Projmgt Final Paper

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Learning & Development Manual:A Project Proposal for Foundation for Enterprise Management Innovations, Inc.

Decision Sciences and Innovation DepartmentRamon V. Del Rosario College of Business

De La Salle University In partial fulfilment

of the requirements in R!"#$%

Su&mitted &y'#argaret S. Co

$erard Samuel (lphonsus B. ContrerasLeo) Ian *arl (. inero"ule Lian C. Racines

Su&mitted to'#s. Cristina %eresa +. Lim

#arch ,- /0,/



a!le of "ontents

,.0. ro)ect !vervie12222222222222222222222222,/.0. ro)ect !&)ectives222222222222222222222..2...2.33.0. $eneral (pproach222222222222222222222...2...244.0. Contractual (spects222222222222222222222........,55.0. Schedules222222222222222222222222222.,67.0. ro)ect Cost8Resource Requirements22222222222...222..../09.0. ersonnel222222222222222222222222222.../,6.0. otential ro&lems2222222222222222222222...2./5-.0. *:pected Benefit8Impact of the ro)ects22222222222222..../5

(ppendi:



#.$. Project %vervie

Company Profile

%he ;oundation for *nterprise #anagement Innovations Inc. or ;*#I is a non<

governmental organi=ation >+$!? founded in ,--6 as %ri<Center Rural *nterprisesServices ro)ect that advocates gro1ing small and medium enterprises. It is dulyregistered to the Securities and *:change Commission and at present has 4, active@&enepartnersA as organi=ations under their supportive mandate. (s a strategic plan of action ;*#I is the +$! for S#*s that incorporates the @missing middleA in its mission.%he ;*#I office is located in #agat Salamat Street ro)ect 4 ue=on City.

Services offered &y ;*#I include lending activities and the learning anddevelopment program. Lending activities are activities 1herein ;*#I provides loans for small and medium enterprises >S#*s? that have less interest rates as compared to a&an . %he interest rates vary and range from / <3 per month or /4 <37 annually.

!n the other hand the Learning and Development program considers the scope of theproposed pro)ect 1herein services such as overall &usiness management training andsupervision are conducted &y ;*#I for their @&enepartners.A

Box 1.1 Company Basic Information

Company name' ;oundation for *nterprise #anagement Innovations Inc. >;*#I?!ffice address' #agat Salamat St. ro)ect 4 ue=on CityContact details' 0/<-,,,0,-

IEfemiFyahoo.com

111.femi.org

Box 1.2 Company Vision and Mission

Ge 1ill ena&le social development through economic empo1erment of the ;ilipinoentrepreneurs. Ge 1ill recruit develop and gro1 @missing middleA enterprises outside#etro #anila. *mployment generation 1ill &e our ey indicator of success. ;*#I 1ill &e a su&stantial contri&utor to driving social and economic development inthe hilippine and 1ill &e recogni=ed in the industry as an e:pert of the missingmiddle segment.

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Table 1.1 Company Board of Directors

resident #anual ue=on (vancenaDirector Gillie erasolVice resident #a. *ugenia Server

%reasurer "acqueline Vega*ducation Committee Head #a. Cristina ulueta (vancenaCredit Committee Head +ora #inda +gCorporate Secretary (tty. "ose #e)ia CorporateBoard #em&er Ginifreda ConstantinoBoard #em&er Vivian *lea=ar Board #em&er #ilou Carlos

Project Description and Deliverables

%he pro)ect 1ill focus on creating a Learning and Development Blueprint amanual copyrighted to ;*#I that 1ill sho1 the systematic processes on ho1 ;*#Icreate plan conduct and implement its Learning and Development >LJD? program.%he manual is particularly for the purpose of ;*#IKs Human Resource Department.Gith the manual the aforementioned department shall have a 1ritten guide on ho1 1illthey conduct the program to1ards their &enepartners and even other ;*#I employeesalso.

Profitability and Competitive Effect Resulting from Project Completion

;*#I &elieves that this manual is essential in esta&lishing standardi=ed processand in order to ensure its close supervision. ;*#I 1ill have a standardi=ed process onconducting seminars training programs and consultancy meetings. %here 1ould &eimprovement in consistent quality of serving the &eneficiaries. #oreover people incharge of the program 1ill not anymore rely on mere gut feeling. %hey are then to havea solid ground for 1hatever course of action they ta e 1ith regards to the LJD program.

