SlideShare a Scribd company logo

HRM in PM (1).pptx

U
U

HRM

HRM in PM (1).pptx

1 of 35
Download to read offline
Project Human
Resource Management
The Importance of Human Resource
Management
 Many corporate executives have said, “People are our
most important asset”
 People determine the success and failure of
organizations and projects
 Most project managers agree that managing human
resources effectively is one of the toughest challenges
they face
 Project human resource management is a vital
component of project management, especially in the
ICT field – in which qualified people are often hard to
find and keep.
2
Global IT Workforce
 Unemployment rates in many IT occupations is one of
the lowest in the global labor force
 Demand for Talent is high and several organizations
can not grow as desired due to difficulties in hiring the
people they need
 Employers like to hire people with a solid record of
accomplishment. It helps to have previous experience
in related field.
 But employers say that the most important skill for IT
workers is their interpersonal skills.
 As the job market changes continuously people should
upgrade their skills to remain marketable and flexible
 Negotiation and presentation skills also become
crucial in finding and keeping a good job.
3
Implications for the Future of IT
Human Resource Management
 Proactive organizations are addressing workforce
needs by:
 Improving benefits – such as informal dress codes,
flexible work hours, tuition assistance, on-site day care
etc.
 Redefining work hours – working less than 40 hours a
week or working from home several days a week etc.
 Incentives – provide incentives that use performance
not hours worked, as the basis for rewards
 Finding future workers – who will maintain the systems
we have today or who will continue to develop new
quality products
4
What is Project Human Resource Management?
 Processes required for making the most effective use of
the people involved with a project
 Processes include:
 Developing the human resource plan: identifying and
documenting project roles, responsibilities, and reporting
relationships
 Acquiring the project team: getting the needed
personnel assigned to and working on the project
 Developing the project team: building individual and
group skills to enhance project performance
 Managing the project team: tracking team member
performance, motivating team members, providing timely
feedback, resolving issues and conflicts, and
coordinating changes to help enhance project
performance
5
Keys to Managing People
6
 Motivation plays an important role in building
people’s ability to work properly.
 A motivated individual can play an important part
and work to achieve certain goals.
 We can look at what is motivation and how it can
be achieved in different circumstances.

Recommended

Human resource managment.pptx
Human resource managment.pptxHuman resource managment.pptx
Human resource managment.pptxBetshaTizazu1
 
PMP Muzette Charles_Spring2019_Week4_Chapter9_10
PMP Muzette Charles_Spring2019_Week4_Chapter9_10PMP Muzette Charles_Spring2019_Week4_Chapter9_10
PMP Muzette Charles_Spring2019_Week4_Chapter9_10Muzette Charles, PMP
 
Project Human Resources Management.ppt
Project Human Resources Management.pptProject Human Resources Management.ppt
Project Human Resources Management.pptMUST
 
management excellence
management excellencemanagement excellence
management excellenceSamrin Hayat
 
InstructionsPart 6 Team Development PlanFor the project sel
InstructionsPart 6 Team Development PlanFor the project selInstructionsPart 6 Team Development PlanFor the project sel
InstructionsPart 6 Team Development PlanFor the project selTatianaMajor22
 

More Related Content

Similar to HRM in PM (1).pptx

Talent Management to provide HCM
Talent Management to provide HCMTalent Management to provide HCM
Talent Management to provide HCMSetiono Winardi
 
Project management roundtable summary final
Project management roundtable summary finalProject management roundtable summary final
Project management roundtable summary finalNASAPMC
 
People management.pptx
People management.pptxPeople management.pptx
People management.pptxNANCY ALSEBAIY
 
Changing role of hrd within organisations
Changing role of hrd within organisationsChanging role of hrd within organisations
Changing role of hrd within organisationsBibin Ssb
 
Pm0013 managing human resources in projects
Pm0013   managing human resources in projectsPm0013   managing human resources in projects
Pm0013 managing human resources in projectssmumbahelp
 
Pm0013 managing human resources in projects
Pm0013   managing human resources in projectsPm0013   managing human resources in projects
Pm0013 managing human resources in projectssmumbahelp
 
Online PMP Training Material for PMP Exam - Human Resources Management Knowle...
Online PMP Training Material for PMP Exam - Human Resources Management Knowle...Online PMP Training Material for PMP Exam - Human Resources Management Knowle...
Online PMP Training Material for PMP Exam - Human Resources Management Knowle...GlobalSkillup
 
Hotel administration
Hotel administrationHotel administration
Hotel administrationConfidential
 
