HR Management of a Project Team - Project Management Report

This report delves into the crucial aspects of HR management within project teams, emphasizing the significance of strategic planning, team selection, and leadership styles. It outlines the five steps of strategic planning, including strategic analysis, guiding principles, strategic objectives, flow-down ob...Read More

Running head: HR Management of a Project Team 1
HR Management of a Project Team
(Author’s name)
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HR Management of a Project Team 2
Introduction
Creation of value and management of people in a company is what we refer to Human
resource management (HRM). The main function of the human resource includes the
management of payroll administrations which is a very sensitive sector because it requires
efficiency and effectiveness in strategy planning. Effective Human resource management does
consider the role of people in a company as a resource rather than cost. When a company is not
getting the expected performance from the HRM, it means they need to try out new ways and
strategies to bring efficiency to the company. Moreover, the company has to change the HR
department because new effective leadership styles always have a positive impact.
Five steps of Strategic Planning
There are five steps of strategic planning that ensure the business reaches its goal. The first
step includes a strategic analysis which the team leader I have to be sure of the project team am
selecting because they have to be experienced and skillful to handle the project. Secondly,
guiding principles which have the mission and the vision of the project, every HR department
has to have a mission and a vision which should be shared among the project team to enhance
togetherness in working (Martinelli, 2016). Thirdly, strategic objectives, this is the future of the
business, what the business want to achieve, as an HR leader I have to be focused to provide the
best objectives to achieve success. Fourthly, the flow down objectives, there should effective
communication among senior and junior employees. Lastly, the portfolio alignment. I will use
different strategies to achieve success, the mission is to work together to achieve the same course
and this will ensure easy control and attaining the goal of the project (Laaser, 2015). Literally
there are so many strategies we can use to reach the success but this five are the best we can
concentrate on to achieve the goal of our project.

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The needs regarding the future project team are always anticipated in a company through
the Project Management (PM). There are steps to be followed when planning and ensuring there
is a right direction for the project team in the business. The first step I would take as a project
team manager is to establish a team that is full of required skills according to the kind of project
that has to be done. A multi-skills team can really be helpful because they understand and have
experience in what is to be done therefore ensuring efficiency and effectiveness in business
(Gollenia, 2016). The HR in this step is to select the best people who fit the required project and
more so, hiring people who have the closest competencies to the business. The work of a project
manager, team project members, and the HR manager in such a step is to bring in ideas through
working together to accomplish the expected requirements the business needs to reach its goal
(Su, 2015).
Making mistakes in business creates losses and waste of resources, the project team that is
to be selected has to have multidisciplinary, creativity and moreover, interest in the displayed
project. This is the reason why experienced people have to be hired so that they may not repeat
the same mistakes. This allows the project team to be ready to carry on with different
assignments provided and the team is able to convey a lot of responsibilities such as time
management, profit objective. The project teams should have different leadership styles to enable
them to lead each other in various tasks in the business. Leadership in business is accompanied
by maturity, this does not necessarily mean that the age of the candidate will define their
maturity status but the capacity that the team has to lead a project (Kerzner, 2017).
The selected project team has to undergo training to be ready for the given assignment
given, the main key is time management. Every project is different, a manager can be successful
in one project and the next project can become unsuccessful, this is why training is demanded to

