Business - Project Management Dissertation Example | Topics and Well Written Essays - 2000 words

Business - Project Management - Dissertation Example Project management includes developing a project plan, which includes defining and confirming the project goals and objectives, identifying tasks and how goals will be achieved, quantifying the resources needed, and determining budgets and timelines for completion† (All about Project Management n.d.). 25 Research Design and Methodology: 27 2.6 Methodology: 27 2.7 Research Design: 27 2.7.1 Operations and Lean Strategies: 27 2.7.2 Developments and Project Management Principles: 28 2.8 Analysis Strategy: 29 2.9 Validity and Reliability 30 2.10 Summary 30 2.11 TBD 30 2.12 TBD 30 2.13 TBD 30 2.14 TBD 30 2.15 Results Model (TBD) 30 2.16 Summary 30 3 Discussion 30 3.1 TBD 30 3.2 TBD 31 3.3 Summary 31 4 Conclusions: 31 4.1 Summary of Conclusions: 31 4.2 Weaknesses of the Research: 31 4.3 Future Research 31 4.4 Summary and Concluding Remarks 31 Figure 1 - Toyota Production System (King 2009, p. 9). 13 Figure 2 - Project Management Triangle (Phillips 2007): 19 Figure 3 - Improvement Meth odology (Freire & Alarco'n 2002, p. 250). 29 1 Introduction: This dissertation is a case study of an exploration and production company in the Oil & Gas Industry that has operations in six Continents. The remainder of this document will refer to make reference to the subject of this Case Study as â€Å"The Company†. The Company has more than 50 years of history and aspires to be a leading Independent Global Exploration and Production Company (IOC). In this effort, it has grown its global production from 200,000 barrels per day in the year 2000 to more than 400,000 barrels of oil per day today. The ability for a company to grow its sales by six percent a year average over 12 years is stellar achievement, as changes in the industry make increases in production more difficult. Marathon Oil, according to Gelsi (2011), had a target growth of three to five percent for the same period and has only recently increased their target growth. This is a clear indication of the dedication t o performance of The Company during the period that allowed it to exceed the expectations of its peers during difficult times in the Oil Industry. The Oil Industry has changed over time and the number of large oil discoveries made in recent years continues to fall. Ibrahim (2007) explains that the percentage of large oil finds has fallen dramatically and most large findings are natural gas and are located in deep water or other high cost operating areas. IOC’s must adjust to the changing environment in which large discoveries are rare. A second issue that has a detrimental impact on IOC’s profitability is the Nationalization of the existing oil fields. The Nationalization of 65% of the World’s Oil fields (Fox, 2007) has dramatically changed the competitive environment for the Independent Oil Company (IOC). This reduces the number of opportunities for the Independent Oil Company and increases the level of competition between them. The increased competition caused by Nationalization has resulted in most IOC’

Final Examination Essay Example | Topics and Well Written Essays - 1000 words - 1

Final Examination - Essay Example Recruitment involves the generation of a pool of applicants qualified for a specific job. As defined by Fried and Fottler (2008), it refers to a set of processes used by organisations to attract individuals qualified for a given job in a timely fashion and in sufficient volumes and to promote their application of jobs available in the organisation. The human resource plan informs the approach to be used in designing the recruitment processes. This would guide on the recruitment strategies to use, the kind of applicants needed for the organisation to achieve its intended objectives and the process of recruiting and hiring. The designing process starts with analysing a job to determine the knowledge, skills, abilities and tasks associated with the job and therefore develop the qualifications that applicants should meet. Further, it would entail scanning the external environment to determine the supply for potential candidates and their competitiveness for the given job. This would incl ude establishing compensation from competitors and available external recruitment sources. A review of past recruitment process for a similar position, if not the same position, guides on where to improve. This would lead to querying the human resources information system to evaluate the skills, experience, training and education of current employees. It also provides data of previous applicants, the cost of recruitment and information on the performance and retention of employees. This results in a well-defined and objective recruitment process. Internal candidates are already known to their organisation, including their performance and potential, thus the ability to make accurate decision on their fit for the job. Because these candidates are aware of the processes and procedures of the organisation, the start-up time for them is minimal. Additionally, providing internal candidates with arising opportunities boosts morale among workers, encouraging the productive ones to remain in the organisation. However, the movement of an employee to another position could create a disruptive ripple effect to the entire organisation. It has also been noted that internal candidates could be promoted to greater positions without necessarily meeting the required aptitude, especially among clinical staff in healthcare organisations. Therefore, an organisation could prefer to acquire external candidates who bring with them new perspectives and ideas. It also gives the organisation the ability to target candidates with specific knowledge and skills on the given job. These candidates are perfect for organisations marred with politics as they are not restrained by such politics. Even so, these external candidates could fail to fit in the organisation’s culture. Their abilities and skills are also uncertain as no primary data exists on their performance. Finally, orientation of these candidates consumes time. This has caused organisations to adopt other selection tools suc h as recruiting part-time workers, employee referral and engaging executive search firms or employment agencies. Organisations seek to adopt retention strategies to have employees stay with them. Job satisfaction and sensitivity to staff welfare determine staff turnover. Therefore, to curb high staff turnover, organisations aim at making their compensation competitive including giving loans at favourable