ASSIGNMENT 2

Qualification BTEC Level 4 HND Diploma in Business

Unit number and title Unit 6: Management a Successful Business Project (491)

Submission date 16/12/2020 Date received (1st submission)

Re-submission date Date received (2nd submission)

Student name NGUYEN NGOC VAN ANH Student ID GBS190587

Class GBS0810 Assessor name HUYNH AI VAN

Student declaration

I certify that the assignment submission is entirely my own work and I fully understand the consequences of plagiarism. I understand that
making a false declaration is a form of malpractice.

Student’s signature:

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P5 P6 P7 M3 M4 D2

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 Table of Contents
I. INTRODUCTION ............................................................................................................................. 4
II. PROJECT SUMMARY ...................................................................................................................... 4
III. PROJECT RESULTS AND ANALYSIS .............................................................................................. 5
IV. LIMITATIONS OF THE PROJECT ................................................................................................. 12
V. RECOMENDATIONS...................................................................................................................... 13
VI. CRITICAL REVIEW ..................................................................................................................... 14
1. Objective achievements ............................................................................................................ 14
2. Benefits of the project .............................................................................................................. 15
3. Performance evaluation............................................................................................................ 15
4. Learned experience .................................................................................................................. 20
VII. PROJECT MANAGEMENT .......................................................................................................... 20
VIII. WEEKLY LOGBOOK ................................................................................................................... 22
IX. CONCLUSION ............................................................................................................................ 26
References ................................................................................................................................... 27

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 ASSIGNMENT 2

I. INTRODUCTION
This assignment will be discussed the results of the project and communicated relevant suggestions
based on descriptive studies derived from the observations and analysis of evidence. Furthermore, I will
concentrate on the benefits and value achieved from carrying out the project and its utility to improve
and promote sustainable organizational efficiency.

II. PROJECT SUMMARY

Most companies also must deal with the problem of staff shortage. The shortage of staff will have a
serious impact on the business. With the importance of timely personnel replenishment, the Human
Resource department will be under a great deal of pressure on replacement recruitment. The
hypothesis is set out: Mistakes in recruitment purposes - recruiting employees only with the goal of
"filling the vacancy". Therefore, it will easily lead to the situation of hiring the wrong person, causing
be wasted a lot of money and time. At the same time, there is a mismatch between the number of
jobs and the employees is not similar.

This small project will specifically be carried out to collect information and analyze issues of
professionalism in human resource management, especially in the process of selecting the "right
people-right job", which affects the company's performance. The quantitative data collection methods
will be implemented with the support of an offline survey through questionnaires (15 questions)
provided to 150 employees from middle management or below of Otsuka Thang Company (branch at
Ho Chi Minh City). The implementation period is from 26 Nov 2020 to 20 Dec 2020. This could allow the
project to collect relevant data:

• The current quality of recruitment process

• The degree of match between the number of tasks and the employees' ability to perform
• Desiring to improve the current Human Resource management quality of employees in the
company
There are three main objectives of this project

• Ensure more than 135 staffs have to participate in the survey.

• Revoke more than 60% of the survey is authentic (employees cannot answer questions
thoughtlessly).
• The head of Human Resource must come up with at least 1 solution to the problem after
analyzing the survey results, and then submitting it to the board of directors.

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 III. PROJECT RESULTS AND ANALYSIS
❖ Report quantity results
Number of employees participated in the survey: 145 / 150 people - 96,6% (achieved objectives)

Number of valid questionnaires: 130 / 145 survey forms – 89% (achieved objectives)

Number of invalid questionnaires: 15 / 150 survey forms

After collecting all the questionnaire forms, the HR members had carried out the process of checking
and filtering the validity of the questionnaire forms. The forms that were answered inappropriately will
be discarded. Final results will be analyzed based on 130 authentic answered survey forms.

❖ Report the results of the data analysis collected

• Currently, which department of the company are you working in?

9%
15%
Sales
22% Marketing
Human Resource
25%
Accounting
Othes
29%

Based on the pie chart above, the collected data shows that about 29% of the surveyors are in the HR
department, 25% in the Marketing department, 22% in the Accounting department, 15% in Sales
department and 9% in the others department.