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ensure there is familiarity in the required goal of the business (Yang, 2015). Time to train people
is always hard to find because it may take months or even a year to ensure guys are ready to
work. However, training has to occur despite how experienced and competent a person may be, it
is hard to evaluate the performance of a person because of the project uniqueness and the
necessity of being up to date for each new project. Technology is also another factor to consider
because the selected members may have a problem to handle technical tools and skills, every
project uses different skills and strategy to make it successful so it is good to familiarize with
new technology and information systems (Brioso, 2015).
Lastly, the managing process is the important role the HR has to play to ensure the project
is achieved as planned. Management role includes animating, providing motivation to the project
team and communication is a role any Human resource manager should play to ensure the
objectives of the business are achieved. It is difficult to manage a team because it demands a lot
of time which includes monitoring the overall performance which is to be done regularly
(Bjegovic-Mikanovic, 2015). The team leader has to be careful because the project team has to
feel they are in an atmosphere that is conducive to work and produce success. A team manager
has to be motivating and full of different ideas to put them in action so as to make the project
team active in their work. The main key to concern for a leader is managing the project team
through conflict avoidance because it always has a direct effect on the general motivation and
can reduce the morale of workers (Ozguler, 2016). The team spirit and trust building should
strong among each other, so as to achieve the vision of the project in the business.
The need for a Project Charter
Every business has its own culture on how events are carried out, this allows a systematic
flow of procedures to enhance success in the business. Using a project charter in a project helps

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the project team to understand what the importance of the project to the business. Moreover, the
project team should firstly, understand why the project charter is an important document to the
project in hand and the reason it needs to be followed by every team in the business (Tesch,
2015).
A project charter is a reason why projects exist formally organizations, it is an important
document because it authorizes the work to take place and more so, appoints a project manager.
The project manager is now able to gain the mandate to do the work described when having a
project charter. The main aim for the existence of a charter is to set out precisely what the project
will achieve. It is good for the team to understand every detail about the project because the
charter provides all that because it can spell out the names of the sponsor, project manager and
the date the document was prepared (Clair et al, 2017). Moreover, the purpose of the business,
descriptions of how the project will be, the budget needed to sponsor the project, risks milestones
which is a very sensitive area in business, objectives of the business that every project team has
to follow and be ready to work towards them and the authority levels of a project manager are all
portrayed in a charter to enhance clarification of how events will be done. The project charter
acts as a guide to the whole organization giving out reasons to accomplish success to the current
project. The need for a charter is to allow the project team to get clear information in what they
are engaging in and how important the project is to the organization (Kloppenborg, T. J., &
Tesch, 2015).
Conclusion
The HR faces different problems which lead to poor management of projects, the selection,
training, and managing of the project. These roles need focus and experience to be able to have
the teams to work with the project manager to achieve the success of the project in hand. The

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company strategy should be a priority the human resource manager should keep in mind to
enable efficiency and effectiveness in work. It is good to have new HR management when there
is a problem so as to allow new strategies that will help the business to reach its vision.

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References
Kerzner, H., & Kerzner, H. R. (2017). Project management: a systems approach to planning,
scheduling, and controlling. John Wiley & Sons.
Kloppenborg, T. J., & Tesch, D. (2015). How executive sponsors influence project success. MIT
Sloan Management Review, 56(3), 27.
Brioso, X. (2015). Integrating ISO 21500 guidance on project management, lean construction,
and PMBOK. Procedia Engineering, 123, 76-84.
Martinelli, R. J., & Milosevic, D. Z. (2016). Project management toolbox: tools and techniques
for the practicing project manager. John Wiley & Sons.
Kerzner, H. (2018). Project management best practices: Achieving global excellence. John Wiley
& Sons.
Clair, J., & Milliman, J. (2017). Best environmental HRM practices in the US. In Greening
People (pp. 49-73). Routledge.
Ozguler, I. S. (2016). Increase the projects’ success rate through developing multi-cultural
project management process. Procedia-Social and Behavioral Sciences, 226, 236-242.
Terzic-Supic, Z., Bjegovic-Mikanovic, V., Vukovic, D., Santric-Milicevic, M., Marinkovic, J.,
Vasic, V., & Laaser, U. (2015). Training hospital managers for strategic planning and
management: a prospective study. BMC medical education, 15(1), 25.
Su, C. T., & Yang, T. M. (2015). Hoshin Kanri planning process in human resource
management: recruitment in a high-tech firm. Total Quality Management & Business
Excellence, 26(1-2), 140-156.

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Uhl, A., & Gollenia, L. A. (Eds.). (2016). Business transformation management methodology.
Routledge.