Final Team Report: HR Project Management and Strategic Planning

This report details a comprehensive HR project management plan aimed at strategically positioning a business within its market. The project's initial phase emphasizes strategic planning, including team selection, guiding principles, and the formulation of strategic objectives essential for achieving business goals. The report highlights the significance of a project charter in ensuring team alignment with project importance and objectives. It addresses the crucial role of management in employee retention, focusing on communication strategies to overcome challenges. A detailed communication plan is developed to facilitate effective information exchange throughout the project lifecycle. Key aspects such as workforce building, competitor analysis, and team member strengths are identified as critical success factors. The report also covers project management practices, including scope, resource, and risk management, alongside budget considerations. It emphasizes the importance of behavioral approaches within the team and concludes with a critical analysis to minimize potential risks and ensure successful implementation of the HR project. Finally, it includes activities before closeout and the power of lessons learned.

Running head : HR PROJECT MANAGEMENT FINAL TEAM REPORT
Name of the Student:
Name of the University:
Author Note:

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Executive Summary:
The purpose of this paper was to plan a successful HR project to position the business
organization at an established place in the market. The first part of the assignment highlighted
the strategic planning such as selection of project team, guiding principles, and strategic
objectives is required to meet the goal of business. To sustain the business, project charter is
required in a project helps the project team to understand what the importance of the project to
the business. Management power plays a crucial role in retaining employees. During the project
the management has faced many issues and potential one is face to face communication.
Therefore, a communication plan has been developed to solve the issues regarding
communication.Communication will not be limited to a particular time in the project and
different types of communication would be given. The essential direction force was identified
including potential workforce building, strength of the competitors and excellent project team
members. HR team will establish the goals and objective to manage the project well. The
professional practice of project management was done, which included scope management,
resource management, budgeting and risk management. The behavioral approach of the team
members was also required for developing a professional HR project including the cash flow.
Once the planning of the HR project was done, critical analysis was required for finalizing the
HR project. Critical analysis of HR project is required to minimize any risk or eliminate any
possibility of risk for successful implementation. The direction, management and sustainment of
HR project was taken up to eliminate any risk associated with implementation of strategy.
Finally, the project manager had to perform the necessary action before closing the project
mentioned as final assessment.

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Table of Contents
Introduction......................................................................................................................................3
Discussion........................................................................................................................................4
Five steps of strategic planning...................................................................................................4
The need for a project charter......................................................................................................6
Management Powers....................................................................................................................7
Issues Circumnavigating Project Management...........................................................................8
Management Challenges in Dealing with Virtual Teams..........................................................10
Communication plan..................................................................................................................10
Planning consideration for HR project:.....................................................................................12
Define and discuss scope and scheduling..................................................................................12
Schedule:....................................................................................................................................12
Review the behavioral abilities associated with project resourcing..........................................15
Budget details associated to the project.....................................................................................16
Different ways use by the project manager to identify possible project risks...............................18
Finalizing the HR project...........................................................................................................18
Strategies for successful HR project:.............................................................................................19
Strategies to Resolve Risks in the Project Control....................................................................20
Activities before Closeout.........................................................................................................21
The Power of Lessons Learned..................................................................................................22

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Conclusion.....................................................................................................................................23

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Introduction
Human resources are the main pillar of the organizations which manage all segments of
the organization to provide a shape of to the organization by retaining employees. Renard (2017)
suggested that in the recent era, the organizations' sustainability strongly depends on the strategic
approaches of the human resources that are valuable as any other pillars of the organizations.
Accumulated evidence showed that human has immense ability to impact on the development of
societies and organization. Therefore, the essentiality of the human resources performance in
developing countries is highlighted in every literature. The main function of the human
resources is the management of payroll administrations such as recruitment of the employees,
providing training to the employees, monitoring the workforce of the employees, ensuring the
payment of the employee, communicates with the administration to provide the update of the
employees. Besides, ensuring the safety and wellbeing of the employees along with healthy
workplace environment for employees is also job of the human resources.One such strategy is
centralized human resource management to manage the entire workflow of the organization. The
purpose of the paper is to provide a direction of the changes for a more centralized model of
delivering HR services. The goal of the centralized human resources department is to streamline
all functions and activities of the department within a complex system. The essential aspect of
this type of model is because of the centralized nature; all layers of employment can reach to the
human resources when it is required. Researchers suggested that one of the highlighted benefits
of the system is that it improves the therapeutic communication between employees as well as
employer and employees which further will strengthen the organizations. Apart from the
communications, centralized human resources also ensure that every employee in the
organization should work to achieve the same goal of the company (Turner, 2016). Apart from
management, another crucial feature of the centralized human resources is leadership practices to

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ensure that every employee should be motivated enough to work towards the common goal and
to motivate them, specific financial and non-financial incentives are required to give. Therefore,
apart from the employers, the power distribution of the human resources as well as leadership
practices of the human resources also have the contribution of reflected the revenue of the
organization. The organization is required to rely on innovative leadership styles such as
transformational or servant leadership to engage every employee. In the previous era, human
resources management followed autocratic and transactional leadership which push every
employee towards the goal of the company. To form more centralized human resource
management, unique vision and mission statement is required to form which will reflect the
ultimate goal of the organization and attract more consumers as well as engage the loyal
customers. Another unique feature of centralized human resources is the use of information
technology. With developments in information technology, the area of human resources has
seen an increase in automation. To provide new direction to the changes for a more centralized
model of delivering HR services, the organization has to increase the use of information
technology to develop a communication system. This paper will provide a summary of the
previous assignments along with a report overview in the following paragraphs.
Discussion
Five steps of strategic planning
This part of the assignment provides a concise idea about the different strategies to reach
business goals. The first assignment highlighted that 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

