Nov 26, 2020 in Management

Abstract

Implementing a project requires collaboration from many people. Proper planning should help to bring the relevant people to support the implementation of the project. This should include collecting relevant tools for effective project implementation as well as the techniques that are affordable to the organization. In order to create an employee incentive program in any project, identifying the reason for the incentive as well as the prevailing needs is important in getting the program to be successful. This paper is the presentation of project implementation in a for-profit university intended to comply with the regulations as provided in Title IV of Higher Education Act, 1965. It provides the steps needed to implement the program.

Key words: project implementation, planning, project evaluation, stakeholders

Project Activities and Sequencing Scenario

Introduction

Employees are an integral part to the success of any company or organization. As such, they must be enthusiastic about their work in order to carry out the jobs that they are assigned to. This is directly connected to their level of morale being important in getting the employees to do their job. With new standards and regulations emerging, some employees are likely to be demoralized with these accreditation regulations, especially where the workload is increased. In the wake of the Title IV of the Higher Education Act (1965), which requires for-profit institutions to improve their service delivery, there is a need for providing incentives to employees in order to empower them to achieve the set standards. This project involves creating an employee incentive program to help in identifying and addressing staff needs in order to keep up with the new accreditation regulations (Lester, 2013). The paper presents the Gantt chart for project activities and a work breakdown structure for them.

Scope of the Project

The university department of human resources will carry out an employee incentive program to reflect the requirements and regulations as provided in Title IV of the Higher Education Act of 1965. The program will target lecturers, workers, librarians, and security officers working at the university. The project will facilitate the strengthening of quality service provision by all staff working for the university. The project will be completed within a period of a month. After the project is completed, it is expected that employees of the university will be able to provide the services within the regulations of Title IV of the Higher Education Act, 1965. Some of the challenges anticipated include difficulties in getting expert consultants in Title IV and cost for implementing the program.

Needs of the Stakeholders

There exist certain needs in the university. One of them is the strategy that employees use to communicate with clients. There is also the need for improving on record-keeping of the information from clients and suppliers. The use of technology is also something that needs to be implemented campus-wide to ensure efficient and world-class provision of services (Binder, 2007). Finally, there is a need for security and safety officers to improve their tactics and measures in ensuring that the activities of the university are run without interruptions.

WBS for the Project

Figure 1. Employee incentive program.

One may notice from the WBS that the project will involve three major areas. The first one is the human resource department where the manager will identify the people to be trained during the project. There are teaching and non-teaching staff, quality assurance officers, information technology officers, and librarians among the employees. The second area is the actual employees who intend to benefit from the program. The last area is the project implementation which will involve subcategories like holding the needs identification and training requirements, informing the trainees about their role, actual implementation of the project, reviewing the milestones, and, finally, evaluating the success of the project (Binder, 2007).

Necessary Tools and Techniques

The tools that will be necessary for the implementation of the project include computers, projector, training material, seminar hall, and videos on the role of employees in for-profit organizations. The techniques to be used include seminars, question and answer sessions, training manuals, review of milestones, and evaluation of project results (Young, 2006).

Table 1

Activities and Milestones of the Project

Activities

Activity Attributes

Milestones for the Project

Identifying the needs of employees

Consultation with stakeholders

Identifying the trends in management of education

Collecting responses from employees

Getting the expert advice on the implementation of Title IV requirements

Producing a questionnaire for employees to answer

Analyzing those questionnaires to identify the needs

Actual implementation of the project

Getting expert to offer training

Providing training materials to employees

Liaising with the authority for higher education in order to facilitate the implementation of the project

Getting the permit from the higher education regulators on implementing the employee incentive program

Printing and distributing the training manuals to staff

Hiring expert speakers to give inspirational talks on importance of motivation

Engagement of employees

Training the stakeholders on how to motivate and engage employees to support Title IV standards

Daily seminars and training sessions, QA sessions, watching videos about case study stories, identifying of challenges and their solutions through discussion sessions

Organizing a list of challenges and solutions in line with the regulations of the Title IV of the Higher Education Act Identifying areas where employees intend to support the activities of the organization to achieve the vision.

Conclusion

The implementation of the employee incentive program will be successful depending on the availability of resources to be used in the identified activities and proper planning from the project implementation team. The WBS is important because it will help to identify critical areas that require attention. These areas include clear identification of the existing needs among the employees and ways to improve their morale to support the Title IV regulations. Identifying the critical paths, the financial and human resource requirements, as well as the expert team will lead to uninterrupted implementation of the project. The project implementation officer will be able to achieve the objectives as set out in collaboration with the stakeholders.

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