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Need a project scope and WBS, by Saturday, May 15, 2021. See attachments

Need 2 documents: project scope and the Work Breakdown Structure (WBS).

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Good scope management ensures that all the work required, and only the work required to complete the project, is included in the project.

As a Project Manager, it is your responsibility to ensure effective scope management throughout the life of your project. By applying a well-planned and structured approach to scope management you can ensure this.

From A Guide to the Project Management Body of Knowledge (PMBOK® Guide), Sixth Edition: “The WBS is a deliverable-oriented hierarchical decomposition of the work to be executed by the project team, to accomplish the project objectives and create the required deliverables… The WBS represents the work specified in the currently approved project scope statement. Components comprising the WBS assist the stakeholders in viewing the deliverables of the project”

Due: Sunday, 11:59 p.m. EST of Unit 2.

Points: 100

Overview:

In this assignment, you will produce two documents: a project scope and the Work

Breakdown Structure (WBS). Good scope management ensures that all the work

required, and only the work required to complete the project, is included in the project.

As a Project Manager, it is your responsibility to ensure effective scope management

throughout the life of your project. By applying a well-planned and structured approach

to scope management you can ensure this.

From A Guide to the Project Management Body of Knowledge (PMBOK® Guide), Sixth

Edition: “The WBS is a deliverable-oriented hierarchical decomposition of the work to be executed by the project team, to accomplish the project objectives and create the

required deliverables… The WBS represents the work specified in the currently approved project scope statement. Components comprising the WBS assist the

stakeholders in viewing the deliverables of the project” (2004, p. 112)

Instructions:

For the scope plan, may use the template posted in the unit or you can use your

template as long as you obtain an approval from your instructor.

Project Scope Elements:

 Who has authority and responsibility for scope management.

 How the scope is defined (i.e. Scope Statement, WBS, WBS Dictionary,

Statement of Work, etc.).

 How the scope is measured and verified (i.e. Quality Checklists, Scope

Baseline, Work Performance Measurements, etc.).

 The scope change process (who initiates, who authorizes, etc.).

 Who is responsible for accepting the final project deliverable and approves

acceptance of project scope.

PMG699 – Capstone

Unit 2 Assignment: Develop Scope & WBS

Work Breakdown Structure (WBS) Elements:

 The hierarchal diagram that you create must show the entire project using a

minimum of 3 levels: represented as a Level 1 component, subdivided into

Level 2 components, and some or all Level 2 components subdivided into

Level 3 components.

 You can continue to subdivide all the components in the same manner until

you reach a point at which you think the components you defined are

sufficiently detailed for planning and management purposes.

Note: If an activity is not part of the WBS, the activity is not part of the project and

when all the activities in all the 3 components are added up, it must equal the scope.

Assignment Guidelines:

 Project Score: Three pages in length, excluding the Title and Reference pages.  WBS is one page in length – you may use Excel or MS Project.  APA format, including in-text citations for referenced works.

Be sure to read the criteria, by which your paper will be evaluated, before you

write, and again after you write.

Evaluation Rubric for Unit 2 Assignment

CRITERIA Deficient

Needs

Improvement

Proficient

Exemplary

0-23 points 24-31 points 32-39 points 40 points

Project Scope

Plan

The project scope

is not substantial

and does not

include most of

the project scope

elements

The project scope

is not detailed and

contains some

elements of the

Requirements,

Scope Statement,

Scope Baseline,

Integrated

Change control,

validate scope

and control scope

elements

The project scope

is detailed and

contains some

elements of the

Requirements,

Scope Statement,

Scope Baseline,

Integrated

Change control,

validate scope

and control scope

elements

The project scope

plan is detailed

and contains all

required

elements.

0-26 points 27-35 points 36-44 points 45 points

Work Breakdown

Structure

WBS is not

substantial and

does not include

most of the

elements.

