Questions:
Part A
For this project, you are to manage 2 different complex projects as allocated by your assessor. This is not a technical task, but a fundamental project management task. Information provided for each allocated task will be intentionally limited, and you will need to talk to your assessor for more details
You have been given limited information regarding this project intentionally. You are to talk with your assessor to find more information about this project.
This project requires you to:
• Implement start-up activities through updating and confirming the project plan (key dates, activities, resources, compliance, etc); understanding the project stakeholders, establishing appropriate systems, and using appropriate project management tools
• Coordinate the project implementation through managing integration of project activities, stakeholders input, disagreements and disputes, and change proposals
• Monitoring the project appropriately
• Arranging project follow-up activities including testing, trialling or building requirements
Part B
At the completion of the project, you are to review its overall success. You are to do this by answering the following questions:
• Did the project result in the benefits defined in your business case?
• Did it achieve the objectives outlined in the terms of reference?
• Did it operate within the scope of the terms of references?
• Did the deliverables meet the criteria defined in the quality plan?
• Was it delivered within the schedule outlined in the project plan?
• Was it delivered within the budget outlined in the financial plan?
Here two projects are being taken. One is the training and development project and the other is employee motivation project. Both the projects will be undertaken in the Emirates Airlines and management of these two is a vital task (Baker, 2007).
Key dates-
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Project A (training and development) |
Project B (Employee motivation) |
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Human resources management department of the Emirates Airlines will take responsibility of making sure that staff satisfaction as well as efficiency of work is being properly maintained at the firm |
The firm’s team will indulge in the task of ensuring that the staffs are motivated to an extent from which the firm is getting a better output and the rewards are actually acting as a catalyst. |
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A proper training and development program needs to be carried out where employees will be given data and information regarding the positive effects of appropriate service on the buyers and clients and how good behavior can make staffs retain customers and thereby earn maximum profit (Blunt, 1985) |
A proper agenda and plan will be laid down where incentives and their basis will be decided by the management team. Here the team will need to work on facts like when will be the staffs awarded, whether it will be monetary or non monetary award and also what will be the form of award (Harrison, 1992) |
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Another action that will be taken will be regarding the laying down of the plan and process through which the training program will be carried out |
Next the management team will decide upon the benefits and effects of different incentives and other motivational tools and also will set priorities accordingly(Byers, 1974) |
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Project A |
Project B |
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· The aims and goals of employee training and development program needs to be clear · The employees must be involved in recognizing knowledge, skills as well as abilities that they will have to learn · The staffs needs to participate in the activities during learning process · Work experiences as well as knowledge which the employees attain to every learning condition has to be used like a resource (Herrera, 2002) · A very practical as well as problem-centered loom based upon real examples needs to be used · New material has to be connected to staff’s past learning plus work experience · The employees will be given proper opportunity towards reinforcing things that they learn through practicing · Learning ecology needs to be informal, safe as well as supportive · Individual employee needs to be given proper respect · Learning opportunity will properly promote some positive and actions of self-esteem · A good team of experts will be needed to provide training to the staffs (Leavitt, 1967) |
· The main aim and goal needs to be very clear and precise · The staffs must be surveyed and seen that what incentive has worked properly and most effectively in the past · A very thorough past review of the motivational plan implemented in the past needs to be done · A practical plan will be needed by the firm to enable the firm retain staffs for longer period of time · Getting satisfaction of employees over rewards will staffs a very difficult task, firm will also need to learn the actions for proper management and those that would properly create the feeling of immense satisfaction all among employees (Korzynski, 2013) · Appropriate motivation will be needed and also good motivational tools will be required by the management for encouraging the staffs and making them work for longer time period. |
Project 1- Emirates Airlines will tend to apply some principles while application of the training program which will include both classroom program as well as self-study programs similar to the other methods and procedures of training. Here the firm will provide some experts who will supply classroom training to the staffs and also staffs will be supplied some books from where they need to learn and apply the same in their work (Lock, 1997). The internet also will be used by HR of the Emirates Airlines to facilitate self-study as well as development programs that will be very useful, for properly empowering the staffs and also will be cost effective more than what it was sometimes ago.
Project 2- Organizations will actually pay proper attention towards monetary and even towards non-monetary awards and rewards that will be have to be given to staffs for motivating them, because balanced mix of both of the rewards can enable the firm to create extra beneficial and appropriate motivation. Any individual’s goal as well as organization’s goals actually will be tried to combine together as they are in reality independent and need to be linked by work motivation (Manolopoulos, 2007).
Project 1- The vital stakeholders in this project will be the employees and also the management department that is the senior level managers who will get indulged in the planning and making processes of the project. Employee training actually is responsibility of organization. Employee training and development is that shared accountability and liability of the management which is always distributed among all the managers at top level and individual employee as well. The accountability of the management is actually to supply right resources as well as an ecology that would support growth plus development requirements of individual employee. For the program to get more and more successful, HR department will obviously expect each of the staff to be extra creative as well as innovative (Noe, 1999). They will even encourage staffs towards getting engaged in the web intended for ideas as well as self study plus even self development sources. They will even get information related to the group management plus the technology advancement.
Project 2- Motivating the staffs can actually be single-vitally important activity and can be very much managerial challenge intended for employers. The capability of the firm to effectively indentify and also encourage the employees to properly work very hard each day is also an invaluable technique and will require a vast team of experts to understand the staffs well and also to motivate them properly. For the successful completion of the project the whole business will be a stakeholder of the project. The individuals will be intended and motivated to provide all of their services to the organizations towards attainment of the organization’s goals for appropriately meeting all of their own that are their personal goals.
