Sheet1CommentsPossiblePercentageActualPointsProject charter contai.docx

Sheet1CommentsPossiblePercentageActualPointsProject charter
contains all of the needed elements.8410084Communication
plan is sound for the project. 4210042Scope is defined
2810028WBS is incorporated into paper in chart
format8410084Some APA errors. 149513.3Some writing
errors289526.6Subtotal278Late penalty0Total278Instructor
comments: Penny, The project charter outlines the details and
elements of the project clearly. Scope could be defined more
specifically. The WBS is reasonable and serves as a guide for
project flow. There are some minor writing errors. Excellent
work, overall! Dr. Young
Points: 280
Assignment 1: Planning Document
Criteria
Unacceptable
Below 70% F
Fair
70-79% C
Proficient
80-89% B
Exemplary
90-100% A
1. Construct a project charter to revamp the compensation and
benefits package.
Weight: 30%
Did not submit or incompletely constructed a project charter to
revamp the compensation and benefits package.
Partially constructed a project charter to revamp the
compensation and benefits package.
Satisfactorily constructed a project charter to revamp the

Thoroughly constructed a project charter to revamp the
2. Design a communication plan for the project. Weight: 15%
Did not submit or incompletely designed a communication plan
for the project.
Partially designed a communication plan for the project.
Satisfactorily designed a communication plan for the project.
Thoroughly designed a communication plan for the project.
3. Define the scope of the project.
Weight: 10%
Did not submit or incompletely defined the scope of the project.
Partially defined the scope of the project.
Satisfactorily defined the scope of the project.
Thoroughly defined the scope of the project.
4. Create a work breakdown structure including numbered
components.
Weight: 30%
Did not submit or incompletely created a work breakdown
structure including numbered components.
Partially created a work breakdown structure including
numbered components.
Satisfactorily created a work breakdown structure including
Thoroughly created a work breakdown structure including
5. Four (4) References
Weight: 5%
No references provided.
Does not meet the required number of references; some or all
references poor quality choices.
Meets number of required references; all references high quality
choices.
Exceeds number of required references; all references high
quality choices.
6. Clarity and writing mechanics
Weight: 10%

More than 6 errors present
5-6 errors present
3-4 errors present
0-2 errors present
Points: 280 Assignment 1: Planning Document
Criteria Unacceptable Below 70% F
Fair
70-79% C
Proficient
80-89% B
Exemplary
90-100% A
1. Construct a project
charter to revamp the
compensation and
benefits package.
Weight: 30%
Did not submit or
incompletely
constructed a
project charter to
revamp the
compensation and
benefits package.
Partially
constructed a

project charter to
revamp the
compensation and
benefits package.
Satisfactorily
constructed a project
charter to revamp
the compensation
and benefits
package.
Thoroughly constructed a
project charter to revamp the
compensation and benefits
package.
2. Design a
communication plan
for the
project. Weight: 15%
Did not submit or
incompletely
designed a
communication
plan for the
project.
Partially designed
a communication
plan for the
project.
Satisfactorily
designed a

communication plan
for the project.
Thoroughly designed a
communication plan for the
project.
3. Define the scope
of the project.
Weight: 10%
Did not submit or
incompletely
defined the scope
of the project.
Partially defined
the scope of the
project.
Satisfactorily defined
the scope of the
project.
Thoroughly defined the
scope of the project.
4. Create a work
breakdown structure
including numbered
components.
Weight: 30%
Did not submit or
incompletely
created a work

breakdown
structure including
numbered
components.
Partially created a
work breakdown
structure including
numbered
components.
Satisfactorily created
a work breakdown
structure including
numbered
components.
Thoroughly created a work
breakdown structure
including numbered
components.
5. Four (4)
References
Weight: 5%
No references
provided.
Does not meet the
required number
of references;
some or all
references poor
quality choices.