(lso this manual shall help in the succession of the )o& in care the present personnelare replaced &y other employees. %he succeeding people in charge of the department1ould have a guideline to refer and possi&le difficulties they may find at 1or areessentially addressed.. !ther effects of the pro)ect include o1ning a copyrighted veryspecific 1ell<detailed and 1ell<revie1ed standardi=ed manual for the 1hole LJDprocess. (t the end of the day the pro)ect 1ill improve the quality of the LJD programthus uplifting such services provided for the @&enepartnersA and eliminating the currentsituation of relying on personal gut feel &y the staff of ;*#I.

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'.$. Project %!jectives

Problem Statement

;*#I currently has t1o LJD program officers' #r. Gillie erasol the ;*#I

*:ecutive Director and #r. +yte ;a&ito the Human Resource !fficer. %he LJD officersnamed a&ove follo1 an e:isting &ut un1ritten LJD program cycle. (s a result the ;*#Iofficers are inconsistent in terms of ho1 they do their )o&s annually rely on mere instinctor gut feel and encounter other pro&lems such as the ina&ility to easily pass the )o& toanother person since there is no concrete succession plan.

Project Objectives

%he main o&)ective of this pro)ect is to develop a Learning and DevelopmentBlueprint or manual for ;*#I. In order to further this o&)ectives the follo1ing are aimedto &e achieved'

%o document the present state on ho1 LJD process is conducted i.e. put into1riting the status quo%o revie1 and validate the present practices and to in)ect or recommendimprovement unto it

%o ta e part in the &rainstorming process of the person<in<charge of LJD%o 1itness ho1 ;*#I condct their )o&s%o apply for output copyright

Necessity of the Learning and Development lueprint

In order to &e more specific the LJD &lueprint 1ill address the follo1ing

concerns'%o ma e the program &ecome institutionali=ed%o &e recogni=ed on the part of ;*#I for &eing the only organi=ation to havesuch standard and copyrighted process.

%o strengthen the current LJD program of ;*#I%o prepare a departmental successsion plan

%he internship 1ill start on (pril 1herein the group 1ill start 1or ing on 1hat 1asproposed &eforehand and 1ill complete the pro)ect on #ay of /0,/.

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(.$. )eneral Approac* Project E!ecution

In cooperation 1ith LJD officers #r. Gilli erasol and #r. +yte ;a&ito the group

shall initially document the present process ;*#I. %he group 1ill meet the saidrepresentatives regularly and together ma e the LJD manual step<&y<steo. Ghile1or ing the ;*#I representatives shall perpetually chec the progress of the group.

(s the group prepare the manual they shall also &e engaged in the actualconduction of the aforementioned ;*#I services. Ghile 1or ing 1ith ;*#I the groupshall revie1 and validate the data documented and recommend improvements. !verallthe group acts as the chec and &alance &ody that gives a fresh perspective for ;*#I.%his prevents ;*#I from having a &iased vie1 that may overloo critical elements.

;urthermore the group shall &e personally immersed in LJD activities such as

the opening conference this #arch and first training seminar regard financialmanagement on (pril.

;or the data gathering the group 1ill o&serve the personnel of ;*#I 1hile theyare perform their respective )o&s. In addition the group 1ill intervie1 1ith #r. erasoland #r. ;a&io to have a deeper insight a&out the their routine.

!nce the initial draft is finished it 1ill &e present to #r erasol and #r. ;a&io for verification and comments. (fter 1hich the manual 1ill ultimately &e presented to ;*#IBoard of Directors.

%he diagram &elo1 >;igure 3.,? sho1s the flo1 of ho1 the manual shall &ecreated. ;rom the overall o&)ective it 1ill eventually &e narro1ed do1n to until itreaches a particular activity 1ith its corresponding output or impact.

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%he flo1 of the manual 1ill also &e guided &y ho1 the present cycle of LJD.

Box 3.1 Backbone Str ct re of t!e "#D Man al$ "#D Cycle

,. rofiling >+ovem&er<Decem&er? M Segmentation of &enepartners to their needs/. lanning >"anuary? M identifying &enepartners pro&lems and associating 1ithnecessary seminar

3. Implementation >;e&ruary<!cto&er? M 4<7 seminars and a&out /0 consultationper year

4. Impact evaluation >Septem&er? M pos<training evaluation effect assessmentsurvey and site o&servation

(s the manual are pu&lished the follo1ing diagram illustrates the suggested

layout &y the proponents. >;igure 3./?

Copyright ;*#I also requested that this pro)ect &e copyrighted under their name. Gith that

the group shall also assist in the application of ;*#I for acquiring copyright to this 1or .%he follo1ing is a guideline retrieved on the 1e&site of University of the hilippinesDiliman !ffice of the Vice Chancellor for Research and Development on ho1 to applyfor copyright.

