Human Resource management and Practices SAQA ID: 61592 Mc kayle Schoeman Module 6 activity 4 Student ID:720007103

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Index

Page 1

cover page

Page 2

index

Page 3

introduction – goals

Page 4

processes – risk management

Page 5

budget – task layout

Page 6

milestones – monitoring

Page 7

stakeholder engagement – measuring success

Page 8

biography

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The Vision Project Of GHI

Introduction GHI is a company that works with external organizations helping them reach their goals with the help of your best consultants and project managers.

The vision We strive to give your clients the best services, helping them reach their top results the most effective way and time saving manner.

The scope This vision project will be used to improve company GHI

Goals and objectives We are aiming to improve the following aspects in the organization, these improvements will help your employees to more successfully assist our current and future clients. Goal: expanding the organization Objective: Hire 10 new employees and build new department Goal: Improvement of communication Objective: introduce a chat room system on desktops Goal: Increase productivity and effectiveness Objective: redevelopment of team structures and implementation of tracking system Goal: Manage risk management proactively Objective: decreasing risks by 20 % in the next year by implementing frequent assessments Goal: Time management Objective: improving all projects time management by implementing task tracking systems Goal: control and management of budget Objective: implementing a budget strategy for each department and their teams

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Processes and sub – processes Choosing the right processes and sub processes are important to the success of the project. When choosing the processes, the following criteria was used as guidelines: ➢ ➢ ➢ ➢ ➢ ➢ ➢

Is it in relation to the key objectives of the organization Has the process shown stability in the past Will it generate data frequently and sufficiently Is it a prediction/contributor to the quality and performance does it contribute to the factors that are important to the understanding of the risks and achievements is it a multimale measurable attributer keep in mind the type of analyst that is needed

implementation this project will be implemented with 5 phases – initiation , planning , implementation , monitoring and lastly will be closing

Resources People - For this to be successful we will need the all levels of the organization to cooperate from the HR department down to the consultants’ analysts and project coordinators. Having stakeholders buy in Information – best practice information needs to be collected and compared trough benchmarking Time – schedules will need to be drawn up to ensure that goals are reached on time Tools- finned the most productive systems to implement Budget – finding the needed funding. Risk management Like all projects there are risks that may arise in this projects case these risks could be: ➢ ➢ ➢ ➢ ➢

resistance to change lack of funding struggles with adapting to new systems finding the right systems for the companies needs time

solutions to the risks: ➢ ➢ ➢ ➢ ➢ ➢ ➢ ➢

receiving stakeholders buy in beforehand will help with the funding and resistance. Having information sessions on why the changes I needed and the benefits of it Training in new systems Implementing the changes over time not all at once Having set schedule Frequent feedback Getting the employees involved in the choices Benchmarking the systems before putting them to use 4

Budget

Category Benchmarking New systems Restructuring New employees (recruitment) Training Expansion on departments (adding office space) Unforeseen elements Total

Estimation R 80 000 R 120 000 R 80 000 R 800 000 R 90 000 R 150 000 R 80 000 R 1 400 000

Task layout Who Human resource management department

Responsibility Redevelop a hierarchical Structure and implement the structure

Recruiting 10 new employees Identify training needed Implement training Benchmarking communication and task tracking systems

Time frame Two weeks to redevelop the structure Three months to implement the structural changes (a month per level starting at to level) Six months 3 weeks 3 months 5 weeks

it

Install new systems in to desktops

3 weeks

Project manager

Keeping the project on track with evaluations

Throughout the process

Developing training schedules Designing implementation plan Reporting on progress to hire ups Ensuring training is being done

One week 2.5 weeks Once a month Throughout the process

Office manager

Developing additional office space Implementing the plan for additional office space

3 weeks

Team managers

Ensuring training off team member are done

With in 6 months

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Milestones to reach Month 1 – Goals and objectives were developed - Benchmarking was done on communication and task tracking systems - New hierarchical structure was developed - Training areas were identified Month 2/3 – information sessions on new systems - Implementation of new upgraded communication systems - Send level 1 employees for training Month 4 – implementation of new task tracking systems - Hire 2 employees - Send level 2 employees for training - Employee meetings were held on there insight Month 5 – employe 3 employees - Send level 3 employees for training Month 6- benchmark and evaluate the new systems that were implemented - Recruit 3 new employees Month 7- recruit last 2 new employees - Start with plans of office expansion Month 8/9 – send new employees for training Month 10 – meetings with all 3 levels Month 11 – final evaluation Month 12 – last changes were made if necessary and project was closed

Monitoring during implementation Monitoring and communication will be done with weekly meetings and monthly reports They systems that will be installed will help with the monitoring and communications as well. To ensure that the quality of this project stays at its best the managers of each department will act as quality controllers, along with this questionnaire will be handed out with each phase of the implementation asking for feedback form employees and clients

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Stakeholders’ engagement Engagement will be done frequently with in person meetings and monthly news letters keeping them apart of the proses. Periodic Updates with Questions will be sent out as well.

Post project monitoring After the project has been implemented the lats evaluations will be done by benchmarking the processes implemented interlay to the old versions then taking those results and benchmark them externally. Questionnaires will be sent to clients and employees and lastly post mortem in person meetings.

Measuring the success The success of the project will be measured to the individual improvements employees has made , the improvement of the communication on all levels internally and externally , the effectiveness of the teams and lastly the abilities of completing the projects effectively and in a timely manner

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Biography

Council, Y.E. (2022) Council post: Five effective methods for keeping stakeholders engaged, Forbes. Available at: https://www.forbes.com/sites/theyec/2019/09/19/five-effective-methods-for-keeping-stakeholdersengaged/?sh=1700df0335b2 Español (2022) CDC’s Developmental Milestones, Centers for Disease Control and Prevention. Available at: https://www.cdc.gov/ncbddd/actearly/milestones/index.html Averbuch, Z. (2023) Your Ultimate Guide to Project Management Resources, monday.com Blog. Available at: https://monday.com/blog/project-management/project-management-resourc Coursera (2023) 4 phases of the Project Management Lifecycle explained, Coursera. Available at: https://www.coursera.org/articles/project-management-lifecycle

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