Human Resource Project Plan

Human Resource Project Plan
Name
Institution
Abstract
In the organization set up, the first step for the success is planning which acts as the engine towards the organizational goals achievement. Management is always at the center of the planning process which gets support from the subordinates. However, the process of planning is shaped by the resource availability within the organization. Though, the organization resources take different forms including the financial, physical and human resources. Human resource is the essential form of resources that organization should focus on if they want to accomplish the established goals. Therefore, the effectiveness and the efficiency of human resources is the main determinant of the level of production thus the success of the business. Thus, human motivational factors should be considered in case of employees’ need for maximum productivity. This paper, therefore, examines the revamping of compensation and benefits package of the employees of an organization as a way to motivate employees. The paper will analyze the various activities intended for establishing the plan.
Keywords: management, employees, project manager, human resources, project, benefits, compensation, package
Introduction
In the contemporary world of business, the success of the organization majorly lies within the management of the organization. The managers of the organization at all levels need to take bold, tactical and systematic steps when approaching any tasks of the project assigned (BPP Learning Media, 2013).

As the head of the human resources in charge of the small team, I have the task of carrying out an alternative plan to the compensation and benefits the employees are currently receiving from the company. This paper is a plan of what I intend to do in carrying out the project together with my small team. The plan first involves the construction of the project charter to revamp the compensation and the benefits package. The charter of the project is an essential element especially for the management system and gives the way forward for the future projects. Amidst the progress of the project, am as well tasked to come up with the plan for communication before I define the scope of the project. Work breakdown structure will be the last activity for the final project.
Project Charter
Situational Analysis
Having served in the lower capacity within the human resource department, I fully understand the current situation of employees’ compensation and benefits. Thus in my new capacity as the head of the human resources, I have to analyze the organizational situation. For the company to come up with such a decision, then it intends to see the production level improve through employee effectiveness and efficiency even as they continue to work in the current conditions. For this to be achieved, then the current employee package needs an overhaul so that the organization adopts a better and more competitive package.
As at now, the organization has no total rewards for the employees. It then means that for quite some time, the employees have not had an opportunity to access the direct compensation. The rewards normally need to be there so the employees can be able to be compensated proportionately with the labor reward awarded (Low understanding of benefits and compensation, 2016). When it comes to the available compensation, the company has been offering these compensation packages to the employees at the lower rate than what is stipulated in the labor act. Again the direct financial compensation to the employees has been offered in various forms such as wages, salaries and bonus and commissions though at the lowest rate that could motivate employees. To promote the idea of motivation, employees have been earning commissions worthy 7 percent on the sales more than $70 in a day sometimes which is hard for them to achieve (Low understanding of benefits and compensation, 2016). In cases where the employees can achieve this set limit, they find the percentage commission below the motivation level. The situation is the same concerning the staff bonus plan which the employees find it not enough to motivate them. The above aspects mark the areas of concern in the respective departments which the project intends to oversee these concerns fixed and implemented within the time required.
The findings and the recommendations of the project need to see a more competitive system of compensation and benefits that will factor in the many opportunities available for employees and easy accessibility of these opportunities to employees. The system will include recognizing the good performance of the employees at all levels in the organization as well as the expansion of the annual winners’ circle so that it can significantly motivate the employees. The new package plan will be shaped by the mission and the vision of the organizations as it will greatly regard employees’ welfare.
Project Purpose
To come up with an accommodative project charter that will be essential in the significant reorganization of the compensation and the benefits package of the employees in the organization. The employees’ potential, hard work, and outstanding performance will be recognized in the new system so that it is in line with the goals of the organization.
Risks
Every project is bound to the risks and is good to version the possible risks of the project within the project charter to develop ways of mitigating these risks in case they occur. Projects involving any change in the organization encounter many risks. More importantly is for these risks to be identified and plan for mitigation put in place. Thus, the potential plan for compensation and benefits to be designed should address these risks concerning human needs. One of the possible risks is the employee job dissatisfaction, but it is an issue that can be compensated through the competitive package offered to the employees (BPP Learning Media, 2013). Other intervention such as the training the employees can be considered as a way to mitigate the problem of employee job disqualification. Ultimately, the assumption is that, with the improved compensation and benefits, the productivity of the employee will drastically increase.
Schedule
Estimated time Tasks
March The team anticipates initiating the project at the same time formulates the outcomes of the project and the criteria to be used. The sponsors will as well approve the goals of the compensation and benefits.
April The team will meet with the sponsors for the first time and the company management to review and approve the charter. Start to outline the project scope.
April to July Various aspects of the compensation and benefits plan to be reviewed as well developing the program.
August The time when the project activities come to an end and presentation of the results of the project to the company management and sponsors.
The team anticipates initiating the project in March the time the team will formulate the outcomes of the project and the criteria to be used. The sponsors will as well approve the goals of the compensation and benefits
In April, the team will meet with the sponsors for the first time and the company management to review and approve the charter. Start to outline the project scope.
Between April and July, it is the time when various aspects of the compensation and benefits plan to be reviewed as well developing the program.
August will be the time when the project activities come to an end and presentation of the results of the project to the company management and sponsors.
Statement to Endorse
When coming up with the compensation and the benefits package, many things are considered, though does not render the adopted system perfect to hinder a more effective system to be adopted. The package to be designed by the team is just to act as a guide to adopting a more comprehensive compensation to the employees (Barrett, 2010). Most importantly is for the project team to adopt a system that is consistent with the goals and the resources of the company.
The example below is a possible recommended total compensation and benefits plan by the project team.