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 A. Recruitment process
• In the past, what means did you know the company's recruitment information?

4%
The company's
12%
recruitment website
28% Recruitment sites on
the internet
10%
Labor service office

Relatives or friends

46% Others

The data collected showed 60 responses for "Recruitment sites on the internet" and 37 responses for
"The company's recruitment website". Using statistical techniques, this pie chart shows that more than
70% of employees know about the company's recruitment information on the internet. However, the
company has yet to really prioritize recruitment information on their main website, mostly outside
recruitment websites. This can lead to a lack of credibility and ensure the completeness of recruitment
information necessary for the candidates.

• From the time you apply for a job until you are officially recruited, at what step did you
face the most difficulty?

12%
19% Applying record

Checking background

Testing or Interviewing

Interning
41% 28%
Others

Based on the pie chart above, most employees feel that they have the most difficulty in the recruitment
process at the "Interning" step (41% - 53 responses). In addition, the "Testing or interviewing" step also
accounts for a high percentage (28% - 37 responses). The rests are 19% and 12% for the "Applying
record" and "Others" step.

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 • The level of detail on issues that you are asked during your interview (with 5 being the most
detailed, 1 being the least detailed)

Granularity
Interview issues
1 2 3 4 5
Education 0 12 47 48 23
Work experience 29 45 27 17 12
Knowledge and skills at work 28 31 43 18 10
Ability to socialize and communicate 9 18 20 49 34
Ability to meet job requirements 13 36 49 20 12
Ability to withstand pressure at work 25 39 36 18 12

By using statistic analysis and 1 to 5 scale to assess the level of detail (with 5 being most detailed, 1
being sketchy), this answer sheet pointed out that there were a number of issues that have not been
asked in detail by the interviewer. Specifically, in the "Work experience" section, there are only 17/130
responses rates "4" and 12/130 responses rates "5". The "Knowledge and skills at work" section only
has 18/130 responses rates "4" and 10/130 responses rates "5". Also, for "Ability to meet job
requirements" and "Ability to withstand pressure at work" there are very low ratings for levels 4 and 5.
Based on the analyzed data, it can be seen that the interview process is not really effective because the
level of detail on the questions that asked is not specific and clear enough, which may lead to employers
do not fully understand the ability to meet the job requirements of the candidates. As a result, selecting
the wrong person is more likely to happen. However, the issue "Education" and "Ability to socialize and
communicate" were still done well.

• The level of detail of the information that you are provided during the interview (with 5
being the most detailed, 1 being the least detailed)

Granularity
Information
1 2 3 4 5
About work details 19 46 32 18 15
About satisfying job requirements 23 41 37 17 17
About the organization 3 10 35 46 36
About welfare regime 12 19 38 33 28
About the working environment 18 31 52 17 12
About corporate culture 15 21 32 32 30

By using statistical analysis and 1 to 5 scale to assess the level of detail (with 5 being most detailed, 1
being sketchy), this answer sheet pointed out that some important information has not been provided
in detail and specific to the candidate by the interviewer. Specifically, only 18/130 responses rated "4"

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and 15/130 responses rated "5" for "Work details" information. In addition, the information on
"Satisfying job requirements", and "the working environment" is only rated at a low level of detail (most
are rated at "3" and below). Based on analytical data, most important information about the job has not
been provided clearly and in detail by the employer during the interview process, which means that the
employee after being accepted to work at the company that will be very difficult to keep up with and
meet the performance set by the company, and limit the satisfaction of the expectations of both parties.
However, the company still provides quite complete and detailed information about "The organization,
Welfare, and Corporate culture" when the rating at "4" and "5" is high.

• Evaluate your satisfaction with the current company's staff recruitment criteria

5%
15%

Strongly unsatisfied
25%
Unsatisfied
Neutral
Satisfied
13% 42% Strongly satisfied

After statistics, the data collected showed about 55 responses for "Unsatisfied", representing about
42%, and 20 responses for "Strongly unsatisfied". In addition, according to statistical analysis, employee
satisfaction with the company's current recruiting criteria is only about 30% (25% for "Satisfied" and 5%
for "Strongly satisfied". This shows that the company's current recruiting criteria is still not suitable for
vacancies, leading to failure to meet employees' expectations and needs to be adjusted to achieve
higher efficiency.