Meets number of
required references;
all references high
quality choices.
Exceeds number of required
references; all references
high quality choices.
6. Clarity and writing
mechanics
Weight: 10%
More than 6 errors
present
5-6 errors present 3-4 errors present 0-2 errors present
Points: 280 Assignment 1: Planning Document
Criteria
Unacceptable
Below 70% F
Fair
70-79% C
Proficient
80-89% B
Exemplary
90-100% A
1. Construct a project
charter to revamp the
compensation and
benefits package.
Weight: 30%
Did not submit or

incompletely
constructed a
project charter to
revamp the
compensation and
benefits package.
Partially
constructed a
project charter to
revamp the
compensation and
benefits package.
Satisfactorily
constructed a project
charter to revamp
the compensation
and benefits
package.
Thoroughly constructed a
project charter to revamp the
compensation and benefits
package.
2. Design a
communication plan
for the
project. Weight: 15%
Did not submit or
incompletely
designed a
communication
plan for the
project.
Partially designed
a communication
plan for the
project.

Satisfactorily
designed a
communication plan
for the project.
Thoroughly designed a
communication plan for the
project.
3. Define the scope
of the project.
Weight: 10%
Did not submit or
incompletely
defined the scope
of the project.
Partially defined
the scope of the
project.
Satisfactorily defined
the scope of the
project.
Thoroughly defined the
scope of the project.
4. Create a work
breakdown structure
including numbered
components.
Weight: 30%
Did not submit or
incompletely
created a work
breakdown
structure including
numbered
components.
Partially created a
work breakdown

structure including
numbered
components.
Satisfactorily created
a work breakdown
structure including
numbered
components.
Thoroughly created a work
breakdown structure
including numbered
components.
5. Four (4)
References
Weight: 5%
No references
provided.
Does not meet the
required number
of references;
some or all
references poor
quality choices.
Meets number of
required references;
all references high
quality choices.
Exceeds number of required
references; all references
high quality choices.
6. Clarity and writing
mechanics
Weight: 10%
More than 6 errors
present
5-6 errors present 3-4 errors present 0-2 errors present

Running head: REVAMPING COMPENSATION AND
BENEFIT PACKAGE
1
REVAMPING COMPENSATION AND BENEFIT PACKAGE
16
Revamping Compensation and Benefit Package
Penny Williams
HRM:517
Managing Human Resources Projects
Dr. Jennifer Young
February 11, 2018
Table of Contents
3Executive Summary
4Background
4Goals
5Scope
5Communication Plan
6Key Stakeholders
6Project Milestones
7Project Budget
9Work Breakdown Schedule
10Constraints, Assumptions, Risks and Dependencies 200
10Conclusion
11Approval Signatures
Executive Summary

At the human resource department, compensation and benefits
accrued to employees form the backline of the department. This
is because the department is charged with the responsibility of
ensuring that the welfare of the employees is maintained at all
costs. The current benefits that employees get in the small team
under focus in this paper is just enough. With such a package,
there are certain things that the team cannot achieve given that
an average compensation package gives average motivation and
hence average productivity from the workers. The primary goal
of the project is to improve the motivation level attached to
small teams and break the popular belief that working with a
small team is unproductive and overworking the workers. This
project will help in changing the perspective of the firm using
small teams through improving the compensation package for
workers in the small team. The project will be completed in
phases. The first phase will involve consulting the employees
regarding their advice on the project. Then, the management
will give its input. The second phase will involve drafting the
new compensation and benefits package. From there, the final
phase will be to implement the project. Finally, the last phase
will seek feedback from the small team members about the new
package and take suggestions on improvement which will be
then be implemented if they are found feasible. The
communication plan for this project will be completed three
major ways. The first method will be done through the official
memo. Also, since the matter is official then it is also prudent
to include another channel of communication that will involve
the external stakeholders specifically board members. Further,
the company can also communicate about the project through
the official email communication sent to investors and other
stakeholders. It is not enough to communicate to stakeholders;
there is need to facilitate communication from the stakeholders
to the relevant individuals within the company. For instance, the
social media platforms, as well as the website, will be modified
to allow direct communication with stakeholders with interest in
the company to communicate their ideas about the project.