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Box 3.2 %e& irements for Copyri'!t (pplication

,. %he application form shall &e accomplished in duplicate type1ritten and theaffidavit at the &ac should &e duly notari=ed.

/. (pplication shall &e accompanied &y t1o copies of the 1or as deposit t1ohundred pesos > h /00.00? as registration fee and t1o sets of ten pesos of documentary stamps.

3. If the 1or applied for registration is an original ornamental design>classification H? it should &e accompanied &y a technical description of thedesign.

4. If the 1or applied for registration is pu&lished 1or t1o printed copies 1ithcopyright notice printed in front or at the &ac of the title page if it is a &oo andon any clear space thereof if non<&oo material shall accompany theapplication. %he copyright notice shall &e in the form hilippine Copyright

/0EEE >year of pu&lication? &y EEEEEEEEEEEEEEEEEEE >copyright o1ner?. +o. 6of the application should &e filled up &y stating the specific date 1hen the 1oris finished and li e1ise +o. - &e filled up to indicate 1hen the 1or ispu&lished. ( pu&lished 1or for purposes of registration means that the 1orhas &een disseminated to the pu&lic prior to its registration 1ith the Copyright!ffice.

5. If the 1or for registration is unpu&lished 1or t1o copies of the manuscript or photocopies of the 1or 1ithout the copyright notice shall accompany theapplication. Unpu&lished 1or for purposes of registration means that the 1orhas not &een disseminated to the pu&lic at the time of registration.

7. If the applicant is non<resident foreigner he should appoint a local authori=edagent &y a Special o1er of (ttorney to prosecute copyright application for andhis &ehalf 1ith this office.

9. If a third party is claiming copyright o1nership of the 1or a duly notari=ed@Gaiver of Copyright !1nershipA or @(ffidavit of "oint !1nershipA e:ecuted &ythe (uthor in favor of the third party ma ing the claim shall &e attached to theapplication form.

6. If the applicant is a proprietorship or a corporation a photocopy of theCertificate of Business name D%I or S*C registration >first page only? shall &e

attached to the application.-. If copyright certificate8s 1ill &e sent through mail the applicant must attach amailing envelope and the corresponding mailing stamps to the filled<upapplication forms.

7



"ind "ap )*i' re 3.3+

9



%he diagram sho1s the main goals and the ma)or actions that the group 1ille:ecute during the practicum. %he goal of the group and of the organi=ation ;*#I is toconduct seminars and consultancy 1ith their &eneficiaries 1ithin the year. (nother goalis to standardi=ed the process of conducting the learning and training program.

%o achieve the goals of the group t1o ma)or actions 1ill &e done. ;irst is toconduct the program for the &eneficiaries. %he group 1ill &e 1ith the correspondentpersonnel of ;*#I and follo1 their procedures on conducting programs. %here are threeprocedures that the group 1ill follo1N these are the planning procedure implementingprocedure and the evaluation procedure. ;or the planning procedure the group 1ill helpthe personnel to profiling the &eneficiaries to determine 1hich topics or issues to &eaddress and to determine if the &eneficiaries 1ill need either seminars or consultancymeetings. In addition the group along 1ith the personnel of ;*#I 1ill also schedule on1hen the program 1ill happen and identify the venue 1here the program 1ill &e held.

(fter the planning procedure the group 1ill go through to the implementation procedure

1hich the seminars and the consultancy meetings itself. Unfortunately since there is atime constraint the group 1ill not &e a&le to e:ecute the evaluation process. %hisprocess is surveying the &eneficiaries a&out the seminars or the consultancy meetingsdone 1ithin the year. %he survey also includes the evaluation on &eneficiaries if theyhave learning or develop ne1 s ills from the seminars or consultancy meetings theytoo 1ithin the year. %here are t1o type evaluations. %hese are the year<end evaluationand the post seminar8consultancy evaluation. %he year<end evaluation is the process of the ;*#I of evaluating the &eneficiaries on their performance throughout the year 1hilethe other is the surveying the &eneficiaries on 1hat they thin of the program and 1hatthey have learning during the program.

Second action that 1ill &e e:ecuted &y the group and to achieve its goal onstandardi=ing of conducting the learning and training program is to ma e a manual for the ;*#I organi=ation. In order for us to ma e a manual the group 1ill have to getnecessary data. %he data 1ill &e coming from intervie1 1ith the personnel of the ;*#Iand o&serving the personnel 1hen they are performing procedure that 1as mentionedearlier. (fter gathering data the group 1ill 1rite the data in the manual. (fter finishing1riting the manual the group 1ill edit and revise the manual for errors made during theprocesses of ma ing the manual. Gith the revised manual and approval of themanagement of ;*#I the manual 1ill &e given to each employee.

