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Project “People” Management

05 Nov

People are absolutely the most important assets in any organization and especially when working on projects.  Therefore, it is essential for project managers to be good human resource “people” managers, which includes developing a human resource plan, acquiring the project team, developing the project team, and managing the project team.  What makes a good project manager great is their ability to motivate project team members to deliver the best work they can possibly do on a project.

In order to develop a human resource plan, it is important to identify and document the project roles, responsibilities, skills, and reporting relationships.  A human resource plan includes an organization chart for the project, detailed information on the project roles and responsibilities, and staffing management plan.

Some Key Tools for Defining Roles and Responsibilities on Projects To Build a Human Resource Plan:

  • Responsibility Assignment Matrix (RAM): Matrix that helps to allocate the work to responsible and performing organizations, teams, or individuals, depending on the desired level of detail.  Click Here for An Example
  • Staffing Management Plan: Describes how and when people will be added to and taken off the project team.
  • Resource Histograms: Column chart that shows the number of resources assigned to a project overtime. Click Here for An Example
  • RACI Charts:Illustrates the following (Click Here for An Example)
    • Responsibility for who does the task
    • Accountability for who signs off on a task/authority
    • Consultation of whom has the information necessary to complete the task
    • Informed of whom needs to be notified of a task status/results

Please click here for a Human Resource Project Plan.

Please comment below with your thoughts and suggestions on Human Resource Plans, as I’d love to hear from you!

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One response to “Project “People” Management

  1. vickipps

    November 5, 2011 at 4:07 pm

    I am struggling now with a small company and the VP who handles their HR on this very subject now. Yesterday I was refused a copy of a developer candidate’s resume because “it’s not a done deal” and “I”ll start planning for this person who may fall through”. I believe the root of the conflict is a false sense of assumptions on a project manager’s role. Monday I’ll be addressing conflict and your article will help. Thanks!

     

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