491 Asm1

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491 Assignment 1 Final
Project Management (FPT University)
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ASSIGNMENT 1 FRONT SHEET
Qualification BTEC Level 4 HND Diploma in Business
Unit number and title Unit 6: Management a Successful Business Project (491)
Submission date 4/4/2021 Date received (1st submission)
Re-submission date Date received (2nd submission)
Student name Nguyen Thai Bao Student ID GBH200086
Class GBH0908 Assessor name Duong Ngoc Son
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:
Grading grid
P1 P2 P3 P4 M1 M2 D1

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Summative Feedbacks: Resubmission Feedbacks:
Grade: Assessor Signature: Date:

Internal Verifier’s Comments:
Signature & Date:

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Contents
Project overview......................................................................................................................................................4
Theme introduction..............................................................................................................................................4
Objectives and aims..............................................................................................................................................4
Scope....................................................................................................................................................................4
Qualification, deliverables................................................................................................................................4
Key milestones..................................................................................................................................................5
Duration...........................................................................................................................................................5
Cost...................................................................................................................................................................5
Resources and risks...........................................................................................................................................6
Communication plan.........................................................................................................................................6
Work Breakdown Structure..................................................................................................................................7
Gantt Chart of the project....................................................................................................................................8
Project’s data tool.................................................................................................................................................8
Primary data.........................................................................................................................................................8
Quantitative data.............................................................................................................................................9
Qualitative data................................................................................................................................................9
Secondary data.....................................................................................................................................................9
Comparison between primary data and secondary data......................................................................................9
............................................................................................................................................................................... 10
Talent Management and its challenges and obstacles..........................................................................................10
Definition of Talent Management.......................................................................................................................10
The key challenges and obstacles in Talent Management..................................................................................10
Poor recruitment strategies..........................................................................................................................11
No experience with technology......................................................................................................................11
Less effective leader role................................................................................................................................12
Weekly log books...................................................................................................................................................12
Project Logbook Week 1.....................................................................................................................................12
Project Logbook Week 2....................................................................................................................................15
Project Logbook Week 3....................................................................................................................................18
References...........................................................................................................................................................20

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Project overview
Theme introduction
Digital media is currently a trending sector that almost every companies need to expand their
popularity to the modern world. As the need of digital marketing is rising, people who specializes in
digital media, especially content creators are obviously attractive to many organizations, regardless of
the business size, scope and goals. Although the number of creators is considerably increasing, there is
only a small amount of people who are talented and gifted, who can provide brilliant ideas that bring
not only profit but also fame and reputation to a whole business. While companies are in need of these
talents, their talent management process is not fully ideal, which leads to demotivation and therefore
the inactivity of many creators. In other words, talent management as a whole contains many
challenges and obstacles that prevent organizations, especially marketing departments to keep their
talented employees.
Objectives and aims

The goal of this project is to raise awareness of the need of digital media, how digital media affects a
business, and how companies can improve the talent management process to not waste a single talent
of their organizations. The aims of this project are: to successfully reach to 1000 people to advertise the
workshop, to successfully invite 2-3 guest speakers as talented creators and employers, and to
successfully give solutions to 4 to 5 most outstanding challenges of digital media talent management in
this modern era.
Scope
This is a research project about talent management and the challenges and obstacles that the digital
media companies and agencies are facing nowadays, resulting in a workshop which targets companies,
entrepreneurships and individuals to participate.

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Qualification, deliverables
Through this workshop, it is expected to deliver solutions to poor talent management problems, to
change companies’ perspective of the vital role of digital media and therefore raise the job satisfaction
of content creators in many organizations regardless of the working fields.
The qualifications of this workshop can be determined by: 300+ quality questionnaire responses,
receiving appraisals from invited journalists from different magazines and newspaper, 80% or more of
the attendants will be satisfied by the recommendations and solutions that are given in the workshop,
and 80% or more of the attendants will be experiencing changes in their working experience when
being interviewed after 3-4 months of the workshop.
Key milestones
Key milestones are set to keep track of the work of the crew, as well as to remind people of the
deadlines of tasks, which will result in a completed and successful workshop. Here is a table of the key
milestones that are given:
Date Completed activities