Background
At the human resource department, compensation and benefits
accrued to employees form the backline of the department. This
is because the department is charged with the responsibility of
ensuring that the welfare of the employees is maintained at all
costs. For this to be done, it is essential to pay the employees
which are the basic and primary reason why employees seek
employment in the first place. Thus, in this project, the aim is
to revamp the current benefit and compensation package.
Currently, it is safe to say that the package is average in that it
serves the needs of the employees. In other words, the current
benefits that employees get in the small team under focus in this
paper is just enough (Bryant & Allen, 2013). With such a
package, there are certain things that the team cannot achieve
given that an average compensation package gives average
motivation and hence average productivity from the workers.
An average compensation package is especially dangerous for a
small team for the following reasons. Firstly, the team can
provide difficult to motivate given that the workers feel that
their less number is not a factor considered when planning
finances. It would be expected that a lean team should be highly
compensated because they must do a lot of work to meet
deadlines. Secondly, the team would expect that they have lots
of benefits since they are few individuals in a team as compared
to other teams with many members. In respect to equality, both
large and small team are provided with equal benefits. Thus, the
one benefit of a small team is that the benefits are shared
amongst a lean team. This advantage is supposed to be
commensurate to the fact that the lean team will have a lot of
work to do to be on the same achievement level as a large team
(Madhani, 2015). When this advantage is not provided, the
small team is not likely to meet the expectations, nor the goals
set for it.
Being the manager of this small team, I plan to revamp the
seemingly dormant and inadequate compensation and benefits

package for improved productivity. With the team having all the
benefits they should have as well as compensation, they will be
able to work hard to meet the goals set out for them. This way,
my role as the manager will be met, and the team will be
considered for future projects due to their record in meeting the
expectations of the management for current tasks. Additionally,
if the team performs beyond expectations, the then chances are
that future teams will be lean and small. The system of using
both small and large teams will be done away with. This way,
each employee will have the chance to work in a small team for
maximum benefits and compensation plus a chance to have their
work noticed. Therefore, this revamping project has a lot riding
on it with its success bringing a lot of positive change for the
employees (Vázquez-Casielles, Iglesias & Varela-Neira, 2012).
In this situation, the human resource department has the chance
to change the current policy and introduce small teams that will
improve the employees’ welfare. Goals
The primary goal of the project is to improve the motivation
level attached to small teams and break the popular belief that
working for a small team is unproductive and overworking the
workers. With the right motivation, small teams can produce
expected results in the same way as larger teams even better.
This will prove to the management that having small teams for
tasks is better and should be the way forward. This way the firm
will benefit from improved productivity making it possible to
meet all the deadlines and hence reduce costs significantly. To
achieve this primary goal, the following specific goals will have
to be met first.
The specific goals of this project are:
a. Introduce a complete overhaul of the benefits and
compensation package to introduce intangible benefits
b. Connect the compensation package with motivational
strategies for enhanced productivity per worker in the team
c. Set new standards for the company about the performance of

small teams
Scope
This project will help in changing the perspective of the firm
using small teams through improving the compensation package
for workers in the small team. The project will be completed in
phases. The first phase will involve consulting the employees
regarding their advice on the project. Then, the management
will give its input. The second phase will involve drafting the
new compensation and benefits package. From there, the final
phase will be to implement the project. Finally, the last phase
will seek feedback from the small team members about the new
package and take suggestions on improvement which will be
then be implemented if they are found feasible. Communication
Plan
The communication plan for this project will be completed three
major ways. The first method will be done through the official
memo. This method holds several benefits over other possible
ways. It is the official way of crucial communication
information to the internal stakeholders of companies all over
the world. As such, it possesses the aspect of trust such that
when a memo is issued it carries with it a sense of authority and
finality to the intended audience. In fact, in most scenarios,
memos often carry legal power to tie the targeted individuals or
individual to the contents. Thus, using the memo, the workers
will know that it is the official decision arrived at through the
direct authority from the top management to the human resource
department (Liza, 2014). Thus, using a memo will be fitting and
sufficient.
In addition, since the matter is official then it is also prudent to
include another channel of communication that will involve the
external stakeholders specifically board members. Thus, it is
important to publish this message on all official external
communication platforms for the company. These include the
website, social media, and mainstream media. The mainstream
media would be done so as to target the other workers in the
firm. For instance, informing workers in another subsidiary of

