HUMAN RESOURCE MANAGEMENT
Purpose of this document
Learning about project management doesn’t end when you pass the PMP exam. PMP teaches a
methodology that every practitioner must follow.
However, the PMP content is quite detailed and is geared for large projects and many small
projects, typically in IT industry, do not follow all processes described in the PMBOK.
As a result, many PMP certified project managers either forget what their learnt or start thinking
that most of what they studied is not relevant for their roles.
This slide deck is intended for all of us who wish to retain the most important and practice advice
that PMP taught us irrespective of how big or small our projects are.
Set Clear Responsibilities
A successful project requires every team member to do his/her job.Therefore, Project Manager must define roles in
the Human Resource Plan and assign clear responsibilities.
There are various tools to do so such as Organization Chart, Responsibility Matrix, RACI matrix etc.
One of the most popular methods is a RACI Matrix.
R = Responsible (Who will actually do the task)
A = Accountable (Who is accountable for getting the task done)
C = Consulted (Stakeholders; who can provided information to do the task)
I = Informed (Who needs to be updated about progress)
Stages of Team Development
• Team comes
• Disagreements and
Storming • Good working
• Team becomes a
cohesive unit as
Performing • Team is disbanded.
Team building activities will help in transition to a Performing Team.Team Parties, Celebrations, Off-sites,WBS creation,
taking everybody’s input in creating project plan are some of the activities that can help.
Rewards & Recognition
Rewards and Recognition play a significant part in motivating the team.A Project Manager must plan on how will he
recognize and reward the performance of his team members.
ü Rewards may not only be monetary.
ü Team members can be rewarded by giving them a role of their choice, training opportunities.
ü In many cases, R&R will be governed by the organization or HR policies and there will be a set schedule to
take nominations and award high performers. But even though this does not give much freedom to the PM to
change formal rewards, there are multiple ways of recognizing people.
The PMP exam may expose you to a very high number of management styles. But you do not need to remember all
of them. Just remember these.And remember, an effective PM will use different styles at different times depending
The manager decides on his
own. Everybody follows.
Decisions are taken based on
Establish goals and metrics.
Gives team freedom to act.
Manager provides assistance
to the team as and when
Manager coordinates inputs of
Team participates in decision
Do not fear Conflict.
Conflict need not be bad and can actually be beneficial.
A project often has conflicting requirements with multiple
stakeholders whose priorities are never all aligned with each
It also has different personalities within the team with different
approaches to problem solving, different risk tolerance and
PERSONALITY is NOT one of the Top 5 reasons of conflict.
Top 7 Sources
Source: PMP Exam Prep by Rita Mulcahy
Conﬂict Resolution Techniques
Taking the problem head-on to
get to a solution.This is the
A lose-lose situation where
none of the parties get
views to build a consensus.
Enforcing one viewpoint over
the other, at the expense of
Choosing to ignore the problem or
delay a decision on the problem.The
This involves focusing on points
on agreement rather than
differences of opinion.
Source: PMP Exam Prep by Rita Mulcahy
Other Points to Remember
Ø It is the Project Manager’s job to motivate the team.
Ø Plan for onboarding and release of your team members.
Ø Modern Project Managers must know how to effectively manage teams that are spread across multiple location.
Ø Do not see co-location as a necessary requirement for success.
Ø Virtual teams are those that are not based out of a single location or office and do not meet face to face.
Though video conferencing has solved this aspect of virtual teams to some extent.
Ø Just because some team member is very good on one parameter doesn’t mean she will be god on all other
parameters.A brilliant architect may be a mediocre people manager. Beware of the Halo Effect.