1/4/2021 Complete planning (goals, milestones, budget, …)
3/4/2021 Online research complete
4/4/2021 Finish building questionnaire
8/4/2021 Complete building timeline and location
11/4/2021 Complete guest list
15/4/2021 Complete setting up venue
16/4/2021 Workshop succeed and complete feedback form
17/4/2021 Fully send feedback form to attendants
22/4/2021 Finish collect all feedbacks from attendants
24/3/2021 Complete assessing attendants’ satisfaction and the
workshop’s success
Duration
This project will last for 23 days (3 weeks and 2 days), which starts from April 1 st of 2021 and ends at
April 24th of 2021.
Cost
Costs of the Talent Management Project (in VND)

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Categories Cost per unit Number of unit Total cost

Hall hiring 4,000,000 1 4,000,000
Social media
advertisement 3,000,000 1 3,000,000
Guests' payment 2,000,000 3 6,000,000
Printing 200,000 1 200,000
Facilities 2,000,000 1 2,000,000
Other costs 3,000,000 1 3,000,000
Substitute cost 10% total 1,820,000
Total 20,020,000
Resources and risks
The resources needed for this project are: human resource, which are staffs, interviewers, guest
speakers; financial resource and facilities such as projector, screen, sound system.
The risks of this project are plenty: firstly, since this project is fixed in a tight schedule, delays may be
occurred. This will result in over-cost and reschedule of the workshop, which will damage not only the
resources such as financial resource, but also the brand reputation. In addition, during the hard time of
Covid-19, the cancellation of the project can happen at any time. Especially in Viet Nam, a place that
receives thousands of visitors every day, it is hard to tell if the date of the workshop can be fixed. Last
but not least, the advertisement plan can be not as efficient as planned. Facebook, Instagram are filled
with hundreds advertisement, and people are getting bored of these banners. Therefore, there is a
chance that people will skip the workshop’s poster, which will result in a small number of attendants for
the workshop.
Communication plan
The communication plan will be divided into two different plans: direct and indirect, in other words,
offline and online. The offline plan includes face-to-face meetings, interviews; and the online plan is
consisted of video calling (through Skype), mailing (through Gmail) and online meetings (through
Google Meets).

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Work Breakdown Structure
Figure 1. Work Breakdown Structure of the Talent Management Project

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Gantt Chart of the project
Figure 2. The Gantt Chart of the Talent Management Project
Project’s data tool
Primary data
Primary data is defined as the data that has been collected from first-hand-experience, and has not
been published yet, therefore the data is more reliable, authentic. Primary data is essential in statistical
surveys: for example, when a survey of the job satisfaction of employees in a company is conducted,
data cannot be found of using books, articles, but can only be found by using surveys like
questionnaires or interviews. Although being reliable and authentic, primary data is unfortunately hard
to obtain due to the scarcity of the attendants of surveys or lack of cooperation. Some sources of
primary data can be given are experiments, surveys, questionnaires, interviews or observations.
Primary data is separated into two main dimensions: qualitative and quantitative data (Kabir, 2016).

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Quantitative data
Quantitative data is tangible and can be calculated by technology. Using different scales such as
nominal, ordinal, interval and ratio, quantitative data addresses to the “what” of the project, and it is
used to measure something, for instance, job satisfaction. Some types of quantitative data might be
questionnaires, polls, …
Qualitative data
On the other hand, qualitative data is non-numerical and is usually descriptive or nominal in nature,
which leads to the form of collected data is words and sentences. This type of data usually refers to the
“how” and “why” factors of the project, which means qualitative questions are open-ended. This
method focuses on groups, group discussions and interviews (Kabir, 2016).
Secondary data
Contrary to primary data is secondary data. It refers to data that has been collected from a source or
that has been published before. This type of data is usually found it literature reviews and case studies.
Although the validity of secondary data is not as its of primary data, secondary data is still helpful when
primary data is hard to obtain, or when respondents are not willing to cooperate in surveys. Secondary
data can also provide a baseline for the primary data to be compared with (Kabir, 2016).
Comparison between primary data and secondary data

While primary approach is hard to obtain due to the scarcity and lack of cooperation, secondary data is
easier to collect because it has been published before. Moreover, using primary data will cost more for
the project since people have to conduct their own surveys. Thus, investigators using secondary data
will not be responsible for the results conducted by the research because they were not the ones who
published the data. However, due to the outdated feature of data, secondary data is not ideal for
researches that requires updates; and obviously primary data is not as biased as secondary data,
therefore validity and authenticity of primary data is much higher than those of secondary data (Kabir,
2016).
For all the reasons above, it has come to a decision of using both primary data and secondary data.
This is a questionnaire to conduct a survey about job satisfaction in different companies.