WBS is detailed

and includes tasks

and activities

decomposed into

1 level. All

activities are listed

and decomposed

in a manageable

manner

WBS is detailed

and includes tasks

and activities

decomposed into

2 levels. All

activities are listed

and decomposed

in a manageable

manner

WBS is detailed

and includes tasks

and activities

decomposed into

at least 3 levels.

All activities are

listed and

decomposed in a

manageable

manner.

0-8 points 9-11 points 12-14 points 15 points

Clear and

Professional

Writing and APA

Format

Errors impede

professional

presentation;

guidelines not

followed.

Significant errors

that do not

impede

professional

presentation.

Few errors that do

not impede

professional

presentation.

Writing and format

is clear,

professional, APA

compliant, and

error free.

HR Transformation Project

HR Transformation Project

PROJECT CHARTER

Version 1.0

May 8, 2021

<Project Name> Project Charter Version: <1.0> <Draft>

Revision Date: Error! Unknown document property name. Page of 13

CDC_UP_Project_Charter_Template_v1.1.doc

VERSION HISTORY

Version #ImplementedByRevisionDateApprovedByApprovalDateReason1.0Project Sponsor5/3/2021Project Manager05/7/2021Increased in the number of participants for the sake of project results accuracy

TABLE OF CONTENTS

1 Error! Bookmark not defined. 1.1 Error! Bookmark not defined. 2 Error! Bookmark not defined. 3 Error! Bookmark not defined. 3.1 Error! Bookmark not defined. 3.2 Business Impact 3.3 Error! Bookmark not defined. 4 Error! Bookmark not defined. 4.1 Error! Bookmark not defined. 4.2 Error! Bookmark not defined. 4.3 Error! Bookmark not defined. 4.4 5 5 Error! Bookmark not defined. 5.1 5 5.2 5 6 6 6.1 Error! Bookmark not defined. 6.2 6 7 Error! Bookmark not defined. 8 Error! Bookmark not defined. 8.1 Error! Bookmark not defined. 8.2 Error! Bookmark not defined. 8.3 7 9 Error! Bookmark not defined. 9.1 Error! Bookmark not defined. 9.2 Error! Bookmark not defined. 10 8 APPENDIX A: REFERENCES 12 APPENDIX B: KEY TERMS 13 APPENDIX C: GOALS 14

1 INTRODUCTION

1.1 PURPOSE OF PROJECT CHARTER

The purpose of the project charter is to clearly highlight on the scope the project will achieve including the people involved in the entire project. More specifically, the project charter is meant to cover on the milestones of the project, budget, and the possible risks involved in the project in the project of identifying appropriate ways in which Shawcor company can attract and maintain appropriate talents.

The Human Resource Management project charter documents and tracks the necessary information required by decision maker(s) to approve the project for funding. The project charter should include the needs, scope, justification, and resource commitment as well as the project’s sponsor(s) decision to proceed or not to proceed with the project. It is created during the Initiating Phase of the project.

The intended audience of the Human Resource Management project charter is the project sponsor and senior leadership.

2 PROJECT AND PRODUCT OVERVIEW

Consequently, the project with is specifically meant to solve problems or find the most efficient way which is easier and economically efficient way of attracting and maintaining appropriate talents in the company of Shawcor . Therefore, the project is specifically, going to be staged in the headquarters of the company Shawcor which is located in the Houston, Texas in United States of America. Additionally, the project is due to last for a period of three months as result of concern over organization’s resources as well as the accuracy of the results. The estimated value of the entire project is 1.45 million dollars

2.1 BUSINESS NEED

A data collection system is necessary to conduct program of surveillance and research to monitor and characterize the process of attracting and maintaining employees in an organization and to analyze the data in order to identify the most appropriate structure that will help Shawcor organization to attract the best talents and maintain the for the sake of reputable service and products in the organization.

System of Human Resource Management collects information about how to attract and maintain appropriate talents in the organization of Shawcor as the jurisdictional, regional, and national levels and will assist in monitoring trends in attracting and maintaining appropriate talents in an organization in order to ensure that Shawcor does not face employee shortage or end up having the wrong talent that does not fit the job descriptions of Shawcor company.

