Implement Project Human Resource Practices

This task builds on Task 2 and involves implementing project human resource practices and finalizing project human resource activities. It includes performance management, mentoring, promoting team training, resolving resource conflicts, developing a lessons learned report, and disbanding the team.

Assessment
Task 3
Manage project human
resources
BSBPMG515

Student Declaration
To be filled out and submitted with assessment responses
◻ I declare that this task and any attached document related to the taskis all my own work and I
have not cheated or plagiarised the work or colluded with any other student(s)
◻ I understand that if I found to have plagiarised, cheated or colluded, action will be taken
against me according to the process explained to me
◻ I have correctly referenced all resources and reference texts throughout these assessment
tasks.
◻ I have read and understood the assessment requirements for this unit
◻ I understand the rights to re-assessment
◻ I understand the right to appeal the decisions made in the assessment
Unit Title
Unit Code
Student
name
Student ID
number
Student
signature
Date
Task Number
------OFFICE USE ONLY-----
For Trainer and Assessor to complete:

◻ Student requested reasonable adjustment for the assessment
Completed successfully
Did the student satisfactorily:
Comments
Y
N
DNS
The following has been satisfactorily
completed and submitted:
 Time management handout
 Observation checklist
 Initial Review Meeting report
 Post promoting team training
 Email to Project Sponsor
 Lessons learned report
 Plan to celebrate project closure with
the team
 End of project survey
 Email to the project team
☐ ☐ ☐
Demonstrated ability to:
 Implement ongoing development and
training of project team members to
support personnel and project
performance
This is evidenced by:
 Performance management and
training meeting with a team member
(Role-Play in Task 3.1A). See
observation checklist.
 Promotion of team training in Task
3.1B
☐ ☐ ☐
Demonstrated ability to:
 Measure individuals' performance
against agreed criteria and initiate
actions to overcome shortfalls in
performance
 Implement processes and take action
to improve individual performance
and overall project effectiveness
 Implement procedures for
interpersonal communication,
counselling, and conflict resolution to
maintain a positive work environment
This is evidenced by:
 Performance management and
☐ ☐ ☐

Completed successfully
Did the student satisfactorily:
Comments
Y
N
DNS
training meeting with a team member
(Role-Play in Task 3.1A). See
observation checklist.
Demonstrated ability to:
 Monitor and report, for remedial
action, internal and external
influences on individual and project
team performance and morale
 Identify and manage inter-project and
intra-project resource conflict to
minimise the impact on the
achievement of project objectives
This is evidenced by:
Email to the Project sponsor in Task 3.1C
☐ ☐ ☐
Demonstrated ability to:
 Disband project team according to
organisational policies and procedures
This is evidenced by:
Plan to celebrate the end of the project,
end of project survey and email to team
in Task 3.2B
☐ ☐ ☐
Demonstrated ability to:
 Identify and document human
resource issues and recommended
improvements
This is evidenced by:
Lessons learned report in Task 3.2A
☐ ☐ ☐
When working with the project team, the
student has actively participated in group
work with a substantial contribution that
can be assessed individually for all the
requirements of this task.
☐ ☐ ☐
Task Outcome: Satisfactory ☐Not Yet Satisfactory ☐
Student Name:
Assessor Name:
Assessor Signature:
Date:

\\
Table of Content
Student Declaration...........................................................................................................................................2
Task 3 – Implement project human resource practices and finalise project
human resource activities..................................................................................... 6
Task 3.1 Manage and lead the project team.....................................................................................12
Task 3.2 Finalise human resource activities related to projects..........................................17

Task 3 – Implement project human resource practices
and finalise project human resource activities
Task summary and instructions
What is this
assessment task
about?
This task builds on Task 2.
Refer to and read the documents saved in a separate folder:
o MMI Company profile and project task
o Policies and Procedures
This task comprises of product-based assessment methods
and direct observation from the trainer in a simulated work
environment.
You are required to:
 Performance manage a team member
 Provide mentoring and coaching
 Promote team training
 Resolve a resource conflict
 Develop a lessons learned report
 Disband the team
It has been designed to evaluate your ability to:
 Implement ongoing development and training of
project team members to support personnel and
project performance
 Measure individuals' performance against agreed
criteria and initiate actions to overcome shortfalls in
performance
 Implement processes and take action to improve
individual performance and overall project
effectiveness
 Monitor and report, for remedial action, internal and
external influences on individual and project team
performance and morale
 Implement procedures for interpersonal
communication, counselling, and conflict resolution to
maintain a positive work environment
 Identify and manage inter-project and intra-project

