Project Charter
| 1.0 Project Identification | ||
| Name | 2017 Association of Latino Professionals for America (ALPFA) Annual Convention
|
|
| Description | Design, develop and implement the recruiting event strategy and implementation | |
| Sponsor | Ram____
|
|
| Project Manager | L____ V______ | |
| Project Team Resources | Diversity and Inclusion- L_____ H____
Vice President, Diversity & Inclusion, ___________ |
Communications, Policy, Attraction & Retention working group |
| 2.0 Project Scope |
| § The purpose of the ALPFA project is part of an overarching plan to improvestrategic performance across all departments to help attain overall business goals of increasing hiring of women by 50% and People of Color by 33% |
| 3.0 Project OBJECTIVES |
| § Improve ability to attract and recruit high quality candidates and to compete more effectively at all levels
§ To increase communication between departments,develop tools, guidelines, and support for departments to assist with departmental recruitment activities § Increase______ brand awareness § Cultural dissemination § Pipeline creation § Element of the overall goal to Complements corporate human resource values § To develop and implement corporate strategic management
|
| 4.0 key Project DELIVERABLES | |
| Name | Description |
| Framework | A combination of processes, tasks, and tools, and metrics used to transition a project from start to finish |
| Schedule Baseline | A schedule model that can be changed only through formal change control procedures |
| Talent Pipeline Development Plan |
Identifying the best strategies for developing and acquiring the talent to fill existing gaps
|
| Work Breakdown Structure (WBS) | Organizes the team’s work into manageable sections |
| Communications Management Plan | Ensures effective communications throughout the life of the project |
| Cost Management Plan | Methodology to managing costs throughout the life of the project |
| Procurement Plan | A tool for organizing and managing activities and tasks related to the procurement management process |
| Communication/ Implementation plan | Communication of framework, tools resources to stakeholder groups, communication plan |
| Schedule Management Plan | To contain framework, guidelines, general information, tools and resources for use by departments, in addition to information on current activities/events |
| 5.0 Milestone dates | ||
| Item | Major Events / Milestones | Dates |
| 1. | Develop framework | |
| 2. | Complete Project Plan | |
| 3. | Develop guidelines (general and financial) | |
| 4. | Consult with stakeholders, Attraction & Retention Working Group, D&I Workplace Advisory Leaders | Ongoing |
| 5. | Networking/Information event for all departments | |
| 6. | Develop department toolkit, templates, resources | |
| 7. | Implementation and communication to stakeholder groups | |
| 8. | Project Deliverables (Planned vs. Actual) | |
| 9. | Event launch | |
| 10. | Framework evaluation, consultations, lessons learned | |
| 6.0 Possible ISSUEs | |
|
Severity |
Description |
| Ensuring implementation is completed without impacting ongoing event operations and ensuring there are no issues with migrating event planning from the legacy system to the new system | |
| Departmental recruiting activities are not aligned | |
| Buy-in from HR community and managers to take ownership of project management activities | |
| Maintain momentum and sustainability of activities | |
| Timelines around coordinating the project implementation with the attraction and retention event implementation | |
| Employee and manager perceptions | |
| Candidate/ public perceptions | |
| 7.0 RISKS | |
| Severity | Description |
| Support and buy-in of framework, guidelines and tools from the HR community | |
| Support and buy-in of framework, guidelines and tools from managers | |
| Implementation timelines | |
| Availability of supporting resources (i.e. communication, policy) | |
| Management support of guidelines | |
| 9.0 Project’s criteria for success (measurable) |
| § Increase use of Project Management tools throughout the organization
§ Enhance ____ preferred employer status (public perception studies) § Improved awareness and communication between departments, business plans, and individual and team performance (employee survey results) § Increased percentages from corporate recruiting event activities (attendance, # of hires per event) § Increased favorable candidate perceptions of _______ brand (employee new hire survey results)
|
| 10.0 critical success factors |
| § Buy-in and support from senior leaders, HR community, managers, employees
§ Effective communication § Corporate and department collaboration § Employee input into development and implementation of recruitment activities § Employee awareness of department purpose, priorities, objectives, goals and values § Recruiting efforts need to be: timely; meaningful; fair; inclusive § Activities are supportive of organizational goal and values |
| 11.0 Signoff |
| Project Sponsor:
Date: |
Previous answers to this question
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Project Charter
| 1.0 Project Identification | ||
| Name | 2017 Association of Latino Professionals for America (ALPFA) Annual Convention