In addition the group 1ill present the manual to the &oard of trustees in the saiddate.

6



Learning and Development #rame$or%

*i' re 3., "earnin' and De-elopment *rame ork adapted from a frame ork made for ( stralian / blic Ser-ice

$iven that the nature of the pro)ect is centered on learning and development theproponents adapted the frame1or sho1n a&ove ta en from the (ustralian u&licService Commission. %he frame1or is particularly designed as a guide in managinglearning and development programs in the (ustralian u&lic Service a social serviceinstitution in (ustralia.

;rom the frame1or the follo1ing steps are to &e done in a sequence 1ithcompliance to their respective criteria.

,. (lign learning 1ith the &usiness M agency capa&ility requirements governanceagency culture and funding mechanisms and processes

/. Integrate learning 1ith HR and other &usiness process M other peoplemanagement strategies and plans people management processes agency core&usiness processes and HR #anagement Information Systems

3. Create a learning culture M leading &y e:ample active commitment &lurring thelines &et1een learning and 1or

4. rovide appropriate learning options M needs<&ased content appropriateinterventions

5. #anage learning effectively M value for money service delivery effectivesta eholder relationships and monitoring and reporting

7. Support application of s ills in the 1or place M supportive 1or placeenvironment opportunities to apply ne1 s ills opportunities to disseminate ne1no1ledge and on<the<)o& performance evaluation

9. *valuate learning and development M relevance appropriateness reactioncapa&ility required performance on the )o& and outcomes

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&C' #rame$or% )*i' re 3.,+

+"%PE %F E A-AL+I+

"ustomer Product

• *mployees ne1 recruitemployees

• #anual consist of the processes of Learningand Development rogram

• Conduct Learning and Development rogram1ith ;*#I personnel

/usiness Process

#a)or Steps'• $et information on processes of Learning and Development rogram• Grite the recorded information into the manual• Gor 1ith ;*#I personnel on conducting Learning and Development rogram

Rationale'• ( reference made use &y the employees and to standardi=ed the processes of

conducting training programs and consultancy meetings• %o conduct Learning and Development rograms that are in line 1ith the

procedure of ;*#IParticipants Information ec*nolog0

• *mployeesmanagement

• Detailed process content onthe three ma)or process,. lanning process/. Implementation process3. *valuation process

• Computers• %elephones and cell phones• *lectronic mail• Ballpen and paper • #icrosoft !ffice

A1" I E" 21E

"ustomer Product

• *mployeesBenepartners andInvestors of ;*#I

• *mployees 1ho are more familiar 1ith the processesof conducting training programs and consultancymeetings

• Seminars and consultancy meetings/usiness Process

#a)or Steps'• ;amiliari=e 1ith the processes of Learning and Development rogram &y use of

manual and during the e:ecution of processes• Conduct Learning and Development rogram

Rationale'• %o gain no1ledge a&out the operations of the &usiness. articularly the

processes on Learning and Development rogram.

,0



• %o have seminars and consultancy meeting that 1ill cater to the needs of the&eneficiariesParticipants Information ec*nolog0

• #anual of theLearning andDevelopmentrogram

• *mployees andne1ly recruitemployees

• Ono1ledge from other employeesand management

• Detail description of the threema)or processes of Learning andDevelopment rogram,. lanning rocess/. Implementation rocess3. *valuation rocess

• Ballpen and paper

PE1F%1MA-"E

"ustomer Product

• *mployees• Beneficiaries or Benepartners

• ( manual that has clearly definedprocedure and has easily understanda&le

• Conducted seminars and consultancymeetings that are 1ell<organi=ed andmeets the needs of the &eneficiaries

/usiness Process

#a)or Steps'• $ather information on the three ma)or process of Learning and Development

rogram• Document information using #icrosoft Gord.• ;ollo1ing the procedure of ;*#I on conducting Learning and Development

rogram in a precise manner.Rationale'

• %o have proper process of conducting training programs and consultancymeetings

• %o have guidelines of tas s to &e e:ecuted for the Learning and Developmentrogram

• %o conduct seminars and consultancy meetings for BenepartnersParticipants Information ec*nolog0

• *mployeesmanagement

• Detailed description ofthe three ma)orprocesses,. lanning process/. Implementation

process3. *valuation process


,,

I-F1A" 21E

"ustomer Product

•

*mployees #anagement •

Recording equipments such as tape recorder&allpen and paper and &y means o&servationare used to record the processes.

