Title page

Table of contents
Introduction
Executive summary
Section 1: Position Profile

Section 1 gave us an idea of the general experience of each project manager. Knowing the years
of experience, level of education and certification status told us some reasons GRD could be
over time and over budget.
1. How long have you worked in your current position?
2. Did you have project management experience prior to getting your current position?
3. If you answered yes to question 2, how much PM experience did you have?
4. How did you get into project management?
GRD’s project managers don’t have enough specialized education. It seems as though they
landed their positions because there was no one else to fill it. Providing these managers with
more project management training would develop stronger leaders. Strong leadership is key to
the success of project managers.

5. What is your highest level of education? (Please select only one answer)

Despite majority of GRD’s managers having bachelor degrees, they are not delivering
projects on time and on budget. This could be because their degrees are unrelated to
project management or management at all. When hiring project managers, management
education should be a priority. Again, if GRD sponsored employee’s project
management training, employees and customers would have a higher rate of
satisfaction.
 6. Do you have a Project Management Certificate?
Only about a quarter of GRD’s project managers are certified in project management. Earning the project
management certificate means that you have learned skills that align with the PMI. It is widely recognized
and ensures that you are qualified to manage projects. It is a problem that GRD’s project managers do not
have this certificate. GRD should foster the growth of their employees and pay for approximately $2500
tuition for their employees to have more specialized training.

7. Do you have your PMP?

The same thing... pay for project management training but this time you get a cute little title in your email
signiture
 8. In this company, is there a promotional opportunity from your position to that of a higher level?

Section 2

Section 3

Section 4
Section 5: Human Resources

Introduction

Human resources management plays a vital role in the success of a company as it contains the

key component which is the employees who make up the organization. Human resources

oversee many important processes including the onboarding of people, compensation and

benefit packages and any other problem an employee has in terms of their employment. In this

section, it will go over key components such as performance reviews, training, salary and

benefit packages and see how these factors influence GRDs employees and overall success to

the company and find solutions to improve the problem they are facing of being overtime and

over budget.

Question 1: How often do you receive a performance assessment?

Performance assessments are important for employees as during these reviews they receive

feedback from their superiors and together they can pinpoint strengths and weaknesses which

can help set goals for future success in areas that need improvement. We found that 50% of
respondents only get one yearly review and that 9% of respondents don’t get a performance

assessment at all. With the majority of respondents receiving only one or no review a year this

can indicate a lack of success for GRD as these project managers have no feedback if their

performance is up to standard or what they can be working on to improve for more efficiency

for the company.

Question 2: Do you intend to pursue further studies to increase your opportunities for

advancement?

Top education is a huge asset to a company as highly qualified individuals who know what they

are doing can lead to significant success for a company as it takes them less time with task and

fewer errors in their work which plays factors in both being on time and on budget in projects.

According to the survey 79% of the respondents intend to pursue further education for

potential advancement while 21% do not intend to seek further education. Whether they have

already completed higher education or if they are content with where they are at is unknown.
However, 79% of respondents are not where they want to be in terms of education which can

lead to questions if the company has enough highly educated employees working for them.

Lack of education can be main causes for GRDs projects being over time and over budget.

Question 3: If you do intend to pursue further education when?

It is great to see when an employee wants to pursue further education to become more

knowledgeable to advance in their career from the perspective of a human resource manager.

Further education means more knowledge and experience for the employees, which is an asset

for the company. According to the graph, 41% of respondents want to pursue further education

in two years while 4% would like to in five years. Having a significant number of employees

wanting to wait two years to receive further education can be seen as an issue. After they have

received their education, it will be super beneficial to the company to give so many highly

educated employees but in present time that is an issue as you have many employees with
more inexperience and not as educated which can be a factor in the issues involving being over

time and over budget due to the lack of education and experience.

Question 4: Do you believe your salary and benefits are in accordance with your workload?

Salary and benefit packages are highly influential in an employee's decision on whether they

will accept the job or how much effort they will apply. As shown in the graph 82% of employees

are content with their salary and benefits in comparison to their workload while 18% is not

satisfied with their compensation and benefits. When an employee is satisfied with their job

and compensation it will prove to be beneficial to the company as they will apply themselves

more, showing greater results for the company. An effort to trying to match the unsatisfied 18%

of employees to a more mutual agreeance for both parties might be a good solution to improve

GRDs problems of being overtime and over budget with more satisfied employees.
Question 5: Do you feel your salary and benefits are comparable with similar positions in

other organizations?

The most successful companies are those with employees that feel valued and important to

their organization. If an employee is content with their compensation and how their employers

ae treating them, they are more likely to work harder and go the extra mile to see success for

the company they are a part of. It is shown that 76% of respondents feel like their salary and

benefits are comparable with similar positions in other organizations while 24% do not. Almost

a quarter of the respondents feel as if their organization is not valuing their role and part in the

organization as other companies do. This can be a huge factor in relation to GRDs problem with

being over time and over budget as the employees don’t feel valued which leads to a decrease

in effort by the employee.

Section Summary

After analyzing the data from the graphs, it is clear there are many key findings in relation to human

resources that can be causing GRD to be overtime and over budget. By reevaluating certain processes
such as how many performance assessments an employee gets and how frequently they occur it can

show improvements to these issues. Ensuring applicants with a certain level of education or training are

employed throughout the company to help guide expectations for being on time and on budget.

Ensuring employees are satisfied with their compensation and benefits can go a long way in terms of

success as a content employee will always work harder for the success than an unsatisfied employee. As

you can see human resources play a vital role within an organization and taking a closer look at

addressing this problem can be very beneficial to a company and their success.
Key findings
Recommendations