MS Project

MS Project

Memo

From:

To: Date:

RE: THE BUDGET SITUATION FOR THE HR PROJECT FOR REVAMPING EMPLOYEE COMPENSATION AND BENEFITS PACKAGES

I am esteemed at this moment to write this memo to you. This memo aims at updating you on the budget allocation to revamp employee compensation and benefit packages. I would first like to thank you for the support in funding this noble idea of revamping employee compensation and benefits packages. This noble cause shows the value employees bring to the organization. It is also a manifestation of commitment to improve the working conditions of employees and to improve the productivity levels.

The budget allocation to this project aimed at improving human resource services. We are also committed to ensuring that the project becomes successful. We thank you for bestowing upon us this opportunity to spearhead the project. So far, it has been challenging but at the same time interesting. Because of this, we believe that we are obligated to update you on any changes and how the project progress.

So far the project has moved on well, however, there are some issues that have cropped up we need addressed. It is regrettable as we have learned that one of the key members of the team has failed to deliver. The team member has derailed the efforts of the team by dragging behind and completing his work late after deadlines. Because of these, the budget allocation has been dwindling at a higher pace than what was expected. As a result of this we are worried that the budget allocation will not be able to finance the entire project. This is a concern to me and to other members and we saw it wise to inform you in time for any action in an event of an eventuality. Furthermore, we do want to absolve ourselves from any bring that could have arisen due to this misappropriation of funds. Even though, as a team we may have failed, it is not my responsibility to enforce disciplinary measures.

In line with these changes, I therefore request that the budget be reviewed for the project to come to conclusion within the stipulated time. It will not be wise for the project to stall at the level it has reached putting in mind that employee and other stakeholders had great ambitions and expectations. We are also concerned and we would not wish the project to fail. We regret for this misuse of funds meant for the project and believe that this will not happen again as appropriate measures have been put in place. We remain committed and dedicated to the vision and goals of the organization.

We believe that this information is very essential and portrays the will and dedication of the team members. This is the state of the matter and we believe that an amicable solution will be found to end the stalemate finally.

Improving underperforming team members

In an organization context, there are different employees with varied skills, competencies and experiences. These differences play a fundamental role in their level of performing. Other factors that affect the performance of the employees are the working conditions available, the motivational strategies that organization and personal reasons among others. Therefore, when one asks why the employee is not performing as expected, the management should find out the reason. This is the only way that an appropriate solution or strategy can be done to help such employees.

One way to improve an underperforming team member is by talking to such staff to find out the reason the staff is not performing as expected. This is very important because, the staff may not be aware of this and therefore, he/she may not be aware that something has gone wrong. To those that are aware, it is important that they are allowed to share with the management or supervisor why they are not meeting the expected standard (Manzoor, 2012). This sharing will lead to revelation of many factors such as stress, poor working conditions and many others that are triggering the staff from performing well. This sharing will also allow the management to understand the reason for the poor performance and coming up with a plan to help such a staff to improve such as provision of counseling services if the staff is faced with psychological problems such as stress. It is not always good to dismiss employees when they fail to perform as expected. They need to be given chance to share their experiences and even given a second chance to determine whether they can improve (Lipman & Hall, 2008).

The second way to improve the performance of under performing employees is to cultivate a conducive working environment. This means that employees should be rewarded and motivated (Haar, & Kossack, 1990). Employees do vary from one another, as what motivate one does not motivate another. Therefore, finding out the motivation of such employee and providing that motivation can go great miles in helping to rejuvenate such an employee making the staff to improve. Rewards include providing salaries and other benefits consummate the efforts the staff are bringing (Manzoor, 2012). If a staff work hard and adds value to the organization such a staff is eligible to better compensation. This motivate such employees making them to work even extra harder. Motivation can also be through recognition, appreciation, encouragement and promotions among many others. Providing such rewards to a staff that is underperforming will definitely compel such staffs to work extra harder.

Plan of action to get the project back on track

It is not always that projects progress on as expected. Different factors may interfere with the project as it progress such as lack of resources, inadequate staffs among others that cause other inconveniences. Therefore, because of such challenges, it is always important to ensure continuous monitoring and to have alternative solutions to handle these changes to avoid interfering with the progress of a project.

In this, case, to get the project back on its course, it requires that the team members redefine their goals. They should first understand the reasons why this has to happen and come up with a plan to ensure that this problem does not occur again. All the team members should be informed of their responsibility as well as the consequences that weighs them incase they violate the rules and the standards set.

In this meeting, the project leaders must ensure that everything is in place to ensure that the scenario does not happen again. The employee that dragged the team behind should be interrogated and given warning and if he/she does not change then should be replaced with another one that is more competence. Furthermore, the project team should ensure that the budget set is not misused by ensuring that every talk in the project is completed as per the duration expected. This will require a good schedule that will help to indicate and to guide the team as they progress with the project. Money should be well spent and employees should be paid in respect to the contribution they make. No money should be given to an employee or a team member that is not working hard. This will see the project return to its course and even completed within the stipulated time.

In conclusion, compensation and benefit packages mean a lot in an organization and contribute greatly in productivity of employees. This project therefore should be well implemented to ensure that it become successful. In project management, the person in charge and the team should work together as a team and have a good plan to be able to spend resources well and at the same time achieve the objectives within the stipulated time.

References

Haar, J., & Kossack, S. (1990). Employee Benefit Packages: How Understandable Are They?, Journal of Business Communication, 27(2): 185-200.

Lipman, F. D., & Hall, S. E. (2008). Executive compensation best practices. Hoboken: NJ: J. Wiley.

Manzoor, Q. (2012). Impact of Employees Motivation on Organizational Effectiveness, Business Management & Strategy (BMS), 3(1): 1-12