Proposals are often seen as a necessity in the workplace when it comes to complex projects or initiatives that require a lot of resources, planning, and time. One of the most important types of proposals is the internal proposal, which is sent to an employer or higher authority within the same organization. Internal proposals typically focus on the organization itself, such as changes to current processes or systems, introducing new projects, and requesting additional resources. As such, it is important to understand how to craft an effective internal proposal that accurately and professionally presents the proposed idea. In this blog post, we will demonstrate an example of an internal proposal and explain the different elements that make up a successful proposal. We will also provide tips and advice on how to write an internal proposal that stands out from the rest.By reading this post, you will gain a better understanding of what an internal proposal should look like and how to compose one that is compelling and effective.
Internal Proposal
Elements for an internal proposal
Many of the components in an external proposal are also present in internal proposals. These comprise an introduction, background information, project advantages, a description of the work and its outcomes, methods, schedules, and financial information. These sections ought to contain all the data your managers and coworkers require to make a decision about your project. To let the recipient know who you are and what the proposal is, you can also attach a cover letter, cover memo, or introductory email.
The introduction should state that it is a proposal, summarize the proposal, and include one or two sentences to entice the reader to continue reading. Explain why you are advocating a change and what issue you hope to address in the background section. The justification for your proposal and how it will benefit your employer should be presented in the benefits section. The outline should detail what you’ll do and the expected outcomes.
The method section will include the most information about how you intend to accomplish your objective and resolve the issue. The timeline for your project will be displayed in the schedule section. The costs section should outline any associated expenses, the projected number of project-related hours, any additional employees you want to bring on board, and any materials you might require. If you have information that you don’t feel belongs in any other section of your proposal, you may decide to include addenda.
What is an internal proposal?
A type of proposal used to promote a project inside your organization is an internal proposal. When people think of proposals, they frequently envision external ones that are sent to another organization in order to secure work. Proposals, however, can also be utilized internally to explain a concept and how your business might benefit from it. Since you all work for the same company, some elements of an external proposal are not necessary in an internal proposal.
Reasons for writing an internal proposal
Writing an internal proposal can be done for a variety of reasons, but the most frequent one is that you see something that could be improved within your organization. This could be a procedure, a teaching technique, a structural modification, or a personnel adjustment. You might deliver your proposal to a department that oversees the area where you are proposing a change, depending on the size and structure of your company.
How to write an internal proposal
Here are the steps for writing an internal proposal:
1. Develop your idea
You should consider your idea and how you will implement it before writing your proposal. You must conduct research, develop a plan for how it will operate, and comprehend how it can benefit your company before you can explain how you will carry it out. By taking the time to comprehend the details, you can identify potential problems earlier and avoid submitting a plan to management that isn’t fully formed.
2. Create your hook
Your proposal’s introduction and background should come first so that the audience is well-informed about why your idea is important and how it can solve a problem. One sentence that will positively impact the audience and make them understand why your plan is necessary and significant should be included in the introduction. The background then describes the present circumstance, which you want to update to address a concern.
3. Explain how you will execute your project
The benefits and description sections should explain how and why your plan will benefit the company. These sections are more about demonstrating your ability to make a change and how that change will benefit your employer and coworkers because later sections will go into more detail. The project’s results and how things will function once it has been implemented should be the main topics of the description section.
4. Go into detail
You should describe the details of your plan’s execution in the final sections, which include the method, schedule, and costs sections. Avoid making promises that you don’t feel confident you can keep by being as realistic as you can. Don’t, for instance, promise to complete a project in three months if you feel it will likely take more like six months. Unexpected events might interfere with your plans, but at least try to be realistic at the start of the project and plan for potential delays.
5. Draft your cover document
You may require a cover letter, cover memo, or cover email depending on the formality of your workplace and your proposal. You can ask your manager or coworkers for recommendations if you are unsure of what is best for your company. Your cover letter should explain that you’ve included a proposal for the recipient to consider and that it’s meant to solve a problem. If your proposal contains a lot of detail, your cover document can be short.