2.2 OBJECTIVES

Improving the recruitment process and maintenance of employees with appropriate talents in order to promote or create a systematic improvement on the company’s operations profit margins for Shawcor organization.

The objectives of the Human Resource Management are as follows:

· To efficiently attract the right employees in the market that matches the job descriptions of the Shawcor organization.

· To efficiently create a system that motivates and enables one to stick to an organization.

· To ensure that Shawcor organization establishes a god working environment and follow ethics of recruitments process in order to attract and maintain the best talents in the organization.

2.3 HIGH-LEVEL REQUIREMENTS

The following table presents the requirements that the project’s product, service, or result must meet in order for the project objectives to be satisfied.

Req. #I Requirement Description

2.4 MAJOR DELIVERABLES

The following table presents the major deliverables that the project’s product, service, or result must meet in order for the project objectives to be satisfied.

Major DeliverableI Deliverable Description

2.5 BOUNDARIES

The project is due to last for three months and involving a number of two hundred participants respective of gender. The project participants are the Human Resource Department managers of organizations. The exclusives are the junior staff employees and other departments such finance and others.

2.6 TIMELINE

Project plan completedRequirement’s analysis completedDevelop protypeSystem department completed5/3/20216/3/20218/5/202111/6/20212.7 EXECUTIVE MILESTONESThe table below lists the high-level Executive Milestones of the project and their estimated completion timeframe.Executive MilestonesEstimated Completion TimeframeObtaining and signing of consent formsTwo weeks from the start of the projectRecruitment processBegins the third week of the of the initiation of the project and lasts for a period of one weekCollection of dataTakes place in the fourth week after the initiation of the project and lasts for a month.Analyzation of the data collectedTakes place immediately after the end of data collection and lasts for a week.

BUDGET ESTIMATE

3.1 FUNDING SOURCE

Global HR Corporate Budget

3.2 ESTIMATE

This section provides a summary of estimated spending to meet the objectives of the Human Resource Management project as described in this project charter. This summary of spending is preliminary and should reflect costs for the entire investment lifecycle. It is intended to present probable funding requirements and to assist in obtaining budgeting support.

Object codeBudget ItemAmount
1.1Personnel$ 345,000
1.2Travel$ 220,000
1.3Transportation cost$ 300,000
1.4Rent and utilities$ 12,000
1.5Equipment$ 250,000
1.6Supplies$ 480,000
1.7Printing and production$ 70,000

4 HIGH-LEVEL ALTERNATIVES ANALYSIS

1. The cost of the alternative to organization to ensure that resources are not strained.]

2. The amount of time needed in implementing the alternative to ensure that the time frame stipulated is adhered to.

ASSUMPTIONS, CONSTRAINTS AND RISKS

5.1 ASSUMPTIONS

This section identifies the statements believed to be true and from which a conclusion was drawn to define this project charter.

1. Through the use of incentives and reward programs to attract and maintain talents.

2. Through aligning company’s values and visions to fit job descriptions.

5.2 CONSTRAINTS

This section identifies any limitation that must be taken into consideration prior to the initiation of the project.

1. Resources might be constrained on collecting data through interviews on the department s human resources in organizations.

2. Time might also be constrained the entire process of data collection through interviews and questionnaires.

5.3 RISKS

RiskMitigation
In accurate information may be obtainedHiring experts of professional interviewers
Inaccurate data analysisHiring qualified staff in analyzing data after they have been collected
Inadequate resourceReputable financial advisers should be hired to ensure they draw an accurate budget of the project

PROJECT ORGANIZATION

6.1 ROLES AND RESPONSIBILITIES

This section describes the key roles supporting the project.