Task summary and instructions
resource conflict to minimise the impact on the
achievement of project objectives
 Disband project team according to organisational
policies and procedures
 Identify and document human resource issues and
recommended improvements

You are required to address the following:
 Task 3.1 Manage and lead the project team:
o Performance manage and train a team member (Role-
Play
o Promote team training
o Address performance and resource conflict with
project sponsor
 3.2 Finalise human resource activities related to
projects
o Complete lessons learned
o Disband the team according to organisational policies
and procedures
What do I need to
do to complete this
task satisfactorily?
 submit the completed assessment tasks, according to
instructions,
 complete the tasks with sufficient detail and present them
in a professional manner,
 use your own words and reference sources appropriately,
 meet the word count where required,
 use the scenario provided,
 use the templates provided where required
 apply critical thinking,
 for your performance to be deemed satisfactory in this
assessment task you must satisfactorily address all of the
assessment criteria,
 if part of this task is not satisfactorily completed, you will
be asked to complete further assessment to demonstrate
satisfactory performance.
Specifications You must deliver/participate in:
 Role Play in week 5- performance manage and train a
team member
You must submit to GOALS
 Time management handout

Task summary and instructions
 Observation checklist
 Initial Review Meeting report
 Post promoting team training
 Email to Project Sponsor
 Lessons learned report
 Plan to celebrate project closure with the team
 End of project survey
 Email to the project team
Resources and
equipment
• Computer with Internet access
• Access to Microsoft Office suites or similar software
• Learning material
• Scenario for assessment document
• Relevant policies and procedures provided in a separate
folder
• Use of the templates included in this assessment
document
What will the
assessor be looking
for?
Your assessor will be looking for demonstrated evidence of
your ability to:
o Monitor individual performance and take remedial actions
o Implement project personnel training and development
o Lead the project team
o Manage inter-project and intra-project resource conflict
resolution
o Finalise human resource activities related to projects
Re-submission
opportunities
You will be provided feedback on your performance by the
Assessor. The feedback will indicate if you have satisfactorily
addressed the requirements of each part of this task. If any
parts of the task are not satisfactorily completed, the
assessor will explain why, and provide you written feedback
along with guidance on what you must undertake to
demonstrate satisfactory performance. Re-assessment
attempt(s) will be arranged at a later time and date. You
have the right to appeal the outcome of assessment
decisions if you feel that you have been dealt with unfairly or
have other appropriate grounds for an appeal. You are
encouraged to consult with the assessor prior to attempting
this task if you do not understand any part of this task or if
you have any learning issues or needs that may hinder you
when attempting any part of the assessment.

Procedures
1. Review the assessment scenario, the business documentation, including policies
and procedures and the templates provided:
o MMI Company profile and project task
o Policies and Procedures
Provided in a separate folder
o Templates:
 1 – Initial Review Meeting in Task 3.1A
 2 – Email in Task 3.1 C and 3.2 B3
 3 - Lessons Learned in Task 3.2 A
o Review your work in Task 2
2. You have received a performance report about one of the team members:
o The team member is punctual
o The team member is behind completing his/her task
o The team member is not achieving one of the KPI associated with their role.
Specify the KPI based on a role in your project human resource plan to
contextualise the scenario
o The team member has reported that his/her partner has just lost their job, and
this is causing additional stress in the workplace
o The team member does not feel engaged with the task allocated to him/her
and believes that could do more
o One of the main issues with the team member is time management
o The team member’s current behaviour is negatively affecting the team’s
morale
Schedule a time with the trainer and assessor in week 5 of class to:
o Initiate actions to overcome the shortfall in performance
o Implement processes and take action to implement the individual
performance and overall project effectiveness
o Provide suggestions on how to improve time management
(mentoring/coaching)
o Implement processes to improve interpersonal communication, offer to
counsel and use conflict resolution techniques to maintain a positive work
environment
Before the meeting
o Review the Effective Dispute Resolution fact sheet from Fair Work Australia:
https://www.fairwork.gov.au/how-we-will-help/templates-and-guides/best-practice-guides/effective-
dispute-resolution#awards, taking notes on which aspects apply to the case study
scenario.
o Plan for the meeting
o Prepare a handout on time management. Provide the team member with the