• Computer hard1are and soft1are li e#icrosoft !ffice to input the information to theformal documentation.

• Human resources for e:ecuting the procedureof planning implementing and evaluating

/usiness Process

#a)or Steps'• Using the recording equipment data a&out the process 1ill &e documented.• Computer equipment is used to computeri=ed the manual• Human resources 1ill &e used and &rainstorming 1ill &e done

Rationale'• %o create a document containing processes for the Learning and development

rogram.• %he document could &e used as reference for employees on tas and details

a&out the processes of the said program.• %o perform the procedure on conducting Learning and Development rogram

Participants Information ec*nolog0

• *mployees#anagement

• Headquarter of;*#I.

• Detailed description of the threema)or processes of Learning andDevelopment rogram',. lanning rocess/. Implementation rocess3. *valuation rocess

• Recording equipment• Computer • #icrosoft !ffice



"%- E3

"ustomer Product

• *ducational enhancement to

e:isting employees• $ained no1ledge to ne1

employees• Improvement on the &usiness

of &eneficiaries

• Information on the three ma)or processes of the

Learning and Development rogram.1. lanning rocess2. Implementation rocess3. *valuation rocess

• Conducting seminars and consultancy meetingsthat are in line 1ith the procedure of ;*#I

/usiness Process

#a)or Steps'• $ather information on the three ma)or rocesses of Learning and Development

rogram•

Gor ing 1ith the ersonnel of ;*#IRationale'• %o give more no1ledge or information to employees to doing their tas• %o help ne1 employees to &e familiar 1ith the processes of ;*#I• %o &e in line 1ith the procedure of ;*#I 1hile conducting the Learning and

Development rogramParticipants Information ec*nolog0

• *mployees#anagement

• Ono1ledge from otheremployees and management

• Detailed description of the

three ma)or processes ofLearning and Developmentrogram',. lanning rocess/. Implementation rocess3. *valuation rocess


1I+4

"ustomer Product

•

#anagement• *mployees• Beneficiaries or Benepartners

•

Insufficient and inaccurate informationthat are given a&out the process ofLearning and Development rogram.

• oorly organi=ed Learning andDevelopment rograms and are not inline 1ith the issues of &eneficiaries

/usiness Process

#a)or Steps'

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• #isinterpretation and8or misunderstanding on the #anual• ma ing mista es on the processes of Learning and Development rogram• Did not plan properly and evaluate 1hich topics are needed to &e discussed.• Did not coordinate 1ith spea ers or spea er 1ere not appropriate for the topic

&eing topic.• Beneficiaries 1ere not a&le to go to seminars due to venue or date

Rationale'• *ffecting the accuracy and sufficiency of data that are needed for the manual• Causes that 1ill influence on the success of the rogram

Participants Information ec*nolog0

• *mployees• +e1ly recruit

employees• Spea ers• Beneficiaries

• Insufficient and inaccuratedata of processes of Learningand Development rogram

• Insufficient data

• Gea recording equipment• Gea human resources

1ea &rainstorming

%he frame1or a&ove is a Gor <Centrali=ed analysis frame1or . It tells a&out thepossi&le outcomes needed resources personnel 1ho 1ill perform the processes andthe processes that 1ill &e needed and used in the pro)ect.

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5.$. "ontractual Aspects

%he contractual aspect of the pro)ect is follo1ed to avoid confusion andmisunderstandings amongst pro)ect managers >#argaret Co $erard Contreras Leo)inero "ule Racines? and the company ;*#I.

Detailed Description of 'll Deliverables

(s descri&ed previously the group is e:pected to deliver a Learning andDevelopment >LJD? Blueprint a manual that shall serve as an apparent 1rite<up of thestandardi=ed process and a guid eline for the company in providing their LJD program.

