Human Resource Management
description
Transcript of Human Resource Management
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Human Resource Management
Jay Billings
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Project Human Resource Management
Management is getting things done
a. With people
b. Through people
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Modern Theories of Human Resource Management
Drucker – Human RESOURCE an asset that can be managed, that can
appreciate in value (through directed development training and motivation, draining and development)—it can also depreciate
Herzberg/Argyris Human Resource can be DEVELOPED in ways that are
supportive of the ORGANIZATION
Morris Human Resources (managed by others) or RESOURCEFUL
HUMANS (who manage others and initiate)
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Project Human Resource Management Organizational Planning-- Inputs
Project Interfaces Organizational interfaces Technical interfaces Interpersonal interfaces
Staffing requirements Constraints
Organizational structure Labor agreements/contracts Personal styles Expected/available staff
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Project Human Resource ManagementOrganizational Planning --Tools and Techniques
Templates Personnel practices Organizational theory
Tailoring the project for best fit within the host
Stakeholder analysis The needs of various concerned parties
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Project Human Resource ManagementOrganizational Planning --Tools and Techniques
– Background Check– Benefits and Compensation– Bonding– Bonus and Incentives– Consulting and Outsourcing– Evaluations– Insurance– NDA’s and No-Competes– Recruitment and Retention– Software– Succession planning– Testing and Screening– Training and Development
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Project Human Resources ManagementOrganizational Planning-- Outputs
Roles and responsibility assignments Role assignment/ requirements matrix
Staffing management plan Levels of resources required over time Accessing, and releasing personnel Follow-up evaluation of staff
Organizational chart and OBS Supporting detail
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Project Human Resources ManagementStaff Acquisition -- Inputs
Staffing management plan Staffing pool description Recruitment practices
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Project Human Resources ManagementStaff Acquisition -- Tools and Techniques
Negotiations With functional managers Other project management teams
Pre-assignment Proposal team Internally funded project (investment)
Procurement --acquiring personnel using contracts, e. g. consultants, subcontractors
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Project Human Resource ManagementStaff Acquisition -- outputs
Project staff are assigned Project team directory
Project members Stakeholders as points of contact
Roles and Requirements Allocation Matrix– OBS and WBS (Forms basis of cost account
management and work package planning)
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Project Human Resource ManagementTeam Development -- Inputs
Project staff Project plan Staffing management plan Performance reports External feedback
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Project Human Resource ManagementTeam Development-- Tools and Techniques
Team building activities Form, storm, norm, perform, adjourn
General management skills Know yourself and others
Reward and recognition system (+ & -) Collocation Training
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Project Human Resource ManagementTeam Development
Performance improvements form quicker effective starting improved individual and team efforts
Input to performance appraisals cross-team evaluations and assessments
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Human Resource ManagementSpecial Concerns
Because projects are temporary organizations these topics need to be covered– Conflict of Interests– Computer and Network Usage rules– Performance Appraisals– Cost of conflict
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Conflict of Interest Policy
Adopting a conflict-of-interest policy that prohibits or limits business transactions with project members and requires project members to disclose potential conflicts.
Disclosing conflicts when they occur so that project members who are voting on a decision are aware that another member’s interests are being affected.
Requiring project members to withdraw from decisions that present a potential conflict.
Establishing procedures, such as competitive bids, that assure that the organization is receiving fair value in the transaction.
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Computer and Network Usage rules
The (organization's) internal network is connected to the Internet. Everyone with computer access to the internal network has the ability access the Internet, including use of electronic mail and the World Wide Web. While the Internet is a great resource for our organization, it is the responsibility of each employee to use this resource responsibly and respectfully. It is assumed that the predominant use of these resources will be for work use, and that any personal use of electronic mail or the World Wide Web will be limited; never a priority over work matters. If an employee is found spending excessive time on personal use of these resources, this privilege may be revoked for that employee.
Most intranet systems TRACK, STORE AND BACK UP ALL computer activity. THIS CAN BECOME A PUBLIC RECORD!
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Performance Appraisals
Project Management lends itself to use of Management By Objectives methods
– Objectives should be “SMAART”– Objectives can be managed as “mini-projects” with charters,
resources, responsibility and authority
Consider organizational performance appraisals as well as team and individual appraisals—Use Balanced Scorecard, outcome evaluations and results based assessments.
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Cost of Conflict
Conflict is good theory Violence in Workplace theory
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Project Human Resource ManagementProject Manager Personality
MBTI exercise
Discussion of different personality types and how they affect project and team performance.