Unit 11 Project Part 7: Project Book Presentation

John WestColton Kiefer

Dennis HammerMG4650

11/23/2014

IntroductionThomas Construction L.L.C. has serviced the St.

Louis metropolitan area for over 35 years in the capacity of home remodeling. During this time they have changed names , filed bankruptcy, and angered many clients. Truly a mess inside the organization and out. To attempt to recover their charred image and sustain any hopes of being in business in the future; they have hired a consulting Project Management Group to review their issues. The following presentation is the results of our findings as well as our groups Project Plan to take action.

The Internet eyesoresHere are a few of the online reviews that our

research team has discovered. Note the employees reviews are as bad as the customers.

“An education ” Former Employee - Sales in Earth City, MO I worked at Thomas Construction full-time (more than an year)ProsYou learn how business works.ConsYou also realize how quick we are all to sacrifice our ethics.Advice to Management Advicebase salary.

Terrible company to work for ” Current Employee - Anonymous Employee in Saint Louis, MO I have been working at Thomas Construction full-time (more than 5 years)ProsA great lesson in how to deceive peopleConsUnethical sales practices, over inflated pricing, you don't get paid commissions when you leave, telemarketers promise homeowners cash cards which never come, and if you don't buy from the first salesman don't worry, because someone else will be calling you trying to get back in on a low priceAdvice to Management AdviceStop deceiving homeowners, you’re not a construction company, you’re a sales company

“Horrible ” Former Employee - Anonymous Employee in Saint Louis, MO Former Employee - Anonymous Employee in Saint Louis, MO I worked at Thomas ConstructionProsIf you want to say you work for one of the top construction companies in Saint Louis, then this is a good place.ConsManagement treated employee’s terrible, clear lack of investment for employee’s development and well-being. Used pushy tactics to run business. This company is a revolving door of employees.Advice to Management AdviceTreat your employees with more respect and they might work better for you.

The coarse of action “Charter”First goal is to look into the organization from the inside out in order to compile all the issues at hand. From this our team deliberates on the creation of a Project Charter. It states the following.Project Team and StakeholderObjective of the ProjectProject ManagersApproach to handle the Project DeliverablesProject BudgetSuccess Criteria

Executive SummaryProject Plan that follows provides a detailed

description of how these items of the project will be managedCommunications Project Schedule Work Breakdown Structure Procurement Cost Estimate and Budget controll

Project OverviewThe objective is to assist Thomas Construction in

rebuilding their customer base Correct their negative imageFind solutions to change to positively gain new business Train sales teams to market products and services without

the use of strong arm tactics Focus on building a customer base on repeat clients. Offer full guaranteed warranties with products meeting

the highest quality standards. Provide a financing option to help customers on a budget

and accommodate a fast response team for insurance claims

Budget of $124,000

Project PlanThe scope of the project is to re-structure Thomas

Construction, LLC. The idea is to branch into the new market of 24/7 customer

service and disaster relief. We will re-train the entire current employee’s, lose the pushy

salesman, and add engineers and drafters to the sales teams. Present real permit approvable drawings based on B.I.M.

software to walk customers through the project and the lifecycles.

We will improve the warranties with solid construction techniques and craftsmanship.

We will rebuild the image of Thomas Construction using the negative data collected from customer feedback forums and reviews.

Project StructureThe project structure will include the

following phases of the Work Breakdown Structure:InitiationPlanningExecutionControlCloseout

Management System 1

Initiation 1.1

Evaluation & Recommendations1.1.