Project Management Pl Developing Performance Expectancies...
Project Management Pl Developing Performance Expectancies...Project Management Pl Developing Performance Expectancies...
Project Management Pl Developing Performance Expectancies...Monique Davis
 
Humanresourcesplanningrecruitment.pptx
Humanresourcesplanningrecruitment.pptxHumanresourcesplanningrecruitment.pptx
Humanresourcesplanningrecruitment.pptxMARISSA TAN
 
Functions And Functions Of Management Functions
Functions And Functions Of Management FunctionsFunctions And Functions Of Management Functions
Functions And Functions Of Management FunctionsKimberly Haynes
 
An Effective Performance Management System Essay
An Effective Performance Management System EssayAn Effective Performance Management System Essay
An Effective Performance Management System EssayAmy Alexander
 

Similar to HRM in PM (1).pptx (20)

Ch09
Ch09Ch09
Ch09
 
Talent Management to provide HCM
Talent Management to provide HCMTalent Management to provide HCM
Talent Management to provide HCM
 
Project management roundtable summary final
Project management roundtable summary finalProject management roundtable summary final
Project management roundtable summary final
 
People management.pptx
People management.pptxPeople management.pptx
People management.pptx
 
Changing role of hrd within organisations
Changing role of hrd within organisationsChanging role of hrd within organisations
Changing role of hrd within organisations
 
Hr interventions
Hr interventionsHr interventions
Hr interventions
 
Pm0013 managing human resources in projects
Pm0013   managing human resources in projectsPm0013   managing human resources in projects
Pm0013 managing human resources in projects
 
Pm0013 managing human resources in projects
Pm0013   managing human resources in projectsPm0013   managing human resources in projects
Pm0013 managing human resources in projects
 
Online PMP Training Material for PMP Exam - Human Resources Management Knowle...
Online PMP Training Material for PMP Exam - Human Resources Management Knowle...Online PMP Training Material for PMP Exam - Human Resources Management Knowle...
Online PMP Training Material for PMP Exam - Human Resources Management Knowle...
 
HRM Final Exam-1.doc
HRM Final Exam-1.docHRM Final Exam-1.doc
HRM Final Exam-1.doc
 
Chapter 2
Chapter 2Chapter 2
Chapter 2
 
CH 1 introduction.pptx
CH 1 introduction.pptxCH 1 introduction.pptx
CH 1 introduction.pptx
 
Hotel administration
Hotel administrationHotel administration
Hotel administration
 
Unit 3 HRD
Unit 3 HRDUnit 3 HRD
Unit 3 HRD
 
Unit 1
Unit 1Unit 1
Unit 1
 
Culture And Change Advisory
Culture And Change AdvisoryCulture And Change Advisory
Culture And Change Advisory
 
Project Management Pl Developing Performance Expectancies...
Project Management Pl Developing Performance Expectancies...Project Management Pl Developing Performance Expectancies...
Project Management Pl Developing Performance Expectancies...
 
Humanresourcesplanningrecruitment.pptx
Humanresourcesplanningrecruitment.pptxHumanresourcesplanningrecruitment.pptx
Humanresourcesplanningrecruitment.pptx
 
Functions And Functions Of Management Functions
Functions And Functions Of Management FunctionsFunctions And Functions Of Management Functions
Functions And Functions Of Management Functions
 
An Effective Performance Management System Essay
An Effective Performance Management System EssayAn Effective Performance Management System Essay
An Effective Performance Management System Essay
 

Recently uploaded

宾州州立大学毕业证制作流程PSU毕业证文凭学历学位认证
宾州州立大学毕业证制作流程PSU毕业证文凭学历学位认证宾州州立大学毕业证制作流程PSU毕业证文凭学历学位认证
宾州州立大学毕业证制作流程PSU毕业证文凭学历学位认证8cuw8kc0
 
Rob Tolley London - How to Become a Better Problem Solver
Rob Tolley London - How to Become a Better Problem SolverRob Tolley London - How to Become a Better Problem Solver
Rob Tolley London - How to Become a Better Problem SolverRob Tolley
 
VENTURE CAPITAL FINANCING - CONCEPT, PURPOSE AND SCHEMES. pptx
VENTURE CAPITAL FINANCING - CONCEPT, PURPOSE AND SCHEMES. pptxVENTURE CAPITAL FINANCING - CONCEPT, PURPOSE AND SCHEMES. pptx
VENTURE CAPITAL FINANCING - CONCEPT, PURPOSE AND SCHEMES. pptxVISHALI SELVAM
 
