Project Management

This document provides comprehensive study material on project management, including assignments, essays, and dissertations. It covers topics such as human resource management techniques, team skills matrix, personal training and development, and recruitment and selection strategies. The content is suitable for students studying project management courses.

Running head: PROJECT MANAGEMENT
Project Management
Name of the Student
Name of the University
Author note

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Table of Contents
Assessment Task 1: Questioning.....................................................................................................2
Assessment Task 2 – Project 1 Manage Project Human Resources................................................4
Part A: Plan Human Resources....................................................................................................4
Part B: Implement Personal Training and Development.............................................................6
Part C: Lead the project team......................................................................................................6
Part D: Finalize human resource activities..................................................................................7
Assessment Task 3 –Project 2.........................................................................................................9
Task A..........................................................................................................................................9
Task B........................................................................................................................................10
Task C........................................................................................................................................10
References......................................................................................................................................16

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Assessment Task 1: Questioning
1. The human resource requirements for the project could be determined in the following
ways:
a) Performing a brief analysis over the organisational objectives
b) Preparing an inventory of the present form of human resources
c) Performing a forecasting report based on the measurement of supply and demand of
human resource
d) Estimation of the gaps within the manpower conditions
e) Formulation of the human resource action plan
f) Performing monitoring reports, controlling of project status and ensuring feedback is
being shared.
2. The tools and techniques of human resource management that could be applied to
project management are:
a) The human resource management plan should be presented in advance to the project
manager.
b) The organisational process assets could be supported with the documents.
c) The organisational charts could be presented to the project manager for a proper
referral (Huemann, Keegan & Turner, 2018).
3. The non-performance of some project team members could be managed based on the
paying them according to the number of days they would have been present during the training

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phase. They should also be strictly be taught about the ethics based on maintaining proper kind
of training performance.
4. The techniques that could be used for the management and improvement of the
performance for a team member are:
a) Setting of communication expectations can be defined as one of the most important
criteria based on ensuring team productivity.
b) The strengths and weaknesses of each team members should be followed based on
understanding their skills. It would also be helpful for providing them with specific tasks and
ensuring that each of them gets completed as per the deliverables.
c) Incorporation of team building exercises could be used for ensuring that the project
team has the right kind of members. This would also be helpful for ensuring that each of the
work would be done properly and the goals could be achieved.
5. Inter-project conflicts can be resolved based on having a conversation with the present
team members, analysis of any problem and determining the best kind of actions that would be
supported during the process. On the other hand, intra-project conflicts could be resolved based
on managing the stakeholder expectations (Noe et al., 2017). This can be defined as the most
effective way of understanding each of the project deliverables and setting up of new kind of
requirements, if found to be necessary for achieving the project goals.

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Assessment Task 2 – Project 1 Manage Project Human Resources
Part A: Plan Human Resources
1. Team Skills Matrix
Task / Resource
(Team
Members)
Project Manager Construction Manager Labours
Project
Initiation and
Planning
R R, A I
Procurement of
materials
C I A
Implementatio
n of project
C C R, A
Project Sign-off
phase
R C I
2. Assigning of specific people or positions to each of the allocated tasks have been
discussed in the above table.
3. In order to ensure that team members would take some responsibility and avoid
situations of conflict within the workplace, some of the policies and procedures are:
a) Sharing of the vision for the organisation. This would in turn help team members to
determine their ways of working and bring in better outcomes towards the business.
b) The involvement of employees within the project can be defined as highly critical.
Hence, they should be involved during critical meeting sessions in order to provide inputs and
gain necessary outputs for the same.

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c) The employees should be made properly understood about the kind of work that needs
to be done during the project (Keegan, Ringhofer & Huemann, 2018). This would help them in
gaining a better kind of grasp over the entire project scenario.
d) Employees should also be provided a leadership role during the meeting times that
would help them in advocating the project.

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Part B: Implement Personal Training and Development
1. Responsibility Assignment Matrix (RAM)
2. Sam is one of an efficient team member who is involved in visionary planning of the
project and deals with the aspect of upgrading of traffic lights. He is also responsible for creating
a mapping of the areas in which the lights would be installed. According to the performance
report, it can be discussed that:
 The employee has majorly linked their individual performance with the goals set by the
project manager for the team.
 The KPI set for the employee was based on preparing the mapping of the area within a
specific time. This also included a sending of budgetary plans for the installation
(Morgeson, Brannick & Levine, 2019). This was performed well by team members and
thus the project performance for the team member had a positive response.
 However, no such performance improvement strategy could be recommended. The
employee has been in the process of planning well and would thus continue to perform
his work efficiently.
Part C: Lead the project team
1. In order to deal with the reducing cases of team morale, some of the tools and
techniques that could be followed for the management of team are:
a) Team members should be provided with a certain kind of believe that they would be
able to facilitate the growth of the organization. This would help the team members in getting a
sense of motivation.

