Question

Intro to Project Management Case Study

Lynne and team successfully migrated the Good Products CRM solution (Salesforce) into the newly acquired American company. With the CRM project completed, it was now time to initiate the standardization of the Human Resource Management (HRM) system (policies, processes and technology) and the Financial Management system (FMS) (policies, processes and technology). In addition, Good Products decided it was time to address a key issue with their supply chain.
Good Products decided to retain Lynne and the management consulting firm to support them on three of these initiatives. They were pleased with the work on the CRM project. In addition, bringing in a new management consulting firm would be very time consuming for everyone involved. Lastly, given the nature of these three projects, it was critical that the project management team had a good understanding of the cultures of the two companies, and this is very hard to teach since many elements of culture have to be observed to be appreciated.

Human Resource Management Standardization Project

The organizational systems in the newly acquired American company were very different than those founds in the UK company. This led to a goal of standardization. In order to gain the buy- in of American company's HR team, Philip Cowell, CEO of Good Products, let everyone know he wanted the project management team to look for best practices and put these best practices into place at both companies. This meant that it was possible for best practices to be discovered in the American company and later implemented throughout the UK based organization's various regional offices. However, most people on the project team knew this was nothing more than a kind gesture because the newly acquired American company's HR practices, policies and systems were perceived to be very ineffective and inefficient.
The American company tracked employee satisfaction results and these results validated the HRM challenges. A comparison of the top line employee satisfaction results in both organizations revealed a huge gap. In response to the question would you recommend this company to members of your professional network and friends, an average of 82% of employees in the UK organization answered agree or strongly agree. However, only 51% of employees in the newly acquired American company answered agree or strongly agree to a similarly worded question. Sinead O'Sullivan, the HR lead from the CRM project, skimmed the comments from survey participants and she noticed two themes:
1) lack of clarity around job responsibilities was leading to employee frustration and
2) the belief that employees were not paid what they were worth relative to the market and their peers inside the company was leading to a sense of inequity

Your task is to Complete the WBS for the project( Human Resources Management (HRM) Standardization Project.

Answer 1

The HRM Standardization Project requires a detailed WBS including Policy Standardization, Process Redesign, and HR Technology Integration. Each of these high-level deliverables is broken down into more specific tasks such as identifying current policies, designing new processes, and implementing a unified HRM software solution, facilitating a structured and orderly approach to merge the HR practices of the two companies.

Step-by-step explanation:

Completing the WBS for the HRM Standardization Project

The Human Resources Management (HRM) Standardization Project requires a detailed Work Breakdown Structure (WBS) to ensure successful implementation. Given the complexities of merging the HR practices of two distinct corporate cultures, the WBS should begin with high-level deliverables such as Policy Standardization, Process Redesign, and HR Technology Integration. Under each, more granular tasks can be defined.

• Policy Standardization
  
• Process Redesign
  
• HR Technology Integration
  

The WBS should guide the project team through step-by-step activities, ensuring that each aspect of the HRM standardization is carefully planned and executed, with particular attention to cultural understanding and employee engagement.