Month: October 2020

Importance of Project Management Plan

Importance of Project Management Plan

Importance of Project Management Plan – The following is an article that discusses the important role of project management plans for companies, which have been summarized from trusted sources.

project management plan (project management) contains an explanation of how the plans and decisions of a project will be carried out. In simple terms, the contents of project management are 4W (Why, What, Who, When) and 1H (How). A project management plan (PMP) is considered a living document, which means that if there are changes to the project plan while the project is running, the project management must also be updated or changed. So, why is PMP considered important for companies?

Project management should be viewed as a tool that helps companies to carry out their designated projects effectively and efficiently. But of course the use of this tool does not automatically guarantee project success. This project management can be a very important and powerful tool in the hands of a company that understands its use and has the competence to implement it.

Project Management Plan Making Process

Usually a project management plan is made by a project manager, then it will be signed by key stakeholders, and become the basis for a project plan. If there is a change, then formally the change will be included in the change control and will be used as a comparison between the actual project and the baseline project. After the project manager completes the project management plan document, a kick-off meeting will then be held to officially start the project. The purpose of conducting the kick-off meeting is to inform stakeholders that officially the project will run and provide an overview to each stakeholder regarding what activities will be carried out. Whether it’s a small or large project, creating a project management document is a must.

Also Read: The Importance of Corporate Values for Managing HR

Fill in the Project Management Plan

Usually before a project starts, a manager or project auditor will ask for important documents such as a project charter and project management plan. The project auditor will ask for a thorough explanation of the content of project management, which aims to assess the readiness of all stakeholders in carrying out a project.

The project management plan has a baseline that will be made in the planning phase. There are 3 baselines, including the scope baseline (containing the project scope statement, WBS, and WBS dictionary), schedule baseline (containing project schedules that have a start date and end date for each activity), and the cost baseline (containing the project budget). The three baselines are usually referred to as the Performance Measurement Baseline. Because usually the project manager will always compare the running projects with the baseline. The performance will then become a report to stakeholders regarding the condition of the project, whether it is still in scope or out of scope. And whether under, within or over budget, and whether behind, on, or ahead of schedule.

Whenever there is a change related to the baseline during executing and monitoring & controlling, the change will be included in the change control system. If approved, the project manager can update the baseline in project management.

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The Importance of Corporate Values for Managing HR

The Importance of Corporate Values ​​for Managing HR

The Importance of Corporate Values ​​for Managing HR – The values ​​in human resources in the sustainability of a company are of the utmost importance. The following is the importance of company values ​​for managing human resources. The cultural values ​​that exist in the company are an indicator of whether the company is in a healthy state or not. For a company, the existence of values ​​in the company is very important. However, in the process of carrying out and instilling the company’s values ​​to all employees in the company is not easy. A value must become a habit, behavior, and even a company culture in achieving company goals. Company values ​​are a collection of values ​​that form the basis and foundation of the company in shaping systems, processes, policies, and strategies in running the company. In addition, company value can be a stepping stone in achieving short, medium and long term goals. In addition, company value is used as a tool or goal for employees or a common goal, and is a belief instilled in a company structure that can penetrate the boundaries of objects, people and situations.

But in reality, well-defined cultural values ​​within the company will only become a wall decoration such as the company’s vision and mission. Therefore, so that every employee or part of the company can carry out their respective functions effectively and efficiently, they must know how to do their job duties properly and correctly. Including how to behave in the company as a member, especially in the corporate environment. What is the role and importance of company values ​​in managing HR? In the following we have summarized the review.

Creating Culture Within the Company

Creating a good and quality corporate culture requires a strong foundation in the company in implementing values, vision and mission, organizational systems and work behavior, as well as an effective leadership style. However, there are still many companies that are just starting to formulate company values ​​and find it difficult to socialize them to all employees. There are also companies whose employees know the values ​​and behaviors expected by the company, but there is no motivation from the employees to carry them out. Whereas a strong corporate culture will allow company values ​​to live and dominate the individual values ​​of each employee.