Example of an internal proposal
Here is an example of an internal proposal:
introduction
While working to improve our company’s diversity, equity, and inclusion, we have had difficulty finding diverse candidates to fill positions at all levels. I propose that we implement a two-phase software integration strategy, starting with software that will examine our job postings for language that might be problematic for marginalized groups and a resume tool that will strip out identifying information. By eliminating language that could signal bias to candidates and language that could influence hiring managers to act based on an internal bias when reviewing resumes, these two types of software can increase the diversity of our hiring pool.
Background
Since a few years ago, especially in the past year, our company has increased its efforts in the areas of diversity, equity, and inclusion. Although we have made some progress, there are still some things we could do better. Particularly, we are having trouble finding diverse candidates to hire who could improve our company culture and bring fresh perspectives to the workplace. Although the need for improvement has been widely discussed, actual changes seem to be taking a while to manifest.
Benefits
Utilizing these two kinds of software in our hiring process has many advantages. The diversity text analyzer can assist us in eliminating any appearance of prejudice toward candidates and assist us in attracting a more diverse pool of applicants for all positions. It can be helpful to have a software program analyze our listings for these terms because many common phrases or terms may have different implications for various groups of people. This is especially true considering how difficult it would be for one person to understand every term that might be offensive.
The resume generator would eliminate any trace of a candidate’s identity aside from their experience and skills, which are, of course, the most crucial components of any resume being evaluated. We can eliminate the temptation for hiring managers and our HR department to use their biases against candidates as we work to challenge implicit bias within our organization. Additionally, it can assist us in ensuring that, based on our knowledge of their qualifications and experience, we are truly interviewing the top candidates for every position.
Description
We expect to hire more diverse candidates once we’ve integrated these two software programs into our hiring procedure. Although we will need to keep working to make sure that our workplace is welcoming and inclusive for these candidates, adding more diverse employees can also help with that.
Method
For all open or upcoming job postings, we will implement the diversity text analyzer in phase one. HR staff would review all job description documents using the text analyzer after the most urgent job listings were updated to make sure the established content is complete. In this manner, we should be able to use the records we already have to list them on future job listings. If any changes or adjustments are required, any analysis would be completed more quickly.
Phase two will see the implementation of the resume tool for all applications made for any position at our business. Before reviewing resumes, scheduling initial interviews, and providing hiring managers with the same resumes for any candidates under consideration, HR personnel will use this tool. For the foreseeable future, HR and hiring managers at our company will continue to use this tool.
Schedule
Phase zero would take about a month as we investigate and assess the various programs and strategies accessible for these two goals. This will enable us to make sure we select the best software possible for our needs.
Phase one would begin as soon as our software selections were approved. Depending on the workload of the employees involved, the process of reviewing our current job listings and existing job descriptions should take about three months.
Phase two would begin roughly a month after phase one so that HR would have time to review the most recent job listings before beginning phase two. Phase two’s initial implementation would last two months and come to an end around the same time as phase one. However, as was previously stated, these tools are intended for continuous use.
Costs
The cost of purchasing the company’s essential software would be the biggest expense. Early estimates indicate that could cost up to $20,000 annually. Before choosing one, we will undoubtedly conduct thorough research to make sure we are getting the best deal. I anticipate researching the appropriate software for about 10 hours as the HR manager, and instructing the entire HR staff on how to use it. I anticipate that our entire staff will need to put in about 400 hours of work during the first four months of the implementation.
FAQ
How do you start an internal proposal?
- Purpose. Start with a succinct justification for why you are composing the proposal.
- Problem. Show that there is a problem by demonstrating its significance to your boss and the business.
- Solution. Describe the change you want approved. …
- Conclusion. Make this section short-no more than two paragraphs.
What are the types of internal proposal?
- A proposal to a person inside your organization (a company, a government agency, etc.) ) is an internal proposal.
- Unsolicited vs. solicited: A solicited proposal is one that was requested by the recipient.
What is the difference between internal and external proposal?
Proposals may be either external or internal. An internal proposal is created for consumption within your organization, whereas an external proposal is written for an audience outside of it.
What are the 3 main types of proposals?
- Formally solicited.
- Informally solicited.
- Unsolicited.