Procedures
handout during the meeting and advise on how to improve time management.
o Note: you can use a simple word page or have fun using templates for a
brochure or a newsletter from Microsoft Office templates.
o Please note that you will have to submit the handout with your assessment.
o Start to fill out a performance management plan template (Initial
Review Meeting). We provide the Initial Review Meeting section of the plan
in Template 1. You can view the full form in the Policy and Procedures folder.
During the meeting
o Point out the shortfall in performance
o Describe clearly what the expected behaviour is
o Reinforce how vital teamwork is
o Demonstrate different methods for providing feedback to the team member
o Discuss how he/she could improve work performance
o Provide advice on time management and explain the content of the handout
o Apply conflict resolution techniques
o Communicate in style appropriate to the desired outcomes
3. After the meeting
o Recap the content of the meeting and make sure that you both agree on the
steps necessary for performance improvement.
o Complete the performance management plan template (Initial Review
Meeting). We provide that section of the plan in Template 1
o Duration: 20-30 minutes
o This is an assessable task, and the trainer and assessor will evaluate your
performance during the meeting.
o If you are absent from class, it is your responsibility to make alternative
arrangements with the trainer and assessor to perform the Role-Play
4. Use the templates provided for the Initial Review Meeting as part of the
performance management process.
5. Develop a social media post to publish on the social media page used for the
project team to promote a training activity to address one of the following:
o Team Building
o Problem Solving
o Emotional Intelligence
Make the post engaging using an appealing tag line and a picture. Provide
information about the date and time of the activity.
6. Part of your project team comprises of team members who work in other
business departments and that have been assigned to the project on a part-time
basis.
Lately, departmental managers have increased the workload on those team

Procedures
members creating a severe resource conflict that is impacting on the
productivity and morale of the project team.
Reflect on how you could resolve this resource conflict:
o The team members feel they should be loyal to the team they come from;
however, they are also committed to the project
o The additional workload is forcing the team members to work extra hours
o The team members are tired, and the rest of the team feels their stress
o The situation is impacting on the achievement of project objectives
Write an email to the project sponsor illustrating the situation and
recommending two actions that will support the project team without impacting
on the rest of the organisation.
You cannot hire additional project staff.
Additionally, inform the project sponsor of the outcome of the initial review
meeting with the team member in Task 3.1A.
7. The project has now been completed
8. You have spent some time reviewing the project HR progress reports and
summarised the following points:
o The induction process was not effective. The project team was given a long
paper-based manual with lots of text. The team members reported that they
could only recall 30% of its content
o The project team turnover was low
o The project team took several months to come together. They were happy
with two team building activities you organised; however, they wish they had
an opportunity to do team building earlier
o The HR planning linked directly to the WBS; however, the project team
structure did not fully optimise the project delivery
o Communication between team members could be improved using technology
more effectively
o Lessons learned were continuously delivered; however, corrective actions
were not promptly applied
o The actual performance was accurately measured and reported
o Team members were provided with prompt feedback
o Opportunities for professional and personal development were adequate
o Resource conflict with other business departments impacted the project for
over four weeks; the project sponsor did not think that remedial actions were
a priority
o The team had to share office space with another team, and this caused
continuous distractions
9. Complete the lessons learned report (Template 3) based on the project
human resource review highlighting successes and providing inputs for

Procedures
improvements where needed.
o 8-10 problem/success with positive or negative impact.
o Two recommendations for each identified problem.
10. According to organisational policy and procedures, when disbanding the team,
you should:
o Celebrate project accomplishment with the team
o Ask the project team for feedback
o Schedule a meeting with each team member to discuss their experience with
the project and support them in their future endeavours
11. Outline how you will celebrate the project accomplishment with the team
12. Develop a survey to ask the team for feedback.
o 8-10 questions mixed of closed and open questions.
o Consider topics such as leadership and management from the project
manager, communication within the team and with other stakeholders,
training opportunities, skills development, personal and team achievements.
13. Send an email to team members advising them about the opportunity to
meet with you to discuss their experience with the project.
Additionally, inform them about the survey (Task 3.2B2) and its importance. Give
them a timeframe to respond to the survey. Include the survey in the
attachment in your email.
Although the assessment is worked in a project team to simulate the work
environment that you would experience when delivering a project for an organisation,
the assessment submission is individual, and it will be marked as such.
Complete the following activities:
Task 3.1 Manage and lead the project team
A) Performance management and training
You have received a performance report about one of the team members:
 The team member is punctual
 The team member is behind completing his/her task

