subject: Develop The Human Resource Management Plansummary [print this page] PMP preparation for the PMP exam must include information on the human resource plan. In this task, the project manager develops a human resource management plan, defining the roles and responsibilities of the project team members.
The objective of this task is to create an effective project organization structure and provide guidance regarding how resources will be used and managed.
HUMAN RESOURCE MANAGEMENT focuses on processes that organize a human resource plan, assign roles, responsibilities, and reporting relationships, acquire a project team, and manage the project team (staff).
Roles and responsibilities are assigned to team members, however they should be involved in planning and decision making early to add expertise and to establish a commitment to the project.
HUMAN RESOURCE PROJECT PLANNING involves identifying & documenting project:
team roles
responsibilities
reporting relationships
staffing management plans
ORGANIZATIONAL CULTURE AND STRUCTURE, AND ESTABLISHED TEMPLATES AND CHECKLISTS are organizational process assets and enterprise environmental factors, that, along with activity resource requirements, comprise human resource planning.
THE PURPOSE OF HUMAN RESOURCE PLANNING is to determine project roles, responsibilities, and reporting relationships, and to create the staffing management plan.
PROJECT ROLES may be designated for persons or groups either within or outside of the performing organization.
INTERPERSONAL types of enterprise environmental factors which must be considered during human resource planning include:
formal and informal reporting relationships among project team candidates
project team members job descriptions and supervisor-subordinate relationships
levels of trust and respect among team members
culture or language differences which affect relationships
supplier-customer relationships
POLITICAL types of enterprise environmental factors impacting the organizational makeup include:
project stakeholders' individual goals and agendas
groups and people having informal power that impact important areas of the project
informal alliances
LOGISTICAL enterprise environmental factors involving organizational culture and structure focus on people involved in the project who are located in different buildings, time zones, or countries.
ORGANIZATIONAL CONSTRAINTS which limit the project team's flexibility in human resource planning may reside within the organization's basic structure. The project manager will have a weaker role in an organization that has a weak matrix.
ECONOMIC CONSTRAINTS in human resource planning may evolve out of conditions that restrict staffing options such as:
hiring freezes
reduced training funds
lack of travel budgets
CONTRACT AGREEMENTS with unions and mandated contract compliance reporting are constraints imposed by collective bargaining agreements.
TEMPLATES AND CHECKLISTS reduce the amount of planning time needed at the beginning of a project and the likelihood of missing important project responsibilities.
TEMPLATES include:
project performance appraisals
organizational charts
position descriptions
standards for approaching conflict management
CHECKLISTS are helpful in human resource planning for determining:
common project roles and responsibilities
team ground rules
typical competencies trainings and reward programs
