BSBPNG515 Manage Project Human Resources: ACBI Detailed Report

This report provides a comprehensive overview of managing project human resources, focusing on key areas such as HRM methods, organizational structure, and performance management. It identifies and explains various HRM methods, including forecasting, workforce analysis, training, and retention, with practical examples. The report outlines a high-level project scope for ACBI, detailing the deliverables and work breakdown structure for HR planning, accompanied by a Gantt chart. It explores strategies for managing human resources in different situations, such as determining resource requirements, assigning responsibilities, addressing skills gaps, overcoming performance shortfalls, motivating teams, and resolving conflicts. The report also includes a job posting example, a root cause analysis diagram, and factors to consider when measuring individual performance, such as employee engagement, company culture, and team performance. Furthermore, it simulates a performance review, identifies techniques for improving individual performance, and discusses the importance of disbanding a project team and conducting a post-implementation review. Finally, the report explains the difference between inter-project and intra-project resource conflict.

MANAGE PROJECT HUMAN RESOURCES
Table of content
Identify four human resource management (HRM) methods, techniques or tools
Write a high-level project scope and use the project scope requirements to create a project
organizational structure
Identify, explain and give an example for a strategy that could be used to manage project human
resources in each of the following situations
Creating a Job posting for the selected job
Root Cause Analysis
Identify and comment about three factors that should be considered when measuring individuals’
performance against agreed criteria
Simulate a performance review
Identify and explain two techniques for managing and improving individuals’ performance

Explaining why it is important to disband a project team and conduct a Post Implementation
Performance Review
Report
Explaining the difference between inter-project and intra-project resource conflict
References
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Identify four human resource management (HRM) methods, techniques or
tools
a) Forecasting Method- In the forecasting method the company predicts the demand and
supply of the company. The forecasting method in Human resource management is used
to verify the vital number and nature of workers for a business to accomplish its key
objectives. The Supply and Demand gauging strategies use deals or generation
projections for the coming year just as quantitative and qualitative appraisals (Ren,
Suganthan and Srikanth 2015). The qualitative appraisal is used to understand the
qualifications related to the designation and also some personal qualities. The quantitative
method on the other hand focuses on the quantity and time. The method of forecasting
also helps to identify the skills and performance of the existing employee. It also helps to
fill the gap regarding hiring staffs. For example the company forecast its future need of
human resource.
b) Workforce Analysis Method-The workforce analysis helps to understand the current
work position of the company. The workforce analysis helps to understand the flaws of
the company and also helps the organisation to understand the needs of the company.
With the help of workforce analysis the organization is able to understand the need and
supply of labours in the future. The organisation with the help of workforce analysis can
identify the current gap with future supply gap and future demand. The company with the
help of workforce analysis develops the skills of their employees and provide sufficient
knowledge about their job (Spetz, Cimiotti and Brunell 2016). The workforce analysis
also helps to understand the existing workforce’s demographic characteristics. By the
help of workforce analysis the company is able to know its turnover every year. For
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example the company analyse its working environment to understand the outcomes and
loss.
c) Training Method-In the training method the company provides training to their
employees in order to make them better. The company also organise specific training
programmes for their employees who participates in order to gain knowledge. In the
training method the company hires professional and experienced people, who provides
skill and knowledge based training to their employees. The training method is of different
types like on job training, mentoring, role playing or training related to technologies. For
example if a person is working in a sales department of the company, then the company
will provide training like how to sell their products to their customers.
d) Retention Method-The retention method is a way to motivate the employees of the
company. The company motivates and encourages their employees to do their respected
job. The company in retention method try to comfort their employees by fulfilling their
needs sometimes. The retention method is done through various ways regarding
increment of the employees, increasing their salary, or organising any co-curricular
activities or motivational programmes. The company also organise award ceremonies
where they present award to their best employees which motivates them to work more
efficiently and sincerely (Allen, Deere and Co 2017). For example if an employee is
facing any extra work force or work stress from the company then the company try to
minimize his stress by providing him extra money or giving him some extra casual leave.
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Write a high-level project scope and use the project scope requirements to
create a project organizational structure
The high-level project scope is to increase the educational premises of ACBI so that the college
is able to render teaching and training in relation to VET courses and Advanced Diploma In
ERP. For this purpose, the college would hire trainees and markets.
Figure 1: Organizational structure
(Source Self generated)
The deliverables which are there in the current project is hiring trainers and marketers and the
Work Breakdown Structure is for HR planning which is as follows:
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Figure 2: WBS
(Source Self generated)
The Gantt chart of the project is as follows:
Activity Mon
th 1
Mon
th 2
Mon
th 3
Mon
th 4
Mon
th 5
Mon
th 6
Mon
th 7
Mon
th 8
Mon
th 9
Mon
th
10
Mon
th
11
Mon
th
12
Planning
Impleme
nting
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Controlli
ng
Measurin
g
Completi
on
Table 1: Gantt Chart
(Source Self generated)
Identify, explain and give an example for a strategy that could be used to
manage project human resources in each of the following situations
Determining resource requirements: In order to determine the resource requirement of further
operations, it is important to follow a strategy for forecasting. Under this strategy, the company
or the management forecast the future demand for operations based on which the company
determines the resource required.