 The team member is not achieving one of the KPI associated with their role.
Specify the KPI based on a role in your project human resource plan to
contextualise the scenario:
There are various KPIs associated with the roles played in the HR plan. The KPI which
is not achieved is the absenteeism rate. This deals in the employee engagement KPI
because the employee was less motivated and less encouraged. The absenteeism rate
is higher because the team member’s partner lost the job which is why he was less
enaged and also he was facing difficulties in managing the time. this is why;
absebteeism is increasing due to employee engagement KPI.
 The team member has reported that his/her partner has just lost their job, and this
is causing additional stress in the workplace
 The team member does not feel engaged with the task allocated to him/her and
believes that could do more
 One of the main issues with the team member is time management
 The team member’s current behaviour is negatively affecting the team’s morale
Schedule a time with the trainer and assessor in week 5 of class to:
 Initiate actions to overcome the shortfall in performance
 Implement processes and take action to implement the individual performance and
overall project effectiveness
 Provide suggestions on how to improve time management (mentoring/coaching)
 Implement processes to improve interpersonal communication, offer to counsel
and use conflict resolution techniques to maintain a positive work environment
Before the meeting
 Review the Effective Dispute Resolution fact sheet from Fair Work
Australia:https://www.fairwork.gov.au/how-we-will-help/templates-and-guides/best-practice-
guides/effective-dispute-resolution#awards, taking notes on which aspects apply to the case
study scenario.
 Plan for the meeting
 Prepare a handout on time management. Provide the team member with the handout during
the meeting and advise on how to improve time management.
Note: you can use a simple word page or have fun using templates for a brochure or a
newsletter from Microsoft Office templates.
 Please note that you will have to submit the handout with your assessment.
 Start to fill out a performance management plan template (Initial Review Meeting). We provide
the Initial Review Meeting section of the plan in Template 1. You can view the full form in the
Policy and Procedures folder.

During the meeting
 Point out the shortfall in performance
 Describe clearly what the expected behaviour is
 Reinforce how vitalteamwork is
 Demonstrate different methods for providing feedback to theteam member
 Discuss how he/she could improve work performance
 Provide advice on time management and explain the content of the handout
 Apply conflict resolution techniques
 Communicate in style appropriate to the desired outcomes
After the meeting
 Recap the content of the meeting and make sure that you both agree on the steps necessary
for performance improvement.
 Complete the performance management plan template (Initial Review Meeting). We provide
that section of the plan in Template 1
Duration: 20-30 minutes
This is an assessable task, and the trainer and assessor will evaluate your performance
during the meeting.
If you are absent from class, it is your responsibility to make alternative arrangements
with the trainer and assessor to perform the Role-Play
Use the templates provided below for theInitial Review Meeting as part of the
performance management process.
Template 1 -Initial Review Meeting
PERFORMANCE MANAGEMENT AGREEMENT
Employee
Name
Manager
Name
Role &
Department
Role &
Departmen
t
DAT
E
PERIOD REVIEW DATES
From To Interi
m
Final

Stages of Performance Management Plan
1. Initial Review: Employee and manager meet, discuss and agree on Performance
Goals and Learning and Development Plan
2. Before next review: Employee to complete Interim Self-Assessment, Manager to
complete Interim Manager’s Feedback
3. Interim Review: Employee and manager meet to assess employee’s work in
review period - review self-assessment and feedback against Performance Goals
and Learning and Development Plan
4. Before next review: Employee to complete Final Self-Assessment, Manager to
complete Final Manager’s Feedback
5. Final Review: Employee and manager meet to assess employee’s work in review
period - review self-assessment and feedback against Performance Goals and
Learning and Development Plan
6. Manager to discuss with HR
7. Employee provided with an outcome
Initial Review Meeting notes
1 Manager outline of
performance issues
(Min. 2)
This can be outlined that the employee was not able to
give 100% to his work because he was worried due to his
partner left the job. His performance was impacted
because of the same and not only this the performance
of other employees were affected by this and they were
impacted by the behaviour of the employees. The
performance problems raised such as quantity of work,
quality of work, inappropriate behaviours, inappropriate
interpersonal relations, inappropriate physical behaviour
etc. These issues were becoming the obstacle in meeting
the basic requirements of the job as outlined by the
manager.
2 Employee
response/identificati
on of support needs,
etc
(Min.2 )
The employees agreed with the same as they were also
getting impacted by the response of the employee
towards the work. This also helped in identifying the
support needs of the employees. The behaviour of the
individuals were also impacting the performance of the
employess which impacted the overall productivity of the
company as well as the employees. This can also be
observed that the employees also felt the same as
manager.
5 Summary of Action The action which can be taken in this case is to increase

