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Human Resource Project Plan

It is imperative for Human Resource managers to retain talent in their organizations. Failure to do this will incur the organization with costs associated with enlisting, picking and preparing new employees, which typically exceed 100% of yearly compensation designed for the positions. Further implications, on top of the direct financial costs, include work disruptions, loss of mentors, losses in productivity and customer service, reduced diversity and low turnover when valued employees leave. It is, however, imperative to understand that compensation and benefits alone are not always enough and a no-win proposition when competing for top talent. Therefore, HR managers must incorporate other employee retention strategies to be used along with compensation and benefits (Bryant & Allen, 2013).

When developing a project plan, a project charter must be included. It contains the declaration of the goal of the project. The declaration states projects aim, title role, and obligation as well as pinpointing the project’s significant shareholders, and ranks of power on behalf of a project manager (Caruth & Handlogten, 2001). Additionally, it is responsible for a scheme for prospective developments in an association. A project charter is considered to be a vital component in any commercial business structure. It is a precise and comprehensive manuscript that comprises an application for a proposal. As a result, a project charter document is a central deed in any process of administrative development to accomplish a project. Incentives, such as Customer Relationship Management (CRM) and Policy Dialogue should take over the charter manuscript.

As a Human Resource manager, the intention is to refurbish reimbursements, as well as the paybacks package employees are currently getting. As a result of redesigning the system, the employee productivity will increase and they will competently be adequate within the contemporary work settings. At present, the organization has a shortage of employees’ direct compensations. The total compensation package is inferior to the standards set nationally. Currently, the new workforce gratuity plan, which recompenses and identifies employee exceptional performance, is not sufficient to encourage and motivate the organization’s labor force. After the subsequent conclusion of the project, each specific division by means of the Ad hoc methodology, will administer the application of compensation and benefits facets in their individual departments.

A substantial compensation and reimbursement system will directly take into consideration a number of appreciation opportunities, which will include employees’ acknowledgement in an all-inclusive organizational level for noble performance, while growing a yearly champions group. In addition, the system will be influential since it will comprise a collection of performance excellence and improve employees’ determination in agreement with the organization’s undertaking and core values (Griffin & Moorehead, 2012).

Purpose statement

To design and come up with a charter document that will support the company in revamping an employee benefits and compensation package. The established suite will identify the hard work and commitments of the organization’s workforce in such a way it upholds its specific objective, values and mission.

Goals

The goals of the project charter will include;

• Build a workable, consistent and justifiable employees’ compensation and benefit plan that can perceptibly be applied across the organization, as well as connect workforce in a way that inspires great singular output levels, intensifies the excellence of work, maintains an all-encompassing and constructive working atmosphere, and that which fortifies proficiency of work.

• The compensation and benefits package will integrate feedback from employees, so as to make available the direction on how their compensation and benefits ought to operate.

• It will classify the variety of outcomes and gauge the performances the organization will accomplish after installation of the revamped benefits and compensation system.

• Cultivate a practicable benefit and compensation system, which the organization can effortlessly modify based on its human resource turnover.

Deliverables

• Strategize and vouch for compensation and benefit system that gives to stability, impartiality, and dependability of proficiencies and presentations in the organization.

• Outline entitlement for the new compensation and benefit system centered on the organization’s essential guidelines, standards, and performance records.

• Plan a system that is elastic; to become accustomed to diverse divisions and subdivisions within the organization.

• Integrate substantial standards within the organization’s ranks of affordability into the new compensation and benefits system.

• Function as promoters in the course of the experimental operation of a new benefits and compensation system.

Project Communication Plan

Communication is one of the vital building blocks to organizing a productive staff, since it underwrites the employee’s sense of organizational goals and needs. It is a key component of the employee-employer affiliation and is a necessary component to building an administrative culture that values employees and uncovers their full potential. Project communication will be done through multiple channels, including word-of-mouth in meetings, social media, and direct mail, among others.

Project Conditional Report

The Project Conditional Report is where the team leader, together with each member, will be thorough in presenting intermittent reports and communication to the organizational heads. In addition, the team will deliver communications about projects reports and deliverables to the organization’s administration. Collectively, the team, sponsors, and organization’s administration will pinpoint the appropriate time whereupon periodic submission of project reports will be needed. The team members will always consider the following key guidelines in their communication;

• Commence project communication as early as possible

• Communicate clearly, understandably, consistently and as precisely as possible

• Frequently communicate to keep people informed and engaged

• Consult other staff and senior management at an early stage before implementation

• Include the project and its influence as a discussion point in regular meetings

External Communication

The organization will engage in corroboration of members of the team with the managers. This will assist in the effectiveness of messaging to associated figures, and the exchange materials within and outside of the team for intended members. The workforce will use regular updates on statistics as their conclusive plan. Additionally, in helping to update the team’s projects plan and work variety, team players will be required to submit feedback, prospective issues, and involvement.

Project Assumptions

Implementing employees’ compensations and benefits plan is challenging. With regards to this principle, the team will be innovative in coming up with an all-inclusive system that will incorporate diverse employee’s needs. Such factors as employee job fulfillment will be involved but management puts it aback in approval of enlightening their reimbursements and payments (Hopkins, 2011). Here, the definitive hypothesis is that aggregating workforce’s paybacks and recompenses will subsequently improve their productivity level.

