Phenomenology and Organizational Communication - Assignment Example

Planning Document Number Contrary to common opinion, the factors that may determine the success or failure of an organization may be non-monetary. Instead, the main factor that informs the success of an organization is organizational management (or style of organizational management). In turn, it is an indisputable fact that the most sacrosanct part of organizational management is human resource management (HRM). As the head of human resources, one is charged with the management of both small and large teams. The officer also: revamps the compensation and benefits package employees are receiving in the company; creates HR-relevant data for every employee; and through the aforementioned data that has been created, designs a plan for the human resource project. The import of this is that misfiring of HRM-relevant functions may result in a serious strategic flaw and thereby ruining the interests of the organization and undermining the firm’s prospects for growth, stability and overall success. Thus, the delicate balance of HR management may be achieved as shall be seen forthwith. 1. Constructing a project charter to revamp the compensation and benefits package HRM Project Charter Project Name Authorizations Name Function Date Signature Author Joseph Carilus Fair remunerations Approved Project Manager Approved as a strategic plan for achieving performance target Approved Project Sponsor Approved because the project’s estimated expenses fall within the provisions of the company’s budget HR Project Background Having been appointed the head of HR department and now in charge of managing a small team, I am to revamp the compensation and benefits package employees are receiving at my company, Carilus & Sons Insurance; and design a plan for the human resource project. These functions are done to ensure fairness, equitability and competitiveness in employee remunerations. Expected organizational benefits Effective and more successful talent management Consistency in the attainment of performance target Intra-organizational cohesion Positive public and corporate image Proposed date of commencement November 5, 2014 HR Project objectives To ensure fairness, equitability and competitiveness in employee remunerations as a way of guaranteeing: effective and more successful talent management; and consistency in the attainment of performance target. Deliverables Increased profits HR Project Scope Inclusions current intra-organizational remunerations Prevailing market situations Employee welfare Local and international laws Exclusions The entire organization Criteria for success Biannual performance report of the group, at the individual and group level, after and before the effecting of the project Approach Research project and seeking to implement the research finding Risks & Issues Increased operational costs Fair and competitive rates does not directly mean the attainment of performance target Acquisition of false information or inaccuracies Strategic assumptions Fair and competitive rates are related to performance and catalyze the attainment of performance target. Setbacks Funds are to be disbursed into this project The project will require time and organizational synergy Reporting The report is to be made in a biannual basis since performance appraisal is to be done twice a year. Project Resources Project groups This involves the group under my care- group life Project sponsors The sponsorship emanates in-house, from Carilus & Sons Insurance Project manager I am the project manager Project team members The team members that make up the project are twenty one. 2. Designing a communication plan for the project In this case: Information flows from the execute decision making organ informing the HR head to execute new emoluments for the group. The HR head is to also communicate the progress to the execute decision making organ. The HR then communicates the changes to all the stakeholders. 3. Defining the Scope of the Project Just as Hayes (1999) observes, the project is to cover several areas such as the evaluation phase, research, communication and harmonization. The evaluation phase involves the consideration of several pertinent issues that relate to the upward adjustment and harmonization of salaries. In this case, as the head of HR, I am to: confer with the execute decision making organ of Carilus & Sons Insurance; and consider the remunerations that are being extended to the group while taking into consideration on salient factors in the group’s remuneration such as the level of education, possession of special skills and talents and possible individual disability. The research phase follows the evaluation phase and involves, making the necessary steps to ensure that the emoluments that are being exacted toward the group of employees have a concomitance with the market rate. The same research will seek to determine whether the emoluments that are being extended towards the group of employees conform to the standards that have been set in the international labor laws and the trends in the global market. This will be followed up by the actual carrying out of the research. This will involve: determining the very method (such as questionnaires and interviews) that will be used to collect information; using the same research method in the field work; putting down in rough and final draft; and interpreting the data that has been collected. The candidates that will be considered for the research work will be competitors in the local market, similar players in the international market, government representatives (especially those from the ministry of labor) and sources of international labor laws. After the realization of the research findings, I as the head of the HR will seek to call for the convention of the executive decision making organ to divulge the findings. This will create room for brainstorming and an arrival at a common standpoint. Conferring with the executive decision making organ will help in: the consideration of a more comprehensive project plan; the ratification of a more comprehensive strategic HR approach; and the warding off of several bottlenecks that may accost the effecting of favorable employee compensation. The final step that would complete the scope of this project would be the ratification of the findings and recommendations that will have been reached at in the research work. This will demand for consultations with the executive decision making organ so that relevant matters such as the financial implications of the policy ratification, the manner and phases of the implementation can be fully panned out. The aforementioned plans are important in the realization of a successful project since they help to meet the very characteristics of a successful project plan. A successful project plan has to be: established on facts and factual observations; comprehensive; in line with the financial realities of the organization; in agreement with both short-term and long-term goals of the organization; and supported and communicated within the rank and file of the organization. It is impossible that the aforementioned projects have all these qualities if all these previously mentioned measures above do not inform the scope of the research (Pietri, 2004). Taking all the measures above into practice will help in the deconstruction of the project planning process and positively affect human resource management. The deconstruction of the process will be realized through the consultative forum that the HR manager and the executive decision making organ has. Conversely, according to Budd and Velasquez (2014), the measures will help in motivating employees and thereby helping make human resource management more efficient. This is because employees are bound to feel more attached to the company than is usually the case. 4. Creating a Work Breakdown Structure Including Numbered Components It is important that the components of the project management should be placed in a work breakdown structure (WBS). According to Ken (2002) and Parviz (1999), putting the components of the project management in the WBS will be helpful in understanding the scope and strategy of the project, a detailed cost that estimates, establishing controls and giving guidance for schedule control and development. In this regard, the chosen WBS will be as follows. Conclusion From the foregoing, it is clear that the effectiveness and success of organizational stability and success are premised upon the observation of proper strategic approaches. These strategic approaches are bound to realize success only if proper strategies and measures such as a project charter, proper communication channels and work breakdown structure. References Budd, M. J. and Velasquez, L. D. (2014). Phenomenology and organizational communication. New Library World, 115 (7/8), 394 - 404 Hayes, D. S. (1999). International Student Paper Award winner: Evaluation and application of a project charter template to improve the project planning process. Project Management Journal, 31 (1), 14 Ken, R. (2002). Practice Standard for Work Breakdown Structures. Project Management Journal, 33 (1), 58 Parviz, F. R. (1999). Advocating a deliverable-oriented work breakdown structure. Cost Engineering, 41 (12), 35 Pietri, P. H. (2004). Organizational communication. The Journal of Business Communication, 11 (4), 3 Read More