Planning and Compensation Document: Goals, Deliverables

PLANNING DOCUMENT
Name:
Institutional Affiliation:
Planning and Compensation
Introduction
As a human resource manager in a small establishment, the inclusion of project charter remains essential in establishing an organizations statement of objective. The statement is developed to determine the projects goals, responsibilities and roles of players within the process (Caruth & Handlogten, 2011). Moreover, it also establishes a projects level of authority and key stakeholders for a project manager. In this case, it can be presumed that a project charter provides an organization with a framework that guides its future projects, an aspect that is essential in business management.
On the other hand, a project charter is a detailed and short document that contains the request for an organizations proposal, thus depicting its essence in any project management process (Caruth & Handlogten, 2011). In order to effectively carry out projects, the inclusion of different initiatives such as Policy Dialogues and Customer Relation Management (CRM) are known to take prominence in the document.
Situational Analysis
Considering my appointment as the human resource manager in a small establishment that seeks to overhaul its compensatory and benefit packages for its employees, a revamp into this system will result in productive and effective employees who will fit within the current organizations system (Caruth & Handlogten, 2011). Currently, this company has failed in developing its employee’s direct compensation, an aspect that has seen the total compensatory package turn out to be lower than the stipulated national standard detailed in the Labor Act. However, the organization formed a staff bonus plan that primarily rewards some of the outstanding performances in as much as these efforts are not enough to motivate the organizations workforce.
It is essential to note that reward and compensation systems will take cognizance of several opportunities that include the expansion of the organization’s annual winners circle, and employee recognition within the organization for their good performance (Fennell, 2015). Additionally, the inclusion of this approach will be effective since it will consider the element of quality performance as a toll in enhancing the morale of employees in line with the vision and mission of the organization.
Purpose Statement
The purpose of this process is to design the organizations project charter that will enable it to revamp its employee’s compensation and remuneration packages (Fennell, 2015). The new reimbursement package will be required to recognize the employee’s efforts and dedication, an aspect that is in tune with the company’s mission, values and priorities.
Goals
Develop a compensatory and reimbursement plan that is consistent, suitable and visible within the company, and has the capacity to connect with the employees in such a way that enables the employees to be motivated and productive in the company. On the other hand, this approach supports an inclusive and positive work environment that reinforces work effectiveness and exacerbates quality work within the organization.
The plan will take into account the employee’s feedback that is expected to provide direction into how the organization will incorporate the compensation and reimbursement functions. This will develop a compensation system that is manageable and is easy to adjust based on the organizations resources, and aspect that will categorize the company’s resources that result in the scaling of performances aimed at achieving the benefits and compensation plan.
Deliverables:
The process will ensure proper structures are placed in planning and recommending an effective compensatory and reimbursement system that has the capacity to spur continuity, competency, equity, compliance and consistency on the organizations performance. Develop a system that flexibly adapts to the organizations systems.
This will be in accordance to the organizations core policies, performance records, and values, define the eligibility of the compensation plan. The organization will initiate essential values within the company, thus allowing the organization to operate as an advocate during the pilot testing and implementation of the compensation system.
Plans guiding the process:
In this case, the compensation and benefit system will ensure that: the system focuses on the competency of the employees rather than their personality or their popularity. The plan will base its functions on the objectives or the organization. For instance, emphasize will be driven towards the munificent benefits over the employees top salaries. On the other hand, a governance system will be put in place that includes a compensation and benefits level, an aspect that will attract a thorough scrutiny from project managers.
The system will ensure it is in adherence to the labor standards specifications and additionally ensure that a commitment is made on workplace safety within the organization. This will require a consultation among the union leaders and workers representatives in order to develop effective policies that address the issue. The system will also integrate wage replacement reimbursements, medical care and insurance covers as established by the labor standards.
Communication plan for the Project
The team leaders within the organization and employees will be required to present periodic reports to the sponsors, an aspect that depicts the manner in which communication will be broken down within the process (Kloppenborg, et.al.2012). On the other hand, the teams will ensure that project proceeding and deliverables are communicated progressively to the management of the company. The sponsors, teams, and the management of the company will be required to identify the time frame in which periodic submissions on the company’s reports will be made.
Alternatively, communication outside the confines of the team will require the verification of the team members and the sponsors. The sponsors and the team members will therefore engage in the timing and communication of project related information outside and within the team in order to assist each and every team member (Kloppenborg, et.al.2012). This process will require frequent information updates, an aspect that will spur the teams efforts in soliciting feedbacks on potential issues within the organization.
Scope of the Project
The new compensation and reimbursement system will be linked to other effective systems within the organizations human resource department. These systems include: rewards and recognition, and performance management approaches (Kloppenborg, et.al.2012). During each and every phase of the project, the teams will be required to report on their development to the head of the human resource department, the company’s management board, and the sponsors who will access the progress of the project.
The projects results and recommendation will be handed to the organization’s management by the team who will offer support through its meetings aimed at ensuring the projects are completed within the specified time and budget (Kloppenborg, et.al.2012). The team will also be tasked with the responsibility of checking and consulting within labor unions on the development of compensation and benefits packages, an aspect that will incorporate different bodies with the required information about the plan in the process.
As established, the manager will play the role of a team leader in guaranteeing the organizations sponsors and management that the new compensation plan will achieve its goal by meeting its expectations and serving the needs of the employees. They will also ensure that the organizations projects are completed in time and within the provided budgetary allocations an aspect that will be achieved through organizing and engaging the team members in the making of decision, and providing guidance where necessary.
The ...