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Talent Management and its challenges and obstacles

Definition of Talent Management
Talent Management is a collection of tasks and roles that bring together the firm's key positions and
help it maintain a competitive edge. It will enable the firm to build a clear pool of high-performing
applicants for recruiting to bridge the gap between the firm's achievement and staff growth to bridge
the firm's internal gap, which requires immediate attention (Pirzada & Mahar, 2021).
The key challenges and obstacles in Talent Management

Because of its newness in corporate practice, it is difficult for companies to accommodate talent
management in its true essence. A large number of academics are working on it to put together its
language, principles, and true spirit. Talent management can provide resources and knowledge about
the firm's development, change management, resource acquisition, and novel ideas for creating new
services and products, in addition to enhancing the firm's capacity and flexibility (Pirzada & Mahar,
2021).
The following are the critical problems in talent management, according to studies.

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Poor recruitment strategies

To bridge the void in corporate priorities, Talent Management prioritizes hiring the brightest. However,
due to lengthy recruiting processes and low hiring processes, the majority of talent takes a step back.
Some firms don't know how to confidently entice new workers to apply for vacant positions (Pirzada &
Mahar, 2021).
To overcome this situation, Netflix has learnt that better results are easier to obtain with an informal
sense and logic than formal policies. 97 percent of workers will do the right thing if the organization
hires candidates who will put the company's needs first, who appreciate and support the need for a
high-performance workplace. Adult behavior entails discussing problems frankly with the supervisor,
coworkers, and subordinates. It means realizing that, even in organizations with reams of HR
regulations, such policies are often overlooked when administrators and their reports find out what
makes sense in each situation.
Many firms lose a lot of time and money drafting and implementing HR policies to deal with issues that
the other 3% which cause. Instead, the company tried very hard not to recruit those candidates, and if
it turned out that it had made a recruiting error, the business lets them go. This method helps Netflix to
only recruit high level employees, and also to update the work efficiency of every member that the
waste of talents will be kept at a lowest level.
No experience with technology
Moreover, firms have little experience implementing best practices through the acquisition of new
software from vendors. Due to a lack of familiarity with applications, the acquisition of the software's
value is not completed (Pirzada & Mahar, 2021).
Unilever, a company, which sells products like home care, beauty products, … is one of the most
innovative companies that use technology in application and hiring process. The application process of
Unilever starts when the company starts to post job descriptions on their website, as well as the
appearance of jobs recruitment of Unilever on other third websites. Applicants need to sign up for a
LinkedIn account, and then start to fill in the application form on the website. It is quite an easy process
since applicants won’t be required too much knowledge or skills to complete the task. After filling in
applications, applicants will spend about 20 minutes playing 12 neuroscience-based games on the
Pymetrics platform. If their results match the requirements or positions, they will move to an online

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interview, where they record themselves answering questions. The AI system then will analyze
keywords, intonation, body language and make notes for the hiring managers. After these two steps,
the chosen applicants will be invited to Unilever’s office for a day-in-the-life scenario. By the end of the
day, managers will decide if applicants are the right fit for the job (Unilever, 2020). This recruitment
strategy is very user-friendly, since all that needs to be done is filling in forms and playing games, which
does not require travelling, especially this method works efficiently from a far distance. This will result
in a considerable amount of applicants that helps the company to have for chances to find talents.
Less effective leader role
Last but not least, several research findings led to the conclusion that a leader's position is critical in the
creation and growth of a company, whether by recruiting and retaining staff or simply reducing
employee turnover. The majority of workers resign because of the superior authority's actions. The best
producer will never be unlikely with good and charismatic leaders carrying out talent or digging out
(Pirzada & Mahar, 2021).
Back to Netflix, Patty McCord, a long-time chief talent officer of the company, stated that “Managers
own the job of creating great teams”. Managers are asked to envision a six-month documentary on
their teams’ accomplishments, what clear outcomes are they seeing, what makes this job different
from what the team is now doing. This process never happens in the early stages, only once the
managers have completed visualizing the desired result and the skill set needed to accomplish it should
they determine how well their actual team suits what they want. McCord also claimed that: to work in
a fast changing market world, leaders will need to have open and frank discussions about allowing
other team members to find a better match for their talents, and she emphasized the importance of
recruiting people with the right qualifications (McCord, 2014).
Weekly log books

Project Logbook Week 1
Name: Thai Bao Nguyen
Project title: Workshop about Talent Management
Date: 9/4/2021

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Update on weekly research/tasks achieved
Points to consider:
 What have you completed?
Planning (including determining goals, milestones, building budget plan, identifying risks and
possible solutions, …), finding and gathering data, finding location and building timeline.
 Did you fulfil task requirements?