The stronger the company’s values ​​in influencing employees, the stronger the corporate culture will be in building a stronger cultural foundation. That way, will create strong morale, ethics and integrity towards the company. Considering the importance of company values, a corporate culture internalization program is needed as a means for employees to be able to buy in to company values. Not only cognitive (knowledge), but also affective (emotionally), so that all employees can show their behavior.

Values ​​for Managing HR in the Company

To simplify the management of HR within the company, the important thing that needs to be done is to internalize the values ​​of the corporate culture. So that it will have a positive impact on the company. One example is Pizza Hut. The service standardization at Pizza Hut is carried out by the waiters very uniformly and this is a culture in each of its outlets. Previously, of course, the waiters were given training and formed in such a way so that they could have uniform behavior in providing services. This is a form of cultural values ​​in the company. The importance of internalized values ​​within the company to all employees will have a positive impact both on employees and for the company. The values ​​of the corporate culture are the identity of the company and are the personality of the company that must be applied by all employees. The importance of company values ​​for managing HR can be done in the following ways:

1. Describe the values ​​in the company

The company must first define the cultural values ​​that can provide the power of life for the company consistently and can be carried out by all employees. For example, before developing employee leadership, make sure that the employee understands the corporate cultural values ​​well. With a clear corporate culture, one can understand the rules of the game that must be followed. Both the rules in doing their job duties, and in interacting with fellow members in the company.

2. Cultural internalization of company values

In order for the values ​​within the company to be applied effectively, it is necessary to have cultural internalization for all employees. Cultural internalization is a process to instill and develop a value or culture to become a part of the person concerned, in this case the employee. The cultivation and growth of this value can be done in various ways. For example, through education and teaching methods, briefings, indoctrination, brain-washing, and many more.

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Managing Employee Performance to Increase Productivity

Managing Employee Performance to Increase Productivity

Managing Employee Performance to Increase Productivity – Managing card performance is very important, because employee performance determines the success of a company. By managing employee performance, it will provide many benefits for the company. But it will also encourage the employees concerned to improve their performance for the better. That way, the company’s productivity will increase as well. But in reality, the morale possessed by employees will experience ups and downs. Every employee at times will experience a decrease in performance. If allowed to continue, then this will have a negative impact on the sustainability of the company. Of course, company operations will be hampered. Then what can be done to maintain and manage employee performance so that it can be maximized?

In order to achieve the goal of improving employee performance, it is absolutely necessary to have a common perception of what and how the system will be run. The more aligned the perceptions held by company leaders and employees under them about the system, the more positive the impact will be on the progress and final results of its implementation.

Tips to Improve Employee Performance

Several large companies and small companies today have taken interesting actions to measure and improve the productivity of employee performance such as the following:

1. Set clear expectations from the start even when you first hire an employee. Describe in detail the existing performance standards and how these standards can be used by all employees.

2. Trying to provide performance coaching to employees. This technique is a new way to manage employee performance that focuses on the direct relationship between employees and managers or company leaders.

3. Empower employees by giving employees more autonomy.

4. Asking for criticism and suggestions from employees as one of the materials for evaluation.

5. Determine goals first, which serve for the employee’s career stage and of course for the business planning process.

6. Measure employee performance which can be done every day, every week, or several weeks.

7. Adapt and adapt to the needs of employees and the company.

8. Remember the major work that has been accomplished by an employee or an influential employee’s efforts in a team or a project.

Factors Affecting Employee Performance Standards

There are several factors that can affect an employee’s performance standards, including the following:

1. Internal factors, focusing on the personal characteristics of an employee. Examples are loyalty, reliability, communication skills, and leadership skills.

2. External factors, focusing on factors outside the employee. This external factor is divided into two. The first is social and organizational factors which include policies, types of training and experience, the wage system and the social environment. And the second is physical and occupational factors, including work methods, settings and conditions, work equipment, workspace arrangement, noise, lighting, and temperature.

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