PROJECT MANAGEMENT Project Justification Step 1. Environmetal Anlysis In the training program for the organization, there are 4 groups that are in training and 4 types of employee orientation. The best outcome from the training should come form the gropu that has the best weighted score and the best cost-benefit analysis. The table below show the 4 groups and the orientation Choosing an Employees Orientation Method-Weighted Factor Model CriteriaEffectivenes s Weigh t Effectivenes s Total Cost Efficien t Weigh t Tota l cost Engagemen t Method s Small Group 900.3531.5250.37.5100 Large group 750.3526.25500.31580 Online: Record 300.3510.5750.322.525 Online: Live Effectiv e 650.3522.75200.3675
PROJECT MANAGEMENT The effectiveness in training of the four groups are as follows, small group has the best effect on traing at 90 , large group is at 75, online live is at 65 while the least effective is online recorded at 35. In our rapidly changing century, professional training of personnel is of particular importance and is becoming an essential condition for the successful functioning of any organization. Step 2- Solution Proposal Considering the specifics of the market, the feature of which is quick and frequent changes, both the external conditions of the enterprise and the internal ones, it can be stated that the development of the vocational training system in an organization determines not only the success of its development, but also survival. Depending on the current and forecasted analysis, the best proposed solution is the use of small grops in training which are more effective and has a high cost benefit ratio. Time Weigh tTime TotalTotal (Which method is most beneficial) Method s Small Group900.1513.572.5 Large group700.1510.567.75 Online: Record300.154.542.5
PROJECT MANAGEMENT Online Live550.158.2552 Other studies conducted showed that a 10% increase in staff training costs gives an 8.5% increase in labor productivity, while the same an increase in investment gives a productivity increase of only 3.8%(Biesenthal, et al, 2018). Step 3- Alternative Analysis The training space required is a conference facility that can accommodate upto 50 employees who are ready to be trained. The relevance of this article is explained by the fact that currently in the field of personnel management, an intensive study of the human resources of the organization and the possibility of their future development is ongoing. The alternative analysis is to use the weighted average score.There is no doubt that the most important factor in the effectiveness of economic systems and the ability to develop in modern competition is the availability of qualified human resources aimed at solving intercompany problems(de Araújo et al, 2018). Comparison of the four methods 1.Small group Most effective and require less cost because of the small numbers being trained. It is also the most beneficial according to the ratings. Small group method is more time consuming. Time Weigh tTime TotalTotal (Which method is most beneficial)
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PROJECT MANAGEMENT Method s Small Group900.1513.572.5 2.Large Group This is the second most effective method of training with its weight and cost. It is second most benefial according to the ratings. Time Weigh tTime TotalTotal (Which method is most beneficial) Method Large group700.1510.567.75 3.Online record The least benefitial and the least cost effective. It is not good for the company and training as well of the staff. Time Weigh tTime TotalTotal (Which method is most beneficial) Method s
PROJECT MANAGEMENT Online: Record300.154.542.5 4.Online Live Although the training method is effective, it is more costly and is the third most benefitial among the four methods. Time Weigh tTime TotalTotal (Which method is most beneficial) Method s Online Live550.158.2552 CategoriesNumber of PeopleEstimated budget/ Salary (Per Hour) Total Supervisors11*35=35$14,000 Project Manager11*40=40$16,000 Internal Trainers33*30=90$36,000 Total5$165$66,000 Step 4-Impact Analysis
PROJECT MANAGEMENT The impact analysis on this project is that at the end of the training in 10 weeks, more staff will be trained and a cost and benefit analysis that is much lower. The impact in this is that a lower cost in training that is much more effective is not only benefitial to the company but also the staff are well trained in small costs. Step 5-cost benefit analysis So, the lack of knowledge and skills of the staff inevitably leads to poor quality of labor results, increased consumption of various types of resources, low labor productivity, reduced competitiveness of products manufactured by the enterprise, reduced level of labor protection in the organization, etc.. NumberunitCost/ unit Total LaborHours($)($) Supervisors14003514000 Internal trainers34009036000 Project manager14004016000 MaterialQuantity Learning booklet505250 Certificates502100 Pre-test performance booklets 500.525 Post-test performance booklets 500.525
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PROJECT MANAGEMENT Other Printed performance booklet 11010 Subtotal66,410 Contingency (%)Total with contingency Optimistic (5%)332169731 Pessimistic (10%)6641073051 Step 6- Risk Analysis One cannot disagree with the fact that the need to save the budget poses the challenge for organizations to optimize the existing strategy for the development and training of personnel, and to search and develop new ways and methods of training. In addition, the desire to be independent of the state of the labor market creates the need to increase the level of internal development of workers(Hodgson, & Paton, 2016). CategoriesNumber of PeopleEstimated budget/ Salary (Per Hour) Total Supervisors11*35=35$14,000 Project Manager11*40=40$16,000 Internal Trainers33*30=90$36,000 Total5$165$66,000
PROJECT MANAGEMENT Step 7-Reporting Using the project analysis report and the management report, the project is successful and the use of a small number of people is both cost effective and has more effectiveness in training to the staff as shown using the weighted average . Step 8-Validation The general methodological opinion, which we share, argues that the presence of modern, constantly operating mechanisms for the professional development of personnel in the organization prevents the outflow of the most qualified and promising employees. This in turn increases the overall competence of employees, and, consequently, the competitiveness of the enterprise(Lei, et al,2017). A competent personnel training system (human resources), in turn, allows you to: create and develop the conditions necessary for the continuous growth of professionalism of employees; achieve the goal of production at the optimal cost of resources; organize the formation of a promising personnel reserve; to increase interest in labor activity in the organization(Martens, & Carvalho, 2017). TaskTask Duration Total hours to perform the task Type of Resource Hours allocated budget Create learning materials Create powerpoint materials 2days16Supervisor16560 Create learning3 days24Supervisor24840
PROJECT MANAGEMENT handouts Create performance report 2 days8Internal trainer 8720 ANOVA test analysis 1 day8Internal trainers 8 Analyse pre&post test scores 1 day8Internal trainers 8720 Execute on floor training phase 720 Observe job performance 15 days120Internal trainers 828,800 28,800 Conclusion Depending on the current and forecasted analysis, the best proposed solution is the use of small grops in training which are more effective and has a high cost benefit ratio. Most effective and require less cost because of the small numbers being trained. It is also the most beneficial according to the ratings. Small group method is more time consuming. Time Weigh tTime TotalTotal (Which method is most beneficial) Method s
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PROJECT MANAGEMENT Small Group900.1513.572.5 References Biesenthal, C., Clegg, S., Mahalingam, A., & Sankaran, S. (2018). Applying institutional theories to managing megaprojects.International Journal of Project Management,36(1), 43-54. de Araújo, M. C. B., Alencar, L. H., & de Miranda Mota, C. M. (2017). Project procurement management: A structured literature review.International Journal of Project Management,35(3), 353-377. Hodgson, D. E., & Paton, S. (2016). Understanding the professional project manager: Cosmopolitans, locals and identity work.International Journal of Project Management,34(2), 352-364. Lei, Z., Tang, W., Duffield, C., Zhang, L., & Hui, F. K. P. (2017). The impact of technical standards on international project performance: Chinese contractors' experience.International Journal of Project Management,35(8), 1597-1607.
PROJECT MANAGEMENT Martens, M. L., & Carvalho, M. M. (2017). Key factors of sustainability in project management context: A survey exploring the project managers' perspective.International Journal of Project Management,35(6), 1084-1102.