All task requirements are fulfilled by staffs.
 Are you on track and within deadlines set?
All tasks are all on the right track, deadlines are still being strictly controlled and reminded.
 Did you need to make any changes to your project management plan?
No changes were made during the first week of the project.
Any risks and/or issues identified?
Points to consider:
 Did you identify risks/issues with a lack of skills required for undertaking
research/tasks?
No risks or issues occurred during the project.
 Did you identify any additional risks/issues that have an impact on the project
management plan?
Problems encountered
Points to consider:
 What barriers did you face?
The budget was slightly higher than what the project could afford.

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 How did you overcome them?

The managers managed to find sponsorships and got sponsored by YBox – a news forum for
young people in Viet Nam to advertise the workshop, therefore the advertising cost was
lowered down.
New ideas and change of project direction
Points to consider:
 In developing work, addressing risks/issues, has the direction of your work

changed?
Currently there has not been any changes in the direction of this project.
 How does your work justify the change of direction? Is this clear?
 Do you feel this change of direction has enhanced your work? How?
What have you learned about yourself through your work?
Points to consider:
 What are the most important things that your work has revealed to you? How
might this learning apply in the future?
Working in a group of people makes me feel the diversity of working styles between
different individuals, therefore the manager should adapt quickly to different styles and
change the management approach among team members.
 How did you feel when you had to deal with challenges/problems?
It was overwhelmed the first time during the first week of launching this project.
 How well do you feel you have performed?
My performance was probably weak since this was the first time.
 What can you improve?

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To focus more on my work and to not let relationships get involved in my decision making.
Next steps for your work
Points to consider:
 What aspects of your work should you prioritise?
Time management, since this project only lasts for three weeks, and time is narrowed and
tasks have to be done on time.
 Have you allowed sufficient time for completion?
If more time is allowed, tasks will be easier but work efficiency would be not as productive
as the current timeline.
Project plan status to date
Points to consider:
 Do you feel you are on track to complete your work on time? If not, how will you
address this?
All of the works are on track with the milestones and the timeline.
 Do you feel your work shows your achievement of the Learning Outcomes? If not,
what do you need to do?
The work in this project by far has showed the achievement of the Learning Outcomes.
Tutor Feedback

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Date: 16/4/2021
Points to consider:
Finish executing the workshop, including building timeline, completing guests list, advertising
and setting up facilities at the venue.

No changes were made during the second week of the project.
Points to consider:
research/tasks?
management plan?
Points to consider:

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The desired guest was not able to attend the workshop.

The whole project decided to invite another guest who works in the same field.
Points to consider:

changed?
Points to consider:
Working with a narrow timeline makes people become aggressive to others, therefore
people should know how to control their feelings and cooperate with others.
The challenge of working with a tight schedule was one of the biggest problems of this
project.
My performance was better than the previous time.

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To keep working on and not to be too aggressive.
Points to consider:
Financial resource management, because this project is working with a fixed budget, so
everything cost should be recorded and reported to serve the purpose of managing the
financial resource so that over-cost will not be happening.
Sufficient time is allowed to complete tasks.
Points to consider:
address this?
Tutor Feedback

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Date: 25/4/2021
Points to consider:
Finish the workshop, collecting feedbacks from attendants and assessing the satisfaction of
attendants and the success of the workshop also.

No changes were made during the second week of the project.
Points to consider:
research/tasks?
management plan?

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Points to consider:
Every last task was done smoothly.

Points to consider:

changed?
Points to consider:
Opening a workshop and welcoming hundreds of attendants is hard, especially not all of
them will be pleased after the workshop, so it is important to know that we cannot please
all of the attendants, but it is our job to make a majority of them to feel that the workshop
is useful for both the employers and employees.
The feeling of receiving a bad feedback is not pleasant, but it is inevitable. Leaders have to
be the one who encourages team members to not be demotivated.