the firm that small team members have revamped compensation
packages will have them anticipate seeing when the package
will be instituted in their firms. Social media has become an
official communication tool between various factions of
companies (Bryant & Allen, 2013). There are groups on social
media such as WhatsApp that can be used to communicate such
a project in its entire phases to other workers. This way when
collecting feedback for the company in the follow-up stage of
the project.
Further, the company can also communicate about the project
through the official email communication sent to investors and
other stakeholders. The email will carry the subject “Motivating
workers for maximum productivity.” This way, details about the
project will be justly and fairly distributed to all relevant
stakeholders. This is an important move to show that the
company is all about transparency. This way, potential investors
will be endeared into investing in the company because of its
transparency.
The communication plan will also have to make allowances so
that communication is two-way. It is not enough to
communicate to stakeholders; there is need to facilitate
communication from the stakeholders to the relevant individuals
within the company. For instance, the social media platforms, as
well as the website, will be modified to allow direct
communication with stakeholders with interest in the company
to communicate their ideas about the project (Madhani, 2015).
Further, the project implementation team should be open to
suggestions even when undertaking the process so that the final
project can be a product accepted by all. This way, the project
will have high chances of success. Key Stakeholders
Client
[Human Resource Department]
Sponsor
[Top Management]
Project manager
[James Cox]

Project team members
[Claire Martins], [Henry Cavings], [Janet Canning], [Brandon
DrinkWater].
Project Milestones
The project has several milestones as shown below. It is
extremely crucial that the project follows the timeline.
Task
Start
Finish
Assignee
Initial Planning and Consultations
1st April 2018
3rd April 2018
James Cox, Claire Martins
Drafting the first package
4th April 2018
7th April 2018
Claire Martins, James Cox
Drafting Second package
8th April 2018
11th April 2018
James Cox, Janet Canning
Implementation
12th April 2018
15th April 2018
Brandon DrinkWater, Claire Martins, James Cox
Follow-up
16th April 2018
17th April 2018
James Cox, Henry Cavings
Invoice dates

Amount
Invoice Date
$400
3rd April 2018
Drafting first package
$200
7th April 2018
$300
11th April 2018
Implementation
$20,000*
15th April 2018
Follow-up
$100
17th April 2018
Total
$21,000
17th April 2018Project Budget
The project will have the following expenses.
$400
$200
$300

Implementation
$20,000*
Follow-up
$100
Total
$21,000
*The implementation budget is exceedingly higher than the rest
because the amount consists of the actual compensation funds
that will be used.
The implementation budget:
Implementation package activity cost
$1,000
Compensation Package revamp
$10,000

Benefits (Intangibles)
$9,000
The compensation revamps package will offer additional $2,500
to the four team members. The justification for this amount will
be that the workers deserve the added amount to their salaries
because they have to handle additional work in the small team.
The benefits for the team will include a paid trip to Hawaii in
summer for the four of them valued at $9,000. They will,
however, must meet all the goals set for them in the fiscal year
or else the benefits package is foregone.
The drafting of the compensational package, the first and
second drafts, will have some recurring charges. The amounts
recurring will be $100 which are charged to the project for
paying for the drinks and a place for the team to meet and
engage in the revamping process. The second drafting will be
more expensive than the first one because it will involve
printing and another concluding process for the revamp plan to
take effect. The rest of the costs will be non-recurring.
Work Breakdown Schedule
Constraints, Assumptions, Risks and Dependencies 200
Constraints
Financial – as the required budget may not be approved
Assumptions
The project will operate under the assumption that the workers
will respond positively to the revamped compensation
Risks and Dependencies
The most significant risk is the risk of workers failing to meet
the goals set even after the revamped package.Conclusion
The current benefits that employees get in the small team under
focus in this paper is just enough. With such a package, there
are certain things that the team cannot achieve given that an

