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ProjectCharter.docxHR Transformation Project
HR Transformation Project
PROJECT CHARTER
Version 1.0
May 8, 2021
<Project Name> Project Charter Version: <1.0> <Draft>
Revision Date: Error! Unknown document property name. Page of 13
CDC_UP_Project_Charter_Template_v1.1.doc
VERSION HISTORY
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Version # |
Implemented By |
Revision Date |
Approved By |
Approval Date |
Reason |
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1.0 |
Project Sponsor |
5/3/2021 |
Project Manager |
05/7/2021 |
Increased in the number of participants for the sake of project results accuracy |
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TABLE OF CONTENTS
1 Error! Bookmark not defined. 1.1 Error! Bookmark not defined. 2 Error! Bookmark not defined. 3 Error! Bookmark not defined. 3.1 Error! Bookmark not defined. 3.2 Business Impact 3.3 Error! Bookmark not defined. 4 Error! Bookmark not defined. 4.1 Error! Bookmark not defined. 4.2 Error! Bookmark not defined. 4.3 Error! Bookmark not defined. 4.4 5 5 Error! Bookmark not defined. 5.1 5 5.2 5 6 6 6.1 Error! Bookmark not defined. 6.2 6 7 Error! Bookmark not defined. 8 Error! Bookmark not defined. 8.1 Error! Bookmark not defined. 8.2 Error! Bookmark not defined. 8.3 7 9 Error! Bookmark not defined. 9.1 Error! Bookmark not defined. 9.2 Error! Bookmark not defined. 10 8 APPENDIX A: REFERENCES 12 APPENDIX B: KEY TERMS 13 APPENDIX C: GOALS 14
1 INTRODUCTION
1.1 PURPOSE OF PROJECT CHARTER
The purpose of the project charter is to clearly highlight on the scope the project will achieve including the people involved in the entire project. More specifically, the project charter is meant to cover on the milestones of the project, budget, and the possible risks involved in the project in the project of identifying appropriate ways in which Shawcor company can attract and maintain appropriate talents.
The Human Resource Management project charter documents and tracks the necessary information required by decision maker(s) to approve the project for funding. The project charter should include the needs, scope, justification, and resource commitment as well as the project’s sponsor(s) decision to proceed or not to proceed with the project. It is created during the Initiating Phase of the project.
The intended audience of the Human Resource Management project charter is the project sponsor and senior leadership.
2 PROJECT AND PRODUCT OVERVIEW
Consequently, the project with is specifically meant to solve problems or find the most efficient way which is easier and economically efficient way of attracting and maintaining appropriate talents in the company of Shawcor . Therefore, the project is specifically, going to be staged in the headquarters of the company Shawcor which is located in the Houston, Texas in United States of America. Additionally, the project is due to last for a period of three months as result of concern over organization’s resources as well as the accuracy of the results. The estimated value of the entire project is 1.45 million dollars
2.1 BUSINESS NEED
A data collection system is necessary to conduct program of surveillance and research to monitor and characterize the process of attracting and maintaining employees in an organization and to analyze the data in order to identify the most appropriate structure that will help Shawcor organization to attract the best talents and maintain the for the sake of reputable service and products in the organization.
System of Human Resource Management collects information about how to attract and maintain appropriate talents in the organization of Shawcor as the jurisdictional, regional, and national levels and will assist in monitoring trends in attracting and maintaining appropriate talents in an organization in order to ensure that Shawcor does not face employee shortage or end up having the wrong talent that does not fit the job descriptions of Shawcor company.
2.2 OBJECTIVES
Improving the recruitment process and maintenance of employees with appropriate talents in order to promote or create a systematic improvement on the company’s operations profit margins for Shawcor organization.
The objectives of the Human Resource Management are as follows:
· To efficiently attract the right employees in the market that matches the job descriptions of the Shawcor organization.
· To efficiently create a system that motivates and enables one to stick to an organization.
· To ensure that Shawcor organization establishes a god working environment and follow ethics of recruitments process in order to attract and maintain the best talents in the organization.
2.3 HIGH-LEVEL REQUIREMENTS
The following table presents the requirements that the project’s product, service, or result must meet in order for the project objectives to be satisfied.
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Req. # |
I Requirement Description |
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2.4 MAJOR DELIVERABLES
The following table presents the major deliverables that the project’s product, service, or result must meet in order for the project objectives to be satisfied.
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Major Deliverable |
I Deliverable Description |
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2.5 BOUNDARIES
The project is due to last for three months and involving a number of two hundred participants respective of gender. The project participants are the Human Resource Department managers of organizations. The exclusives are the junior staff employees and other departments such finance and others.
