BSBPMG515 Manage Project Human Resources: Case Study & Solution

This document presents a comprehensive solution to a case study focused on project human resources management, specifically addressing the BSBPMG515 unit. It includes written responses covering functional vs. dysfunctional conflict, the importance of relationship building, and tools/techniques for determining human resource requirements. The portfolio of evidence comprises a resource matrix, responsibility/accountability matrix, responsibility assignment matrix, conflict resolution strategies, stakeholder planning, skills analysis, performance indicators, training need analysis, team development tools, and actions to minimize human resource impact. The solution also addresses organizational policies and procedures for disbanding the project team, along with a list of human resource issues and recommendations.

TABLE OF CONTENT
Content Pages Marks Marks
Achieved
TASK 1 – Written Responses (Total 15 marks for TASK 1)
Q1: Functional and dysfunctional project conflict 5
Q2: Importance of building relationship 5
Q3 Tools and techniques for human resources requirements
and to build an effective team 5
TASK 2 – Portfolio of Evidence (Total 85 marks for TASK 2)
A. Plan Human Resources (45 marks Total)
1. Resource Matrix (7 marks) 7
2. Responsibility/Accountability Matrix 7
3. Responsibility Assignment Matrix 5
4. Manage Conflict Resolution 4
5. Stakeholder Grid/Power 4
6. Stakeholder Planning 12
7. Skills Analysis 5
B. Implement Personal Training and Development (15 marks Total)
1. Performance Indicators 5
2. Training Need Analysis and Training plan 10
C. Lead the Project Team (15 marks Total)
1. Tools and Techniques to develop the team 5
2. External and internal factors influencing project team 5
3. Actions to minimize human resources impact on project 5
D. Finalise human resources activities (10 marks Total)
1. Organisational Policies and Procedures to disband the
project team 5
2. List of human resources issues and recommendations 5
Total 100
The learner is required to update and adjust the page numbers and topics based on the amount of their content
and the responses made to each task.
Project Human Resources Management Assessment Task, v1 Page 1 of 22 Updated 23 March 2018

Task 1 – Written Responses
15 Marks
Question 1: Explain the difference between functional and dysfunctional conflict on a project
(BSBPMG515 –2.1,2.2,2.3, 3.1,3.4 ) 5 Marks
The functional strife should be promoting a useful exchange of ideas and clearing airs and helping
to create thinking. This must develop creative ideas and allow more efficient scopes through
decision exchange. The dysfunctional conflict in renovating the kitchen must include various hard
and soft costs. The different hard costs related to the dysfunctional strife, in this case, must consist
of wasted times, loss of workdays, reduction of productivity and poor quality and performance. This
can also cover stress or health care expenses, theft and sabotages, turnovers, packages of
terminations and legal fees 1. Besides, soft costs related to dysfunctional conflict considered a loss
of skilled employees, reputations. A decline in customers’ service quality and morale.
Question 2: Why is it important to build a relationship before you need it?(BSBPMG515- 1.1,1.2,1.3, 1.4,
2.1,3.1, 3.3) 5 Marks
Here, the team members must be made understanding at the responsibility level. Here solid skills
can be planned, controlling and monitoring must be done to the role of project managers.
Managers must work for some time to know team members and their stakeholders. Further,
relationship management must be done with balancing proper attainment. There should be mindful
communication as the conflict resolution goes on. This is a tricky area for navigating project
managers. They have possessed typical focus project aims that is needed to meet those aims they
try to solve those conflicts2. Further, there should be a clearance of project requirements to keep
that up front. Here, stakeholders should be tempted to assume that managers have an adequate
amount of latitude to get deviated from requirements.
Question 3: For a recent project, describe the tools and techniques you applied when determining
human resource requirements and allocated them to the project and how you built an effective
project team that contributed to achieving project outcomes.(BSBPMG511
1.1,1.2,1.3,1.4,2.1,2.2,2.3,3.1,3.4,4.2)
5 Marks
1 Kerzner, H. and Kerzner, H.R., 2017. Project management: a systems approach to planning,
scheduling, and controlling. John Wiley & Sons.
2 Brewster, C. and Hegewisch, A. eds., 2017. Policy and practice in European human resource
management: The Price Waterhouse Cranfield survey. Taylor & Francis.
Project Human Resources Management Assessment Task, v1 Page 2 of 22 Updated 23 March 2018