Points the employee engagement and also to make the other
employees remain affected by the resignation of other
employee. The company and the manager must
concentrate of engaging the amangement and also
coordinate the volunteer opportunities. The top
performers of the company must be recognised and also
their achievements must be rewarded (Armstrong, 2020).
This can also be evaluated that after the meeting and
identifying the issues of manager and employee, the
culture of the oragnistaion must be motivating so that
the employees feel motivated with the available
resources and personnel and cannot get affected by
anyone’s entry or exit. The employees of the company
must have the goals of the company in mind so that the
productivity of the company can be increased.
6 Set date for next
review
The date must be after almost 2 weeks of meeting so
that the impromenets can be made and the results can
be monitored.
Performance Goals
Task / Responsibility
(1-2)
Required outcomes (1-2)
The main task of the
employee in HR
department is to focus
on the employees of the
company, tries to fulfil
their needs for their well
being and solve all the
problems faced by them
in any phase of
professional life. The
main responsibility here
is the recruitment of the
right candidates so that
the vanacies in the
company can be filled
by the best and qualified
candidates. Another
responsibility of the
The outcomes expected by the employee in the HR
department is becoming aware of the needs of the
company and fulfil them by recruiting for new positions.
The perosn is also need to analyse the market, consult the
stakeholders and also maange the budget of the
organistaion. He also must be able to arrange intervies,
coordinate the hiring efforts and onboard the employees. If
the employees hired are right and best company fit then
the outcome by the employee is said to be achived
(Huemann, Keegan and Turner, 2018). They are also able
to fill out all the paperwork from the first day of the
employee. The employee also needs to adhere to the laws
by keeping all the records of all employees as these also
contain the personal information and emergency contacts
of the employees.

Task / Responsibility
(1-2)
Required outcomes (1-2)
employee is to maintain
the records of the
employees so that this
can help in the hiring
process and the gap
analysis can be done by
complying with the
regulations.
Learning and Development plan
To be completed with the employee during the initial performance discussion meeting.
Learning need (1-2) Learning option (1-2)
The employee needs various skills to
recruit the best and qualified
employees. These include
communication skills which can help in
attracting the talented employees and
also in becoming able to extract the
true information from the candidates.
Also, the employee must have record
keeping skills and also must know to
operate computers, software and
other technologies so that new
advanced methods can be integrated
to keep the records of the employees.
The knowledge of HRIS must be
developed and skilled for storing the
data of the employees.
In order to develop and enhance these skills,
various strategies can be developed and
implemented. Trainings can be given to the
employees for increasing the communication
skills and also coaching can be given to the
employees which can help them to use the
different HRIS software to keep the records
of the employees. This can also help in
analysing the gap so that gap can be filled
with the best employees. the workshops can
also be organised for enhancing the skills of
the employees of HR department.
INITIAL REVIEW MEETING ACKNOWLEDGEMENT
MANAGER EMPLOYEE
PRINT
NAME
PRINT NAME
SIGN NAME No need to sign SIGN NAME No need to sign