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 • Evaluate the appropriateness of the time that you wait for the company to review and
select for the position you apply for during the recruitment process.

Strongly
2%
19% unreasonable
Unreasonable
41%
Neutral

Reasonable
38%

Strongly reasonable

Asking about the appropriateness of time that employees must wait for the company to consider and
select for a position in the recruitment process, most of the respondents feel completely appropriate.
Specifically, 41% - 53 responses responded to "Neutral", which means they absolutely have no
comments. Besides, 38% -50 responses for "Reasonable" and 19% - 25 responses for "Strongly
reasonable". After analyzing, it can be concluded that the company has properly considered the time to
review and select employee records. Although there were still 2% - 2 responses responding to
"Unreasonable", they still had no significant effect.

• Evaluate your satisfaction with the whole current company’s recruitment process.

12%
19%

Strongly unsatisfied
19% Unsatisfied
Neutral
Satisfied
9% Strongly satisfied
41%

Based on the data presented in the pie chart above, about 60% of the respondents were dissatisfied
with the quality of the company's current hiring process (specifically 41% - 53 responses for "Unsatisfied

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", and 19% - 25 responses for" Strongly unsatisfied "). In addition, the number of respondents choosing
"Satisfied" and "Strongly satisfied" is only about 31%.

• Do you agree if the company applies new modern technology (management software) in
the recruitment process to increase quality?

2%
19%
Strongly disagree
41% Disagree
Neutral
Agree
Strongly agree
38%

For this question, the collected data showed that nearly 80% of the respondents completely agreed with
applying new modern technology (management software) in the recruitment process to increase quality
(38% - 49 responese for "Agree" and 41% - 53 responese for "Strongly agree". According to the analysis,
this suggests that applying modern technology to improve the quality of the recruitment process could
be a viable solution.

B. The degree of similarity between work and employee responsiveness

• Evaluate the satisfaction with the job and the current target you are undertaking.

9%

25%
Strongly unsatisfied
14%
Unsatisfied
Neutral

19% Satisfied
Strongly satisfied
33%

Based on the survey, the collected data showed that nearly 60% of the survey respondents were
dissatisfied with their current job and targets. Specifically 33% - 43 responses for "Unsatisfied" and 25%

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- 32 responses for "Strongly unsatisfied". Only about 23% of respondents feel satisfied. After analyzing
the results, it can be confirmed that the majority of employees are still not satisfied with their assigned
tasks and targets, which can affect the overall performance of the company and is in need of timely
improvement.

The reason will be analyzed base on 75 responses for “Strongly unsatisfied” and “Unsatisfied”

7% 7% Salary
2%

Unsuitable task/target

Not suitable for the

nature of the job
Opinion was not
acknowledged
84%
Others

Data collected showed that approximately 84% - 63/75 responses thought that the assigned target and
tasks were not suitable for their abilities. This can confirm most of the reasons why employees feel
dissatisfied with the job and the currently assigned targets are not suitable.

• Evaluate the appropriateness between the assigned job target and your responsiveness

10%
22%
Strongly unreasonable
15%
Unreasonable

Neutral

Reasonable
18%
Strongly reasonable
35%

When asking about the suitability of targets or tasks assigned and employee responsiveness, there were
35% - 45 responses for "Unreasonable" and 22% - 29 responses for "Strongly unreasonable". In addition,
18% of respondents have no opinion. Only 25% of respondents feel reasonable. Based on the above

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statistics, the results can be identified that there are currently disparities in the number of jobs and the
ability to respond of employees in the company.

