Planning Document

Project Planning
Name:
Institutional Affiliation:
Abstract
The current compensation and benefits system in the company is not effective enough to motivate employees and to enhance their performance. The latest survey that was carried by the company revealed that workers are dissatisfied with the current payment system and lack of effective benefits package. Therefore, redesigning and revamping of the current compensation and benefits package will significantly alter the payment system and enhance employee satisfaction. As the HR manager, my team will be critical in driving the organizational agenda. My project is to revamp the compensation and benefits packages for the employees. This paper is a human resources design that would revamp the compensation and benefits packages for the employees. The design contains the budget requirements, the communication plan, and the work breakdown structure. The revamping of the compensation and benefits package will ensure that the new system is user-friendly. In addition, it will embrace the modern technology leading to effective and efficient payment system. In addition, it will lead to time-saving due to enhanced efficiency.
Revamping Compensation and Benefits Package for Employees
Introduction
As the HR manager, I have been entrusted with the responsibility of planning for the revamping the compensation and benefits package for employees of my company. Compensation and benefits play a very crucial role in aligning worker behaviors the company objective.

Studies have demonstrated that the human resources play a key role in the success of any organization. Able human resources translate to increased organizational output. Therefore, revamping the compensation and benefits packages needs effective planning because it directly affects the success of my company. The project plan will have four main components that include: project charter, communication plan, definition of the scope of the project, and the work breakdown structure (WBS).
Project Charter
Analysis of the Current Situation
The current compensation and benefits system in the company is not effective enough to motivate employees and to enhance their performance. To some extent, the current system has led to employee dissatisfaction due to its many drawbacks, and it is long since it was updated. In addition, it is not compatible with the modern technology. The latest survey that was carried by the company revealed that workers are dissatisfied with the current payment system and lack of effective benefits package. Therefore, the company believes that redesigning and revamping of the current compensation and benefits package will significantly alter the payment system and enhance employee satisfaction (Caruth & Handlogten, 2001). Besides, such strategy will provide the employees with the needed motivation to pursue the organizational agenda.
Project Objectives
To come up with compensation and benefits package that is in line with the long-term goals of the company and that can easily be applied across the firm. In addition, the project should be able to:
Motivate and enhance the productivity of all employees in the company
Provide a conducive working environment
Enhance efficiency and effectiveness of all workers
The new compensation and benefits package should enable employees to get quick feedback regarding their compensations and benefits.
Coming up with flexible and adjustable payment system that enhances the general performance of the company.
Project Deliverables
Revamping a payment system that can easily be applied in all the departments in the company.
Planning and recommending the new payment system that enhances consistency and sustainability of employee productivity in the company.
Conducting internal and external research and survey to determine the suitability and eligibility of the proposed compensation and benefit package system, including the cost-benefit analysis. The analysis will be guided by the company’s structure, culture, policies, and values.
Act as technical advisors during the implementation of the new compensation and benefits package.
Project Benefits
The revamping of the compensation and benefits package will ensure that the new system is user-friendly
It will embrace the modern technology leading to effective and efficient payment system. In addition, it will lead to time-saving due to enhanced efficiency (Bulmash, 2006).
It will majorly focus on workers’ competencies and performance.
The proposed compensation and benefits package will enhance transparency of the payment system in the company and employees will be able to access all the payment information that they need. Consequently, it will promote fairness and equality in the company’s payment system.
The proposed project will be in line with the remuneration regulations and other labor laws. Therefore, it will enhance the compliance level and eliminate unnecessary costs that are associated with non-compliance.
Project Team
Sponsor- the company executives and board of directors
Human resource managers who will act as the supervisor of the planning and implementation of the proposed project
Human resource consultants- offer technical advice during project planning and implementation.
Vendor- will offer the best payment system that can be used to replace the current system.
IT experts- the vendors, will be expected to come with IT experts to assess the situation and recommend the best way forward.
HR department employees- will be used to tests whether the new payment system is user-friendly.
Employees-will is used to evaluate the effectiveness of the project in meeting its intended objectives.
Government representative-to assess whether the proposed compensation and benefits system comply with all labor policies and laws.
Possible Constraints
The inability to meet the set deadline. Even the proposed project is expected to be completed in time. There are some future uncertainties that may cause delays, leading to untimely completion.
Project team: project team comprises people with other engagements, which may make them offer limited time and services towards the implementation of the projects.
Resistance from employees (Ahmed & Bakhsheshi, 2009). There are some employees who may resist the implementation of the proposed compensation and benefits package system because they are used to the current system, and they would like to maintain the status quo (Gichoya, 2005). The resistance is likely to emerge from HR employees who have worked with the company for long. However, the level of resistance will be reduced through effective communication and by involving all stakeholders through the planning and implementation of the proposed project.
Failure of the system during user testing, which can also lead to time wastage. The failure of the system may force the implementation team to start the project afresh, which may be costly.