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The performance was nicely done, which resulted in the cheerfulness of team members
after the project came to an end.
Self-motivation should be enhanced more.
Points to consider:
Being an effective leader, since this project was coming to an end, and by this time, team
members were really tired and frustrated, so leaders must be the one who encourage,
recognize and monitor people to finish their tasks.
Sufficient time is allowed to complete tasks.
Points to consider:
address this?

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Tutor Feedback
References
Unilever (2020), Application Process., [Online]
Available at: https://www.unileverusa.com/careers/graduates/application-process/#:~:text=There

%20are%20four%20stages%20to,finally%20attend%20a%20discovery%20center .
[Accessed 1st April, 2021]
Pirzada, Z. A. and Mahar, S. (2021), Talent Management: Association in Problems of it, Research Gate
[Online]
Available at:
https://www.researchgate.net/publication/348959362_Talent_Management_Association_in_Problems
_of_it
[Accessed 25th March, 2021]
Kabir, S. M. S (2016), METHODS OF DATA COLLECTION, Research Gate [Online]
Available at:
https://www.researchgate.net/publication/325846997_METHODS_OF_DATA_COLLECTION/comments
[Accessed 27th March, 2021]
McCord, P. (2014), How Netflix Reinvented HR, Research Gate [Online]
Available at: https://www.researchgate.net/publication/298487361_How_Netflix_Reinvented_HR

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[Accessed 3rd March, 2021]

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491 Assignment 1 Final

Project Management (FPT University)

StuDocu is not sponsored or endorsed by any college or university

ASSIGNMENT 1 FRONT SHEET

Qualification BTEC Level 4 HND Diploma in Business

Submission date 4/4/2021 Date received (1st submission)

Re-submission date Date received (2nd submission)

Student name Nguyen Thai Bao Student ID GBH200086

Class GBH0908 Assessor name Duong Ngoc Son

Downloaded by Pham Phu Phuoc (FGW DN) (phuocppgtd201843@fpt.edu.vn)

Summative Feedbacks: Resubmission Feedbacks:

Grade: Assessor Signature: Date:

Signature & Date:

Downloaded by Pham Phu Phuoc (FGW DN) (phuocppgtd201843@fpt.edu.vn)

Downloaded by Pham Phu Phuoc (FGW DN) (phuocppgtd201843@fpt.edu.vn)

Objectives and aims

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Date Completed activities

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Categories Cost per unit Number of unit Total cost

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Work Breakdown Structure

Figure 1. Work Breakdown Structure of the Talent Management Project

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Gantt Chart of the project

Figure 2. The Gantt Chart of the Talent Management Project

Project’s data tool

Downloaded by Pham Phu Phuoc (FGW DN) (phuocppgtd201843@fpt.edu.vn)

Comparison between primary data and secondary data

This is a questionnaire to conduct a survey about job satisfaction in different companies.

Downloaded by Pham Phu Phuoc (FGW DN) (phuocppgtd201843@fpt.edu.vn)

Talent Management and its challenges and obstacles

The key challenges and obstacles in Talent Management

Downloaded by Pham Phu Phuoc (FGW DN) (phuocppgtd201843@fpt.edu.vn)

Poor recruitment strategies

Downloaded by Pham Phu Phuoc (FGW DN) (phuocppgtd201843@fpt.edu.vn)

Weekly log books

Project title: Workshop about Talent Management

Downloaded by Pham Phu Phuoc (FGW DN) (phuocppgtd201843@fpt.edu.vn)

Update on weekly research/tasks achieved

 What have you completed?

 Did you fulfil task requirements?

No changes were made during the first week of the project.

Any risks and/or issues identified?

No risks or issues occurred during the project.

 What barriers did you face?

Downloaded by Pham Phu Phuoc (FGW DN) (phuocppgtd201843@fpt.edu.vn)

 How did you overcome them?

 In developing work, addressing risks/issues, has the direction of your work

What have you learned about yourself through your work?

 How well do you feel you have performed?

 What can you improve?

Downloaded by Pham Phu Phuoc (FGW DN) (phuocppgtd201843@fpt.edu.vn)

Next steps for your work

 What aspects of your work should you prioritise?

 Have you allowed sufficient time for completion?

Project plan status to date

Project Logbook Week 2

Name: Thai Bao Nguyen

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Project title: Workshop about Talent Management