1

BSBPMG515A Manage Project Human Resources Presentation 3

2

PRESENTATION OBJECTIVES

At the end of this presentation you will be able to:

• Apply human resource management (HRM) methods, techniques

and tools to support the engagement and performance of

personnel

3

HUMAN RESOURCE MANAGEMENT

Human resource management methods, techniques and tools

may include established organisational responses to:

• Conflict resolution

• HRM forecasts, personnel plans and job descriptions

• Individual and group competency identification and development

• Performance monitoring, assessment and reporting

• Personnel recruitment and reallocation

• Learning and development strategies

4

HUMAN RESOURCE MANAGEMENT

As already covered, there are fundamental characteristics of

any human resource management method to support the

allocation and performance of personnel.

• Roles and responsibilities

• Authority

• Responsibility

• Competency

5

HUMAN RESOURCE MANAGEMENT

The staffing management plan

• Provides information needed to identify the staff and subsequently

manage and perform adequate human resources

• Organisational charts• Job analysis• Human resource planning• Employee recruitment• Employee selection• Performance appraisal• Training and development

• Career planning and development• Employee motivation• Compensation/benefits• Industrial relations• Health and safety programs• Managing diversity

6

CULTURE = VALUES AND COMMITMENT

• The culture within an organisation is best defined as: “The

messages you send and the behaviour you demonstrate internally

and externally.” It is commonly referred to as “the way we do

things”.

• In the context of project management HRM, it is a key component

for success

• Within this culture, the essential ingredient is the value and

commitment of the people with whom you have allocated

functions and engaged for the delivery of outcomes

• The right values, commitments generate the culture that all

concerned are on the same page and focused on the success of

the project

7

CRITICAL H.R.M METHODS AND TECHNIQUES

Human Resource demand forecasts

Personnel plans and job descriptions

Conflict resolution policies and procedures

Skills Analysis (identification of individual and group skills and competency)Performance monitoring, assessment and reporting

Personnel recruitment and reallocation

Learning and development strategies

Change Management

Consider how these HRM functions impact of successful project management.

8

AVOIDING CONFLICT ON THE PROJECT

1.Clarify roles to reduce conflict

2.Clear communication

3.Team management

4.Project HR resourcing

5.Effective project sponsoring

6.Ensure compatible goals and priorities

9

NEGOTIATION FOR CONFLICT RESOLUTION

The Conflict Resolution network (a non-for-profit that specialises in

conflict resolution) suggests five basic principles of negotiation that

facilitate outcomes:

• Be hard on the problem and soft on the person

• Focus on needs, not positions

• Emphasise common ground

• Be inventive about options

• Make clear agreements

10

A NEGOTIATION FRAMEWORK

1. Preparation

2. Create an appropriate environment

3. Establish the ground rules

4. Adopt conflict resolution strategies

5. Confirm the authority the participants have to negotiate

6. Identify the non-negotiable

7. Identify the issues and agree on them

8. Clarify each parties needs and explore them

9. Find the common ground and establish a common purpose

11

Cont’d…

10.Explore the option

11.Discuss possible solutions

12.Select areas of agreement

13.Record the agreements

14.Decide on follow up actions and timeframes

Research and follow your organisations policy and procedures for

managing and resolving complaints and conflict. Seek assistance

from a Human Resource Representative when necessary

12

CHANGE MANAGEMENT

Change management is the application of a set of tools, process,

skills and principles for managing the people side of change to

achieve the project outcomes.

What are the benefits of effective change management during a

project?

• Further Research:

Research Kotter’s eight steps to successful change and Prosci’s 3-

Phase model

http://www.kotterinternational.com/the-8-step-process-for-leading-change/

http://www.change-management.com/change-management-process.htm

13

MANAGING PERFORMANCE

Managing performance is a critical aspect to the success of the

project. The monitoring and controlling process checks the progress

of the project against the actual plan.

Performance data is collected and distributed via your agreed

management communications strategy. Collecting and distributing

this data assists in managing the expectations of your project

sponsor and key stakeholders.

 

Conducting project team performance reviews is critical and an

activity that is often overlooked. Clear performance measures should

be establish so that each team member can work towards the agreed

key performance indicators (KPI’s).

14

ROLE SPECIFICATIONS

• The specification is derived from the description

• The description identifies the experience, qualifications, skills,

abilities, and knowledge, personal qualities and special

requirements needed to successfully perform the project role

• It identifies what candidate characteristics are needed to be

recruited and how they should be assessed

• Use the project member profile to assist you in the selection

process.

15

RECRUITMENT

Determine your recruiting target

• Determine this as precisely as you can to avoid potential

omissions including performance levels, experience levels, etc.

• Personnel involved in project areas often require a unique set of

skills

• The recruitment process should be designed to “fit” the needs in

the project

• Decide on an effective strategy that will reach your desired

recruitment target.

16

RECRUITMENT

Staff involved in the recruitment process need to consider:

Detailed job analysis

Skills in writing job descriptions

Skills for preparing advertisements

State separate duties and responsibilities clearly, simply and

concisely

• List duties and responsibilities in a logical sequence

• Use specific rather than vague terms

• Use standardised terminology

• Clearly identify the end result or standards on which the

performance is evaluated

17

RECRUITMENTCosts

• Recruitment is an expensive process in terms of both money and time

• The cost of recruitment must be considered and budgeted for in the

selection of new personnel

Cost areas of most significance

• Advertising costs

• Sorting applications, answering queries, interviewing applicants, checking

references and contacting successful and unsuccessful applicants

• Training

• Once new personnel have been employed there are orientation and

induction processes

• Other employees also spend time and effort adapting to a new team

member and either formally or informally training that person.

18

RECRUITMENT

Reallocation

• You will likely have several choices for reallocating human

resources

• There will be advantages and disadvantages for each!

19

RECRUITMENT

Some suggestions are:

Suggestion Advantages Disadvantages

Reprioritise the project personnel requirements

Shifting project personnel priorities may put other projects at risk

Readdress the scope, or adjust timelines

Reducing the scope of your project may assist in reallocation

Reassign staff to free resources

Putting the wrong people onto new teams

Shift priorities and resource timelines

Doing this at the wrong time may have sever impact on your project

20

RECRUITMENT

Some suggestions are:

Suggestion Advantages Disadvantages

Bring in a consultant Have a consultancy on call Doing this may not be feasible due to cost restrictions or it’s too late in the project

Contingency human resource pool

Existing personnel may be able or grateful for additional work but consider your actions carefully

Just get it done If additional resources are not possible to reallocate human resources and your project cannot be delayed or reprioritised, you simply face the task of getting everything completed anyway!

21

PRESENTATION SUMMARY

Now that you have completed this presentation you will be able to:

• Apply human resource management (HRM) methods, techniques

and tools to support the engagement and performance of

personnel