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Assignment ContentUsing the project, you outlined in the Wk 3: Summative Assessment: Project Scoping Outline, in 525- to 700-words:
Assess impact and probability for each risk. For those risks that have a risk exposure of greater than 60, determine a strategy and response. Remember, if a strategy can be implemented immediately, the project should be changed rather than wait for the risk to be realized; therefore, each response should be based on the realization of the risk at the time of execution. Determine how risks will be communicated. Include information on how the communication will be documented. Evaluate the timing, type, and audience of those communications. Assess who will make final decisions about risk responses. Format your assignment consistent with APA guidelines.Submit your assignment.
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PROJECT SCOPE OUTLINE
PROJECT SCOPE OUTLINE
Traci Ann Benavente
University of Phoenix
PM/340: Project Delivery And Measurement
Petula Brown
March 02, 2024
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Title: Development of a Mobile Application for Employee Performance Evaluation
The project is to develop a mobile application for employee performance evaluation. The
app will allow managers to evaluate their team members’ performance in real time. The project
will take at least four months and involve a team of 5 members, including a project manager,
mobile app developer, UX/UI designer, Human Resources, and QA engineer. The app’s design,
functionality, and database will be tested by the QA engineer to ensure that it is user-friendly,
responsive, and secure. The app will help improve employee performance, increase productivity,
and provide a more efficient way to manage evaluations.
Approach: Hybrid Approach
Reasons for selecting the Hybrid Approach:
1. Flexibility: The hybrid method adapts to any altered or prioritization needs within a
project lifecycle. This is extremely important with project implementation in the technology
sector, where the needs may change following development, feedback, and emerging marketing
trends (Suravi, 2024).
2. Incremental Delivery: Going a step ahead, the organizations follow the hybrid
approach, which enables them to have incremental delivery of features and a roadmap to meet
the overall project timeline, thereby making both agility and predictability. This makes the
lengthy statement break up into tasks that could be achieved promptly, and stakeholders can
track the progress.
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3. Risk Management: The blended methodology allows for risk management, including
the possibility of having a thorough schedule with built-in risk mitigations to enable further
mitigation techniques as the work advances (Suravi, 2024).
4. Stakeholder Involvement: By applying such a method, the overall stakeholder
engagement process becomes more effective since it allows stakeholders to be involved through
constant feedback loops, and the requirements and expectations inform the project deliverables
of the stakeholders (Suravi, 2024).
5. Resource Optimization: The hybrid approach is helping to capitalize on the fortitude of
the two strategies. In doing this, the approach gets the best from underrating a resource and the
need to change the plan rapidly.
How the approach will work with the organization:
This blended environment will support our culture based on having structured planning
but flexible management of the tasks we have to do. With the roadmap set, the project team will
have clear expectations and objectives, enabling effective collaboration among the project
manager, mobile app developer, IT, Human Resources, and QA engineers. Moreover, the
flexibility for accommodating changes to meet various needs and feedback will also be achieved.
It will be one of the primary attributes that will make the approach effective and smooth since it
will ensure transparency and accountability.
Expectations from the Project Sponsor:
The project sponsor proposes the creation of a mobile application that will assist in
automating the process of employee performance evaluation, thus increasing efficiency and
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accuracy. They expect management to be prompt and follow the schedule and the budget updates
every time any deviation occurs from the planned budget or schedule. Moreover, there is a
requirement for more significant risk, issue transparency on a sponsor’s side, and a plan to
mitigate those (Reiff & Schlegel, 2022). The sponsor will have performance checkpoint days as
part of the procedure.
Expectations for Deliverables:
The sponsor expects deliverables to include:
A summary roadmap that described the length of the projects, interim milestones, and
resource allocations of all resources.
Mock-ups or flaw versions of the mobile application for check and feedback.
Continuous rollout of the application is ensured with gradual movements in available
features and upgrades.
Documentation, including user manuals, training materials, and support resources.
Additionally, the sponsor will want the application to be well-tested and validated (Reiff &
Schlegel, 2022).
Objectives for the Project:
1. Create an application for mobile devices to make marking an employee appraisal easy.
2. Amplify how the evaluation process is done and how it is being done accurately.
3. Obtain better alignment between managers and employees by deploying a mutual
understanding of performance feedback.
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4. Ensure compliance with protective rules in force relating to data privacy and security.
5. Conduct tutorials and offer technical assistance so every user can learn to use the
platform appropriately. The project has been set up to achieve its objectives through an
organized yet flexible approach.