Small startups can be big too by Adrian Marin
Small startups can be big too by Adrian MarinSmall startups can be big too by Adrian Marin
Small startups can be big too by Adrian MarinAdrianMarin52
 
墨尔本大学毕业证制作流程unimelb毕业证文凭学历学位认证
墨尔本大学毕业证制作流程unimelb毕业证文凭学历学位认证墨尔本大学毕业证制作流程unimelb毕业证文凭学历学位认证
墨尔本大学毕业证制作流程unimelb毕业证文凭学历学位认证8cuw8kc0
 
Petrus trifft Jesus auch zum Ausmalen aus Krita 2D Logo ein Blender 3D Logo m...
Petrus trifft Jesus auch zum Ausmalen aus Krita 2D Logo ein Blender 3D Logo m...Petrus trifft Jesus auch zum Ausmalen aus Krita 2D Logo ein Blender 3D Logo m...
Petrus trifft Jesus auch zum Ausmalen aus Krita 2D Logo ein Blender 3D Logo m...Jochen Nuding
 
Cell C Dream Team Training Doc 2024.pdf
Cell C Dream Team Training Doc 2024.pdfCell C Dream Team Training Doc 2024.pdf
Cell C Dream Team Training Doc 2024.pdfAnga Jubase
 
INNOVATION - PRINCIPLES OF INNOVATION .pptx
INNOVATION - PRINCIPLES OF INNOVATION .pptxINNOVATION - PRINCIPLES OF INNOVATION .pptx
INNOVATION - PRINCIPLES OF INNOVATION .pptxVISHALI SELVAM
 

Recently uploaded (9)

宾州州立大学毕业证制作流程PSU毕业证文凭学历学位认证
宾州州立大学毕业证制作流程PSU毕业证文凭学历学位认证宾州州立大学毕业证制作流程PSU毕业证文凭学历学位认证
宾州州立大学毕业证制作流程PSU毕业证文凭学历学位认证
 
Rob Tolley London - How to Become a Better Problem Solver
Rob Tolley London - How to Become a Better Problem SolverRob Tolley London - How to Become a Better Problem Solver
Rob Tolley London - How to Become a Better Problem Solver
 
VENTURE CAPITAL FINANCING - CONCEPT, PURPOSE AND SCHEMES. pptx
VENTURE CAPITAL FINANCING - CONCEPT, PURPOSE AND SCHEMES. pptxVENTURE CAPITAL FINANCING - CONCEPT, PURPOSE AND SCHEMES. pptx
VENTURE CAPITAL FINANCING - CONCEPT, PURPOSE AND SCHEMES. pptx
 
The Book of Success
The Book of SuccessThe Book of Success
The Book of Success
 
Small startups can be big too by Adrian Marin
Small startups can be big too by Adrian MarinSmall startups can be big too by Adrian Marin
Small startups can be big too by Adrian Marin
 
墨尔本大学毕业证制作流程unimelb毕业证文凭学历学位认证
墨尔本大学毕业证制作流程unimelb毕业证文凭学历学位认证墨尔本大学毕业证制作流程unimelb毕业证文凭学历学位认证
墨尔本大学毕业证制作流程unimelb毕业证文凭学历学位认证
 
Petrus trifft Jesus auch zum Ausmalen aus Krita 2D Logo ein Blender 3D Logo m...
Petrus trifft Jesus auch zum Ausmalen aus Krita 2D Logo ein Blender 3D Logo m...Petrus trifft Jesus auch zum Ausmalen aus Krita 2D Logo ein Blender 3D Logo m...
Petrus trifft Jesus auch zum Ausmalen aus Krita 2D Logo ein Blender 3D Logo m...
 
Cell C Dream Team Training Doc 2024.pdf
Cell C Dream Team Training Doc 2024.pdfCell C Dream Team Training Doc 2024.pdf
Cell C Dream Team Training Doc 2024.pdf
 
INNOVATION - PRINCIPLES OF INNOVATION .pptx
INNOVATION - PRINCIPLES OF INNOVATION .pptxINNOVATION - PRINCIPLES OF INNOVATION .pptx
INNOVATION - PRINCIPLES OF INNOVATION .pptx
 