Base wages $28,000.00
Overtime $600.00
Company education $1200.00
Profit sharing $600.00
Social security $600.00
Life insurance $200.00
Appreciation $150.00
Medicare $400.00
Total benefits $3750.00
Total compensation package $31,750.00
Project Objectives
• To come up with a reliable and widely accepted compensation and benefits plan when the project ends.
• To have all the employees actively incorporated in the compensation and benefits package.
Goals
• The main goal is to come up with accommodative and competitive compensation and benefits package system that will put the employee at the center stage
• Develop the plan that will unconditionally and continuously provide the conducive environment for employees to work.
• Establish a package plan of compensation and benefits that will utilize the effectiveness of the employee’s effort to increase productivity.
• Create a sustainable compensation and benefits plan that will efficiently use the company resources for the sustainable income regarding employees.
• Establish a system that will exhaustively identify the potential and the hard work skills among the employees for total fair rewards.
• Develop a package system that is easily manageable by the company and can easily be adjusted in cases of the varying resources of the company.
Communication Plan
All members of the team being led by the team leader will have the responsibility to pass the relevant information. The information will flow from the members of the team to the sponsor and the company management through conditional reports. The reports will be communicated periodically by the entire team to the sponsors and the company management. The kind of the communication of these periodic mandatory reports will ensure equal and voluntary participation of every member. It will also ensure that all members actively participate in the project (Su & Yang, 2015). By each member responding through periodic reports, transparency on the progress of the project will be assured. Though, the time for the delivery of these reports will be determined by the sponsors and the company management. This mode of communication is always open for the team members to report any observation they make that is likely to benefit the project in line with its mission and the vision (Su & Yang, 2015).
There will be another form of communication outside the team where there will be coordination between the members including the team leader and the sponsors of the project. The kind of information received by the team members from the sponsors and back will be essential to anyone outside the project that is interested in the operation of the projects. The continued updating of the members will help the members ensure the success of the project is achieved. Though it is time-consuming, is one of the most transparent modes of communication.
Alternatively, centralized communication can be adopted in cases where the two forms of communication do not succeed due to various obstacles. The obstacles may be the frequent unavailability of the sponsors, barriers to communication and unwillingness by the team members to face the sponsor or the management (Su & Yang, 2015). However, in this form of communication, the prior meeting must be held among the members being led by the team leader to consolidate ideas. After the discussion, the team leader will have to report to the sponsors and the company management on behalf of the team members. The team leader should, however, deliver the report as discussed in the meeting without any alteration to the report.
The Scope of the Project
Other systems related to the human resources such as performance measure and reward system will be incorporated into the package of employees. Once the new compensation and benefits package is adopted, it will be flexible enough to link with all these systems within the human resource department to deliver the best package. The project will be divided and carried in different phases scheduled for a specific period. Periodically, reports on the progress will be served to the project sponsor and company management after every phase.
As the head of the human resources department, I will be receiving the detailed reports from the team in charge and assess the progress. The project team will as well report to me especially when they finalize the project when they are expected to hand in results and their observation and recommendation on what to do (Hill, 2016). Concerning the matters of the resources, the responsibility will be given to the project team to recommend a fiscal budget for the entire project then forward the recommendations to my office for approval before briefing the sponsors on the resource requirements.
The company management, the project sponsor and the project team will hold a regular meeting for any intervention and pledge to fully support the project by the management to realize the goals and objectives in line with organization mission. Other organizations like the labor department and the worker’s unions will be essential where the workers will be involved. Labor unions will help the team understand the rights of the employees in connection with the compensation and benefits package (Hill, 2016). On the other hand, the labor department will help in the interpretation of the various acts concerning labor provision in the organizations. The scope will be wide and flexible enough in that anyone interested in giving crucial information that will lead to better compensation and benefits package being adopted will be welcomed.
Work Break Down Structure
All the project activities required to complete the project fully will be summed up in the work breaks down structure. The structure will be divided into columns containing the number of the components, the components themselves, and the time to be taken for each component.
Numbers Components Duration (days)
1.0
1.1
1.2
1.3
1.4
1.5
1.6
1.7
2.0
2.1
2.2
2.3
2.4
3.0 Project initiation
Project situational analysis
Project schedule
Project objectives
Project goals
Project statement of endorsement
Communication plan
Project scope
Project execution
Analysis phase
Design phase
Validation phase
Completion phase
Closeout 43 days
6
5
2
4
2
17
7
33 days
9
8
12
3
1
Conclusion
Conclusively, the success of the organization in terms of high production depends on the employees of the organization. It then means that the employees should have all it takes for them to achieve the effectiveness and efficiency in production. A competent and attractive compensation and benefits plan are the contributing factors that will see the employees maximize the production. However, developing an appropriate compensation and benefits package first requires a project charter to be constructed to give a way forward for the whole project and to serve as a blueprint for future projects. The project charter involves various activities ranging from analysis of the organization situation, defining the goals and objectives and identifying possible risks among other activities. There should be a clear form of communication between the project team and the sponsor and the company management, and finally, the scope of the project should be well defined as well for everyone to understand the responsibilities.
References
Barrett, S. (2010). Made to measure. (cover story). Employee Benefits, 21-24.
BPP Learning Media, (Firm). (2013). Human Resource and Management: Course Book. London: BPP Learning Media.
Hill, J. A. (2016). Protecting a Global workforce in a Changing World. Benefits Magazine, 53(5), 26-31.
Low understanding of benefits and compensation. (2016). Money Marketing, 20.
Su, C., & Yang, T. (2015). Hoshin Kanri planning process in human resource management: recruitment in a high-tech firm. Total Quality Management & Business Excellence, 26(1/2), 140-156. doi:10.1080/14783363.2012.756743