Name & OrganizationProject RoleProject Responsibilities
Geoff Smith, SVP of Global HR, ShawcorProject SponsorThe person approves the request for funding, approves the project scope represented in this document, and sets the priority of the project relative to other projects in his/her area of responsibility.
Jeni Hyland, Business Analyst, ShawcorBusiness AnalystInterface between the project team and the project sponsor
Nayje Soto, Esq., Contract Manager, ShawcorGeneral CounselTerminate, or change a contractual agreement on behalf of the organization. This person bears the legal responsibility for the contract.
Kyle Chrisman, VP of HR Western Hemisphere, ShawcorProject OfficerResponsible for coordinating with acquisition officials on projects for which contract support is contemplated.
Rhonda Messal, PHR, SHRM-CP, HR Transformation Project Manager (Contractor)Project ManagerPerson who performs the day-to-day management of the project and has specific accountability for managing the project within the approved constraints of scope, quality, time, and cost, to deliver the specified requirements, deliverables, and customer satisfaction.
Craig Conner, HRIS Manager Shared Services ShawcorTechnical Project CoordinatorResponsible for the technical day-to-day aspects of the system including the details of system development. The Technical Project Coordinator is responsible for providing technical direction to the project.
Sophie Mai, HRIS Analyst ShawcorProject CoordinatorResponsible for backing up the Technical PC with the technical day-to-day aspects of the system including the details of system development. The Project Coordinator is responsible for providing technical direction to the project.
Noe Miranda, IT Security & Infrastructure, ShawcorSecurity Project CoordinatorPerson who is responsible for playing the lead role for maintaining the project’s information security.

6.2 STAKEHOLDERS (INTERNAL AND EXTERNAL)

Examples of stakeholders include an and people in the field collecting data using a software application (the proposed project) to collect the data required for the Shawcor and the external stakeholders are the community, investors, and business partners.

PROJECT CHARTER APPROVAL

The undersigned acknowledge they have reviewed the project charter and authorize and fund the Human Resource Department project. Changes to this project charter will be coordinated with and approved by the undersigned or their designated representatives.

Signature:N/ADate:5/5/2021
Print Name:Rhonda Messal
Title:Project Manager (Contractor)
Role:Coordinates daily managements of the project
Signature:N/ADate:5/5/2021
Print Name:Kyle Chrisman
Title:VP of HR Western Hemisphere(Project Officer)
Role:Monitoring and evaluation of the contractor’s performance after award.
Signature:N/ADate:5/5/2021
Print Name:Project sponsor
Title:SVP of Global HR (Project Sponsor)
Role:Approves the request for project funding and scope.

APPENDIX A: REFERENCES

The following table summarizes the documents referenced in this document.

Document Name and VersionDescriptionLocation
Research gateNew Talent Strategy:Attract, Process, Educate, Empower, Engage and Retain the BestGeorge Graen Center for Advance Study University of Illinois, C-U (Ret.)https://www.researchgate.net/publication/276206628_New_Talent_Strategy_Attract_Process_Educate_Empower_Engage_and_Retain_the_Best/link/574491e908ae298602f756c7/download

APPENDIX B: KEY TERMS

The following table provides definitions for terms relevant to this document.

TermDefinition
ScopeAn outline giving details of a project including all the activities of the project.
Project boundariesThey are the list of goals of a project and the constrains that are mutually agreed by the project team and stakeholders as well.
DeliverablesA development process or product/service that can be able to be provided.

APPENDIX C: GOALS

· CDC Strategic Goals URL: http://www.cdc.gov/about/goals/

· Goal 1 – Healthy People in Every Stage of Life

· Goal 2 – Healthy People in Healthy Places

· Goal 3 – People Prepared for Emerging Health Threats

· Goal 4 – Healthy People in a Healthy World

· Department of Health and Human Services (DHHS) Strategic Goals URL: http://aspe.hhs.gov/hhsplan/2004/goals.shtml (Search for “HHS IT Strategic Plan”)

· Goal 1 – Reduce the major threats to the health and well-being of Americans

· Goal 2 – Enhance the ability of the Nation’s health care system to effectively respond to bioterrorism and other public health challenges

· Goal 3 – Increase the percentage of the Nation’s children and adults who have access to health care services, and expand consumer choices

· Goal 4 – Enhance the capacity and productivity of the Nation’s health science research enterprise

