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Human Resource Project Plan

JaPrichia Smith

Dr Obiefule

HRM-517

November 10, 2018

INTRODUCTION

The productivity of employees is directly related to how well these individuals are compensated or motivated. Benefits can include different forms of motivating employees such as salaries, wages and other incentives. Consequently, motivated employees are able to align their interests with those of the organization. A successful firm has a clear project charter through which the company sets its basis of operation. This paper presents a project charter written down by a human resource manager controlling a team of individuals. The paper elaborates necessary measures required to improve the compensation within a small team (Yamoah, 2013).

This paper takes a plunge into the paramount ingredients of a well-rewarded staff. Employee benefit package is also reviewed along with other possible payment methods. There exists a communication design plan showing how well the project is feasible. Along with this is a definition of the project scope. The paper also indicates a work breakdown structure (WBS) outlined in a tabulated form. Creating a project charter is an imperative activity for any organization. The project charger highlights the importance of a well-defined organizational objective along measures necessary for implementation. The paper also singles out the specific role of the human resource manager taking charge of the project. This paper aims at creating a foundation through which future employees can receive satisfactory compensations and benefits packages.

ORGANIZATION CIRCUMSTANTIAL ANALYSIS

The human resource manager has been bestowed the responsibility of leading a project aimed at renewing how the organization compensates employees. The human resource manager will also revamp employee packages. The company’s current compensation packages are non-satisfactory to the employees. Renewing benefit packages for employees is indispensable to ensure all team members offer maximum productivity. There is a vivid indication that employees have failed to receive any total rewards (direct compensation).access to total rewards ensure that employees receive remuneration with reference to the work they undertake. Momentarily, the company’s policy for employee compensation contravenes already established labour act. Employee compensation in form of finances paid direct includes rewards, commissions, salaries and pay rates.

Recently, the organization received a complaint from the employees due to their implementation of a staff premium package. This plan entails remuneration of employees based on egregious work. The employees felt that this strategy was discriminative, insufficient and less motivating. The importance of this project finding should be implemented in all departments within the organization. The areas concentrated on in this project affect all aspects of the company’s productivity. Findings should be put in place to increase employee motivation with an inclusivity of the organizations’ subsidiaries. It is imperative to understand that the implementation of this plan is invariable to all employees within the organization discounting positions and hierarchy. The project will also be imperative in ensuring that well-compensated employees give full contributions to the company’s short-term and long-term goals. To that end, this implementation of this project will be a win-win situation for both the company and its employees (Terera & Ngirande, 2013).

PURPOSE STATEMENT

To come up with an expedient project charter integral in aiding the organization to renew the compensation and benefit package of its employees. The project should conclusively give a detailed plan applicable in refurbishing employee benefit packages while regarding the company’s objectives and interests.

OBJECTIVES

The human resource manager together with his project team members should provide a well-entailed package which should be importantly feasible. The employee compensation and benefits package should be continual and applicable. There should be a clear connection between the company’s interests and those of employees. Additionally, the results should foster a better working environment characterized by inclusivity and positivity towards the company. All employees should feel the urge to work voluntarily with minimum supervision. The employees should also purpose to heighten their productivity levels towards as a complementary result of the project. A well-renewed benefit package should give increase efficiency in all aspects of production. The company expects an increase in sales following the implementation of the compensation and benefits package. All activities from employees purposed to achieve the organization’s goals should be made decipherable through the expected compensation package (Dennis, 2014). The compensation and benefits package should show definitive ways of identifying and supporting employee augmentation towards any value upheld by the organization.

The compensation and benefits package should create a well-laid strategy through which employees will be able to give feedback on how the company compensates the labour they offer. This means that the package should provide a communication framework between the management and the employees. The project has a goal of providing compensations which are purposeful to both employees and the company management. The findings should not be one-sided to lower inefficiency from either side. The project should also provide a package which is a future guide to management on the remuneration of employees. Additionally, the package should consider the financial prowess of the organization with reference to the number of assets owned by the company (Desmond, 2014). To this regard, the package should be such that its implementation will not hurt the company’s economic and financial situation. Finally, the employee compensation and benefits package should outline parameters via which employees will be gauged. A clear classification of employee level of performance vis-à-vis an appropriate compensation should be clearly elaborated.

DELIVERABLES

The project will produce a number of outputs towards the implementation of a more inclusive employee compensation and benefits package. A well-defined package will be defined with a special consideration to its appropriateness for compensation and benefit allocation to employees based on the company remuneration policies. The package provided will also consider the employee’s individual performance records with regard to the company’s values and by-laws. Furthermore, the package will deliver advocacy services to the management. This will take place during both piloting and implementation of the project recommendations. The services will also include an open channel of communication between both the employees and the management. Additionally, the delivered package will include important standards within which the company management will be given an outline of the possibility of affording the recommended levels of compensation. The project deliverables include a flexible design for the compensation of employees. The findings should be easy to adopt across all the departments in the organization with a consideration of departmental budget, level or resources and a number of employees. The project will design for implementation of a system of employee compensation and benefits which allows continuous remuneration into the unforeseen future. The package provides will regard equity among employees by ensuring that any compensation and allocation of benefits is based on a uniform performance parameter.