❖ Report the findings

After analyzing and evaluating the information gathered in the questionnaires, the results showed that
about 70% of employees felt that they had problems during the interview and internship steps.
Specifically, at the interview stage, the employee has not really received full and detailed job information
as well as requirements. In addition, more than 60% of employees feel dissatisfied with the quality of the
current recruitment process, for the most part because the recruitment criteria are not really specific,
leading to the wrong selection of people and there is a big gap between the number of targets and the
employee's ability to get the job done. As a result, it does not meet the maximum expectations of both
parties. At the same time, nearly 80% of surveyed employees want to apply technology software to
management recruitment process to improve output quality. Thereby, I could conclude that the
hypothesis is 80% correct and need to offer solutions to improve in time and avoid wasting time and
money of the company in the long run.

IV. LIMITATIONS OF THE PROJECT

Besides the results that the project team has achieved, there are still some limitations in the project
implementation process:

• The method of project formulation: According to my assessment, the project formulation

method is still quite stereotyped, therefore project formulation contents are still analyzed
mechanically, without creativity. In addition, it is required to update more information from
outside the enterprise, apply advanced science and technology related to recruitment issues
to complete the project more effectively. Besides, the method of hypothesis is still mainly
based on the subjective opinion of the project manager, not really flexible. This will be a
stepping stone to learn and learn from experience for larger projects.

• Survey analysis technique: Although it is possible to conclude results based on the

questionnaire, the hypothesis is highly appreciated for its accuracy, but all analysis and
information collection activities are conducted directly analysis from team members, no
screening software or assistive technology tools, leading to be very likely have more mistakes
in the analysis process. Therefore, the current results are inconclusive 100% in correct.

• Project implementation time: In the form of organizing management by the project manager
and project team members, they are members of many different departments of the
company, and are responsible for the current job that they are taking on. In fact, at the
company, the project manager and team members always have to concurrently do multiple
projects and tasks at the same time with other unexpected tasks, so the focus on this project
is limited. At the same time, the time to divide the work on Gantt Chart still has some
unreasonable parts (not enough time to do), leading to the pressure on employees due to the
rush of deadlines. As a result, the project had been completed 3 days later than originally
planned.

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 • Risk management: After completing the project, I assess for the risk management plan,
although the project team had taken all steps, the risk identification had been ended quire
soon, leading to a short instead of an extensive list of risks. In addition, a major limitation of
the risk management process is that the project board only used a checklist method to identify
risks, not combined with other methods. At the same time, the project committee had not
yet conducted a risk classification (classified by categories such as technical, external,
operational, project management, etc.), as a result, some risks were omitted in the
implementation of the project. Therefore, they could not complete the project on schedule.

V. RECOMENDATIONS
In order to improve the efficiency of a company's current recruitment process, I highly recommend some
of the following solutions:

Solution 1: Analyzing the company's needs and make a clear recruitment plan

With the current situation, the company only recruits personnel for the purpose of "filling the vacancies"
leading to the wrong selection of people. Therefore, improving that problem, the recruitment of human
resources needs to measure and forecast recruitment needs. In each stage and development situation,
the company will have different short-term and long-term plans. And corresponding to each stage, a
number of personnel will be recruited to promptly respond to the needs of the company. In addition, the
human resources department needs to plan how many people to recruit for each position, and have
project plans based on the current labor market situation, the trend of looking for jobs as well as other
issues related to the nature of the work.

Solution 2: Setting more specific criterias for each job position

Selection criteria are the basis for the selection process, so the HR department needs to set up detailed
and specific standards and requirements for selected positions. A complete job description is a basis for
a candidate to quickly determine their qualifications are suitable for this position or not. Employers also
consider it as a measure to filter records and find the right factor for the vacant position. In order to fulfill
its role, the job description needs to include three main contents: Job definition section, a summary of
the tasks and responsibilities of the job (A report of how to summarize and accurately the duties and
responsibilities of the job. This section contains statements that accurately describe what the employee
must do, how to perform the duties and responsibilities), and working conditions. This is considered a
necessary solution to avoid candidate ambiguity about requirements and tasks of the job. At the same
time, it is also necessary to change the standard overtime to be able to keep up with the trends in the
current competitive environment.

