Analyzing HRM Activities and Leadership in Project Management

This case study provides an analysis of human resource management (HRM) activities and leadership behaviors within the context of the construction industry, focusing on the changing patterns of human management. It emphasizes the importance of people as the most significant part of a successful project and defines human resource management as the processes needed for coordinating project human resources, including planning, staff acquisition, orientation, assigning, and releasing staff. The study highlights the creation and expansion of a human resource plan, defining the project team structure, and the acquisition of staff, including determining and activating sourcing and evaluating the selection of people. Furthermore, it discusses staff performance measurement, involving setting team objectives, assessing performance, developing a team charter, and team management. The analysis also delves into leadership behaviors, emphasizing their essential role in project management and the importance of influencing others to achieve required results. The conclusion underscores the need for a well-prepared human resource plan, careful staff selection, and effective leadership to ensure project success and sustainability in the construction industry, recommending that project teams have a well-prepared structure, training on specific skills, and specific skills hired at different stages.

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Analysis of human resource activities and leadership behaviours on changing patterns
of human management in a construction industry.
1.0 Introduction.
It is clear that people are the most significant part of a successful project. Human
resource management can be defined as the processes needed in the coordination of project
human resource, for instance, planning, acquisition of staff, orientation, assigning and
releasing of the staff at the end of the project. This work is prepared by analysing the case
study on human resource management activities and their leadership behaviours in changing
patterns of human management in construction.
Nankervis, et al. (2016 p.3) despite of the emphasis on a particular human resource in
an industry, the human resource is the major ingredient of a successful organization. The
management of the project human resource has a key impact on the success or the failure of
the project. The processes of human resource are being strongly influenced by the procedures
and the policies of human resource of an enterprise ongoing. Such as delegating, leading,
team building, motivating, recruiting, training or appraisal among many more. Such
knowledge is what is required in managing and leading people in the environment of the
project. The discussed points bellow through the analysis of the case study on the changing
patterns of human management in construction.
2.0 Human resource development plan.
To ensure the sustainability of this project, it is important to categorize skills that are
helpful in matching the requirements of the resource to specific individuals in the developing
human resource plan in this case. Markoulli, et al. (2017 p. 16) planning the human resource
for the project, are critiques which are substantial for high performance work system. it is
important to know the required number of staff, the assumptions and the information costing,

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when the staff are required and the time they will take, if there are any special skills different
from those in the individual categories and there needed proficiency level. The requirement
of the training needed for the project, the material required, the office and finally, the team
building plans. The plan of human resource supports the planning of staff, acquisition of
staff, resource allocation to the staff and supervision of specific training activities of the
project. As the project managers, the responsibility of managing the entire human resource
plan summary created for the project are under my control.
2.1 Human resource plan creation.
In the creation of the human resource plan, it is important that we review the
definition of this project, the breakdown of the organization structure as well as the
technicality of the environmental plan so that we are able to have a clear understanding of the
situation for which we will create the human resource plan. We also need to review the
documents of the project on the procedures for recruitment of staff and their responsibility so
that we are able to determine the category of human resource to be employed in this project.
We should focus our estimates on the productive work of the project and this should not
count to overheads and our utilization factor should be kept consistent with availability. We
should also be determined about the place our resources should be sourced either internal or
external. We also need to develop activities of team building and already in consideration
while planning, and develop a list of those seems critical for instance, provision of effective
communication. Gutierrez-Gutierrez, Barrales-Molina, and Kaynak (2018 p.9) a strategic
focus of human resource management that consist of unique and HR valuable practices can
enhance organizational performance.
2.2 Human resource plan expansion.

HPM ACTIVITIES AND LEADERSHIP BEHAVIOUS IN PROJECT MANAGEMENT.4
Exposition of human resource plan is required, however, there is expansion in the
schedule, especially during the start and the end of every phase. Reviewing the project
schedule to be able to determine the kinds of changes that will occur in the category of
human resource definition, the required number of resource in each category, the overall
efforts, the duration, and the specific dates. Determining the effects of such changes on the
resources needed in every human resource category, then recalculate the resource required
and made updates on the human resource plan. Reviewing the activities of the team building
and determine those areas that require expansion with new team building activities or more
details. Activates such as scheduling, coordination and implementation, team building
exercises, communication career, training, and specific activities on the business area should
all the documented.
2.3 Definition of the project team structure.
This defines the responsibilities, the roles and the relationship of the individuals
managing and working as the project team. Building an appropriate team structure, it will
help optimize on the efforts of the team and the project success. Kerzner and Kerzner, (2017
p.105) the project structure keeps the activities of the project on a schedule. The team
structure needs to meet the project requirements, developed in conjunction with the team
objectives, for instance, whether the team is developed to explore alternatives and
possibilities. To ensure sustainability in our construction development project, a structure of
the team is needed in order to make all project team know their roles and the reporting
relationships. Reviewing the definition of the project to have a clear understanding of the
objectives of the project, and the review of the organizational structure breakdown and the
breakdown of the work structure.
3.0 Acquisition of staff.