· Goal 5 – Improve the quality of health care services

· Goal 6 – Improve the economic and social well-being of individuals, families, and communities, especially those most in need

· Goal 7 – Improve the stability and healthy development of our Nation’s children and youth

· Goal 8 – Achieve excellence in management practices

· Department of Health and Human Services (DHHS) IT Goals URL: http://aspe.hhs.gov/hhsplan/2004/goals.shtml

· Goal 1 – Provide a secure and trusted IT environment

· Goal 2 – Enhance the quality, availability, and delivery of HHS information and services to citizens, employees, businesses, and governments

· Goal 3 – Implement an enterprise approach to IT infrastructure and common administrative systems that will foster innovation and collaboration

· Goal 4 – Enable and improve the integration of health and human services information

· Goal 5 – Achieve excellence in IT management practices, including a governance process that complements program management, supports e-government initiatives, and ensures effective data privacy and information security controls

· President’s Management Agenda (PMA) Strategic Goals URL: http://www.whitehouse.gov/omb/budintegration/pma_index.html

Government-wide Initiatives

· Goal 1 -Strategic Management of Human Capital

· Goal 2 -Competitive Sourcing

· Goal 3 – Improved Financial Performance

· Goal 4 – Expanded Electronic Government

· Goal 5 – Budget and Performance Integration

Program Initiatives

· Goal 1 – Faith-Based and Community Initiative

· Goal 2 – Privatization of Military Housing

· Goal 3 – Better Research and Development Investment Criteria

· Goal 4 – Elimination of Fraud and Error in Student Aid Programs and Deficiencies in Financial Management

· Goal 5 – Housing and Urban Development Management and Performance

· Goal 6 – Broadened Health Insurance Coverage through State Initiatives

· Goal 7 – A “Right-Sized” Overseas Presence

· Goal 8 – Reform of Food Aid Programs

· Goal 9 – Coordination of Veterans Affairs and Defense Programs and Systems

Page 2 of 3

Name Title

Geoff Smith, SVP of HR Global Project Sponsor

Jeni Hyland, Business Analyst Business Analyst

Nayje Soto, Contracts Management General Counsel

Kyle Chrisman, VP of HR Western Hemisphere Project Officer

Rhonda Messal, PHR, SHRM-CP, HR

Transformation Project Manager Project Manager

Craig Conner, Technical Project Coordinator Technical Project Coordinator

Sophie Mai, HRIS Analyst Project Coordinator

Noe Miranda, IT Security & Infrastructure Security Project Coordinator

Shawcor HR Transformation Project

Stakeholder Register

Department

Global HR

Operations Western Hemisphere

Legal

HR Western Hemisphere

Global HR

HRIS Shared Services

HRIS Shared Services

IT Global

Shawcor HR Transformation Project

Project Role

The person approves the request for funding, approves the project

scope represented in this document, and sets the priority of the project

relative to other projects in his/her area of responsibility.

Interface between the project team and the project sponsor

Terminate, or change a contractual agreement on behalf of the

Government

Responsible for coordinating with acquisition officials on projects for

which contract support is contemplated.

Manages daily activities of the entire project

Responsible for the technical day-to-day aspects of the system

including the details of system development.

Responsible for backing up the Technical PC, with the technical day-to-

day aspects of the system including the details of system development.

Responsible for playing the lead role for maintaining the project’s information security

Email Work Number

[email protected] 713-555-1000

[email protected] 713-555-1000

[email protected] 713-555-1000

[email protected] 713-555-1000

[email protected] 713-555-1000

[email protected] 713-555-1000

[email protected] 713-555-1000

[email protected] 713-555-1000mailto:[email protected]mailto:[email protected]mailto:[email protected]mailto:[email protected]mailto:[email protected]mailto:[email protected]mailto:[email protected]mailto:[email protected]

Mobile Number

281-555-1212

281-555-1213

281-555-1214

281-555-1215

281-555-1216

281-555-1218

281-555-1219

281-555-1220

Project Scope Statement

CI – Division of Technology & Communication (T&C) Project Scope Statement – Page 2 of 2

Project #Project DescriptionDate SubmittedProject Class
Enter project charter #Enter brief description (copy from project charter)Choose one:Class 1 (Minor)Class 2 (Minor+)Class 3 (Major)Class 4 (Major+)

Step 1. Project Deliverables

Please list all project deliverables listed in the Project Charter and, if necessary, elaborate on them. Do not list dates. Add more rows as necessary.