INITIAL REVIEW MEETING ACKNOWLEDGEMENT
DATE DATE
B) Team training
Develop a social media post to publish on the social media page used for the project
team to promote a training activity to address one of the following:
 Team Building
 Problem Solving
 Emotional Intelligence
Make the post engaging using an appealing tag line and a picture. Provide information
about date and time of the activity.
Copy and paste the post below:
Encouraging employees to grow, learn and change with the change and
growth in the company.
Create a culture of knowledge, idea and information sharing by learning and growing.
Enhance lot many skills at a single platform and grow your career.
This platform will support the employees in many ways which can help them in
personal as well as professional growth (Michael, 2019). Also, the major thing to be
noticed is that the training courses will be in sync with the job role in which the
employee will serve.
Be a part of the most reputed training program which can help you grow personally as
well as professionally.
Time: 9.30 am to 5 pm
Venue: Online training due to pandemic situations
Whole schedule will be conveyed to the employees through e-mail.
Thank you.
C) Performance, resource conflict and reporting
Part of your project team comprises of team members who work in other business
departments and that have been assigned to the project on a part-time basis.
Lately, departmental managers have increased the workload on those team members
creating a severe resource conflict that is impacting on the productivity and morale of
the project team.
Reflect on how you could resolve this resource conflict:
 The team members feel they should be loyal to the team they come from;
however, they are also committed to the project
 The additional workload is forcing the team members to work extra hours
 The team members are tired, and the rest of the team feels their stress

 The situation is impacting on the achievement of project objectives
Write an email to the project sponsor illustrating the situation and recommending two
actions that will support the project team without impacting on the rest of the
organisation.
You cannot hire additional project staff.
Additionally, infor
m the project sponsor of the outcome of the initial review meeting with the team
member in Task 3.1A.
Use the template below to write the email.Note: you don’t need to send the email, just
write the email using Template 2. (50-100 words)
Template 2 -Email
Email to Project Sponsor
To: Project Sponsor
Cc:Company
Bcc:Manager
Subject:Decreasing the workload of employees thereby increasing the employee
satisfaction and productivity.
Date email is sent:
Attachments:
This is to inform you that the team members of the project are feeling stressed
because of the workload. There needs to be some strategies and actions for
motivating the employees so that they do not feel demotivated and can perform in
better ways (Brewster and Hegewisch, 2017). This must also be ensured that the
actions recommended must not impact the organisation in any negative ways.
There must be rewards and perks for the employees in financial manner. Rewards
can be according to the performance of the team members. The education and
training opportunities can be provided to the members so that they feel that they
have career growth through this. This is how; the employees can be motivated
which cannot make them stressed.
Task 3.2Finalise human resource activities related to projects
The project has now been completed.

A) Lessons learned
You have spent some time reviewing the project HR progress reports and
summarised the following points:
 The induction process was not effective. The project team was given a long paper-
based manual with lots of text. The team members reported that they could only
recall 30% of its content
 The project team turnover was low
 The project team took several months to come together. They were happy with two
team building activities you organised; however, they wish they had an opportunity
to do team building earlier
 The HR planning linked directly to the WBS; however, the project team structure
did not fully optimise the project delivery
 Communication between team members could be improved using technology more
effectively
 Lessons learned were continuously delivered; however, corrective actions were not
promptly applied
 The actual performance was accurately measured and reported
 Team members were provided with prompt feedback
 Opportunities for professional and personal development were adequate
 Resource conflict with other business departments impacted the project for over
four weeks; the project sponsor did not think that remedial actions were a priority
 The team had to share office space with another team, and this caused continuous
distractions
Use the templates provided below and follow the instructions.
Complete the lessons learned report (Template 3) based on the project human resource
review highlighting successes and providing inputs for improvements where needed.
 8-10 problem/success with positive or negative impact.
 Two recommendations for each identified problem.
Template 3 -Lessons Learned
Problem/Success Impact Recommendations
Stressed employees Less productivity and
performance of employees.
The extra perks must be
given so that the hard work
and extra efforst of the
employees can be paid.
Poor health of
employees
This led to worsening of health
of employees thereby leading to
poor performance.
Health and medical facilities
must be provided by
regularly checking their
health by check ups.