Project Assumptions
The project will get full support from the company’s executive and board of directors
There will be limited resistance, as employees want a better payment system that will ensure that they are fairly and properly remunerated.
The project will be completed within time.
The project stakeholders will be committed to ensuring successful implementation of the new compensation and benefits system.
There will be enough funds that can be used to fully implement the proposed project.
There will be no uncertainties apart from the ones that have been predicted.
Budget Requirements
The proposed project is expected to cost $800,000. A lot of costs will be incurred during project implementation, especially in acquiring the new payment system from vendors. Acquiring the new system is expected to cost $200,000. Below is the breakdown of the budget requirements:
Budget Breakdown
Item Cost ($)
Wages 400,000
Price of new system 300,000
Employee training 48,0000
Overtime expenses 52,0000
TOTAL 800,000
Communication Plan
The communication plan entails the strategies and methods that will be used during communication between stakeholders, distribution of information to internal and external stakeholders, and sending or acquiring feedbacks.The main objectives of this communication plan are:
To collect information from all stakeholders
Persuading stakeholders to take appropriate action and to reduce the level of resistance
To encourage dialogue among stakeholders to resolve conflicting issues or uncertainties
To ensure that the project meets the required standards and all other legal requirements.
The communication mechanisms that will be used during project implementation will include workshops, email, company website, telephone calls and posters. Presentations will majorly be carried out through workshops. However, some brief presentations will be conducted through emails, telephones, or websites. Posters, on the other hand, will be used to pass information that does not need personal contacts among stakeholders.
The implementation team meetings will be held after every two weeks, and they are expected to coincide with the main milestones that have been achieved during the execution period. During the meeting, the project manager will ensure that action notes are distributed to all meeting attendees within a period of two days after the meeting. In addition, a liaison team expected to hold weekly meetings to deliberate on the progress of the project. However, a meeting will be called anytime when there is a pressing issue to be solved. The urgent meeting will be called by the project manager, and the meetings will be communicated through telephone calls or email.These methods convey information faster than other possible communication mechanisms that could be used during project execution (Čulo & Skendrović, 2010).
The project team will be expected to timely communicate project projects and the status of the deliverables to the top management of the company.The top management of the company will also be frequently updated on any emerging issues during the project implementation. Besides, progress reports will be used to update the progress of the key components of the proposed projects. To ensure smooth and effective communication, all stakeholders are expected to actively relay any information that can affect the execution of the project (Rajhans, 2013).
Scope of the Project
The project primarily focuses on the revamping the compensation and benefits package for the company. Effective and efficient payment system is critical in the modern workplace because it has a direct impact on employee performance, motivation, and even job satisfaction. Therefore, this project is specifically intended to transform the current compensation and benefits package to motivate and improve the performance of the company. The company I am working for has about 200 employees, including management and staff. Since the current payment system has led to some employee dissatisfaction, the revamping of the compensation and benefits package is expected to enhance employee satisfaction after completion. The project is expected to run between December 2016 to May 2017, and it will cost about $800,000 upon completion. It is, therefore, a project that is expected to change the payment system of the company.
Work Breakdown Structure
The work breakdown structure that is shown in the table below shows the key components of the project and the time frame in which they are expected to be fully completed.
Component Persons Responsible Duration
1 Initiating the Project 1.1 Coming up with situational analysis HR Manager One week
1.2 Creating project goals and objectives Project Team 3 days
1.3 Creating project deliverables Project Team 2 weeks
1.4 Developing plans and guidance of the process Project Team 5 days
1.5 Developing project scope Project Team 3 days
1.6 Developing the project schedule HR Manager 2 days
1.7 Developing communication plan HR Manager 1 month
2 Project execution 1 month
2.1 Analysis Phase Vendor and IT Experts 1 week
2.2 Design Phase IT Experts 2 weeks
2.3 Validation Phase IT Experts 10 days
2.4 Deployment phase Project Team 2 weeks
2.5 Completion Phase Project Team 5 days
3 Project closeout Project Team and shareholders 1 day
References
Ahmed, S., & Bakhsheshi, A. H. F. (2009). Improving Risk Management in Projects: Stakeholder Management in Perspective of Risk Management A Case Study in StatoilHydro (Doctoral dissertation, Masters Thesis. NTNU University).
Bulmash, J. (2006). Human Resources Management and Technology.Pearson Prentice Hall
Caruth, D. L., & Handlogten, G. D. (2001). Managing compensation (and understanding it too): A handbook for the perplexed. Greenwood Publishing Group.
Čulo, K., & Skendrović, V. (2010). Communication Management Is Critical For Project Success. Informatologia, 43(3).
Gichoya, D. (2005). Factors affecting the successful implementation of ICT projects in government. the Electronic Journal of e-government, 3(4), 175-184.
Rajhans, K. (2013). Role of Communication in the Large-scale Construction Projects in India.National Institute of Construction Management & Research