarity of the vision which should define both short – and long-term goals will enable the organization to rate the importance of the project.

It is vital for the organization’s management to understand the internal and external business environment to determine if they could sustain the implementation. The internal environment will access the necessary internal resources, and the external environment evaluates factors that the business does not control over but are critical for determining the success of the company (Bojeun, 2013). The SWOT analysis will enable the organization to assess these factors and thus determine if they will lead to the success of the plan.

The mission and the business environment analysis will guide the firm to identify the vital firm’s goals and objectives and also roll out the implementation to achieve those goals. The information gathered from all the five steps must meet the threshold required for the organization to determine the feasibility of the plan (Bojeun, 2013). Each step narrows the goals of the program so that the individual objectives are clear and concise, and the team selected can work on them without any significant issue. It is the attainment of each goal that will result in the success of the overall plan.

Project vision and mission statement

The project vision and mission provide guidance and motivation to the project team members towards the attainment of the goal. Problems associated with the human resource management generalist model has propelled the team towards proposing a new model that would significantly reduce the cost also reduce the budget strains. The team t requires vision and mission statements that will motivate them to the achievement of the goals. This declaration will also let the team understand the primary purposes of the project.

The vision and mission of the project team are to implement centralized human resource model, following the laid down rules and guided by the project, which will improve the overall functions of the human resource by solving the currently experienced issues (M.Putti, 2015). The current system is not efficient and has many financial strains that the organization is not able to account. Therefore, the organization on getting rid of this generalist system will be able to improve the delivery of the human resource services and also save on some costs associated with the organization.

Project charter

The implementation of the plan cannot succeed unless a document stating and listing all that pertains its execution is drafted. This document is called project charter and is crucial for the project execution and briefly indicates the project scope, objectives, and the participants. Its design must be detailed and vision and mission oriented. It is signed by the project sponsor to initiate the project kick off. The document should, therefore, not be confused with the project plan; it minimal content about the project tasks and the responsible parties, and is usually less than five pages.

This document is essential to all project stakeholders; it gives them the overall picture of the project. It communicates in detail projects shared vision of the primary parameters and the structures which ensure that project managers make decisions that lead to the attainment of the objectives.

The stakeholders, depending on their interest in the project, hold several meeting to assess the progress of the project. Therefore, the project manages to use the project charter to explain the crucial points in the discussion which assist with change control and the scope of the management.

Project constraints risk and dependencies are some of the factors that might jeopardize their execution. Obstacles include factors, internal and external, that hinder projects success; risks involved things that affect the efficiency in delivering the target goals, and dependencies include parts of the project that happens before the achievement of the project within the team control (M.Putti, 2015). Therefore, the project chatter lists all these factors within each objective so that the team can plan on how to tackle them. For example, the budget constraint makes the management and the team aware so that they devise ways to improve them. Also, the project team needs to understand the project assumption to avoid giving much time to some issues that not necessary.

Sometimes during the project execution, the team might drift from the main course of the project which may lead to the emergence of the problems such as scope creeping, financial mismanagement, and misalignment with the goals of the organization, and missing the projects deadline. The occurrence of these problems might hamper the overall projects execution leading to the project failure. Therefore, the executors always refer to the project chatter to assess whether the implementation is on the right track.

A project involves numerous sub-projects with individual goals that align with the overall project goals. A team is assigned to these subprojects which they must meet independently within the required time and budget. Therefore, through the use of the project charter, the units can make a crucial decision to achieve their goals. Also, the executive can use the document for decision-making and authorization depending on the urgency of the matter according to the prioritization. The signing off of the project chatter signifies the commitment of the management to the success of the project and also the trust they have on the project manager.

Statement of emphasis

The project execution of the project depends on the achievement of every goal assigned to the individual team. Also, the team should be aware of other factors within the project that have an impact either negative or positive. A centralized human resource model project execution calls for all the concerned stakeholders to keep details of every aspect of the project so that every decision and action results in the achievement of the goals.

The strategic planning is essential for giving the breakdown of everything about the achievement of the project goals. Therefore, each of its steps must be done exhaustively and in detail to avoid any emerging issues associated with missing projects details. Also, project mission and vision is vital and should be able to guide the project stakeholders especially the team responsible for its implementation. The statement should be placed on strategic position for the projects team to see every time during the execution (Marion, 2018).

The project charter should be given much emphasis because it contains everything about the project. It has both vision and mission statements, and the strategic plan. Therefore, it is like a mini project plan. Each team should be given a copy to refer to during the entire period of the project execution which will enable them to assess the progress of the project.

Conclusion

The implementation of the organization's important project needs a serious and comprehensive plan which show every project details and the way to implement them. This paper dealt with how the organization will implement a centralized plan the will improve the delivery of services by human resources. We have addressed the importance of strategic planning steps, vision and mission statements, and the project charter. Then we accessed the important statement crucial for the project implementation.

References

Bojeun, M. (2013). Program Management Leadership. Best Practices and Advances in Program Management Series. doi:10.1201/b15815

M.Putti, J. (2015). Human Resource Management a Dynamic Approach. Laxmi Publication.

Marion, J. W. (2018). Project Management: A Common-Sense Guide to the PMBOK Program, Part Two–Plan and Execution. Momentum Press.