Deliverable ID#Description
1Enter description for the deliverable.
2
3

Step 2. List of Project Tasks

Please list all project tasks to be completed, based on the “Deliverables” specified in the Project Charter. Do not list dates. Add more rows as necessary. Optional: you may substitute a work breakdown structure (WBS) or mind-map in lieu of Step 2. Please attach WBS or mind-map to document.

Substitution: Work Breakdown Structure (WBS) attachedNO / YES
Task ID#Task to be completedFor Deliverable #… Enter ID#
1
2
3

Step 3. Out of Scope

This project will NOT accomplish or include the following:Please list deliverables or tasks that will not be completed or provided as outputs of this project.

Step 4. Project Assumptions

Please list any project factors that will be considered to be true, real, or certain. Assumptions generally involve a certain degree of risk.

#Assumption
1
2
3

Step 5. Project Constraints

Project Start DateEnter start date
Launch/Go-Live DateEnter launch/go live date
Project End DateEnter when project will be completed/end
List any hard deadline(s)Enter dates and descriptions, or “None” if all deadlines are flexible
List other dates/descriptions of key milestonesEnter dates and descriptions as necessary
Budget constraints Enter information about project budget limitationsTotal (maximum) project budgetMaximum budget for key project deliverablesEnter N/A if not applicable.
Quality or performance constraints Enter any other requirements for the functionality, performance, or quality of the projectExamples: software must load in 10 seconds or less; system must provide 99.9% uptimeEnter N/A if not applicable
Equipment/personnel Constraints Enter any constraints regarding equipment or people that will impact the projectExamples: hardware/equipment won’t be available until DATE; EMPLOYEE is the only employee available to complete this work; campus is closed duringEnter N/A if not applicable.
Regulatory constraintsEnter any legal, policy or other regulatory constraintsExamples: software must comply with HIPAA, web site must comply with CSU accessibility policy, database must comply with campus Information Security policyEnter N/A if not applicable.

Step 6. Updated Estimates

Estimate T&C hours required to complete projectEnter total # of T&C hoursIf charge-back project, list total estimated T&C costEnter N/A if not applicable.

Step7. Approvals

Required For Project Class…Role of ApproverSubmitted for Approval on:Approval Received on:
All classes1. Client + Client Supervisor
All classes2. T&C Supervising Manager
Class 3 + 4 only4. VP for Technology & Communication
Class 3 + 4 only5. Project Review Board
Class 3 + 4 only6. Other Campus Governance

Attach any additional documentation.

Office Use Only:

V5, rev 2013-06-28

V5, rev 2013-06-28

Work Breakdown Structure (WBS)image5.jpg
Project Name:[Insert Project Name]
Project Manager:<John Doe>
Date:[mm/dd/yyyy]
image1
image2
image3
image4

Deliverable Based Example WBS

<Project Name>

(1) Function 1

(2) Function 2

(3) Function 3

(4) Function 4

(3.1) Deliverable One

(5) Function 5

(1.1) Deliverable One

(2.1) Deliverable One

(4.1) Deliverable One

(4.2) Deliverable Two

(5.1) Deliverable One

(5.2) Deliverable Two

(1.1.1) Work Package One

(1.1.2) Work Package Two

(2.1.1) Work Package One

(3.2) Deliverable Two

(4.2.1) Work Package One

(5.2.1) Work Package One

(3.3) Deliverable Three

UP Template Version: 11/30/06Page1 of 1

[Insert appropriate disclaimer(s)]

image5.jpg

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