Solution 3: Applying technology software in human resource management

In the digital transformation period, the use of human resource management software in the enterprise
system will be a powerful assistant to help manage people effectively and economically. Specifically,
effective management software will satisfy the following aspects:

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 Recruitment management: With the trend of technologization, process automation on recruitment
management software saves time, increases employer productivity, reduces candidate waiting time,
and improves the professionalism of the employer in the recruitment process. At the same time, the
recruitment software supports the management of job sites. Each vacancy will be created into a
process on the system. Recruitment activities are recorded mainly on a single software, the software
will specifically support in:

• Building multi-channel professional recruitment

• Developing professional recruitment plan and process
• Creating and managing candidate resources
• Screening and evaluating candidates
• Working online with candidates on a system
• Working online with candidates on a system
• Noting and evaluating for each candidate: Employers easily update notes, direct evaluation for each
member on the software system after the interview.
• Reporting and measuring recruitment efficiency: Recruitment software automatically collects and
analyzes recruitment data to provide basic and advanced reports on recruitment campaign
effectiveness.
All analysis and evaluation activities are carried out in a fundamental and accurate way by the software,
which helps the company to select the most suitable candidate, improving the efficiency in recruitment
business performance and efficiency of the company.

Managing by objectives for each position: Through the management by objectives on the software,
the company's leadership can help employees understand the orientation and objectives of their
organization. The overall goal will be broken down into the employees of all departments. Each
individual will understand what targets they are doing and be more active. In addition, the manager
can capture the status of completing goals, group and individual work, ready to discuss, coordinate,
and support in time. This will limit employee overload target and their responsiveness. At the same
time, the software also supports certain benefits:

• Setting, managing, and monitoring targeted work

• Assigning and coordinating jobs according to customized processes
• Notifications reminder via email and mobile devices

VI. CRITICAL REVIEW

1. Objective achievements
After completing the project, based on the questionnaire and the active activity of the entire team
project, the results are very satisfactory when almost all of the Objectives set out are also achieved.
Specifically:

• Established a complete questionnaire and sticking to the problem of the current recruitment
process.

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 • The number of employees participating in the survey is 145 people, which is higher than the
previously set target 10 people
• Company had collected 130 valid surveys (more than 40 survey forms compared to the initial set
target)
• After analyzing all the questionnaires, the project team had come up with 3 solutions to improve
the problem encountered in the current recruitment process.

2. Benefits of the project

Carrying out this project through an offline survey is not only a tool for employees in the company to
express their opinions, but also brings some of the following benefits:

• This is a tool to evaluate the quality of the current company's recruitment process.
• This research is the basis for the head of the HR department to make the best decisions and
solutions to improve the output quality of the recruitment process, in order to increase the
efficiency of the talent management strategy of the company.
• This is an effective method of listening to expectations as well as the difficulties between the
number of jobs and the ability of the employee to respond during the working process. This
shows the company's care and support for employees, creating more motivation for them to
work longer and more efficiently.

3. Performance evaluation

❖ PLANNING

➢ Cost planning: During the project implementation process, the cost for the overall project is
estimated and synthesized by the project manager in quite detail and clearly. In my opinion, the
costs for each catalog and project activities are built reasonably, in addition, project management
always follows and monitors the project situation in terms of costs and plan updates the project
budgets change promptly. In terms of labor costs, although the actual cost is 10% higher than the
estimated cost because the project is completed 3 days late, the percentage increase in cost is still
controlled in the cost incurred. As a result, this aspect of the project has performed quite well and
effectively through the timely planning, estimation, and control of the overall project cost.

➢ Project implementation time: In this project, all duties are defined at different levels, and the job
requirements have been broken down into specific tasks by the project manager and presented
in the form of Work Breakdown Structure and Gantt Chart. Thereby, the estimated time for each
task is set quite specific, but in the actual implementation, there is a little inconsistency with the
estimated time period according to the plan. Specifically, in the section "Project Selection", the
resource planning, aims, objectives, risks, etc., because the requirement needs to be highly
accurate and reasonable, but the estimated time for this part is quite small, leading to complete
this task is delayed 1 day with expected. Likewise, in the "Survey form" section, the initial design
questionnaire still did not really meet the project's requirements and purposes, the project
implementation board had to re-adjust and check carefully. The estimated time was not enough

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 to perform, so it was 1 day behind schedule. At the same time, in the "Data analysis" section, the
analysis and evaluation of the collected information results also have some small problems, the
members of the assessment team are distracted by high pressure, leading to a delay in the
deadline 1 day. However, after that, they still try to offer the earliest possible solutions. In my
opinion, the project manager has not really come up with a reasonable time schedule, and the
project time management plan has not yet achieved high efficiency.