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In the acquisition of the staff, identifying the potential sources of the staff, a definition
of the activities and skills which can be used by the resource manager and the recruiters in
order to have competent staff from a competent and well-known organization and finally,
selecting the staff required for the project. Kerzner and Kerzner (2017 p. 6) to ensure that we
achieve success at the end of this project, obtaining the right people, with the required skills,
that will be available when they are needed, for that duration or period, without forgetting the
cost.
3.1 Determine and activate sourcing.
Focusing on the information like human resource category, the needed of staff in
terms of the number, their specific skills, the cost and when they are needed. Multiple sources
in selecting our project may be required.
3.2 Evaluate the selection of people.
Reviewing the documents of the project or the guidelines of the business area regarding the
recruitment process and the staffing. Also reviewing the staff requisition in order to
understand the requirements for every category of human resource. In obtaining the staff,
comparing the resume with the requisition staffing to determine the suitable candidates to be
selected. The selectin of recruitment procedures have and changed and Ideas have emerged
over the course of time, Quinn, (2014 p.12) The interviews team should be identified, and the
questions asked should be formulated. The selection should be based on the level of skills,
previous experience, individual interests, individual characteristics, cost, and availability.
4.0 Staff performance measurement.
This stage involves setting the objectives of the team, assessing the performance of
the team and enhancing the team performance and the individual.

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Time automation and attendance is a way of keeping track of how employees show
their potentials, JILLO, (2016 p.5)
4.1 Set objectives for the team.
Each individual in the project and the whole project team need to have objectives to
achieve at the end, decides the normal day to day activities or assigned task. Sampietro, (2017
p. 4) if the organization is measuring the performance of the team by considering the
achievement of the project, the project team might not grow global vision. Therefore, there
should be a balance between the conflicting individual interests to ensure success. The
objects should be measurable, achievable, realistic, time-bound and specific and they should
cover the satisfaction of the client, quality, efficiency and productivity, achievement of
milestone and teamwork.
4.2 Performance assessment.
According to Viswesvaran, and Ones, (2017 p.355) setting goals and growing the
capabilities of employees is significant to reach the set goals. Analysis of the team member's
report on personal status in order to have a clear picture of their overall performance on our
project by looking at the actual report against the reported. Identifying trends and reviewing
the causes, time consistency of the team members among many factors.
4.3 Developing a team charter.
According to Sverdrup, T.E. and Schei, V., (2015 p 453) a team charter is a document
that defines the team purpose, outcome expected as well as how the team will work together
to achieve results. Each individual should accept this rules the team membership conditions.
Each member should have expectations for the successful completion of this project and
encouraging the higher performing team environment by having a sense of purpose, mutual

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respect and trust, effective procures of working, differences building and adaptability and
flexibility.
4.4 Develop the team management.
This process requires the team integration, having an overall view of the project and
how it will fit in the project plan, coordination of all team efforts with other units of the
organization project, developing of the communication channels for the team, established
team leadership, building a supportive atmosphere for the project team, decision making
should be on a timely basis and tactics for solving conflicts. This will aid in ensuring
sustainability in our construction project.
5.0 Analysis of the leadership behaviours in this project.
Leadership is the most essential and important factor in ensuring good management of
the project. It is important to influence others so that they are able to achieve the required
results. Lipsanen, P., 2017 p.23) the managerial competences tackles the main leadership
behaviours such as empowering, communication engagement, developing among many more.
The leaders always are the one guiding the behaviours of the project team by setting the
directions, visions, and processes that are key. This simply means that our project success
will depend on the influence that our leaders have. Leaders are required to lead but not to
manage. Recognizing the desires for the special skills that our leaders have and employing
them in our project will help in assuring success. A good leader is required to execute their
roles not by being great by fostering innovation, and achievement of long-term organizational
goals.
According to Lipsanen, (2017 p.25) empowering is key to virtual team. it is important
to have leadership skills in the managing our project such as seeing opportunities and
exploring them, seeing a better and a different future, they always know that they cannot do it

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alone, a good leader is a coach, is an encourager, good leaders are coordinators, they motivate
and inspire their team, they value results, they listen, communicate, learn, and they are
willing to involve in risk-taking among many more skills or behaviours. By having this
present in leaders, execution of the project goal and achieve results at the end is guaranteed.
6.0 Conclusion.
In ensuring sustainability in the construction industry, it is important to develop a plan
for human resource, with will guide in determining the workforce needed in this project and
different categories skills. Selection or acquisition of the project staff should be done with
care considering all requires like cost, time, from the right source competency and all other
necessary factors. Also, our leaders should involve in ensuring there is performance, to
maintain the group and also in decision making among other behaviours.
Recommendations
I can recommend that for any project to be successful, the project team must have a
well prepared structure that will guide them towards achieving the target, the human resource
should also train the project team on specific skills required, and hire specific skills at
different stages of the project, experts with experience and skills to carry out the project
according to the requirements should be hired and finally, leaders or the managers should
always lead by example in order to offer motivation to the project team.

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