HRM in PM (1).pptx

  • 2. The Importance of Human Resource Management  Many corporate executives have said, “People are our most important asset”  People determine the success and failure of organizations and projects  Most project managers agree that managing human resources effectively is one of the toughest challenges they face  Project human resource management is a vital component of project management, especially in the ICT field – in which qualified people are often hard to find and keep. 2
  • 3. Global IT Workforce  Unemployment rates in many IT occupations is one of the lowest in the global labor force  Demand for Talent is high and several organizations can not grow as desired due to difficulties in hiring the people they need  Employers like to hire people with a solid record of accomplishment. It helps to have previous experience in related field.  But employers say that the most important skill for IT workers is their interpersonal skills.  As the job market changes continuously people should upgrade their skills to remain marketable and flexible  Negotiation and presentation skills also become crucial in finding and keeping a good job. 3
  • 4. Implications for the Future of IT Human Resource Management  Proactive organizations are addressing workforce needs by:  Improving benefits – such as informal dress codes, flexible work hours, tuition assistance, on-site day care etc.  Redefining work hours – working less than 40 hours a week or working from home several days a week etc.  Incentives – provide incentives that use performance not hours worked, as the basis for rewards  Finding future workers – who will maintain the systems we have today or who will continue to develop new quality products 4
  • 5. What is Project Human Resource Management?  Processes required for making the most effective use of the people involved with a project  Processes include:  Developing the human resource plan: identifying and documenting project roles, responsibilities, and reporting relationships  Acquiring the project team: getting the needed personnel assigned to and working on the project  Developing the project team: building individual and group skills to enhance project performance  Managing the project team: tracking team member performance, motivating team members, providing timely feedback, resolving issues and conflicts, and coordinating changes to help enhance project performance 5
  • 6. Keys to Managing People 6  Motivation plays an important role in building people’s ability to work properly.  A motivated individual can play an important part and work to achieve certain goals.  We can look at what is motivation and how it can be achieved in different circumstances.
  • 7. Intrinsic and Extrinsic Motivation  Intrinsic motivation causes people to participate in an activity for their own enjoyment  Extrinsic motivation causes people to do something for a reward or to avoid a penalty  For example, some children take piano lessons for intrinsic motivation (they enjoy it) while others take them for extrinsic motivation (to get a reward or avoid punishment) 7
  • 8. Maslow’s Hierarchy of Needs  It states that people’s behaviors are guided or motivated by a sequence of needs such as  Psychological needs – basic needs like thirst and hunger  Safety needs – Physical safety, economic security  Social needs – Association with team/group  Esteem needs – Recognition, status  Self-Actualization – Challenging opportunities to prove one self  Maslow suggests that each level of need is a prerequisite of the next one. For example people in a emergency situation won’t be worried about personal growth, personal survival would be their 8
  • 10. Maslow’s Hierarchy of Needs •If our project team member is worried about getting food on the family table, about the safety of their family, doesn’t know where the next payment is going to come from; (the lower levels of needs) they may not be a good member of our team. •We want individuals from the upper hierarchy of needs on our team. People seeking challenges and opportunities. •If our team members are not at the higher levels, the project manager should seek to help fulfill their lower needs. Train the person so they improve their skills and then can in turn earn a higher salary and hopefully move up in the hierarchy. Improve our team members! •Beware of team members that have too many problems. Can they leave their problems at home? We are going to have enough problems completing our 10
  • 11. Ways to Influence that Help and Hurt Projects  Projects are more likely to succeed when project managers influence with:  Expertise – Special Knowledge  Work challenge  Projects are more likely to fail when project managers rely too heavily on:  Authority  Money  Penalty 11
  • 12. Improving Effectiveness  Project managers can improve effectiveness on projects  Be proactive – anticipate and plan for problems like changes  Begin with the end in mind – Goal to achieve  Put first things first – must focus on important things which are not urgent like developing various project plans, building relations with major stakeholders etc.  Think win/win – overcome conflict and create a win/win situation.  Seek first to understand, then to be understood  Synergize – grouping together yields better results 12
  • 13. Empathic Listening and Rapport  Good project managers are empathic listeners; they listen with the intent to understand  Before you can communicate with others, you have to have rapport, a relation of harmony, conformity, accord, or affinity  Mirroring is the matching of certain behaviors of the other person, a technique to help establish rapport  IT professionals need to develop empathic listening and other people skills to improve relationships with users and other stakeholders 13
  • 14. Developing the Human Resource Plan  Involves identifying and documenting project roles, responsibilities, and reporting relationships  Contents include:  Project organizational charts  Staffing management plan  Responsibility assignment matrixes  Resource histograms 14