➢ Risk management: In the early project planning stages, the project manager and team project
members have also completed setting up a risk management plan. In my opinion, the project
board has fully implemented the steps in risk management including the process of identifying,
assessing, responding planning, and controlling risks. In addition, besides identifying risks that
may occur during project implementation, the project team has assessed and reviewed the
likelihood of particular risks, as well as assessing the impact of a particular risk on the project
and devising strategies to cope with those risks. However, in fact, when implementing the
project, there were some predetermined issues that happened, and the project committee
implemented a timely coping strategy. In addition, the project board also faces a pretty big
challenge when a risk occurs but is not listed in the previous list of risks. Estimated time for some
tasks did not match reality, leading to project completion not as planned. In addition, the project
team members also face some direct pressure from this project and the work priorities of each
individual, leading to ineffective communication and teamwork. Through can be seen, the project
board still lacks experience in risk management, but thanks to its calmness and ability to solve
problems of the whole team, the project still achieved a positive result.

❖ METHODOLOGY
Carrying out the survey, I chose the questionnaire as the main tool in data collection and analysis of
results. According to my assessment, the survey method by questionnaire is an effective survey method
to collect primary information and data for research purposes. At the same time, I use two main research
methods for questionnaire design, which are the quantitative and qualitative research method.

• Quantitative research methods often focus on collecting data in numeric form or converting
data into numbers for analysis. The conclusions in the Quantitative research methods data
analysis are mainly based on the general, which means in the majority (Hussey and Hussey,
2013). Specifically, in the questionnaire of the above project, in order to know the quality of
the current recruitment process, I designed closed questions related to the degree of
satisfaction in specific aspects and gave available answers (Questions 9, 10, 11). In addition, to
find out about the difficulties employees face as well as the level of detail about the important
information provided to them during the recruitment process, I built a list of relevant
information and give available answers for the surveyor to select (questions 5, 6, 7, 8). At the
same time, I did a similar design for finding out the match between the number of jobs and the
employee's responsiveness through questions 13 and 14. Then based on the responses of all
employees, I will collect the main results they answered. The main results mean that the
problems and opinions that the majority of employees’ answer are the same. The answers that

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 a majority of staff less mention will not be important because they are not representative, so I
will ignore them.

• Qualitative research methods often focus on collecting data in text form. The conclusions in
the qualitative research methods' data analysis are mainly based on common ground and the
point is considered important (Hussey and Hussey, 2013). Specifically, in this questionnaire
form, to know the specific reasons and opinions when employees feel dissatisfied about each
issue, I required all staff to write their opinions and their answers in words (question 6, 10, 14).
In addition, in order to get specific reasons and reasonable solutions according to employee's
expectations, I had given some open questions and required all surveyors to answer by writing
down their opinions and expectations (question 12). Open-ended questions with advantages
such as easy presentation encourage respondents to present their point of view based on the
language appropriate to their point of view, helping the researcher gain in-depth
information. Then, the project members gathered all these answers together and analyzed
them, to find the problems and plausible solutions. In the process of synthesizing the responses
given by the employee, I highly pay attention to the number of reasons and solutions appearing,
along with how important it is. The numerical tier can be counted, while the importance is due
to the feedback based on the circumstances of each answer. Based on this result, the project
team can build a list of reasons and solutions to make the best decisions to bring efficiency to
the project.
The combination of the above two methods will give the assessor a more specific and detailed view of
the research problem, thereby increasing the accuracy and reliability of the survey to give the results
most correct.