%he phases involved to achieve the final delivera&le of this pro)ect are thefollo1ing'

H(S* ,

%o o&serve the different processes that the company is currently underta ing%o note do1n detailed information on all the different processes involved H(S* /

%o organi=e the different processes in a systematic manner %o plan ho1 to &est deliver the Learning J Development program of ;*#I to itsvarious sta eholders

H(S* 3

%o report the standardi=ation processes that the team has prepared for thecompany

%o ma e a presentation on the Learning and Development output for thecompany its sta eholders%o ma e a hand&oo on the Learning and Development output for the companyand its sta eholders

%he group must complete the different phases of the pro)ect on a step &y step

&asis to &e a&le to finali=e or Pstandardi=eP its processes. %his includes details such aso&servations in different planning sessions meetings conferences and other types of seminars 1ith its P&enepartnersP and the Board to &e a&le to understand andsystemati=e the processes in detailed form. hysical presence is required in differenttypes of seminars and consultation meetings as 1ell as in the evaluation of the

companies for the gathering of information and to gain insights on the implementation of ;*#I of their current plans. %he group reports directly to the company representatives#r. Gillie erasol and #r. +yte ;a&io.

%he pro)ect 1ill &e conducted for a term from (pril /3 /0,/ to #ay ,9 /0,/ in;*#I Cu&ao. %he pro)ect management group is e:pected to 1or for a total of ,50hours to complete the said pro)ect. Since the &lueprint 1ill &e sho1n to fundingorgani=ations the group 1ill &e creating t1o2 >not sure?. Ghen during the o&servation

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phase the group is required to perform o&servations outside #etro #anila thecompany ;*#I 1ill &e in charge of transportation going to and from various locations of its &enepartners. (n adviser from De La Salle UniversityQs Business #anagementdepartment 1ill also &e assigned to the group to monitor the groupQs progress.

'greement on Delivery Dates De La Salle UniversityQs Decision Sciences and Innovation Department ;*#I

and the pro)ect management group have all agreed to start the internship on (pril /3/0,/ 1ith an e:act end date of #ay ,7 /0,/ and a total of ,50 internship hours per student. %he pro)ect management group has a total of four students. !n the last day of the internship 1hich is #ay ,9 /0,/ a final output progress report reflection paperclient evaluation report and a peer evaluation per student 1ill &e su&mitted to theRCB#(+ adviser and the final output su&mitted to the client company to &e a&le toaccomplish the requirements for the course.

Table ,.1 Deli-ery Dates;e&ruary , !rgani=ation !rientation;e&ruary 6 Deli&eration of ro)ect Delivera&les;e&ruary ,5 !&servation of ;*#I planning session;e&ruary /3 resentation of initial pro)ect proposal in R!"#$%#arch 30 *:pected latest date for the approval of final pro)ect proposal#arch 30 #anual drafting period8Consultation and o&servation period

1ith ;*#I#ay - Su&mission of the #anual initial draft#ay -<,5 #anual draft revision

#ay ,7 resentation of the #anual to ;*#I and Board of Directors

(ncentives and Penalties for Non)Compliance

(n evaluation form 1ill &e given to ;*#I to grade. $rades 1ill serve asincentives for the group to 1or harder and produce quality output at the end of thepro)ect. $rades may also serve as penalties for non<compliance of company policies as1ell as in cases of non<su&mission of the necessary requirements 1ithout validreasons and including the su&mission and completion of the approved ro)ect roposalto the R!"#$% and RCB#(+ faculty advisers and the company or in cases of

failing scores during the different evaluations at the end of the pro)ect term. ;*#I 1illdetermine 50 of the studentsK grades. %ermination of the internship proper may &epossi&le 1ith the discretion of ;*#I and the DSI Department. %he areas of evaluationfor ;*#I to grade the group is as follo1s'

(reas for *valuation for Client *valuation Sheetro)ect !vervie1 <<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<5

,5



ro)ect !&)ectives <<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<,5ro)ect Schedules Resource <<<<<<<<<<<<<<<<<<<<<<</0

Requirements and ersonnelro)ect Implementation <<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<40

#onitoring and *valuation

ro)ect %eam !rgani=ation <<<<<<<<<<<<<<<<<<<<<<<<<</0 EEEEEEEEEEEEEE

otal #$$ Specific Changes in Deliverables

!n issues regarding changes in delivera&les these must &e communicated tothe group and the DSI department &y the client organi=ation immediately for ad)ustmentpurposesN the group should have sufficient time to change the company or to produce adifferent set of delivera&les for the changes made. Changes may also &e done &y thefaculty adviser assigned to the group and the DSI Department if they see that the

pro)ect cannot &e done or is &eyond the current no1ledge and s ills of the students. (llchanges must &e agreed upon &y all parties. Project Revie$ Dates and Similar 'greements

During &efore and after the course of RCB#(+ the group may meet 1ith;*#I and the faculty adviser to monitor the groupQs progress and provide additionalinformation and feed&ac on pro)ect delivera&les.

