Session  14 4th edition PMP
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Session 14 4th edition PMP

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    Session  14 4th edition PMP Session 14 4th edition PMP Presentation Transcript

    • Project Human Resource Management
    • • Process Groups & Knowledge Areas Mapping Knowledge Area Process Initiating Planning Executing Monitoring & Control Closing Integration Develop Project Charter Develop Project Management Plan Direct and Manage Project Execution Monitor and Control Project Work Perform Integrated Change Control Close Project Scope Collect Requirements Define Scope Create WBS Verify Scope Control Scope Time Define Activities Sequence Activities Estimate Activities Resources Estimate Activities Duration Develop Schedule Control Schedule Cost Estimate Costs Determine Budget Control Costs Quality Plan Quality Perform Quality Assurance Perform Quality Control Human Resource Develop Human Resources Plan Acquire Project Team Develop Project Team Manage Project Team Communication Identify Stakeholders Plan Communications Distribute Information Manage Stakeholders Expectations Report Performance Risk Plan Risk Management Identify Risk Perform Qualitative Risk Analysis Perform Quantitative Risk Analysis Plan Risk Response Monitor and Control Risks Procurement Plan Procurements Conduct Procurements Administer Procurements Close Procurements
    • Project Human Resource Management Knowledge Area Process Initiating Planning Executing Monitoring & Contol Closing Human Resource Develop Human Resource Plan Acquire Project Team Develop Project Team Manage Project Team Enter phase/ Start project Exit phase/ End project Initiating Processes Closing Processes Planning Processes Executing Processes Monitoring & Controlling Processes
    • • subset of the project team and is responsible for the project management and leadership activities • . It is Called the core, executive, or leadership team. • The project sponsor works with the project management team in order to benefit the project. The project management team
    • Develop Human Resource Plan • The process of identifying and documenting project roles, responsibilities, and required skills, reporting relationships and creating a staffing management plan. Inputs 1. Activity resource requirements 2. Enterprise environmental factors 3. Organizational process assets Tools & Techniques 1. Organization charts and position descriptions 2. Networking 3. Organizational theory Outputs 1. Human resource plan .
    • Activity Resource Requirements . The preliminary requirements regarding the required people and competencies for the project team members are progressively elaborated as part of the human resource planning process.
    • Organization Chart & Position Desc. – Hierarchical Organizational Chart – e.g. Organizational Breakdown Structure (OBS)
    • Project manager HR manager Quality manager Civil construction manager Planning manager Procurement manager Organizational Breakdown Structure (OBS)
    • . RACI (responsible, accountable, consult, inform) Responsibility Assignment Matrix (RAM) Using a RACI Format Mixed based charts
    • • Text-oriented
    • ROLES AND RESPONSIBILITIES Project Title: Date Prepared: Resource Role Description: Provides the role or job title and a brief description of the role. Authority: Defines the decision-making limits for each role. Examples include alternative selection, conflict management, prioritizing, rewarding and penalizing, etc. Also indicates reporting structure. Responsibility: Defines the activities that the role carries out and the nature of the contribution to the final product, service, or result. Examples include job duties, processes involved, and hand-offs to other people. Qualifications: Describes any prerequisites, experience, licenses, seniority levels, or other qualifications necessary to fulfill the role. Competencies: Describes specific role or job skills and competencies. May include details on languages, technology, or other information necessary to complete the role successfully.
    • ROLES AND RESPONSIBILITIES Project Title: Date Prepared: Resource Role Description: Provides the role or job title and a brief description of the role. Authority: Defines the decision-making limits for each role. Examples include alternative selection, conflict management, prioritizing, rewarding and penalizing, etc. Also indicates reporting structure. Responsibility: Defines the activities that the role carries out and the nature of the contribution to the final product, service, or result. Examples include job duties, processes involved, and hand-offs to other people. Qualifications: Describes any prerequisites, experience, licenses, seniority levels, or other qualifications necessary to fulfill the role. Competencies: Describes specific role or job skills and competencies. May include details on languages, technology, or other information necessary to complete the role successfully.
    • ROLES AND RESPONSIBILITIES Project Title: Constructing private hospital Date Prepared: 23/11/2012 Resource Role Description: Human resource manager Authority: The manager of HR department ,use reward and penalty system for dep. He can give Special incentives for department employees . . Responsibility: Preparing hr management plan , sharing in acquiring team procedures. Preparing development team plan, monitoring Qualifications: Bech. Degree of administration science, (MBA) preferable Competencies: at least 10 years experience in hr field in a big projects Ability to lead and communicate with others Fluent in English read and written
    • Human Resource Plan (Output) HR plan includes (but not limited to) 1. Roles and responsibilities • Role • Authority • Responsibility • Competency 2. Project Organization Chart 3. Staffing Management Plan • Staff Acquisition • Resource calendars • Staff release plan • Training needs • Recognition and rewards • Compliance, Safety. • Resource Histogram Bar chart shows number of resource used per time period
    • HUMAN RESOURCE PLAN Project Title: Date Prepared: Roles, Responsibilities, and Authority: Role: Authority: Responsibility: 1. Defines the role or job title. 1. Defines decision making limits. 1. Defines the duties. 2. Project Organizational Structure: Insert an organizational chart for the project. May include an organizational chart of the enterprise and how the project fits within the enterprise.