CONSIDERATIONS

While undertaking the project the team will put into consideration some principles. These considerations ensure that the compensation and benefits package is whole and meets expected standards. The implemented system will be specifically focused on the remuneration of employees based on their results rather than their individual attributes. This will reduce favouritism and enhance equity. The recommendations will also be in tow with the existing policies set forward by the government and labour unions. This consideration will help in avoiding labour disputes from employees. The system will also purpose to improve the safety of employees in the workplace environment. The new system will entail a design which will require management specifically project managers to closely supervise employees work performance and implementation of company policies. The project considers performance based on company objectives (Yamoah, 2013). Measuring of performance is strictly goal-oriented due to consideration of performance records against special compensations.

During the project, the human resource manager will put into consideration the government’s recent notices pertaining to employee compensation and benefits packages. The provided recommendations will, therefore, incorporate benefits viz. medical care and wages. A review of past compensation packages is necessary to determine the existing employee compensation gap. In addition to this, the team undertaking this project will ensure that it extensively consults with important stakeholders while drafting new policy recommendations. The expected individuals to be consulted will include labour union leaders together with other members representing workers. This will ensure that the employee compensation and benefits package is effective and applicable to all involved parties (employees, the company and labor unions. In a bid to lower lawsuits from employees and their unions, the proposed remuneration system will the in such a way that it considers and follows all legal obligations stipulated in the constitution.

SCOPE OF THE PROJECT

The company will experience different alterations due to the implementation of a new system of employee compensation and benefits package. The results will create an immediate integration of distinct operations within the organization. The affected systems depict a clear connection to the human resource department with their functions central to the operation of the company. Such systems include mechanisms for recognition of extra performance, the process of rewarding, the administration and management of performance records among other vital operations. The project is a function of company management. For this reason, the human resource manager is expected to give a tentative report during all phases of the project. The project manager will report progress to sponsors of the project, the company’s executive board together with other stipulated individuals in the human resource department.

The human resource manager will spearhead this project to ensure that its progress is well versed with reference to expectations set by project sponsors and the company’s management board. Every phase of the project must be approved by the human resource manager to ensure it protects the interests of both the company and its employees. The project team is mandated to conduct the necessary steps in designing a feasible remuneration package. In doing this, the board of management will accord this team with necessary support. The company’s board of management will, therefore, stage regular forums to discuss progress and address any issue. With adequate financial provision, the project team is expected to deliver a well-designed remuneration proposal within the required timeline.

The project team will be involved together with other parties into drafting financial recommendations. The recommended fiscal budget will be inclusive of newly designed employee compensation and benefits packages. The anticipated fiscal budget is subject to alteration by the company’s board of management. The findings of the project together with necessary recommendations will be submitted to the board of management upon completion of the project. As the project continues, the team will be required to hold consultative meetings with representatives from the government and labour unions. Additionally, the project team will be offered consultative support from relevant individuals representing the Department of Labor.

COMMUNICATION PLAN

The conditions set forth by a contractual obligation of project delivery and performance requires constant communication by participating team members. The human resource manager will establish communication channels within the team. All progress will be assessed by the project manager after which he will communicate necessary changes to the team. The team members are expected to have an open and consultative communication medium while undertaking the project. During the project, the team will hold daily meeting excluding holidays, weekends or any other non-working day set by the company. A report of progress will be regularly delivered to the project sponsors and the board of management. This means that the project team will provide detailed procedures, arising issues and tentative results on a periodic basis. All deliverables and proceedings will be presented to the company’s management. An open communication between the project team members and sponsors will be integral in achieving all the expected deliverables. Attaining a feasible employee compensation and benefits package will be made possible via a frequent update of information by the team (Nouban & Sadeghi, 2017).

PROJECT ORGANIZATION

Customers: company employees and the company’s board of management

Stakeholders: the company’s CEO, Financial controller, representatives from labour unions and The Department of Labor

Roles: The project sponsor provides their ideas on the expected compensation and benefits packages.

The company’s board of management offers financial support to the team

The project manager spearhead the project

Other team members incorporate the cross-functional project team

ASSUMPTIONS

The team considers the possibility of a constantly changing working environment due to various issues arising from the compensation of employees, the team acknowledges that this is a crucial factor in the organization. For this reason, the team will ensure that the recommendations and results consider the future of the company and its employees. There is an impersonal side to employee compensation and benefits. The results provided during this project will be subject to future alterations due to variation in company resources and the country’s labour laws. The effort by the company to renew employee compensation will motivate productivity and efficiency.

WORK BREAKDOWN STRUCTURE

1

INTRODUCTION

Project recommendations

Design project charter

Submit deliverables

Approval

2

SCHEDULING

Project scope

Team members

Execution proposal meeting

Submit a project plan

Approval

3

ACCOMPLISHMENTS

Execution meeting

Arising issues

Consultative meeting

Final compensation and benefit package

Presentation

4

MONITORING

Project progress meeting

Adjustments

Updated project plan

5

CLOSEOUT

Project financial usage audit

Documentation of knowledge gathered

Update of employee compensation and benefit files

Employee files archived

References

Dennis, L. (2014). The Essentials of Project Management. London: Routledge.

Desmond, C. (2014). Project mangement tools. IEEE Engineering Management Review, 45-56.

Nouban, F., & Sadeghi, K. (2017). AN OVERALL GUIDANCE AND PROPOSITION OF A WBS TEMPLATE FOR CONSTRUCTION PLANNING OF THE TEMPLATE (JACKET) PLATFORMS. Academic Research International, 37-57.

Terera, S. R., & Ngirande, H. (2013). The Impact of Rewards on Job Satisfaction and Employee Retention. Mediterranean Journal of Social Sciences, 2039-2117.

Yamoah, E. (2013). A relationship between Compensation and Employee Productivity. Singaporean Journal of Business, Economics and Management Studies, 110-114.