Problem/Success Impact Recommendations
Compensation
issues
This led to demotivated
employees which created to loss
of talented and best employees.
The system for rewarding
employees can be created for
excellent performance.
Incentive programs can also
be offered.
Complying with the
laws and regulations
This led to the being unsafe of
project legally. This can also
lead to delaying of project or in
the worst cases dismissal of the
project by the government.
The manager must ensure
that all the processes in
project complies with the
local, federal and state laws
for hiring practices, wage
payments, workplace safety
etc.
Training and
development issues
This led to skills gap and also
lack of skills in the employees
which was required in the
project.
Online trainings can be
provided in such situations by
invetsing in the workforce for
the productive team.
Adapting to
innovation
This led to less innovative
project and also outdated use of
technologies led to less efficient
project made in more time.
The clear goals must be set
for adapting the initiative and
also providing the training to
employees regarding the use
of new advanced
technologies.
Recruiting talented
employees
This created problems in the
project which is why there was a
need created for hiring
specialists and experts for
various functions.
The staffing company must
be used by providing temp-
to-hire solutions which allows
to trying out new employees
with less risks.
Retaining talented
employees
This led to wastage of trainings
and also cost which is invested
on the employees.
Onboarding process must be
there which can be effective
for the employees. The
employees must be retained
by providing compensation
benefits like perks.
Management
changes
This less to inefficiency of the
project tasks and also
misunderstandings among the
employees and team members.
The communicating of
benefits can be focused on
and regular staff meetings
must be held for effective
communication regarding any
changes.
Leadership and
development
This also created various
problems in conveying the
information to the other team
members.
The management team must
be motivated and engaged
and also opportunities must
be created for them so that
they can use their strengths.

B) Disband the project team
According to organisational policy and procedures, when disbanding the team, you
should:
 Celebrate project accomplishment with the team
 Ask the project team for feedback
 Schedule a meeting with each team member to discuss their experience with the
project and support them in their future endeavours
1. Celebration
Outline how you will celebrate the project accomplishment with the team (30-50 words)
Celebration can be done by giving letters of appreciation to all the team members and
also certificates of appreciation which can be used by them in long run and in other
further projects. Corporate party can be organised for bigger successes. Furthermore,
bonuses can be given to them along with the decided payments (Gemünden, Lehner
and Kock, 2018). Extra holidays can be given to tgem along with some sort of gifts and
praises.
2. Survey
Develop a survey to ask the team for feedback.
 8-10 questions, mixed of closed and open questions.
 Consider topics such as leadership and management from the project manager,
communication within the team and with other stakeholders, training
opportunities, skills development, personal and team achievements.
Copy and paste the questions below:
1. Rate your experience regarding the
overall project.
2. What best things you found out in the
complete project?
3. Are you satisfied with the
compensation and extra benefits?
4. Do you also got training opportunities
for personal and professional growth?
5. How do you think better support can
be given to the employees during the project?
6. Do your skills got enhanced during the
project?

7. Do you found your leaders and
managers effective in every phase of the project?
8. Do your achievements were praised
and paid according to to your hard work and efforts?
9. Did you get various opportunities to
communicate with the team members?
10. What is the best and worst thing you
find about the project which can be improved?
3. Email to the team
Send an email to team members advising them about the opportunity to meet with you
to discuss their experience with the project.
Additionally, inform them about the survey (Task 3.2B2) and its importance. Give them a
timeframe to respond to the survey. Include the survey in the attachment in your email.
Use the template below to write the email.Note: you don’t need to send the email, just
write the email using Template 2. (50-100 words)
Template 2 -Email
Email to Project Team
To:Project members
Cc: Manager
Bcc:Project Manager
Subject:Information regarding the meeting with the team members for sharing
experience
Date email is sent:
Attachments:
This is to inform you that a meeting is held on 25 June 2021 for sharing your
experiences regarding the complete project. This is the best opportunity for you to
express your views and can recommend the further improvmenets. The survery will
also play a major role in the career growth as this will also help you in further
projects. You have a timeframe of 2 days to respind to the survery. You will get a
bonus in any way for responding to the survery. The meeting will also add an
experience in your resume. This is how; you can grow personally as well as
professionally.
Thank you team for your constant support which played an important role in project
success.
References

Books and Journals
Armstrong, M., 2020. Human resource management practice.
Brewster, C. and Hegewisch, A. eds., 2017. Policy and practice in european human
resource management: The Price Waterhouse Cranfield survey. Taylor & Francis.
Gemünden, H.G., Lehner, P. and Kock, A., 2018. The project-oriented organization and its
contribution to innovation. International Journal of Project Management. 36(1). pp.147-
160.
Huemann, M., Keegan, A. and Turner, R., 2018, September. Human resource
management in the project-oriented organization. Project Management Institute.
Michael, A., 2019. A handbook of human resource management practice.