,7



6.$. +c*edules

%he schedule for the implementation of the pro)ect 1ould &e as follo1s'

Pertinent Dates

Table 0.1 Table of pertinent dates

*antt Chart

*i' re 0.1 antt C!art for t!e mont! of *ebr ary

*i' re 0.2 antt C!art for t!e mont! of Marc!

*i' re 0.3 antt C!art for t!e mont! of (pril

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*i' re 0., antt C!art for t!e mont! of May

,6



7.$. Project "ost81esource 1e9uirements

%he specific resources required and its relative costs for the implementation of the pro)ect are as follo1s'

• rinting H ,.00 >per page?• Binding H 40.00

%he price presented a&ove is an alternative for ;*#I to use if they opt to ma ethe group print and &ind the manual and 1ill &e funded &y ;*#I.

In case ;*#I opt to pu&lish the output the cost of printing 1ould depend on therates of the printing press. (s of the time this document is prepapred the actual cost isstill un no1n. Ho1ever the group endorses Cover and ages a printing press situatedin Sta. (na #anila.

ertinent cost such as utilities and transportation fares to &enepartnersK site shall&e covered &y ;*#IKs operational &udget. Utilities costs 1ould &e the electric lightingand 1ater costs for the encoding and deli&eration of the contents of the manual.%ransportation fares 1ould &e also &e implemented if the group 1ould attend ando&serve one of the training seminars held &y ;*#I for its &enepartners.

!ther than the printing cost &udget for copyright application must also &eprepared. ;or these the company needs to shell out H /00 as registration cost.

(dditional fees may also &e needed depending on the requirements of the Intellectualroperty !ffice of the hilippines.

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.$. Personnel

Ghile other companies have separate personnel for different departments ;*#I&eing a +on<$overnmental !rgani=ation has personnel 1ith overlapping )o&s. %hepro)ect managers 1ill 1or 1ith the Human Resources Department of ;*#I. %he group

1ill assist the %raining manager #r. +yte ;a&ito in charge of all evaluation andplanning processes of ;*#I along 1ith the company representative #r. Gillie erasolNthe group 1hich is comprised of #argaret Co $erard Contreras Leo) inero and "uleRacines 1ill &e reporting directly to the t1o company representatives. Table .1 Skills %e& irements and %oles of /ersonnel

Personnel1e9uirements

+;ills 1e9uirements -um!er of personnel

as;s assigned:

Contact #r. Gillie

erasol and #r. +yte;a&ito of the partnerorgani=ation M ;*#I

< %o &e a&le to provide all

the necessary informationand to provide the groupguidance &efore duringand after the pro)ect forpro)ect completion< %o &e a&le to evaluatethe final output

/ (uthori=ation of the

pro)ect proposalN %oprovide the necessaryinformation to studentsNrevisions and furthermodifications of thefinal output

ro)ect #anagerscomprised of

#argaret Co $erardContreras Leo)inero and "uleRacines

< #ust have no1ledge in

ro)ect #anagement< Critical %hin ing andanalytic s ills< %ime #anagement%eam1or and ConflictResolution< ;ollo1 pro)ect scheduleand monitor progress< (&ility to identifypro&lems and deal 1ithpro)ect constraints< Ono1ledge instandardi=ation ofprocesses< Inquisitive to learn thedetails of processes< #ust have goodcommunication s ills and1riting s ills

4 < %o provide assistanceto the Human

Resources Department< %o o&serve planningsessions and otherprocesses included inthe Learning andDevelopment program< %o &e a&le to generatea @&lueprintA of theLearning andDevelopment programof ;*#I

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< #ust possessleadership s ills< Have the initiative to doand to as< *fficient and StrategicDecision<ma ing

Table .2 /ro ect (cti-ities and /ersonnel In4c!ar'e)/!ase 1 4 To obser-e t!e different processes t!at t!e company is c rrently ndertakin' To note do n detailed information on all t!e different processes in-ol-ed+

as;-um!er

as; -ame Person < in < "*arge

, Schedule a meeting 1ith ;*#I Co

/ Initial meeting in ;*#I office 1ithother groups M Initial ro)ect!rientation

Co8Contreras8 inero8Racines and;*#I Representatives

3 Second meeting 1ith ;*#I M LJD$roup !rientation


4 %hird meeting 1ith ;*#I M!&servation ,' LJD lanningSession >year<round?


5 ;ourth meeting 1ith ;*#I MOapihan #eeting >#arch 3 /0,/? Co8Contreras8 inero8Racines and;*#I Representatives

7 ;ifth meeting 1ith ;*#I MConference Call 1ith Boardmem&ers etc

Co8Contreras8 inero8Racines and;*#I Representatives8Board

9 Si:th meeting 1ith ;*#I M!&serve Seminar , >(pril /0,/?


6 !&serve Issues *valuationSessions >(pril /0,/?