Here the management of human resource should develop a SWOT analysis for renovating the
kitchen. This would determine the threats, opportunities, weaknesses and strengths of the kitchen.
This is helpful for HR departments to forecast different needs of labours and create proper plans for
maintaining and expanding as required. Besides, another vital tool for HR managers has been
utilised in business data 3. Further, data such as turnover rates, training costs, absenteeism rates,
employee hours, revenues, cost benefits and payrolls should allow HR managers to evaluate,
understand and analyse the business for efficiently.
3 Armstrong, M. and Taylor, S., 2014. Armstrong's handbook of human resource management
practice. Kogan Page Publishers.
Project Human Resources Management Assessment Task, v1 Page 3 of 22 Updated 23 March 2018

Task 2 – Portfolio of Evidence
A. Plan Human Resources 45 Marks
(BSBPMG515 1.1, 1.2, 1.3, 1.4)
Task Human Resource required Estimated time
Development of detailed Project
Plan
Project Manager
Project team members x 4
5 days
4 x 2 days
Developing a Scope Statement Project managers 1 day
Develop scope baseline Project managers 2 days
Developing time and cost
baselines.
Project managers 2 days
Considering business goals Team members 4 days
Recognizing potential and
readiness
Team members 4 days
A2. Responsibility/Accountability Matrix
Responsibility / Accountability Matrix
Person
Phase Mr. X Mr. B Mr. D Mr. K
Activities /Deliverables I A I S
Create Project Plan A S, I I I
Providing vision for goals A S I A
Defining acceptance criteria I A S S
Managing risks A,S I A A
P = participate A = Accountable R = Review I = Input required S = Sign off required
A3. Responsibility Assignment Matrix 6 Marks
Task Who is
responsible
Who is
accountable
Who should be Who should be
informed that it is
Project Human Resources Management Assessment Task, v1 Page 4 of 22 Updated 23 March 2018

for
completing
the task?
(whole or
part)
for ensuring
this task is
done? (With
what
individual
does the
buck stop?)
consulted about it? being/has been
done?
The
suggested
solution and
approach to
deliver task.
Business
Sponsor
Business
sponsors
should be
holding high
positions to
solve issues of
business and
undertake final
decisions. This
role is a vital
responsibility
to enable quick
progression for
the progress4.
Business
sponsors must
get committed.
Further, they
must be
always
available for
overall duration
of the complete
project. Thus
they must
supplying clear
paths of
escalations.
Owner of business
case of the project.
One who assures the
current viability on the
fact that the project
has been according to
business case of the
project.
Assuring the funds and
additional resources
are needed to be
available.
Assuring decision
making process is
been effectively
escalated. This must
determine that the
project is fast and
highly effective.
Reacting to the
escalated issues
quickly.
4 Harrison, F. and Lock, D., 2017. Advanced project management: a structured approach. Routledge.
Project Human Resources Management Assessment Task, v1 Page 5 of 22 Updated 23 March 2018

Interpreting
necessities of
business
sponsors.
Business
Visionary
Visionary of
business has
been
remaining
across the
project
including team
and strategic
directions.
There should
be ensuring
that the
solution
delivered has
been enabling
advantages
that are been
elaborately
described in
business cases
that are
thought to get
achieved.
 Owner of
broader
implications of
business
changes from
perspective of
organizations
 Analyzing
business
visionary from
the project5.
 Owning wider
implications of
business
change from
organizational
perspective.
 Promoting and
then
communicating
business
visions. This
must be
towards every
interested
parties.
 Controlling of
progress that
has been
along the
vision of
business.
 Contributing
primary
requirements,
design and
reviewing
sessions.
 Approval of
changes to
high0levels
that is
prioritized
within the
requirement
lists.
 Assuring
various
collaborations
around
business
areas of
stakeholders.
 Assuring that
the business
resources that
are present
and to be
needed.
 Promoting
translation of
business
vision towards
the practices
of working.
 Acting as
ultimate arbiter
of different
disagreements
taking place
between team
members.
Delivery of
the solution. Project
Manager
They must be
provide high-
level managing
of directions to
project teams.
Project
managers has
been
coordinating
every aspects
of
management
of high levels.
Communication must
be made on the senior
management of the
governing project
authorities. There
should be business
sponsors. Steering
committee and project
boards.
There are high level of
project scheduling and
planning. Moreover,
there are the
controlling of progress
 Controlling of
entire
configuration
of project
managements.
 Motivating the
team to meet
objectives.
 Controlling
involvements
of business
under solution
5 Bratton, J. and Gold, J., 2017. Human resource management: theory and practice. Palgrave.
Project Human Resources Management Assessment Task, v1 Page 6 of 22 Updated 23 March 2018