Coordinate project implementation via managing incorporation of the project actions, stakeholders input and disagreements as well as disputes plus change proposals:
Project 1- Initially, majority of staffs in employment will not carry any cause for shifting jobs otherwise careers. Presently when the program is going on, times actually will change and people will develop their careers and will aim to have become actually boundary less. Here the firm will try to implement the program in a way through which it could attain maximum result and minimize the cost (Ponnappa, 2014). The steps will be as follows:
Project 2- Motivation will directly relate to achievement of the staffs and also their retention in workplace. Achievement within the workplace will deal with pride as well as sense of proper accomplishment staffs feel about all of their jobs as well as employers. The steps will be
2) Quality of the Life- Employers will emphasize on the quality of the life and will try to motivate staffs toward proper achievement of higher levels of the productivity. Several employees will worry regarding the way in which they will balance the work duties as well as personal lives, plus such concerns could also negatively affect the morale as well as performance (Randolph, 2014)
3) Provide Coaching- Staffs who lack motivation while they don’t perform good will be given [proper motivation classes and a session of brain wash will be undertaken.
4) Monetary Incentives- Several monetary incentives will also be provided.
Mentors will be involved in the task of monitoring. The vital role of these expert mentors within the training plus development will be to help the mentees search right solutions for themselves. Principle for the mentorship is also said to get extra effective while mentor helps the mentees gain experience of proper learning. The main principle will imply that mentor will focus upon mentoring the efforts as well as expectations on the helping as well as guiding mentored to the developed solutions as well as answers (Terry & White, 1997). The staffs will also be asked several questions and a survey will be done to analyze the effectiveness of the program which was prior undertaken by the firm for enhancement and improvement of staffs and also retain them for longer period of time.
Outcome- yes the project was totally beneficial and also resulted in the standards that were set prior to the undertaking of the program. The result were actually far better than what was expected from the program
Achievement of objectives- yes the project was very successful in achievement of the aims and objectives. Also the project proved to be very beneficial for the firm as it resulted in tremendous success of staffs (Wateridge, 2001).
Did it operate within the scope of the terms of references?
Emirates Airlines actually is among leading firms in aviation industry within undertaking the employee development. The Emirates Airlines has followed strategies as well as policies that have been result oriented. Yes the plan has effective strategies and tactics. It also operated in the proper scope of actual terms as well as references. It followed a certain path which has enabled the firm to attain the actual result which was set as a benchmark of the program outcomes (Wright, 2002). The firm has also aimed in achievement of results in a better way and the plan was laid down having vital scope and proper approach.
Deliverables meeting criteria defined in quality plan
The deliverables met all the criteria that was defined in the reference plan. Outcome which was seen totally matched the standard that was set. It was seen that the staffs felt quite better and extra happy after the training program, though motivation program was extra effective as it lacked a proper mix of monetary and non monetary mixes, yet attained good results though not best one.
Was this delivered within schedule time-
Yes both the programs were delivered within the scheduled time. Also proper timely evaluation was made which consumed some extra time. The timely delivery of the program made it extra effective and cost beneficial. If the time limit would have not been met the result would have been delayed and the outcome would have been something very different, may be negative as well.
Was this delivered in budget outlined-
The budget outline for the projects were actually properly met and it did not exceed the financial limit. This proved the project to be extra beneficial for both the firm as well as the staffs.
Conclusion:
The project management has always been difficult task for any of the firms which wants to undergo and/ or undertake any novel project for attainment of any personal or group aims and goals. Firms capable of managing such project effectively and efficiently result in extra profit and good image as well as better delivery of gods as well as services. In a nutshell here are all details regarding the two projects training and development of staffs and motivational program for employees that have been undertaken by Emirates Airlines.
References
Baker, H. (2007). Employee training. Chandni Chowk, Delhi: Global Media.
Blunt, B. (1985). Measuring employee motivation. Performance + Instruction, 24(10), 6-6. doi:10.1002/pfi.4150241004
Byers, K. (1974). Employee training and development in the public sector. Chicago: International Personnel Management Association.
Harrison, R. (1992). Employee development. [London]: Institute of Personnel Management.
Herrera, F. (2002). Demystifying employee motivation. Employ. Relat. Today, 28(4), 37-52. doi:10.1002/ert.10014
Korzynski, P. (2013). Employee motivation in new working environment. International Journal Of Academic Research, 5(5), 184-188. doi:10.7813/2075-4124.2013/5-5/b.28
Leavitt, H. (1967). Leadership, Employee Needs and Motivation. Psyccritiques, 12(7). doi:10.1037/009218
Lock, D. (1997). Project management. International Journal Of Project Management, 15(3), 195-196. doi:10.1016/s0263-7863(97)83206-1
Manolopoulos, D. (2007). An evaluation of employee motivation in the extended public sector in Greece. Employee Relations, 30(1), 63-85. doi:10.1108/01425450810835428
Noe, R. (1999). Employee training and development. Boston: Irwin/McGraw-Hill.
Ponnappa, G. (2014). Project Stakeholder Management. Project Management Journal, 45(2), e3-e3. doi:10.1002/pmj.21400
Randolph, S. (2014). Maximizing Project Value: A Project Manager’s Guide. Project Management Journal, 45(2), e2-e2. doi:10.1002/pmj.21399
Terry, N., & White, P. (1997). The role of pension schemes in recruitment and motivation. Employee Relations, 19(2), 160-175. doi:10.1108/01425459710171049
Wateridge, J. (2001). Successful Project Management. International Journal Of Project Management, 19(3), 191. doi:10.1016/s0263-7863(99)00054-x
Wright, J. (2002). Effective Project Management. International Journal Of Project Management, 20(8), 633. doi:10.1016/s0263-7863(01)00028-x
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