Assigning responsibilities: Delegating authorities is one of the effective strategies which can be
used by the management to manage human resource within a company (Noe et al. 2017).
Addressing a skills gap through learning and development: Human resource methods of
training and development are to be used in order to fill the skill gap in human resource of the
company to increase their operational efficiency
Overcoming shortfalls in performance: Evaluation and monitoring technique under the Human
resource strategy can be used by a company to overcome shortfalls within an organization.
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Motivating the team: Motivational methods can be used by a firm in order to motivate their
teams for better operations
Conflict resolution: In case of conflict human resource strategy of conflict management can be
used to decrease situations of conflicts and to restrain current conflicts within an organization.
Creating a Job posting for the selected job
The ACBI Company is making 5 new classrooms for VET courses. For this project the
marketing is also required by which students will be able to know about the new course. The
ACBI Company requires a marketer for marketing their courses in the market. The marketing
executive’s job is to advertise and promote the products of the company. For recruiting a
marketing executive the ACBI Company has some criteria for the executive of their company.
The ACBI wants marketing executive who has a skill for good teamwork. The marketing
executive has to be good in terms of communication and also networking ability. The marketing
executive has to be good in terms of writing so that he or she can write articles regarding the
VET classes and courses. For this purpose the marketing executive has to be a creative mind
person because without creativity proper writing is a bit difficult. The ACBI is offering the
Advanced Diploma in ERP for which the marketing executive should possess the quality of
planning skills. The minimum qualification required for the marketing executive is Masters in
any subject with Diploma in Computer. The person has to be very fluent in English and has to be
polite. The ACBI Company will provide Rs. 50,000 as a basic salary which will increase based
on his/her performance.
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Root Cause Analysis
Figure 2: Root Cause analysis diagram
(Source Baum, 2016)
Root cause analysis is a systematic way of analyzing root causes for current problems which are
there within an organization. It can be said that through the use of Root Cause analysis any
problems within the current project can also be solved by knowing the root cause of the problem.
One problem which can occur in the project is of the communication which can cause probe
between the project operations but by using the Root Cause analysis the problem can be
identified and defined after which the root cause of such communicational gap can be known.
Through gaining information over the root cause of the problem counter actions for solving the
situation can be measured after which the problem can be solved in a more cohesive and
systematic manner (Bratton and Gold, 2017).
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Identify and comment about three factors that should be considered when
measuring individuals’ performance against agreed criteria
The three factors which should be considered for measuring individual performance is as
follows:
1. Employee Engagement: Employee engagement process within a company is an evident
factor which tends to affect the individual performance within an organization. Engaging
the employees within the operations of a company is very important to ensure that there
is an evident amount of employee operations aimed towards a particular objective. This is
done by giving direction to employees activities within a firm. The employee is to be
directed to specific lessons and goals which gives a proper direction to engage the
employee in the strategic direction of the firm. In this, the Human resource will be able to
know the contribution of the employee towards the company's operation in a very evident
manner (Baum, 2016).
2. Company culture: Company's culture also determines the scale on which the performance
of the employee will be decided by the company culture it is meant that the workforce
culture of the firm decides the overall way in which the performance of the company is
decided. If the company has high performance derived culture then the performance of
the company will be decided over high-performance culture of the workforce. In another
case of different cultures, the workforce culture of the company should be taken into
consideration for the purpose of scaling the employee's performance.
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3. Team's performance: The employee should be judged on his performance considering the
overall team performance to determine whether the individual was able to perform well
with the team or not.
Simulate a performance review
Stakeholders
complaints
In recent times, there was no such stakeholder complaint recorded.
Although some of the stakeholders was not satisfied with the amount
of time which will be taken in the development project. They feel that
the process should be faster and the development should be done in a
faster manner.
Feedback The feedback by the management was that the project will try and
complete the development as fast as possible.
Conflicts There were no major conflicts but there were small disagreement
which was solved through meetings
Further training and
development required
There are no such further requirements for training and development
in the current station of the project (Armstrong and Taylor, 2014).
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Individual reference
detailing
performance and
further required
development
The individuals of the project team are being minored in an evident
manner to make sure that the developments of trainees are done in an
evident manner. Although the current process seems appropriate
with no changes required in it.