average compensation package gives average motivation and
hence average productivity from the workers. The primary goal
of the project is to improve the motivation level attached to
small teams and break the popular belief that working for a
small team is unproductive and overworking the workers. This
project will help in changing the perspective of the firm using
small teams through improving the compensation package for
workers in the small team. The project will be completed in
phases. The communication plan for this project will be
completed three major ways. The first method will be done
through the official memo. Also, since the matter is official
then it is also prudent to include another channel of
communication that will involve the external stakeholders
specifically board members. Further, the company can also
communicate about the project through the official email
communication sent to investors and other stakeholders. It is
not enough to communicate to stakeholders; there is need to
facilitate communication from the stakeholders to the relevant
individuals within the company. For instance, the social media
platforms, as well as the website, will be modified to allow
direct communication with stakeholders with interest in the
company to communicate their ideas about the
project.References
Bryant, P. C., & Allen, D. G. (2013). Compensation, Benefits
and Employee Turnover: HR Strategies for Retaining Top
Talent. Compensation & Benefits Review, 45(3), 171-175.
Liza, R. S. (2014). The Total Compensation Strategy: A Case
Study of Warid Telecom Bangladesh Ltd. ASA University
Review, 8(1), 157-174.
Madhani, P. M. (2015). Sales Compensation
Strategy. Compensation & Benefits Review, 47(3), 107-120.
Vázquez-Casielles, R., Iglesias, V., & Varela-Neira, C. (2012).
Service recovery, satisfaction and behaviour intentions: analysis

of compensation and social comparison communication
strategies. Service Industries Journal, 32(1), 83-103.
Approval Signatures
[Name], Project Client
[Name], Project Sponsor
[Name], Project Manager
Revamping compensation and benefit package
Implementation
(3.1) Using the ideas to draft the package

Follow-up
(1.1) Collection of feedback
(2.1) Brainstorming
(4.1) Enrolling the employees for the package
(4.2) Using the package actively
(5.1) collect feedback from beneficiaries
(5.2) Noting down relevant points raised
(1.1.1) Feedback from Top management
(1.1.2) Feedback from team members

(2.1.1) Noting down relevant ideas
(3.2) Complete draft ready
(4.2.1) Actual payout
(5.2.1) Implementing the ideas
(3.3) Print package for dissemination
Points: 280
Assignment 5: MS Project Scheduling and Salvaging a Project
Criteria
Unacceptable
Below 70% F
Fair
70-79% C
Proficient
80-89% B

Exemplary
90-100% A
1. Create a work breakdown structure in MS Project using the
existing information from Assignment 1.
Weight: 30%
Did not submit or incompletely created a work breakdown
structure in MS Project using the existing information from
Assignment 1.
Partially created a work breakdown structure in MS Project
using the existing information from Assignment 1.
Satisfactorily created a work breakdown structure in MS Project
Thoroughly created a work breakdown structure in MS Project
2. Write a memo that communicates the budget situation to the
rest of the team.
Weight: 15%
Did not submit or incompletely wrote a memo that
communicates the budget situation to the rest of the team.
Partially wrote a memo that communicates the budget situation
to the rest of the team.
Satisfactorily wrote a memo that communicates the budget
situation to the rest of the team.
Thoroughly wrote a memo that communicates the budget
situation to the rest of the team.
3. Suggest three (3) ways to improve an underperforming team
member.
Weight: 15%
Did not submit or incompletely suggested three (3) ways to
improve an underperforming team member.
Partially suggested three (3) ways to improve an
underperforming team member.
Satisfactorilysuggested three (3) ways to improve an
Thoroughlysuggested three (3) ways to improve an

4. Organize a plan of action to get the project back on track.
Develop a new critical path.
Weight: 30%
Did not submit or incompletely organized a plan of action to get
the project back on track. Did not submit or incompletely
developed a new critical path.
Partially organized a plan of action to get the project back on
track. Partially developed a new critical path.
Satisfactorily organized a plan of action to get the project back
on track. Satisfactorily developed a new critical path.
Thoroughly organized a plan of action to get the project back on
track. Thoroughly developed a new critical path.
5. Clarity and writing mechanics
Weight: 10%
More than 6 errors present
5-6 errors present
3-4 errors present
0-2 errors present

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