❖ PROJECT TEAM

• Roles of project manager

The project manager takes a leading role in planning, implementing, monitoring, and controlling the
progress through to the completion of projects. The main role of the Project Manager which could
divide all tasks reasonably, specifically to each individual, group to be able to successfully complete
the proposed project according to the requirements, progress, and ensure progress is always
favorable. Besides, the project manager also has a role to ensure the budget is sufficient to run the
project without any budget issues are raised in the middle of the project as it progresses. At the same
time, the project manager must be competent to identify the risks that the project might face and be
prepared with alternatives to address them so that the project will remain delivered on time, do not
incur any costs for other solutions. Furthermore, one of the important roles of the project manager is
to motivate team members, by connecting with each person to understand what they need to complete
the task and to help them do it, so they can focus on project development and try their best. The role
of the project manager can be ended after the assigned project is completed (Alexander, 2020).

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• Team evaluation

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 4. Learned experience
After completing the project, drawing lessons from experience is one of the most important and
necessary things. There are some lessons learned from this project:

• Spending plenty of time to learn and invest in data analysis techniques. In addition, it is
recommended to invest in some technology software such as SPSS, SAS, STATA, EViews, AMOS,
etc to filter and analyze data more accurately and save time.

• Project timelines should have more than start and end dates. In other words, the manager needs
to plan the number of days that can be late for a particular task, and schedule each part of the
project from initiating, development and even middle-small phases. In addition, it is important to
consider the different levels of dependencies between tasks, as they can affect the start and end
dates of each task and may even affect the entire project. The levels of dependency between the
tasks can be mentioned as: Finish-to-start - task A must be completed before task B starts - or
Start-to-start - task A must be started before task B could be started.

• In order to have the best preparation for all possible risks during the implementation of
subsequent projects, the lessons learned is that it is necessary to accurately assess the types of
risks the project will face and their impact on resources and project outcomes. In addition, all risks
should be classified into categories, so that they can be easily controlled and not overlooked many
risks.

• Create shared responsibility for all team members of the project by holding project progress
explanation meetings. These are quick meetings for all team members could catch up with
whether their direction is right or wrong, what problems are being encountered during the task.
The meeting will help everyone know specifically each other's situation so that they can exploit
more ideas and support together. In my opinion, this meeting is really necessary for the next
projects because it will help the project manager easily control the status of members and
problems arising, which helps to achieve the results are more effective.

VII. PROJECT MANAGEMENT

Project management is the application of knowledge, skills, tools and techniques to project activities in
order to meet project requirements. Among the project management models, there are 2 typical models:
Waterfall and Agile.

• Waterfall is defined as a project management approach based on a sequential and sequential

design process. In other words, the project phases are carried out one after another, the new phase
is commenced only when the previous stage has been completed (saga.vn, 2020).

❖ Advantages: Easy to develop planning and budgeting. In addition, the person responsible
for the development of each process is highly specialized, basically does not require any
technology other than the process, so training / recruiting people is relatively easy (saga.vn, 2020).

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 ❖ Disadvantages: After the deliverables are finished, if the problems are discovered in the
early stage, it will be time-consuming and costly to re-develop (saga.vn, 2020).

• Agile is defined as a project management approach by continually repeating the development and
testing phases of project development. In this model, the development and test activities are
concurrent, unlike the Waterfall model. This process enables more communication between
customers, developers, managers, and testers (saga.vn, 2020).

❖ Advantages: Agile development model performs development and provisioning

repeatedly, so it is possible to deliver new products and features to users at a faster rate. Both
development and at the same time reflecting the real demand of the user into the product are
obviously beneficial for both the developer and the user side (saga.vn, 2020).

❖ Disadvantages: Due to being too flexible, if not regularly revising the original motto, it is
easy to deviate from development (saga.vn, 2020).