2.6 TIMELINE
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Project plan completed |
Requirement’s analysis completed |
Develop protype |
System department completed |
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5/3/2021 |
6/3/2021 |
8/5/2021 |
11/6/2021 |
2.7 EXECUTIVE MILESTONES
The table below lists the high-level Executive Milestones of the project and their estimated completion timeframe.
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Executive Milestones |
Estimated Completion Timeframe |
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Obtaining and signing of consent forms |
Two weeks from the start of the project |
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Recruitment process |
Begins the third week of the of the initiation of the project and lasts for a period of one week |
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Collection of data |
Takes place in the fourth week after the initiation of the project and lasts for a month. |
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Analyzation of the data collected |
Takes place immediately after the end of data collection and lasts for a week. |
3 BUDGET ESTIMATE
3.1 FUNDING SOURCE
3.2 ESTIMATE
This section provides a summary of estimated spending to meet the objectives of the Human Resource Management project as described in this project charter. This summary of spending is preliminary and should reflect costs for the entire investment lifecycle. It is intended to present probable funding requirements and to assist in obtaining budgeting support.
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Object code |
Budget Item |
Amount |
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1.1 |
Personnel |
$ 345,000 |
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1.2 |
Travel |
$ 220,000 |
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1.3 |
Transportation cost |
$ 300,000 |
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1.4 |
Rent and utilities |
$ 12,000 |
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1.5 |
Equipment |
$ 250,000 |
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1.6 |
Supplies |
$ 480,000 |
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1.7 |
Printing and production |
$ 70,000 |
4 HIGH-LEVEL ALTERNATIVES ANALYSIS
1. The cost of the alternative to organization to ensure that resources are not strained.]
2. The amount of time needed in implementing the alternative to ensure that the time frame stipulated is adhered to.
5 ASSUMPTIONS, CONSTRAINTS AND RISKS
5.1 ASSUMPTIONS
This section identifies the statements believed to be true and from which a conclusion was drawn to define this project charter.
1. Through the use of incentives and reward programs to attract and maintain talents.
2. Through aligning company’s values and visions to fit job descriptions.
5.2 CONSTRAINTS
This section identifies any limitation that must be taken into consideration prior to the initiation of the project.
1. Resources might be constrained on collecting data through interviews on the department s human resources in organizations.
2. Time might also be constrained the entire process of data collection through interviews and questionnaires.
5.3 RISKS
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Risk |
Mitigation |
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In accurate information may be obtained |
Hiring experts of professional interviewers |
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Inaccurate data analysis |
Hiring qualified staff in analyzing data after they have been collected |
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Inadequate resource |
Reputable financial advisers should be hired to ensure they draw an accurate budget of the project |
6 PROJECT ORGANIZATION
6.1 ROLES AND RESPONSIBILITIES
This section describes the key roles supporting the project.
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Name & Organization |
Project Role |
Project Responsibilities |
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Geoff Smith, SVP of Global HR, Shawcor |
Project Sponsor |
The person approves the request for funding, approves the project scope represented in this document, and sets the priority of the project relative to other projects in his/her area of responsibility. |
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Jeni Hyland, Business Analyst, Shawcor |
Business Analyst |
Interface between the project team and the project sponsor |
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Nayje Soto, Esq., Contract Manager, Shawcor |
General Counsel |
Terminate, or change a contractual agreement on behalf of the organization. This person bears the legal responsibility for the contract. |
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Kyle Chrisman, VP of HR Western Hemisphere, Shawcor |
Project Officer |
Responsible for coordinating with acquisition officials on projects for which contract support is contemplated. |
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Rhonda Messal, PHR, SHRM-CP, HR Transformation Project Manager (Contractor) |
Project Manager |
Person who performs the day-to-day management of the project and has specific accountability for managing the project within the approved constraints of scope, quality, time, and cost, to deliver the specified requirements, deliverables, and customer satisfaction. |
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Craig Conner, HRIS Manager Shared Services Shawcor |
Technical Project Coordinator |
Responsible for the technical day-to-day aspects of the system including the details of system development. The Technical Project Coordinator is responsible for providing technical direction to the project. |
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Sophie Mai, HRIS Analyst Shawcor |
Project Coordinator |
Responsible for backing up the Technical PC with the technical day-to-day aspects of the system including the details of system development. The Project Coordinator is responsible for providing technical direction to the project. |
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Noe Miranda, IT Security & Infrastructure, Shawcor |
Security Project Coordinator |
Person who is responsible for playing the lead role for maintaining the project’s information security. |
6.2 STAKEHOLDERS (INTERNAL AND EXTERNAL)
Examples of stakeholders include an and people in the field collecting data using a software application (the proposed project) to collect the data required for the Shawcor and the external stakeholders are the community, investors, and business partners.