1

Closeout

1.5

Develop Project Charter 1.1.2

Evaluation & Recommendations

1.1.1

Deliverable: Submit Project Charter 1.1.3

Develop Project Charter

1.1.2

Project Sponsor Reviews Project

Charter 1.1.4

Deliverable: Submit Project Charter

1.1.3Project Charter

Signed/Approved 1.1.5

Project Sponsor Reviews Project

Charter

1.1.4

Planning 1.2

Create Preliminary Scope Statement

1.2.1

Control

1.4

Determine Project Team 1.2.2

Project Charter Signed/Approved

1.1.5

Project Team Kickoff Meeting 1.2.3

Project Team Kickoff Meeting

1.2.3

Develop Project Plan 1.2.4

Develop Project Plan

1.2.4

Submit Project Plan 1.2.5

Submit Project Plan

1.2.5

Milestone: Project Plan Approved 1.2.6

Milestone: Project Plan Approved

1.2.6

Execution 1.3

Project Kickoff Meeting 1.3.1

Project Kickoff Meeting

1.3.1

Verify & Validate User Requirements

1.3.2

Verify & Validate User Requirements

1.3.2

Design System 1.3.3

Procure Hardware/Software1.3

.4

Procure Hardware/Software

1.3.4

Install Development System 1.3.5

Install Development System

1.3.5

Testing Phase 1.3.6

Install Live System 1.3.7

Install Live System

1.3.7

User Training 1.3.8

Initiate contact with customer base 1.3.9

Initiate contact with customer base

1.3.9

Development of 24/7 call center 1.3.10

Development of 24/7 call center

1.3.10

Disaster relief division 1.3.11

Disaster relief division

1.3.11

Testing of 1.3.10 & 1.3.11, 1.3.12

Testing of 1.3.10 & 1.3.11

1.3.12

Control 1.4

Project Management 1.4.1

Project Management

1.4.1

Project Status Meetings 1.4.2

Project Status Meetings

1.4.2

Risk Management 1.4.3

Risk Management

1.4.3

Update Project Management Plan

1.4.4

Update Project Management Plan

1.4.4

Closeout 1.5

Audit Procurement 1.5.1

Audit Procurement

1.5.1

Document Lessons Learned 1.5.2

Document Lessons Learned

1.5.2

Update Files/ Records 1.5.3

Update Files/ Records

1.5.3

Gain Formal Acceptance 1.5.4

Gain Formal Acceptance

1.5.4

Archive Files/ Documents 1.5.5

Archive Files/ Documents

1.5.5

Decision Making ProcessDecision making models follow and both

serve to present to the team the problems we must address. Addressing the level of intensity of those

problems Address the risk of shutting the organization

down as a result of no action taken principle.

Stakeholders awaiting a sign off to whether or not the project is ago or no-go.

Decision Making Process Cont.

Decision Making Process Cont. John West

Collect data from the organization Carries out the feasibility studies that offer solutions to the issues at hand.

Colton Kiefer Assembles documentation and presents the course of the Project Plan Assemble additional required documentations necessary to the success of the project. Handles the Human Resource Management and strategies to address any conflicts that may arise.

Deandre Thomas Handles the corporation research and discovery Provide the statistical data required to support the information and monitor any results from

future change results. Dennis Hammer

Addresses the needs of future changes in the corporate structure. Brings expertise in B.I.M.design and modeling Allow the customer to be a part of the project from concept to closing with the latest tools in

technology available. Craig Bell

Customer Care Specialist His team will re-visit old dis-grunted customers to attempt to make things right once again. Reach out to the new customer base Review feedback whether negative or positive

Process Models

Human Resource PlanThe human resources management plan

includes:Roles and responsibilities of team members

throughout the projectProject organization chartsStaffing management plan to include:

How resources will be acquired Timeline for resources/skill sets Training required to develop skills How performance reviews will be conducted

Recognition and rewards system

Human Resource Plan Cont.The purpose is to achieve project success

by ensuring the appropriate human resources are acquired Necessary skillsResources are trained Identify gaps in skills Team building strategies are clearly definesTeam activities are effectively managed.

Conflict Resolution Strategies Below are guidelines for a step-by-step plan that outlines who team

members should approach and how to report a problem with a co-worker if team members can't resolve the issue by themselves. Employees should direct their concerns to their immediate supervisor

within five working days of the incident. The immediate supervisor should respond in writing to the complainant

within five days If the problem remains unresolved, the complainant should submit a written

complaint to the practice manager or owner. The practice manager or owner should meet with the complainant to

discuss the complaint. Then the practice manager or owner should issue a decision verbally and in

writing to the complainant. If the complainant is dissatisfied with this decision, he or she should appeal

this decision in writing to the practice owner (if not already involved) or the human resources manager (in larger practices) to investigate the complaint.

The person handling the final level of the complaint will meet with the employees directly involved to resolve the issue.

Performance Assessment ModelBelow is the breakdown of steps for

assessing performance feedback on the Thomas Construction Project. Determine Organizations ObjectivesTrainingFrequency of AppraisalMaintaining recordsMeasurement systemConducting Performance Appraisal

Feedback and AppraisalAppraisal is the evaluation of team members

that can include the Clarification of roles and responsibilities, Constructive feedback to team members, Discovery of unknown or unresolved issues, Development of individual training plans, and

theEstablishment of specific goals for future time

periods. This can include a SWOT analysis and performance

reviews.

Feedback and Appraisal Cont.Appraisal reviews done on a frequent and

ongoing basis. Bi-monthlyquarterly,annually. This eliminates surprises in appraisal

process. Poor performance should not go unchallenged. Frequent reviews also lead to better informed employees. Frequent reviews also can reassure that progress on particular projects is being made.

RecommendationsEliminate the use of strong arm tactics and

focus on building a customer base on repeat clients.

Offer full guaranteed warranties while selecting products meeting the highest quality standards.

Partner with Commerce Bank to provide a financing option to help customers on a budget and accommodate a fast response team for insurance claims