Waterfall Agile
Segregation of The project development process is The project development life cycle is broken
development divided into different phases. down into sprints.
cycle
This methodology is a sequential design It follows an incremental approach.
Approach
process.
Rigid: the requirements cannot be Flexible: the requirements can be changed.
Flexibility changed since the project development
has begun.
Test plan The test plan is rarely discussed during Reviewed after each phase
reviewal the test phase
The testing phase comes after the build The testing phase is performed along with
Concurrency
phase the developmental phase
Reduces risk in the firm-fixed-price It works well with Time & Material or non-
Efficiency contracts by getting agreement at the fixed funding. It may increase stress in fixed-
beginning of the process price scenarios
Project analysis prepares requirements Deliverable requirements are discussed
Working style
before the beginning of the project regularly during the project
Detail description needs to implement Description of the project detail can be
Project specifically in the project charter and altered anytime during the process
description must not be changed in the process

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 The process is always straightforward The Agile Team members are
so, the project manager plays an interchangeable, as a result, they work
Team members essential role during every stage of the faster. There is also no need for project
whole process. managers because the projects are
managed by the entire team.
(Source: hackr.io, 2020)

Evaluation: For this project, as a project manager I highly evaluate this is just a small project
with a small scale, and relatively little complexity, so applying the Waterfall management model is the
most appropriate method to manage this entire project. All criteria were clearly defined at the
beginning, after the project scope was defined, team members were assigned work with specific goals
and execution schedules. Each person covered an aspect or part of the project. These parts were
operated sequentially according to the process, the project phases were carried out one by one and
after another, the new phase was only started when the previous stage had been completed. In
addition, the application of Waterfall methodology would reduce the risk of the project, because each
phase of Waterfall requires a certain amount of work to be completed and rechecked, so the project
manager will have more opportunities to find, fix flaws or problems and fix them in place, before
moving on to the next stage. At the same time, Waterfall focuses on documentation in phases, making
it easy for the project manager to communicate its approach to stakeholders. Furthermore,
stakeholders could also refer to the documentation whenever they need more detailed information
(such as cost, size, timing, etc).

VIII. WEEKLY LOGBOOK

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 Evaluation: Through the weekly logbook, the staffs undertake project tasks for that week will
record all activities, timing and risks or problems that occurred during the week of project
implementation process. At the same time, by giving detailed and clear answers, project manager can
store, statistic all information related to the plan and report actual work progress such as: difficulties
that the project is facing, and the achievements that the project has complete, the benefits that the
staff have achieved. Thereby, this will be the number of reliable and accurate databases that show the
effectiveness of project planning, and risk management.

The executable steps are quickly updated and saved in the weekly diary, making it convenient for the
project manager to track the project's progress, thereby giving timely instructions, or retrieving
information of the project quickly when needed. Besides, after completing all the tasks of the project, I
evaluate all the answers on this weekly logbook are recorded in a detailed, complete manner and
expressed clearly the current status of the project. At the same time, the results showed that the project
management process was implemented in the right direction and in accordance with the plan. Although
there are still a number of problems and errors that have resulted in the project being completed 3 days
later than originally planned, this was discovered and adjusted in time so as not to affect to the project
too seriously. Thereby, I strongly think that all issues related to the project such as resources, budget,
risks, etc are within the scope of management, so this is considered a quite successful project.

IX. CONCLUSION
In conclusion, all content discussed above are results based on data collected through the questionnaire
forms. Besides, after completing this assignment, I have learned how to evaluate the outcome aspects
of a project, understand the shortcomings of a project. Thereby, I highly draw some lessons for myself
so that I could achieve better results in the next subjects.

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References
Alexander, M., 2020. What Is A Project Manager? The Lead Role For Project Success. [online] CIO.
Available at: https://www.cio.com/article/3224865/what-is-a-project-manager-the-lead-role-for-
project-success.html#:~:text=a%20project%20manager%3F-
,Project%20managers%20play%20the%20lead%20rol [Accessed 11 December 2020].

hackr.io, 2020. Agile Vs Waterfall: Differences You Should Know. [online] Hackr.io. Available at:
https://hackr.io/blog/agile-vs-waterfall [Accessed 14 December 2020].

Hussey and Hussey, 2013. Business Essentials Research Project - Study Text. 3rd ed. London: BPP
Learning Media.

saga.vn, 2020. So Sánh 2 Phương Pháp Quản Lý Dự Án: Scrum Và Waterfall - Phần 1. [online] Saga.vn.
Available at: https://www.saga.vn/so-sanh-2-phuong-phap-quan-ly-du-an-agile-vs-waterfall~42810
[Accessed 14 December 2020].

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