Create A 7- To 9-Slide Presentation Based On Your Week 2 Sce

Create a 7- to 9-slide presentation based on your Week 2 scenario

Create a 7- to 9-slide presentation using the scenario from your Week 2 Individual assignment. The presentation should include an introduction slide outlining the content, performance measurements, team rewards and compensation, and a human resource plan specific to your project. Each measurement and plan must be explained in detail. Provide typed speaker notes for each slide, and include relevant visuals, media, and graphics that complement the content. The slides should contain bullet points rather than full sentences or paragraphs, with detailed and specific information relevant to your project.

Paper For Above instruction

Creating an effective and comprehensive presentation based on your Week 2 scenario is a critical exercise in applying project management principles in a practical context. The goal is to develop a clear, visually engaging, and detailed presentation that communicates key aspects of project performance measurement, human resource planning, and team incentives, all tailored to your specific project scenario.

Introduction and Outline

The presentation begins with an introductory slide that provides an outline of the topics to be covered. This slide functions as a roadmap, informing viewers about the subsequent content: measurements for performance evaluation, proposed team rewards, and human resource strategies. The purpose of this slide is to ensure the audience understands the structure and flow of the presentation, clarifying the focus on performance metrics, incentive structures, and HR planning specific to your project scenario.

Performance Measurement for the Project

For measuring project performance during execution, it is essential to choose metrics that are specific, measurable, and relevant to the project's objectives. Three suitable performance measures could include:

• Schedule Variance (SV): This measures the difference between the planned and actual progress, providing insight into whether the project is on track or delayed.
• Cost Performance Index (CPI): This assesses cost efficiency by comparing budgeted costs to actual costs incurred at any point during the project.
• Quality Compliance Rate: This metric evaluates the proportion of deliverables that meet predefined quality standards, ensuring that performance is aligned with quality expectations.

Each measurement should be allocated to specific slides with detailed explanations of how these will be tracked, what thresholds will indicate success or warning signs, and how adjustments will be made if deviations are detected.

Team Compensation and Rewards

Designing appropriate financial incentives is vital for motivating project team members and ensuring high performance. Instead of generic bonuses or raises, the compensation plan should be tailored with specific amounts and rationale. For example:

• Performance Bonuses: Tiered bonuses based on meeting key milestones; for example, a $2,000 bonus for early completion of critical phases, to motivate punctual delivery.
• Profit-Sharing: Offering a percentage of the project's net benefit (e.g., 5%) to incentivize team members to focus on overall project success rather than just individual tasks.
• Non-Monetary Rewards: Recognition programs, professional development opportunities, and flexible work arrangements for sustained motivation beyond financial compensation.

Rationales should include considerations of fairness, market competitiveness, and alignment with project goals and organizational values, with references to motivational theories such as Herzberg’s Two-Factor Theory.

Human Resource Plan

An HR plan tailored to the project must outline workforce needs, staffing strategies, and roles specific to the project activities. This includes:

• Staffing Strategy: Identifying key roles necessary at different stages—such as project manager, technical specialists, and support staff—and planning for internal reassignment or external hiring as needed.
• Training and Development: Implementing targeted training programs to ensure team members are equipped with necessary skills, thus minimizing delays caused by skill gaps.
• Performance Management: Establishing clear expectations, feedback mechanisms, and regular review sessions aligned with project milestones.
• Team Structure: A matrix or functional organizational structure might be suitable, with defined reporting lines and collaborative workflows tailored to project complexity.

The plan must explain how resources will be allocated throughout the project lifecycle, addressing potential challenges such as resource shortages or turnover, and proposing mitigation strategies.

Visuals and Media

Throughout the presentation, incorporate relevant visuals such as charts illustrating performance metrics, diagrams of the HR structure, and infographics demonstrating reward schemes. These elements enhance understanding and engagement, providing visual context that complements the detailed explanations.

Conclusion

The conclusion summarizes the key points: the importance of metrics in monitoring performance, the strategic approach to team incentives, and a tailored HR plan that supports project success. Emphasize that these elements are interconnected, collectively ensuring the project is delivered on time, within budget, and to quality standards.

References

• Kerzner, H. (2017). Project Management: A Systems Approach to Planning, Scheduling, and Controlling. Wiley.
• Project Management Institute. (2017). A Guide to the Project Management Body of Knowledge (PMBOK Guide). PMI.
• Herzberg, F. (1966). Work and the nature of man. World Publishing Company.
• Lock, D. (2017). Project Management. Gower Publishing.
• Meredith, J. R., & Mantel, S. J. (2017). Project Management: A Managerial Approach. Wiley.
• Schwalbe, K. (2018). Information Technology Project Management. Cengage Learning.
• Wysocki, R. K. (2019). Effective Project Management. Wiley.
• Turner, J. R. (2014). Handbook of Project-Based Management. McGraw-Hill Education.
• Fitzgerald, B., & Stol, K.-J. (2017). Continuous Software Engineering and Beyond: Trends, Challenges, and Opportunities. Springer.
• Marchewka, J. T. (2014). Information Technology Project Management. Wiley.