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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.
The needs regarding the future project team are always anticipated in a company through
the Project Management (PM). 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

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the same mistakes. 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
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).
The need for a project charter
Using a project charter in a project helps 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

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project charter. The main aim for the existence of a charter is to set out precisely what the project
will achieve(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).
Therefore,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
company strategy should be a priority the human resource manager should keep in mind to
enable efficiency and effectiveness in work.
Management Powers
As discussed before the management power plays a crucial role in retaining employees.
Particularly, I prefer the reward power and the referent power to the other forms of power.
Current, most employees are learned and respond to every operation on the firm. The analogy of
brutality and coercion is currently outdated. Most importantly, human resources demand
compensation against their work.
Apart from motivation, rewards have proven to be more essential in promoting good
characters among the employees. Additionally, rewards promote joy among the workers as they
develop a feeling of pride and achievement. Rewards are essential in developing self-esteem

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among the workers who through success and pride are lured towards achieving hire successful
results. Rewards have also proven to have a significant effect on the completion of tasks
assigned. Due to the sense of competition against the task assigned among the employees, most
of the assignments are likely to be completed easily without supervision. Finally, rewards can be
categorized at various levels to promote the improvement of results in the workplace (Renard,
2017).Therefore, the reward power is essential for my project at hand.
As often referred to as the cult of personality, the referent power is significant for my
project. The referent power refers to the ability for one to lured, attract and create loyalty with
the employees (Prescott, 2015). In this case, the leader creates a form of respect to the employee
which is very significant in human resource management particularly in the current generation
(Abudi, 2019). The employees are likely to respect a leader who has a good truck of record as a
result of success. The referent power is significant in my project because I can handle it
accordingly by promoting the best values towards the employees. Furthermore, employees feel
motivated to give their best performance when the leader exercises humility and morality.
Issues Circumnavigating Project Management
Apart from the powers available to the managers, this report looks at the four critical
issues that circumnavigate the management of projects (Sharma, Suryanarayana and
Samarthyam, 2015). Firstly, poorly defined goals predispose problems in project management.
The managers usually fail to acknowledge exactly their expectations from a particular project.
Ones the goals and objectives of the project are not clearly defined then it's automatic that the
project is doomed to fail. All businesses are likely to suffer provided that clarity and forethought
before initiation are missing. This problem can be solved through organization of kickoff

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meeting and the use of planning software's prior to the starting of a project t to ensure that the
goals and objectives are clearly defined.
Secondly, most managers tend to set unrealistic deadlines for the achievement of the
predetermined goals and objectives. Usually, the managers present unrealistic expectations to the
clients and stakeholders which render the projects to a huge fall. A flip in the timelines of the
various projects has been realized as a result of unrealistic initial deadline. Currently, the
business environment is highly competitive making the managers set either unachievable or
unrealistic goals that make them struggle in the desperate attempt of fitting the project into the
already drawn boundaries rather than having focused on the project requirements in the initial
stages of the project (Kerzner and Kerzner, 2017). In order to bring then fundamental crisis to an
end, the managers have to take care of project deadlines using alternative analysis, effective
planning and effective communication between the real project participants and the critical
decision makers of the project.
Thirdly, the scope creep is a critical issue in project management. Usually, most projects
start awesomely but with time pick another shape. Such issues come as a result of expanding
then project outside the initial strategy. As a result, the project ends up placing the managers and
other participants in a critical situation that ultimately leads to project failure. The ultimate
solution to such a fundamental problem is to determine project goals and objectives through a
systematic planning process, and acknowledgement of the customer needs and wants.
Finally, insufficient skills among the team members have proven to be a critical issue in
project management (Niazi et al., 2016). Usually, most managers assign tasks to the team
members according to their availability rather than expertise. Failure to adequately train the
members of the project followed by improper allocation of the tasks predisposes the project to a

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risky spot. Usually, most projects are critical and require high levels of skills and knowledge.
Therefore, it's upon the manager to identify the areas in which the team members require
intensive training. Such a problem can be solved by documenting all the skills and knowledge
needed to complete the task followed by exhaustive analysis of the weaknesses and strengths of
the team members (ProofHub, 2018. After that, the manager can then initiate a training and
development program to enhance the skills and knowledge gaps presented by the team members.
Management Challenges in Dealing with Virtual Teams
Managers face huge problems when dealing with virtual teams. Often, poor
communication is the most presented challenge. The team members often lack informal face to
face communication which is a hindrance to innovation, decision making and effectiveness
(Eztalks, 2018). Managers should, therefore, enhance communication through creating smaller
interdependent tasks and the development of partnerships that provide the members with the
goals to be achieved together. Virtual team members are unable to develop a working friendship
with each other due to their inability to see how their work and the project fit as a whole, and as a
result, they get demoralized. Therefore, leaders should initiate programs that enhance frequent
social interactions among members like instant messaging platforms.
Diverse multicultural teams present cultural differences to the achievement of the
organizational goals and objectives. Virtual teams are made up of different people from different
cultural groups with conflicting customs, values and work habits. To minimize such conflicts, the
managers have to make sure a new working culture is initiated and agreed upon by all members
for the achievement of organizational goals and objectives.