Human Resource Project Plan

Human Resource Project Plan

This paper explores a project charter to revamp the compensation and benefits packages for employees of COA. It will provide a useful communication strategy to narrow down resistance to change and receiving buy-in from the project team. Thus, hopefully, get everyone on board and assisting the stakeholders to become engaged and approve the need for improvement of the current compensation and benefits package. Also, the paper will define the scope and provide a diagram of a work breakdown structure (WBS).

The project charter is significant to the success of a project, transforming agreements and facts into a documented project management approach. The production begins to organize and document a project's necessity and projected conclusions at the beginning of the project management process and provides evidence on how to make sound decisions concerning the project (Hayes, 2000). Such a planning document sometimes named project overview or project contract contains a declaration of the objective and course of the plan, as well as further information concerning the project’s environment (Lewis, 1995a). COA will use the project charter to identify an authorization to move forward with the task.

The project proposal is the primary element to review business goals, which include cost, time and quality aspects; assumptions and constraints that led to the decision to launch the project (Bonnal, Rauser 2017). Consequently, every project should have a charter that examines the nature and scope of the work and management’s expectations for outcomes. An agreement is a concisely written document containing the following: name of the project’s sponsor; project’s benefits to the organization, a brief description of the objectives, expected time frame, budget, and resources available, and the project manager’s authority (Project Needs a Charter, 2016). The organization, COA needs to refurbish the compensation and benefits package of its company.

It is the newly appointed human resources director’s task to ensure this project is successful. For the organization to perform with effectiveness, the compensation and benefits system has to receive an update. Restructuring the system will create a more productive and efficient working environment for the employees and furthermore attract the best talent to the organization. The human resource manager has the responsibility to provide a comprehensive compensation and benefits package; it is essential to the welfare of all employees of the organization. Accordingly, the manager analyzes the wages and salary to understand how individuals build wealth and secure economic well-being.

The basics of payment such as medical benefits, stipends, meals and lodging, pensions, 401K, wellness memberships, and rewards programs not reported as income. However, these fringe benefits can suggestively improve wealth and economic well-being (Casteel, 2013). Although the company offers the average benefits package obligated from labor laws, it is not enough to stimulate and engage the employees. The new plan must outline rewards, recognition along with compensation and insurance benefits.

This project determines to provide COA with stable, comprehensive compensation and benefits packages that meet the needs of the company’s mission of providing the highest quality benefits package for the workers. The human resources manager is dedicated to achieving the best options that assist the companies’ development of the new benefits package. Hence, receiving positive outcomes and responses needed from the workforce. The conclusion of the project will result in new technology and practice, meeting the needs of multiple users. The system developed will support the needs of the employees and will facilitate performance accountability and recognize employees while maximizing the organization's goals and values.

Paper For Above instruction

Developing a comprehensive human resource project plan to revamp compensation and benefits packages is critical for aligning organizational goals with employee satisfaction and retention. This paper explores the key components of such a plan, including the project charter, scope, work breakdown structure (WBS), communication strategies, milestones, and resource allocation, emphasizing best practices and scholarly insights.

Initiating the project, the project charter serves as the foundational document, formalizing the purpose, scope, benefits, and authority to proceed (Hayes, 2000). For COA, the charter clarifies the need to update compensation and benefits systems to foster a more motivated, engaged, and high-performing workforce. It specifies the project’s objectives, benefits—such as attracting top talent and improving employee satisfaction—and resources required. The project manager, with support from senior management, uses the charter to ensure alignment among stakeholders and maintain focus throughout execution.

The scope of the project defines the boundaries and deliverables, emphasizing the redesign of the entire compensation structure, including base pay, fringe benefits, and supplemental rewards. Essential to scope management is clarity around what the project will and will not achieve, including constraints such as budget limitations and regulatory requirements (McDavitt, 2015). A well-defined scope ensures that all stakeholders share a common understanding, reducing scope creep and facilitating focused efforts.

The Work Breakdown Structure (WBS) breaks down the total scope into smaller, manageable tasks necessary to complete the project on time and within scope. According to Zecheru and Olaru (2016), an effective WBS enhances planning accuracy and resource allocation. For this project, the WBS might include phases such as needs assessment, market research, benefits design, stakeholder review, system development, pilot testing, and full implementation. Each task is assigned to specific teams or individuals, promoting accountability and tracking progress.

Effective communication is vital for stakeholder engagement and project success. A comprehensive communication plan delineates who needs what information, when, and how. Lawson (2013) underscores the importance of transparency and timely updates to prevent misunderstandings and resistance. Communication methods may include regular meetings, email updates, visual presentations, and training sessions, tailored to different stakeholder groups. Inviting feedback fosters buy-in and continuous improvement.

The project schedule incorporates milestones such as completion of needs analysis, approval of benefits design, development of technological tools, and the rollout of the new system. Anthony (2018) emphasizes that tools like Gantt charts facilitate milestone tracking and enable proactive adjustments. Clear milestones ensure that the project remains on track and stakeholders are informed of progress or issues.

Resource allocation involves estimating human, technological, and financial resources necessary for project execution. The initial budget of $350,000, as specified, covers system development, stakeholder engagement, training, and contingencies. Securing executive support, particularly from the CFO and HR leadership, is essential for resource approval and ongoing support. Allocating resources efficiently ensures that the project meets its objectives without overruns.

Risks and assumptions are inherent to project planning. Risks such as budget overruns, technological failures, or resistance to change must be identified and mitigated through contingency plans. Assumptions, like the availability of skilled personnel and technological infrastructure, underpin planning efforts. Proper risk management enhances project resilience and success probabilities (Kloppenborg, 2015).

In conclusion, a well-structured human resource project plan for revising compensation and benefits packages can significantly impact organizational effectiveness. By employing meticulous planning—incorporating a clear project charter, scope statement, WBS, communication strategies, milestones, and resource management—COA can achieve its goal of offering competitive, comprehensive employee benefits. This strategic approach not only aligns with best practices but also promotes stakeholder engagement, transparency, and organizational growth.

References

• Anthony, K. (2018). Gantt Chart Tips When to use Milestone in your Project Plan. Retrieved from https://www.projectmanager.com/blog/gantt-chart-tips
• Bonnal, P., & Rausser, C. (2017). Charters, Mandates, Roadmaps, and Other Artefacts at the Launch of a Project: Characteristics and Similarities. Journal of Modern Project Management, 22-31.
• Casteel, P. D. (2013). Wages and Compensation. Research Starters: Sociology (Online Edition).
• Hayes, D. S. (2000). Evaluation and Application of a Project Charter Template to Improve the Project Planning Process. Project Management Journal, 31(1), 14.
• Kloppenborg, T. (2015). Contemporary Project Management (3rd ed.). Stamford, CT: Cengage Learning.
• Lawson, C. (2013). Ensure your institution has a sound crisis communication plan. Campus Security Report, 10(1), 6. https://doi.org/10.1002/casr
• Lewis, J.P. (1995a). Fundamentals of Project Management. New York: American Management Association.
• McDavitt, S. (2015). Deriving and Providing Advanced Proficiency Standards for the PTA Scope of Work within an Orthopaedic Practice Setting. Orthopaedic Physical Therapy Practice, 27(4).
• Zecheru, V., & Olaru, B. G. (2016). Work Breakdown Structure (WBS) in Project Management. Review of International Comparative Management, 17(1), 61-69.