There are several procedures and dimensions to deliberate upon while implementing the best remunerations and recompense system. What's more, the implemented dimensions will not in any way sanction the objectives of a benefit and compensation program that is effective. The most important determination of the scheme is to bargain a steadfast structure of orientation for the period of employees’ benefits in the organization. A reformed system will resolve duties within workers and the salaried atmosphere. The objective of the organization is to ensure that the designated team will revamp the system, support with its goals and objectives, as well as examine organization’s human capitals.

Project Scope

The innovative advantage and reimbursement system will guarantee a relationship amongst other successful schemes set up in the human resource department. Primarily, the departments comprise management of performance, compensation and acknowledgement plans, as well as other related systems. Throughout the different project stages, the team will be required to submit recorded progress to the human resource department head, financier, and senior administration board of the organization. Since the human resource manager will be overseeing the project, they will evaluate the development of the project. The team will submit the projects outcomes and endorsements to the organization’s top administration. Furthermore, the crew will foresee financial budget approvals. The organizing committee board will provide its assistance to the crew by arranging consequent consultations in order to guarantee the crew realizes its aims and purposes in the specified duration.

In addition, there will be frequent checkups with workers by the team to discuss with labor union members. Similarly, specialists from the labor department will be available to consult about compensation issues. The allocated project scope will make sure that a person with appropriate material about the project is sharing with the other team members.

Guidance of the Process

The revamped compensation and benefit system will:

• Concentrate chiefly on employees’ capabilities, competencies, and results, instead of popularity, personalities, and positions.

• Be established on objectives and ideas. For instance, the project will accentuate on magnanimous reimbursements as opposed to top employee salaries.

• Ensure proper authority and system design, which takes account of benefit and compensation levels and appeals to a comprehensive analysis from the project managers.

• Abide by the labor unions provisions and specifications, and obligation to refining shop floor safety.

• Analyze and assimilate wage replacement and medical care benefits.

Prior to going on board with conscripting the compensation and benefit system, the team will evaluate recovery necessities so as to fit in restoration services into the new system. An effective employee total benefits and compensations system must incorporate applicable lawful necessities to be binding. The Human Resource department is determined to keep an eye on the structured laws and regulations to safeguard the system from recurrent litigations.

Team members

• Sponsor: Board of Directors

• Human Resource Manager: Theresa Harden

• Facilitator: Edward Sampson

• Human Resource consultant: Jacky Wallace

• Information services: Chris Peterson

• Advancement: Joyce Munroe

• Admissions: John McHorn

The Human Resource manager, according to the above arrangement, will assume the role of team leader. The roles of HR manager will include;

• Establishing and engaging the team in the decision-making process, and individually and collectively supporting their efforts.

• Safeguard the timely accomplishment of the project within the outlined constrictions and limits.

• Assuring project sponsors and administration of the organization that the compensation and benefits package will serve their expectations and attend to employees’ needs accordingly.

Team members will have the following roles;

• Practicing their adherence to their undertakings with the purpose of ensuring realization of the set goals within the given timeline, and

• Exhibit flexibility in work shifts, as well as duty hours.

Schedule

The charter will summarize the projects’ results and parameters, while the project sponsors will work to communicate goals of benefits and compensations plans of the new system.

June-July

There will be a meeting between the team and the organization’s administration and the project’s sponsors. They will evaluate, familiarize, critique and approve the project charter. Nonetheless, it is within this month that the team will embark on outlining the scope of the project.

August-October

The team will collectively assess facets and proficiencies that lead to redesigning of benefit and compensation package, in order to plan a suitable program. That will help in the process of employees retaining and compensation.

November

After conducting a thorough assessment and analysis of underlying organizational and legal issues surrounding the employee compensation and benefit package, the crew will relay system’s outcomes and commendations to the organization’s management and project sponsors.

The project team’s recommendation for total employee compensation and benefit plan for the year 2017 is as follows:

Direct compensation is the monthly salary or income an employee receives from the organization. An employee’s direct reimbursement may comprise organizational education, and overtime wages that is dependent on their ranks of employment. Remunerated time off pinpoints the importance of proposing leave of absence programs, which provide a balance between work and life events. They are different in accordance with their worth and length. Furthermore, a salary is rewarded for the amount of time spent in the workplace, which consists of company gratuities (Caruth and Handlogten, 2001).

Work Breakdown Structure

A WBS is a disintegration of the full quantity of work necessary for project completion, or all the work encompassed by a project. Each component represents a particular considered structure. A WBS is guided by the 100% Rule, which states that the WBS consists of 100% of the work demarcated by the scope of the project and seizes all deliverables including external, internal, and interim in terms of the work to be accomplished, together with project management. (Haugan, 2002). 

References

Bryant, P. C., & Allen, D. G. (2013). Compensation, benefits and employee turnover: HR strategies for retaining top talent. Compensation & Benefits Review, 45(3), 171-175

Winter, S., Caruth, D. L., & Handlogten, G. D. (2002). Managing Compensation (and Understanding It Too): A Handbook for the Perplexed.

Griffin, R., & Moorhead, G. (2011). Organizational behavior. Nelson Education.

Haugan, G. T. (2002). Effective work breakdown structures. Management Concepts Inc..

Hopkins, B. R. (2011). The law of tax-exempt organizations (Vol. 5). John Wiley & Sons.