PROJECT PLAN AND REPORT Coursework Example | Topics and Well Written Essays - 1750 words

PROJECT PLAN AND REPORT - Coursework Example It was also recommended that while planning the project, optimum utilization of resources should be done, the timeline is strictly followed and part-timers are recruited, so that the recruitment cost is reduced. Table of Contents Executive Summary 2 INTRODUCTION 5 Background 5 Scope of the Project 7 Method of Collecting Information 7 Limitations 7 DEVELOPING AN ONLINE CHRISTMAS GIFT STORE 7 Project Objectives 7 Products 8 Resources Required 8 Strategy and Implementation 9 Stakeholder Analysis 10 Risk Analysis 11 Milestones 13 Conclusion 14 Recommendation 14 References 15 Appendices 16 Appendix 1 16 INTRODUCTION Background Project planning is the science and art of utilizing the historical data, personal expertise, organizational knowledge and the project scope to depict the resource expenditure, cost, and the duration of a project. It also includes the development of guidelines in order to ensure the service quality, response to unfavourable events and commencing with the inevitable changes in the plan prepared for the project. In order to arrive at the estimated duration and cost of the project, the project manager identifies the numerous physical elements and activities that are necessary to meet the objectives of the project (Rad, and Anantatmula, 2005, p. 1). On the basis of this information the project manager estimates the requirements of the resources and the time length of the project. However, the estimation of the resources is done along with their cost estimation, as it is a valuable piece of information for the project team. The estimates of the resource are reduced to the cost. This is because total cost is more important information for the client. The project manager then finally computes the costs and completes the total estimation of the report (Haugan, 2002, p. 4-5). There are many different steps or stages through which a project passes to its completion or closure. Those set of stage would be described in this study through the development o f an online Christmas gift store. Since Christmas gifts are sold before and during Christmas, so this online store opening, launching and operations can be considered a project, which would be described in detail based on the phases that would be described here. The different phases or stages in a project plan are: Defining: Before initiating the project the project manager should determine the goals of the project, ascertain the scopes, risks, budget, cost, timescale, and approach. It should also be communicated to the stakeholders of the company, and the difference in opinions should be resolved in the initial stage. Planning: Planning is very important part of any project plan. While creating the project plan, the first task that is undertaken by the project manager and his team is planning the stages and the minute details in the project. Executing: In this stage the project manager and his/her team would be executing or implementing the pre decided activities for the completion of the project on time and according to the design. Monitoring: After implementing the step wise project operations, the manager has to monitor whether the implementation has been done according to the framework designed or not. Controlling: Controlling ensures that the plans have been followed according to the stages decided and set by the project team. Closure: Once all the tasks are complete in the

The Importance Of Training And Development Of The Staff Dissertation

The Importance Of Training And Development Of The Staff - Dissertation Example actice versus simple exposure 12 2.4.4 Individual Characteristics 13 2.4.5 Background of the trainee 13 2.4.6 Learning Style 14 2.4.7 Working Environment 14 2.5 Benefits of training and development for the Organization 15 Other Benefits 17 2.6 Telecom Industry of UK 19 2.7 British Telecom 20 2.8 Training and Development of British Telecom 22 2.9 Benefits enjoyed by British Telecom 23 2.10 Vodafone 24 2.11 Training and Development of Vodafone 24 2.11.1 Learning via experience 25 2.11.2 Training and Development Programs 25 2.11.3 Other Development Opportunities 25 2.12 Budget standard for training and development 26 2.12.1 Allocating Resources 26 2.12.2 Allocating Expenses 27 2.12.3 General estimation policy 28 2.13 Evaluation of training and development 29 2.13.1 Emotional reaction 29 2.13.2 Achieved learning objectives 30 2.13.3 Behavioural Changes 30 2.13.4 Impact on Organization 32 Chapter 3: Methodology 33 3.1 Introduction 33 3.2 Research Approach 33 3.3 Research Strategy 35 3.4 R esearch Methodology 36 3.5 Data Collection and Sampling 37 3.6 Ethical consideration 38 3.7 Limitation of the study 38 Chapter 4: Results and Findings 39 4.1 Introduction 39 4.2 Findings from employees of British Telecom 40 4.3 Findings from managers of British Telecom 45 4.4 Findings from the Employees of Vodafone 48 4.5 Findings from the Managers of Vodafone 53 Chapter 5: Analysis and Conclusion 61 5.1 Analysis 61 5.2 Conclusion 62 5.3 Recommendation 64 Chapter 6: Project Management and Review 66 Review 67 Reference List 69 Appendix 76 List of Figures Fig 1: Department of the respondents................................................................................41 Fig 2: Age of the... It has been identified by many of the authors that there exist some special characteristics of HRM that help in managing organizational culture and employee commitment (Anthony, 1994; Atkinson, 1990; Sisson, 1990; Guest, 1995). The commitment and alteration in the culture are encouraged by the application of specific practices in the areas of selection and recruitment, training and development, appraisal system and encouragement in the participation of the employees. In the general literature of HRM, recruitment and selection are seen as essential elements that assist in achieving employee commitment and cultural change. Some of the significant policy areas required to achieve new culture were identified by Guest (1987). On the other hand, William, Dobson, and Walters (1993) identifies that if recruitment is conducted in a systematic and thoughtful way, it is possible to exert emphasis on the ‘incoming culture', thereby creating a strong pressure on the existing workforce withi n the organization. Moreover, in order to create a change in the culture, it becomes very important for the HR manager to recruit selective people with the desired attitude. Snape, et al. (1995) have also emphasized that in order to develop the appropriate culture within the organization, the recruitment and selection of the employees should be based on their attitudinal and behavioral characteristics. The HRM literature also suggests that the training and development of the employees also lead to the change in the culture of the organization.