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 thosefoundsintheUKcompany.Thisledtoagoalofstandardization. Inordertogainthebuy- 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 organizationsrevealedahugegap. Inresponsetothequestion"wouldyourecommendthis 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.

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Lynne realized that she would need to recruit a team of experienced HR professionals from the management consulting firm. Lynne's partner at the management consulting firm confirmed Sinead O'Sullivan would be assigned to this project. This was terrific news, and she hoped a few more consultants like Sinead would become available soon. In addition, Lynne asked Philip's executive team to identify at least 5 HR representatives from the UK and American companies. Lynne spoke with Philip about this as she needed to ensure the representatives would be employeefocusedandveryknowledgeableofHRbestpractices. Lynnewantedthebestand the brightest to join her team.

As Lynne began to think about the work required on this project, she knew that a comprehensive assessment of the HR policies, processes and technology in the UK and American companies would be time-consuming but critical. If done well, it would allow the team to deliver outstanding recommendations in support of the standardization goal. Create the structure of your budget

Estimate the labour and non-labour costs

Create the total budget

Create the time-phased budget

WAS ID Task Fil Color Text Color O HRM Standardisation Project 1 Project Initiation 11 Define project objectives scope 12 Identity stakeholders 13 Create teams of assign roles 2 Project Planning 21 Establish a timeline 2 2 Planning the project 23 Identify and figure out risks involved 24 Create a risk contrigency plan. 25 Create estimate for poject budget. 2.6 Create a plan for communication. 3 Assessment Plan 3.1 Create HR audit 32 Perform a HR. audit 3.3 Compare and analyse findings from audit 3.4 Auditing the project 3.5 Create HR requirements. 3.6 Find HR requirements 3.7 Discuss course of actions of HIR 38 Develop Course of actions of HIR 4 Implementation 4.1 Create a plan for implementation 4.2 Develop a plan for Implementation 43 Develop a training plan 4.4 Execute and conduct training 45 Access HIRM system 4.6 Figure out HR system 17 Implement polides 5 Assessing of condiguring control 5.1 Monitor the progress in company 5.2 Asses individual performance 53 Get revise from employees 5.4 Sort out the Issues. 5 5 Implement corrective actions 5.6 Honor requests for changes or transfers 6 Project finale 6.1 Get signed off by stakeholders of both companies $2 Assess information for the project 63 Select the suitable project 64 Backup all project related documents 65 Released implement and resources 6 6 Review the final project 6.7 Present the final project