    • HUMAN RESOURCE PLAN Staffing Management Plan Staff Acquisition: Describes how staff will be brought on to the project. Defines any differences between internal staff team members and outsourced team members with regards to on boarding procedures. Staff Release: Describes how team members will be released from the team, including knowledge transfer, and check out procedures for staff and outsourced team members. Resource Calendars: Shows any unusual resource calendars such as abbreviated work weeks, vacations, and time constraints for team members that are less than full time. Training Needs: Describes any required training on equipment, technology or company processes. Rewards and Recognition: Describes any reward and recognition processes or limitations. Regulations, Standards, and Policy Compliance: All team must comply with company rules Safety: There are safety plan in site approved by OSHA
    • HUMAN RESOURCE PLAN Project Title: Constructing private hospital Date Prepared: 23/11/2012 Roles, Responsibilities, and Authority: Role: Authority: Responsibility: 1. Project Manager . 1. Have authority to accomplish project management work. 2. Have authority to approve change request 1. responsible for the overall success of the Project Project Organizational Structure: .
    • HUMAN RESOURCE PLAN Staffing Management Plan Staff Acquisition: Staff are acquired from organization and the remaining jobs can we make interview to acquire project team some jobs are acquired by subcontractors Staff Release: Every employee know the date of release after finishing his roles in project Resource Calendars: 5 days in weak Friday and Saturday (vacation) 8 hrs in day. Training Needs: Trainning plan include onshore and offshore training. Rewards and Recognition: The company will provide free family movie tickets for the top two performers on project. Regulations, Standards, and Policy Compliance: Safety: Describes any safety regulations, equipment, training, or procedures.
    • Acquire Project Team • The process of confirming human resource availability and obtain the team necessary to complete project assignments. Inputs 1. Project management plan 2. Enterprise environmental factors 3. Organizational process assets Tools & Techniques 1. Pre-assignment 2. Negotiation 3. Acquisition 4. Virtual teams Outputs 1. Project staff assignment 2. Resource calendars 3. Project management plan updates
    • Pre assignment When project team members are selected in advance they are considered pre-assigned. - if the project is dependent upon the expertise of particular persons, or if some staff assignments are defined within the project charter
    • Negotiation • negotiate with: - Functional managers to ensure that the project receives appropriately competent staff in the required time frame - Performing organization resource or specialized human resources
    • Acquisition • When the performing organization lacks the in-house staff needed to complete a project, the required services may be acquired from outside sources. This can involve hiring individual consultants or subcontracting work
    • Virtual Teams - groups of people with a shared goal not meeting face to face - Add special expertise from different countries - Communication planning becomes increasingly important
    • Project Staff Assignments - people have been assigned through the previously described methods. - The documentation include a project team directory, memos to team members, and names
    • QUESTIONS?
    • 1-You are newly appointed as a project manager of an ongoing project. You want to see the role, authority, responsibility and competencies of all the resources working in the project. Which of the following document lists all the above information? 1.Scope statement 2.Project Charter 3.Human Resource Plan 4.WBS
    • 2- Resource Breakdown Structure is an example of: 1-Hierarchical-type Organizational Chart 2-Responsibility Assignment Matrix 3-Text-oriented Format 4-Functional Chart
    • 3- All of the following can be used to document team member roles and responsibilities EXCEPT: 1-Hierarchical-type Organizational Chart 2-Matrix-based Responsibility Chart 3-Text-oriented Format 4-Functional Chart
    • 4-Which of the following best describe what is included in a staffing management plan? A- a plan regarding what details about the project should go to whom and when the details need to be sent. B- how the team will implement plans for ensuring the project will satisfy the needs which it was undertaken C. when and how human resource will be brought into and taken off the project team D-if independent estimates are needed who will prepare them and when
    • 5-in creating a project management plan, how should a project manager use rewards A- use the reward system currently in place throughout the company B- ignore rewards because the functional manager will take care of it C- create a specific reward system for the project D- ignore rewards because they are managements responsibility
    • •6- Which of the following is the most important element of Project Management Plan that is useful in HR Planning process: A.Risk Management activities B.Quality Assurance activities C.Activity Resource requirements D.Budget Control activities
    • 7-Which of the following is not true for a Responsibility Assignment Matrix (RAM) A.Defines what project team is responsible for each WBS component B.Defines what project member is responsible for each activity C.Text description of roles, responsibilities, authorities D.Defines all people associated with each activity
    • 8-Which chart allows a project manager to indicate the number of resources used each month? • A- Responsibility Assignment Matrix • B-Resource histogram • C-project organizational chart • D- pareto chart
    • Thank you