against baselines.
Besides, there are
controlling of risks and
issue that have been
arising to senior
business and technical
roles that are needed.
of developing
of teams.
 There are
been various
resourcing
specialists that
required.
 Developing of
teams while
handling
various
solutions.
Ensuring that
developing of
solution has
been
consistent as
per technical
coherence.
Further,
project is
coherent
technically
and meeting
intended
technical
specifications.
Technical
Co-
coordinator
Here the
responsibility
has been to
provide
connections
that should be
holding project
together. This
must be done
through
advising over
technical
decisions and
various
innovations.
Here technical
coordinator
should be
performing
similar
functions from
the technical
view point.
This should be
done as
business
visionaries has
been doing
from business
perspectives.
 Making
agreements on
controlling of
technical
architectures.
 Finding
technical
scenarios and
advising on
coordinating
every technical
scenarios of
the team6.
 Finding of
technical
scenarios and
advising on
coordinating
and every
activities of
team
members.
 Recognition
and then
owning of
architectural
and various
other risks that
are based
technically.
This escalates
projects to
appropriate
project
managers.
 Assuring non-
functional
requirements
that are met
subsequently
and is
achievable.
 Assuring
adherence to
proper
standards and
technical
practices.
 Managing
technical
configurations
of solutions.
 Controlling
various
technological
aspects of the
solution.
 Solving
technical
distinctions
between team
members.
6 Sharp, J.A., Peters, J. and Howard, K., 2017. The management of a student research project.
Routledge.
Project Human Resources Management Assessment Task, v1 Page 7 of 22 Updated 23 March 2018

Addressing
and providing
business
related data
from the view-
point of those
who have
been working
to use
solutions
directly.
Business
Ambassador
The person
should be
providing the
business view-
point from
every
decisions that
are related to
way the fitness
of solution for
business
purpose. This
must be
implemented
and defined7.
Further,
business
ambassadors
working closely
with the
residual
solution
development
group must
bring user
inputs and
concepts of the
projects as
needed.
Contribution of every
requirements that are
towards reviewing,
requirements and
designing to sessions.
Delivering business
view-points for regular
project decisions.
Supplying
Details of business
cases for defining and
testing solutions.
Communicating with
users who are included
and receiving
agreements 8.
 Delivering
regular
assurances to
the rising
solutions in
proper
manner.
 Controlling
and organizing
business
acceptance
testing to
solutions.
 Creating
business user
documentation
of the ultimate
problems.
 Assuring user
training to
sufficiently
carrying out
tasks.
Ultimately,
attending
regular team
meetings.

A4 Manage Conflict Resolution 4 Marks
(BSBPMG515 3.1, 3.2, 3.3, 3.4)
Provide your project conflict resolution process. Provide an example where you resolved
conflict in the table below:
7 Browne, W., Dreitlein, S., Ha, M., Manzoni, J. and Mere, A., 2016. Two Key Success Factors for
Global Project Team Leadership: Communications and Human Resource Management. Journal of
Information Technology & Economic Development, 7(2).
8 Brack, W., Altenburger, R., Schüürmann, G., Krauss, M., Herráez, D.L., van Gils, J., Slobodnik, J.,
Munthe, J., Gawlik, B.M., van Wezel, A. and Schriks, M., 2015. The SOLUTIONS project: challenges
and responses for present and future emerging pollutants in land and water resources management.
Science of the total environment, 503, pp.22-31.
Project Human Resources Management Assessment Task, v1 Page 8 of 22 Updated 23 March 2018