Competitor Product Analysis:
In a modern business environment where every employee has to try to achieve the best
possible gain, a timely and accurate evaluation of employee performance is the key to the
organization’s success. This supplier’s solution is the leader among various products in our
competitive landscape. Known for its enormous capabilities and intuitive interface, Company X’s
product was applauded in the media for its potential to maximize performance evaluations and
improve organizational effectiveness (Mousa & Othman, 2020). This essay will expand on the
analysis of Company X’s product and its competitors’ strategies.
Alignment with Competitive Landscape:
The feet of the software of Company X are grounded in sophistication and efficiency,
genuinely providing the basis for its being a worthy competitor in the market of performance
evaluation solutions. Its multifaceted nature, effortless utilization, and scalability sparkle with the
luster of its prevalence in the market. Company X’s product is truly an example of the modern
approach to workforce management as it offers a complete solution that starts with standardizing
and simplifying evaluation processes and extends to providing actionable suggestions and
continuous feedback channels to organizations that want to get the most out of their workforce
(Mousa & Othman, 2020).
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Assessment of Alignment with Organizational Strategic Objectives:
Company X’s product perfectly fits organizational strategic objectives and is easy to see.
Companies boosting their performance, engagement, and employee base will significantly benefit
from utilizing the software because it will supply a sturdy system through which these targets can
be accomplished (Mousa & Othman, 2020). The functionality of the software and a capacity for
goal setting and planning simultaneity for individual objects with organizational and performance
tracking enable a culture of excellence and accountability to emerge.
Initial Stakeholder Register:
At this point, jotting down an initial stockholder list made it apparent that several vital
stakeholders are represented across many organizational aspects. The HR Department, comprised
of the HR Manager and experts, stands out among those in charge of the project’s success. They
exert a significant influence on its success. The manager performs the essential function of staff
evaluation, training, and ensuring HR compliance; consequently, the project succeeds (Knezović
et al., 2020). Along with that, the role of the Information Technology (IT) Department, such as
that of the IT Manager and the Developers, is also crucial in the technical implementation and
maintenance process.
Ranks of seniors, including CEO, CFO, and COO, dominate and control important
happenings by commanding decisions and strategically directing financial resources. They are
highly keen on the project, hence the organization. The engagement should be proactive so that it
is respected and recommended. The team of line managers, which consists of the department
managers and team leaders, are influential players who are mandated to assess and influence
employees’ performance for adoption (Knezović et al., 2020). The power of such personnel to
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influence policies or operations is a reminder that their support is necessary for successful
transformation or implementation.
Impact of Disengaged Stakeholders:
If not involved or diverted by other business interests, the leading players like HR, IT,
Senior leadership, and line managers may cause the project to face challenges. Implementation of
democratized processes could experience delays related to customer customization and
organization components and integration due to the need for a proactive approach by the human
resources department and IT department (NAWANGSARI et al., 2023). Apathy on the part of
senior management will likely result in a situation where the objectives are not consistent with the
strategy, which will have a direct negative result regarding support received and resource
allocation. If the key managers are indifferent, then it is highly likely that the employees will resist
the adaptation effort and thus will not create favorable and desirable results.
Conclusion
In conclusion, an intelligent decision for Company X, which employs this product, is that
it will be an appropriate optimum choice to enhance its competitive power and meet its strategic
objectives. Starting the initial stakeholder register is one good step to understanding the most
crucial stakeholders, their influence and interest, and if disadvantages appear to their
disengagement.
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References
Knezović, E., Bušatlić, S., & Riđić, O. (2020). Strategic human resource management in small and
medium enterprises. International Journal of Human Resources Development and
Management, 20(2), 114-139.
Mousa, S. K., & Othman, M. (2020). The impact of green human resource management practices
on sustainable performance in healthcare organizations: A conceptual framework. Journal
of cleaner production, 243, 118595.
NAWANGSARI, L. C., SISWANTI, I., & SOELTON, M. (2023, November). Human Resources
Management Strategy For Business Sustainability In Msmes. In ICCD (Vol. 5, No. 1, pp.
514-518).
Reiff, J., & Schlegel, D. (2022). Hybrid project management–a systematic literature
review. International journal of information systems and project management, 10(2), 45-63.
Suravi, S. (2024). Training and development in the hybrid workplace. The Learning
Organization, 31(1), 48-67.
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