- articipate in !ne<on<!neConsultations for !&servationurposes >starting (pril /0,/?


Table .3 /ro ect (cti-ities and /ersonnel In4c!ar'e )/!ase 2 5 To or'ani6e t!edifferent processes in a systematic manner+

/,



as;-um!er

as; -ame Person < in = "*arge

, (ttend *valuation Sessions Co8Contreras8 inero8Racines and ;*#I

Representatives

/ (ttend a series of !ne<on<!ne Consultations

Co8Contreras8 inero8Racines and ;*#IRepresentatives

3 Set a meeting 1ith ;*#I Co8Contreras8 inero8Racines and ;*#IRepresentatives

4 Revie1 data collected Co8Contreras8 inero8Racines

Table ., /ro ect (cti-ities and /ersonnel In4c!ar'e )/!ase 3 5 To report t!estandardi6ation processes t!at t!e team !as prepared for t!e company7 %o ma e apresentation on the Learning and Development output for the company its sta eholdersTo make a !andbook on t!e "earnin' and De-elopment o tp t for t!e company and itsstake!olders

as;-um!er

as; -ame Person < in = "*arge

, ;inal verification of datacollected

Co8Contreras8 inero8Racines and ;*#IRepresentatives

/ #a e a draft of the o&servedprocesses

Co8Contreras8 inero8Racines

3 Revie1 draft 1ith clientorgani=ation


4 #a e necessary changes Co8Contreras8 inero8Racines

5 Set the Budget < Broadsheet Co8Contreras8 inero8Racines

7 Canvas prices for printing of

manuals


9 ;inali=e the LJD Blueprint Co8Contreras8 inero8Racines and ;*#IRepresentatives

6 rint the manual Co8Contreras8 inero8Racines

- #a e a po1erpoint or video Co8Contreras8 inero8Racines

//



presentation for sta eholders of;*#I

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>.$. Potential Pro!lems

%he group &elieves that the follo1ing pro&lems may occur during the pro)ect or after pro)ect completion'

,. Since ;*#I is planning to conduct the aforementioned training in ampanga1hich is the nearest venue for most of their clients o&servation may &ecomedifficult on the part of the group.

/. It may &ecome difficult on the part of the group to come to the ;*#I officeeveryday considering the distance of the each mem&ersK residence area

3. Due to time constraints of only three to four 1ee s of the practicum8!"% thegroup may not &e a&le to produce @qualityA output.

4. ;inal output may &e re)ected &y the Board of Directors since @qualityA output isnot met &ecause of time constraints.

?.$. E@pected /enefit8Impact of t*e Project

%he follo1ing 1ill serve as Oey erformance Indicators >O I? for the groupQs

output' an LJD Blueprint or manual copyrighted for ;*#I pu&lished reading materialand a po1erpoint presentation. ro)ect evaluation includes an initial draft presented&eforehand to chosen ;*#I representatives and a presentation to ;*#IQs Board of Directors on #ay - /0,/.

%he completed pro)ect 1ill include a manual that 1ill serve as a @guidelineA for future persons<in<charge of the Learning and Development rogram ;*#I o1ning acopyrighted very detailed and 1ell<revie1ed manual the @standardi=ation of the 1holeLearning and Development process and eliminating the usage of personal gut feel. %he

pro)ect 1ill in effect improve the quality of the LJD program thus uplifting such serviceprovided for ;*#I @&enepartnersA.

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Appendi@ A < 1eference list Intellectual roperty !ffice. >/0,, "une /3?. $uidelines on Copyright Registration and Deposit.

%aguig City hilippines. Retrieved #arch /0,/

" Barrett (. . >/003 (pril ,4?. B ildin' capability8 ( frame ork for mana'in' learnin' andde-elopment in t!e (/S. Retrieved from (ustralian u&lic Service Commission Ge&site'http'88111.apsc.gov.au8pu&lications038capa&ility.htm

%e& irement for Copyri'!t (pplication . >n.d.?. Retrieved #arch /0,/ from !ffice of the ViceChancellor for Research and Development < University of the hilippines Diliman'http'88111.ovcrd.upd.edu.ph8381p<content8uploads8/0,08038requirements<for<copyright<application.pdf

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Appendi@ / < )uidelines on "op0rig*t 1egistration and Deposit

Projmgt Final Paper

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