Consider your inter and intra project resources and list some positive and negative outcomes of
conflict
Positive (2 Marks ) Negative (2 Marks)
Opportunities to consider other perspectives Increased hostility among the team and/or
stakeholders
The first step is accommodating and smooth
conflict management: Emphasis must be
governed to areas instead of areas of
difference, conceding positions that require to
sustain relationships and harmony. In this
approach, the significance of professional
associations to project success must be
identified 9.
Here the solutions must be searched. This must
be bringing a degree of satisfaction to every
party for partially or temporarily solving conflicts.
It should be determining tools some disputes
that cannot be answered10. Here, for instance,
one can be an ambitious developer interested in
learning interface of sale-force. They should be
asking to move to week-long training sessions.
From an analysis of that schedule, kind of
training causing essential issues for the agenda
must be determined.
Over long-term projects, everything over few
weeks, strengthening and persevering project
teams are vital. Overall, the project team
members have been consistently emphasising
difference and doing progression such that
project turns out to be complicated.
Here, for instance, one can be an ambitious
developer interested in learning interface of
sale-force. They should be asking to move to
week-long training sessions 11. From an analysis
of that schedule, kind of training causing
essential issues for the agenda must be
determined.
A5. Stakeholder Grid/Power 4 Marks
(BSBPMG515 1.1, 1.2, 1.4)
Consider the stakeholders in your project/project that you have managed.
9 Hornstein, H.A., 2015. The integration of project management and organizational change
management is now a necessity. International Journal of Project Management, 33(2), pp.291-298.
10 Binder, J., 2016. Global project management: communication, collaboration and management
across borders. Routledge.
11 Brewster, C., Chung, C. and Sparrow, P., 2016. Globalizing human resource management.
Routledge.
Project Human Resources Management Assessment Task, v1 Page 9 of 22 Updated 23 March 2018

Using the Stakeholder Power/Interest Grid shown below, classify them by their power over your work
and by their interest in your work. Someone's position on the grid shows you the actions you are
required to undertake.
POWER
High
Low
Contractors Employees
Managers Functional managers
INTEREST High
Project Human Resources Management Assessment Task, v1 Page 10 of 22 Updated 23 March
2018

A6. Stakeholder Planning
Stake
holde
r
Name
( 1
Marks)
Power
&
Intere
st
(1
Marks)
Key
Intere
sts
and
Issue
s
( 2
Marks)
Cur
rent
Stat
us12
( 1
Mark
s)
Des
ired
Sup
por
t13
( 1
Mark
s)
Des
ired
Proj
ect
Rol
e14
( 1
Mark
s)
Acti
ons
Des
ire
d15
( 2
Mark
s)
Mess
ages
Need
ed
( 1
Marks)
Actions
&
Commu
nicatio
ns ( 2
Marks)
Contr
actors
In
providi
ng
invest
ments
Delive
ring
resour
ces
Not
active
Mana
gers
Contr
act
Mana
geme
nts
Mana
ging
resour
ces
Convi
nces
With
manage
rs
Emplo
yees
Condu
cting
project
Renov
ation
of
kitche
n
Active Mana
gers
Renov
ations
Active
throu
gh the
projec
t
Order
s from
mana
gers
With
manage
rs
Projec
t
mana
gers
Manag
ing
project
s
Compl
etion
of
projec
t
Active From
other
stake
holde
rs
Projec
t
mana
geme
nt
Mana
ging
projec
t
throu
ghout
the
projec
t
lifecyc
le
Feedb
ack
from
other
stake
holder
s
With
other
stakehol
ders
Functi
onal
mana
gers
Makin
g
comm
unicati
on
Compl
eting
projec
t
Not
active
Mana
gers
Mana
ging
projec
t
Meeti
ng
functi
onal
requir
emen
ts
Havin
g
updat
es of
the
projec
ts
With
manage
rs
12 Advocate, supporter, neutral, critic, blocker
13 High, medium or low
14 If any
15 If any
Project Human Resources Management Assessment Task, v1 Page 11 of 22 Updated 23 March 2018

A7. Skills Analysis of available team members 5 Marks
Name A Name B Name C Name D
Task A 4 2 3 3
Task B 2 4 2 2
Task C 3 2 3 2
Task D 2 4 2 2
Cost 2 3 2 4
Codes 4 = proficient 3 = good 2 = adequate 4 = poor
Project Human Resources Management Assessment Task, v1 Page 12 of 22 Updated 23 March 2018