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b) Recognition of team members is a high valued technique in order to determine that
employees would be valued and cared by the organization.
c) Whenever an employee is doing some extra work and putting extra efforts, which
further leads to benefits for the organization, the management should provide them with some
incentives or supporting them by awarding rewards.
2. The performance measures that could be suggested for Clive are:
a) The attendance for Clive should be checked in the employee records. Hence, this
would be helpful for determining the ways in which the excessive absence of the employee could
be reduced.
b) The management should determine to have a meeting with Clive based on making him
understand about the importance of time management for the project.
c) The management should also discuss the ways in which Clive could improve their
performance and meet with the set deadlines for the project (DeCenzo, Robbins & Verhulst,
2016).
3. The process of outlining of the ways of impact minimization are:
a) Internal – The organization should assign the proper human resources to specific areas
of the project in order to gain maximum benefits based on the project plan.
b) External – Human resources should be procured from outside in order to fill the
necessary gaps within the project.
Part D: Finalize human resource activities
1. The procedures based on determining of an effective way if team wrapping are:

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a) Gaining an acceptance from the project sponsor
b) Conducting an assessment for the entire project
c) Completion of the filing and documentation for the project
d) Determination of success ratio for the project
2. Recommendation for Future Projects
Date Description of
problem/opportunity
Recommended Action for next
time/project
Lesson Learned
25-12-19 Marking of the locations The locations should be marked
in consultation with each of the
project team members as per their
suitability and next phase of
action.
The locations should
be marked based on
marking the areas in
which the traffic
would need to be
maintained
24-01-20 Upgrading the lights The lights would be upgraded
according to a planned way. They
would be upgraded by
considering their warranty period
and longevity.
The lights should be
upgraded in such a
way that it would last
longer and provide
extra benefits
12-06-20 Testing of the lights The testing phenomenon of lights
should be done properly in
consultation with electric
engineers.
The testing of the
light needs to be done
in such a manner that
there would be no
need of maintenance
till a minimum period
of 2 years

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Assessment Task 3 –Project 2
Task A
c) Job Vacancy Advertisement
i. This job vacancy is based on the work for upgrading of traffic lights, planning of a
mapping for the areas in which the traffic installation work would be done, collaborating with
other team members and determining of the areas in which specific skill set would be required.
ii. The annual package for the open position is $6000 AUD.
iii. The location of work would be in Melbourne.
iv. The industry is Highway Lights and Co.
ii. Selection Criteria
Selection factors SAM CLIVE ROBERT ROGER
Communication
Skills
3 2 3 1
Education skills 2 2 2 2
Employment test
results
1 3 3 1
Medical results
Total 6 7 7 4
Assessment S P P U
Rating: 1 = Does not Satisfy 2 = Partially Satisfies 3 = Fully Satisfies
Assessment: P = Preferred S = Suitable U = Unsuitable

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Task B
In order to streamline the recruitment process, certain strategies that could be
implemented are:
1. Conducting of an initial test
2. Determining of the outcomes and highlighting the selected candidates
3. Preparing for the next round of live tests over the working environment
4. Selecting the candidates and putting them for the final interview round
5. Preparing a list of the selected candidates
The recruitment specialist who would be working over the project should have the
following characteristics:
1. They should be primary confidence within them and thus could bring in the best
candidates.
2. They should be a good listener and listen to the candidates during the interview
process.
3. They should specify the target to the candidates that would be put forward to them.
Task C
1. The reasons for outsourcing recruitment and selection are:
a) To reduce the costs incurred for the company
b) To focus more on the core business objectives
c) Bringing in a major competitive advantage for the organization

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2. Examples of recruitment or selection specialists are: one kind of recruitment specialist
would be discussed as one who would be able to fill the gaps of employment. The other kind of
recruitment specialist would be one who would try to list volunteers based on performing trials
and medical studies over candidates.
3. Factors considered for hiring of a specialist are:
a) The specialist should have a high knowledge of references that could help them in
dealing with current clients, bring in new associations for the business, engage peers and
improve better relationship with past clients.
b) They should have extreme knowledge over the area in which they would be recruiting
(Kaiser, El Arbi & Ahlemann, 2015). They should be highly certified from recognized
organizations and must have trade associations that would be helpful for the company in which
they would be recruiting.
c) It should be highly ensured that the hiring specialist should be timely available in case
the company would need to them to hire some candidates during the time of job vacancy.
d) The hard and soft skills for the specialist should be highly be considered. This would
help in understanding the skill levels of the candidates and thus they would be helped in hiring
the best candidate for the company.
e) The hiring specialist should be culturally fit for the company and they should hire the
best candidate for the company based on determination of their skills and other factors.
4. The information that should be included within a job offer are:

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a) The basic job information should be included within the job offer, which includes title,
responsibilities of job, starting date and reporting structure.
b) The job offer letter should discuss the salary prospects.
c) The discussion for the factor of bonuses should be properly be discussed and explained
in detail to the candidate before they would report to office.
d) Privacy policy should be detailed out to the candidates. This would be in relation to the
privacy policies that have been previously been set by the HR department.
e) At-will employment conditions, terms and policies, which states that the company
would have rights to terminate relationship with the employee at any point of time based on
misconduct grounds with the company.
f) A non-complete clause and a confidentiality agreement should be written and included
with the employment agreements.
5. Industrial relations are generally defined as labor relations or some form of labor
relations that helps in compromising the actions and concepts that would apply to unionized
workers.
The examples of issues based within industrial relations are:
a) The management of conflict could occur only in the cases when conflicts would
increase within employees within an industry. There might be several cases of disputes or direct
disagreement within the business and employee. These occur in frequent sessions and thus can
be considered as one of the most important aspect that needs to be stressed.

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b) Another form of issue might arise based on providing wages to employees whenever
they would work for a certain extra amount of time after the normal working hours. In order to
avoid the hour violations and federal wage, a self-service timekeeping software should be present
within computer that would help in clock out and in within their smart devices.
6. Examples of employment terms and conditions are:
a) The employees should be specified a certain hour of work that would need to be
maintained by them during the entire week.
b) The wages of the employees should be clearly stated within the terms and conditions.
This would also include the remuneration packages and salary levels.
c) The company should also specify the awards and agreements that need to be signed by
employees before they could be associated within the company.
d) The company should also specify the training activities that would be provided to them
during the initial levels.
e) The promotion, skill rotation and transfer options that would be provided to employees
should be clearly stated to the employees.
f) The terms and conditions of employment should specify that there would no kind of
discrimination based on stereotypes thinking. People with disabilities would be provided some
kind of annual benefits based on their working progress and skill levels.
g) The appropriate dress code standards that needs to be followed as per the norms of the
company should be specified.

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h) The responsibilities of the employer should be specified and the kind of work that
needs to be performed by them should be clearly stated.
i) Any employer could lodge complaint regarding discrimination on the grounds of
employment or other standards. This should be specified to the employer before they could
proceed with the employment.
j) The safety of the candidates should be clearly specified in the terms and conditions.
The company should clearly describe the safety norms that are mainly being followed within the
prospects.
7. The terms and conditions based on employment are necessary because they would be
able to provide employees with the importance that they are being valued within the company.
This would also help employers to know about the benefits that are being provided to them,
regulation of leave entitlements. It would also set out a minimum standard that needs to be
followed by employers during the working hours.
8. Psychometric tests can be defined as the logical and standard method based on
measuring the mental and behavioral characteristics of employees working within a workplace.
These assessment could be defined as highly critical based on gauging whether a particular
individual would be able to suit themselves according to the role being set out before them.
9. The places in which a job vacancy could be advertised are: LinkedIn, Indeed.com,
local newspapers, hoardings and social networking sites.
10. A selection panel can be defined as group of team members who would be highly
committed towards interviewing and selection of the proper candidate based on their position
and skill levels. The process of setting of a selection panel could prove to be beneficial based on

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providing varying perspectives. This should highly benefit the customers and employees in order
to make the best kind of hiring decision.

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References
DeCenzo, D. A., Robbins, S. P., & Verhulst, S. L. (2016). Fundamentals of Human Resource
Management, Binder Ready Version. John Wiley & Sons.
Huemann, M., Keegan, A., & Turner, R. (2018, September). Human resource management in the
project-oriented organization. Project Management Institute.
Kaiser, M. G., El Arbi, F., & Ahlemann, F. (2015). Successful project portfolio management
beyond project selection techniques: Understanding the role of structural
alignment. International Journal of Project Management, 33(1), 126-139.
Keegan, A., Ringhofer, C., & Huemann, M. (2018). Human resource management and project
based organizing: Fertile ground, missed opportunities and prospects for closer
connections. International Journal of Project Management, 36(1), 121-133.
Morgeson, F. P., Brannick, M. T., & Levine, E. L. (2019). Job and work analysis: Methods,
research, and applications for human resource management. Sage Publications.
Noe, R. A., Hollenbeck, J. R., Gerhart, B., & Wright, P. M. (2017). Human resource
management: Gaining a competitive advantage. New York, NY: McGraw-Hill
Education.