Develop Project Charter Final Lab

Instructions: Fill in the fields of this project charter with the information provided in the lab scenario. Click into the
column and begin typing to enter information.
Charter Item Comments
New Hire Orientation program
Project Name

Project Goal Implement a new orientation program for newly hired employees

Project Value Proposition Reduce the number of employee that quit within their first week and after 45 days
and Benefits
Problem or Opportunity Lack of an effective orientation program and lack of corporate support
Statement
 15 February: start of project
 1 June: inaugural event
Project Schedule  2 June: delivery of the required technical support to include equipment,
set-up, corporate badges, and supplies
 20 June: follow-up activities

Project Manager Gloria Fisher

Approval
Marcus Wilson
Authority/Sponsor
 Assumptions:
◦ All new employees will attend
◦ All new employees will have the orientation needed
Assumptions or ◦ All new employees will have their doubts addressed at the Q&A
Constraints session
 Constrains:
◦ Total budget of $48,080
◦ Schedule a Q&A executive session
1. Conduct a morning ice breaker with a continental breakfast - $160.00
2. Conduct a campus tour - No direct cost provided
3. Provide a formal overview of Innovations Inc. benefits with a catered box lunch
- $240.00
4. Begin the afternoon session with a "Unpack Your Perks" presentation - No
Proposed Solution(s) direct cost provided
5. Sponsor an executive Question and Answer session - No direct cost provided
6. Conduct a presentation on continuing education opportunities - No direct cost
provided
7. Provide technical support and equipment setup on June 2 morning - $1,200.00
(estimated average cost per employee)

Project Priorities 1. Ensure the successful execution of the June 1-2 orientation event.
2. Develop a comprehensive orientation program that addresses the identified
issues leading to employee attrition.
3. Minimize costs while providing high-quality services and experiences for new
hires.
4. Create a positive and engaging environment for new employees to network
and learn about the company.
5. Establish effective communication and coordination among stakeholders
involved in the project.
 Charter Item Comments
6. Implement feedback mechanisms to continuously improve the orientation
program.
7. Meet the firm deadline of June 1 for the inaugural orientation event.

Given that the program will run quarterly:

$3,600 * 4 = $14,400
Return on Investment
(ROI) $14,400 - $1,600 = $12,800 (Net Profit = Total Annual Savings - Total Cost Net Profit)

ROI = ($12,800 / $1,600) * 100% ROI = 800%

1. Low Attendance: There's a risk that new hires may not attend the orientation
program, which could undermine its effectiveness in addressing the issues of
employee attrition and lack of corporate support.
2. Inadequate Planning: Poor planning could lead to logistical issues during the
orientation event, such as scheduling conflicts, insufficient resources, or delays
in program delivery.
3. Lack of Engagement: If the orientation program fails to engage new hires
effectively, it may not achieve its objectives of fostering a positive onboarding
experience and reducing attrition rates.
4. Resistance to Change: Existing employees or stakeholders may resist
changes introduced by the orientation program, leading to friction and reduced
effectiveness.
5. Budget Overrun: There's a risk that the actual costs of developing and
implementing the orientation program may exceed the allocated budget,
Risks especially if unforeseen expenses arise or if cost estimates are inaccurate.
6. Technical Issues: Technical issues during the orientation event, such as
(Potential) equipment failure or connectivity problems, could disrupt the program and
negatively impact the participant experience.
7. Insufficient Stakeholder Support: If key stakeholders, such as IT, Finance, or
Marketing, do not provide adequate support or resources for the program, it
may hinder its successful implementation.
8. Feedback and Iteration: If there's a lack of mechanisms to gather feedback
from participants and iterate on the orientation program based on their input, it
may fail to address their needs effectively.
9. Competing Priorities: Other organizational priorities or initiatives may divert
resources or attention away from the orientation program, reducing its
effectiveness and limiting its impact on employee retention.
10. Legal and Compliance Risks: Failure to comply with legal requirements or
industry regulations related to employee onboarding, data privacy, or
workplace health and safety could expose the company to legal and
reputational risks.

Resources Required  Personnel:

◦ Gloria Fisher (Project Manager) - 20 hours per week
◦ Marcus Wilson (Head of HR, Project Sponsor) - 2 hours per week
◦ Hiroshi Tanaka (IT, Conference Room Support) - 20 hours total
◦ Ursula Miller (Finance, Funding) - 2 hours
◦ Priya Sanders (Marketing, Manuals/Brochures/Gift Packs) - 25 hours
◦ Sam Manning (Facilities, Campus Tours) - 10 hours
◦ Sunny Marsh (HR, Benefits and Perquisite Manager) - 3 hours
◦ Ram Finland (HR, Continuing Education) - 3 hours
◦ Additional HR personnel for answering HR-related questions during the
orientation event
 Materials and Equipment:
◦ Continental breakfast supplies
◦ Box lunch catering supplies
◦ Technical equipment and setup for the orientation event (e.g., laptops,
projectors, screens, corporate badges)
◦ Manuals, brochures, and gift packs for new hires
 Develop Project Charter Final Lab

Charter Item Comments

 Facilities:
◦ Corporate conference room for orientation event
◦ Campus facilities for campus tours
 Services:
◦ Happy Catering for breakfast and lunch catering services
◦ Technical support for equipment setup and audio-visual needs during the
orientation event
 Funding:
◦ Initial funding for program development and orientation event
implementation
◦ Ongoing funding for HR operations to support future orientation events
 Communication Tools:
◦ Project management software for coordination and communication among
team members and stakeholders
◦ Email, phone, and other communication channels for stakeholder
engagement