|
|
| Description | Design, develop and implement the recruiting event strategy and implementation | |
| Sponsor | Ram____
|
|
| Project Manager | L____ V______ | |
| Project Team Resources | Diversity and Inclusion- L_____ H____
Vice President, Diversity & Inclusion, ___________ |
Communications, Policy, Attraction & Retention working group |
| 2.0 Project Scope |
| § The purpose of the ALPFA project is part of an overarching plan to improvestrategic performance across all departments to help attain overall business goals of increasing hiring of women by 50% and People of Color by 33% |
| 3.0 Project OBJECTIVES |
| § Improve ability to attract and recruit high quality candidates and to compete more effectively at all levels
§ To increase communication between departments,develop tools, guidelines, and support for departments to assist with departmental recruitment activities § Increase______ brand awareness § Cultural dissemination § Pipeline creation § Element of the overall goal to Complements corporate human resource values § To develop and implement corporate strategic management
|
| 4.0 key Project DELIVERABLES | |
| Name | Description |
| Framework | A combination of processes, tasks, and tools, and metrics used to transition a project from start to finish |
| Schedule Baseline | A schedule model that can be changed only through formal change control procedures |
| Talent Pipeline Development Plan |
Identifying the best strategies for developing and acquiring the talent to fill existing gaps
|
| Work Breakdown Structure (WBS) | Organizes the team’s work into manageable sections |
| Communications Management Plan | Ensures effective communications throughout the life of the project |
| Cost Management Plan | Methodology to managing costs throughout the life of the project |
| Procurement Plan | A tool for organizing and managing activities and tasks related to the procurement management process |
| Communication/ Implementation plan | Communication of framework, tools resources to stakeholder groups, communication plan |
| Schedule Management Plan | To contain framework, guidelines, general information, tools and resources for use by departments, in addition to information on current activities/events |
| 5.0 Milestone dates | ||
| Item | Major Events / Milestones | Dates |
| 1. | Develop framework | |
| 2. | Complete Project Plan | |
| 3. | Develop guidelines (general and financial) | |
| 4. | Consult with stakeholders, Attraction & Retention Working Group, D&I Workplace Advisory Leaders | Ongoing |
| 5. | Networking/Information event for all departments | |
| 6. | Develop department toolkit, templates, resources | |
| 7. | Implementation and communication to stakeholder groups | |
| 8. | Project Deliverables (Planned vs. Actual) | |
| 9. | Event launch | |
| 10. | Framework evaluation, consultations, lessons learned | |
| 6.0 Possible ISSUEs | |
|
Severity |
Description |
| Ensuring implementation is completed without impacting ongoing event operations and ensuring there are no issues with migrating event planning from the legacy system to the new system | |
| Departmental recruiting activities are not aligned | |
| Buy-in from HR community and managers to take ownership of project management activities | |
| Maintain momentum and sustainability of activities | |
| Timelines around coordinating the project implementation with the attraction and retention event implementation | |
| Employee and manager perceptions | |
| Candidate/ public perceptions | |
| 7.0 RISKS | |
| Severity | Description |
| Support and buy-in of framework, guidelines and tools from the HR community | |
| Support and buy-in of framework, guidelines and tools from managers | |
| Implementation timelines | |
| Availability of supporting resources (i.e. communication, policy) | |
| Management support of guidelines | |
| 9.0 Project’s criteria for success (measurable) |
| § Increase use of Project Management tools throughout the organization
§ Enhance ____ preferred employer status (public perception studies) § Improved awareness and communication between departments, business plans, and individual and team performance (employee survey results) § Increased percentages from corporate recruiting event activities (attendance, # of hires per event) § Increased favorable candidate perceptions of _______ brand (employee new hire survey results)
|
| 10.0 critical success factors |
| § Buy-in and support from senior leaders, HR community, managers, employees
§ Effective communication § Corporate and department collaboration § Employee input into development and implementation of recruitment activities § Employee awareness of department purpose, priorities, objectives, goals and values § Recruiting efforts need to be: timely; meaningful; fair; inclusive § Activities are supportive of organizational goal and values |
| 11.0 Signoff |
| Project Sponsor:
Date: |
Previous answers to this question
This is a preview of an assignment submitted on our website by a student. If you need help with this question or any assignment help, click on the order button below and get started. We guarantee authentic, quality, 100% plagiarism free work or your money back.
Get The Answer