Identify and explain two techniques for managing and improving individuals’
performance
Performance appraisals: Performance appraisal is an effective method of HTM through which
the performance of the individual within a company can be evaluated and managed. It can be
said that through the usage of this technique performance of an individual can be focused via
Key performance indicators. Measurements performance will help the company you know the
ways in which each of individual performance can be increased. Reward system is also an
integral part of this technique in which employees with good performance are given rewards
which keeps them motivated.
Personal development plans: Personal development plan is an effective way to implement an
individual development action plan in which the weakness if each employee's performance can
be developed in an evident manner. This is a cohesive and simultaneous manner of development
through which an individual's performance can be managed and developed (Cascio, 2015).
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Explaining why it is important to disband a project team and conduct a Post
Implementation Performance Review
It is very important to disband a project team and to conduct a Post Implementation Performance
Review because individuals will show their innate potentialities regarding their work. Working
as a team is not that difficult as compared to working alone and individually. The ACBI
Company will be able to measure and monitor the performance of every individual employee.
The company will be able to understand their workers individually (Sykes and Venkatesh 2017).
The team will work together and if there is any problem then it will be divided among the team
members who will easily find the solution together. But when the team is disbanded every
individual will face new challenges which will help them to use their own ideas and knowledge.
The individuals will be able to fight with the challenges alone by which they can enhance their
knowledge and understanding. Post Implementation Performance Review helps any team to
understand the situation and to develop their skills and performance (Hsu, Yen and Chung 2015).
The objective of Post Implementation Performance Review is to see whether the project has met
with the aims or not. It helps the team as well as individual employee to enhance their skills and
performance. Once the Post implementation Performance Review is done the team or the
individual worker get to know about their strength and weaknesses which they try to improve for
better performance in future.
Report
While conducting the ACBI Company’s project regarding the VET classrooms and Advanced
Diploma ERP course team moral has not being harmed. The project was initiated in a legitimate
way and by following proper ethical code of conduct. A simple misunderstanding occurred
among a team during the project. The cause was that one worker was not doing the accurate job
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since he did not understand the task. Later all the seniors organized a meeting in which the
problem was solve with the team. Throughout the project the team leaders constantly motivated
the employees by encouraging them to work. Later all the employees were rewarded with some
extra bonus. During the project there was no scarcity off human resource.
Explaining the difference between inter-project and intra-project resource
conflict
Inter-project conflicts ae the conflict which arises between two groups of the company whereas
intra project conflict is a conflict which arises in between employees within the same group.
Hence the sense of such conflict can arise due to different reasons and the examples of them are
as follows:
Intra project Conflicts: Intra group conflicts are there within one group of people and this can
happen due to a communication gap, a difference of opinions and disagreements. All of these are
a basic example of a situation that may arise with a project team causing conflict. These
conflicts may occur when the project team is no communicating ideas very well and there is a
lack of coordination in between the project team members (Purce, 2014). Talking to employee
within the team will help identification of low morale between them. Talking to them will help in
knowing there problem effectively and solve them through efficiency.
Inter-project conflicts: Inter-project conflicts are a conflict arising between two different
project teams and this happened due to a situation like Competition, biased perception and in the
case where one team believe they are superior. All of the Stetsons are examples which can arise
within the project and can be caused by low informational flow between the two teams. Walking
in the workforce environment will help identifying the low morale of different groups through
observation which will help ion better conflict management of the organization.
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References
Allen, K.M., Deere and Co, 2017. High-speed snap ring and snap ring retention method. U.S.
Patent 9,714,681.
Armstrong, M. and Taylor, S., 2014. Armstrong's handbook of human resource management
practice. Kogan Page Publishers.
Baum, T. ed., 2016. Human resource issues in international tourism. Elsevier.
Bratton, J. and Gold, J., 2017. Human resource management: theory and practice. Palgrave.
Cascio, W.F., 2015. Managing human resources. McGraw-Hill.
Hsu, P.F., Yen, H.R. and Chung, J.C., 2015. Assessing ERP post-implementation success at the
individual level: Revisiting the role of service quality. Information & Management, 52(8),
pp.925-942.
Noe, R.A., Hollenbeck, J.R., Gerhart, B. and Wright, P.M., 2017. Human resource management:
Gaining a competitive advantage. New York, NY: McGraw-Hill Education.
Purce, J., 2014. The impact of corporate strategy on human resource management. New
Perspectives on Human Resource Management (Routledge Revivals), 67.
Ren, Y., Suganthan, P.N. and Srikanth, N., 2015. Ensemble methods for wind and solar power
forecasting—A state-of-the-art review. Renewable and Sustainable Energy Reviews, 50, pp.82-
91.
Spetz, J., Cimiotti, J.P. and Brunell, M.L., 2016. Improving collection and use of
interprofessional health workforce data: Progress and peril. Nursing outlook, 64(4), pp.377-384.
Sykes, T.A. and Venkatesh, V., 2017. Explaining post-implementation employee system use and
job performance: Impacts of the content and source of social network ties. MIS quarterly, 41(3).
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