  • 17. RACI Charts 17  Some organizations prefer to build RACI charts for responsibility assignment because of it’s elaborative style.  It can show Responsibility (who is responsible for a task), Accountability (who is accountable or performs the task), Consultation (who provides consultation for the task), Informed (who must be kept informed about the task status).
  • 18. Staffing Management Plans and Resource Histograms  A staffing management plan describes when and how people will be added to and taken off the project team  A resource histogram is a column chart that shows the number of resources assigned to a project over time  Staffing management plan often includes a resource histogram 18
  • 20. Acquiring the Project Team  Acquiring qualified people for teams is crucial  Project managers with strong influencing and negotiating skills are often good at getting internal people to work on a project.  It is important to have good procedures in place for hiring subcontractors and recruiting new employees.  It is also a priority to address retention issues.  One innovative way to hiring and retaining IT staff is to offer existing employees incentives for helping to recruit and retain personnel.  Once people are assigned to projects, there are two techniques available to project managers that help them use project staff most efficiently : resource 20
  • 21. Resource Loading  Resource loading refers to the amount of individual resources an existing schedule requires during specific time periods  Helps project managers develop a general understanding of the demands a project will make on the organization’s resources and individual people’s schedules  So we have identified a task (work) that is to be completed. We identify the resources required to complete that task within the time allotted.  Overallocation means that the work requires more resources than are available. We don’t have the resources that are required. So, Triple Constraint, we can change the amount of work that the task requires (scope), increase the budget (cost) and obtain more resources, and/ or extend the schedule (time) for the task to be completed. 21
  • 22. Resource Leveling  Resource leveling is a technique for resolving resource conflicts by delaying tasks (more time)  It is a form of network analysis in which resource management concerns drive scheduling decisions  The main purpose of resource leveling is to create a smoother distribution of resource usage and reduce over-allocation  Project Managers examine the network diagram for areas of slack or float, and to identify resource conflicts.  They remove the over-allocations by delaying noncritical tasks, which does not result in an overall 22
  • 24. Developing the Project Team  The main goal of team development is to help people work together more effectively to improve project performance  It takes teamwork to successfully complete most projects 24
  • 25. Training  Training can help people understand themselves, each other, and how to work better in teams  Many organizations provide e-learning facilities to help train their employees any time and at any place.  To train your people to work on new projects is more realistic than to hire a new lot.  Team building activities include:  Physical challenges – hiking, trekking, sports etc.  Psychological preference indicator tools 25
  • 26. Meyers-Briggs Type Indicator (MBTI)  MBTI is a popular tool for determining personality preferences and helping teammates understand each other  Four dimensions include:  Extrovert/Introvert (E/I) – drawing energy from external or internal sources  Sensation/Intuition (S/N) – being practical minded or imaginative  Thinking/Feeling (T/F) – objective & logical or subjective & personal  Judgment/Perception (J/P) – closure & task completion or open & flexible plan  NTs or rationals are attracted to technology fields  IT people vary most from the general population in not being extroverted or sensing  If a project manager is N and one of the team members is S then project manager should take time to provide 26
  • 27. Social Styles Profile  People are perceived as behaving primarily in one of four zones, based on their assertiveness and responsiveness:  Drivers – proactive and task-oriented in other words pushy  Expressives – proactive and people-oriented in other words excitable, reacting, egotistical.  Analyticals – reactive and task-oriented in other words critical, picky, stuffy.  Amiables – reactive and people-oriented in other words conforming, dependent, unsure, agreeable.  People on opposite corners (drivers and amiables, analyticals and expressives) may have 27
  • 29. DISC Profiles  Also uses a four-dimensional model of normal behavior  Dominance  Influence  Steadiness  Compliance  People in opposite quadrants can have problems understanding each other 29
  • 31. Reward and Recognition Systems  Team-based reward and recognition systems can promote teamwork  Focus on rewarding teams for achieving specific goals  Allow time for team members to mentor and help each other to meet project goals and develop human resources 31
  • 32. Five Dysfunctions of a Team  “Teamwork remains the one sustainable competitive advantage that has been largely untapped”  The five dysfunctions of teams are: 1. Absence of trust 2. Fear of conflict 3. Lack of commitment 4. Avoidance of accountability 5. Inattention to results 32
  • 33. General Advice on Teams  Be patient and kind with your team  Fix the problem instead of blaming people  Establish regular, effective meetings  Allow time for teams to go through the basic team- building stages  Limit the size of work teams to three to seven members 33
  • 34. General Advice on Teams (continued)  Plan some social activities to help project team members and other stakeholders get to know each other better  Stress team identity  Nurture team members and encourage them to help each other  Take additional actions to work with virtual team members 34
  • 35. Project Resource Management Involves Much More Than Using Software  Project managers must:  Treat people with consideration and respect  Understand what motivates them  Communicate carefully with them  Focus on your goal of enabling project team members to deliver their best work 35