7 PROJECT CHARTER APPROVAL
The undersigned acknowledge they have reviewed the project charter and authorize and fund the Human Resource Department project. Changes to this project charter will be coordinated with and approved by the undersigned or their designated representatives.
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Signature: |
N/A |
Date: |
5/5/2021 |
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Print Name: |
Rhonda Messal |
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Title: |
Project Manager (Contractor) |
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Role: |
Coordinates daily managements of the project |
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Signature: |
N/A |
Date: |
5/5/2021 |
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Print Name: |
Kyle Chrisman |
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Title: |
VP of HR Western Hemisphere (Project Officer) |
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Role: |
Monitoring and evaluation of the contractor's performance after award. |
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Signature: |
N/A |
Date: |
5/5/2021 |
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Print Name: |
Project sponsor |
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Title: |
SVP of Global HR (Project Sponsor) |
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Role: |
Approves the request for project funding and scope. |
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The following table summarizes the documents referenced in this document.
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Document Name and Version |
Description |
Location |
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Research gate |
New Talent Strategy: Attract, Process, Educate, Empower, Engage and Retain the Best George Graen Center for Advance Study University of Illinois, C-U (Ret.)
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The following table provides definitions for terms relevant to this document.
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Term |
Definition |
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Scope |
An outline giving details of a project including all the activities of the project. |
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Project boundaries |
They are the list of goals of a project and the constrains that are mutually agreed by the project team and stakeholders as well. |
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Deliverables |
A development process or product/service that can be able to be provided. |
· CDC Strategic Goals URL: http://www.cdc.gov/about/goals/
· Goal 1 - Healthy People in Every Stage of Life
· Goal 2 - Healthy People in Healthy Places
· Goal 3 - People Prepared for Emerging Health Threats
· Goal 4 - Healthy People in a Healthy World
· Department of Health and Human Services (DHHS) Strategic Goals URL: http://aspe.hhs.gov/hhsplan/2004/goals.shtml (Search for “HHS IT Strategic Plan”)
· Goal 1 - Reduce the major threats to the health and well-being of Americans
· Goal 2 - Enhance the ability of the Nation’s health care system to effectively respond to bioterrorism and other public health challenges
· Goal 3 - Increase the percentage of the Nation’s children and adults who have access to health care services, and expand consumer choices
· Goal 4 - Enhance the capacity and productivity of the Nation’s health science research enterprise
· Goal 5 - Improve the quality of health care services
· Goal 6 - Improve the economic and social well-being of individuals, families, and communities, especially those most in need
· Goal 7 - Improve the stability and healthy development of our Nation’s children and youth
· Goal 8 - Achieve excellence in management practices
· Department of Health and Human Services (DHHS) IT Goals URL: http://aspe.hhs.gov/hhsplan/2004/goals.shtml
· Goal 1 - Provide a secure and trusted IT environment
· Goal 2 - Enhance the quality, availability, and delivery of HHS information and services to citizens, employees, businesses, and governments
· Goal 3 - Implement an enterprise approach to IT infrastructure and common administrative systems that will foster innovation and collaboration
· Goal 4 - Enable and improve the integration of health and human services information
· Goal 5 - Achieve excellence in IT management practices, including a governance process that complements program management, supports e-government initiatives, and ensures effective data privacy and information security controls
· President’s Management Agenda (PMA) Strategic Goals URL: http://www.whitehouse.gov/omb/budintegration/pma_index.html
Government-wide Initiatives
· Goal 1 - Strategic Management of Human Capital
· Goal 2 - Competitive Sourcing
· Goal 3 - Improved Financial Performance
· Goal 4 - Expanded Electronic Government
· Goal 5 - Budget and Performance Integration
Program Initiatives
· Goal 1 - Faith-Based and Community Initiative
· Goal 2 - Privatization of Military Housing
· Goal 3 - Better Research and Development Investment Criteria
· Goal 4 - Elimination of Fraud and Error in Student Aid Programs and Deficiencies in Financial Management
· Goal 5 - Housing and Urban Development Management and Performance
· Goal 6 - Broadened Health Insurance Coverage through State Initiatives
· Goal 7 - A “Right-Sized” Overseas Presence
· Goal 8 - Reform of Food Aid Programs
· Goal 9 - Coordination of Veterans Affairs and Defense Programs and Systems
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