Project Human Resources Management: Improving Team Performance

This assignment delves into the multifaceted aspects of managing human resources within a project context. It identifies and explains various human resource management methods, techniques, and tools, including HRMS, recruiting software, employee engagement tools, and job analysis. Strategies for managing project human resources in different scenarios, such as determining resource requirements, assigning responsibilities, addressing skills gaps, overcoming performance shortfalls, motivating teams, and resolving conflicts, are explored. The assignment also identifies key factors for measuring individual performance, explains root cause analysis, and outlines techniques for managing and improving individual performance, such as personal development plans and KPIs. Furthermore, it details strategies for staff learning and development, including on-the-job training and coaching, along with procedures for conflict resolution. The practical application involves website redesigning, human resource allocation for each task, and the creation of documents detailing roles, responsibilities, and skills required for project roles, including project manager, social media executive, and programmers. The document also includes a sample organization chart and timesheet, identification of training needs, performance monitoring actions, internal and external influences on team performance, and actions for disbanding the team, culminating in a report on the project's outcome and areas for improvement, offering a comprehensive guide to effective project human resources management. Desklib provides solved assignments and past papers for students.

MANAGE PROJECT
HUMAN RESOURCES

TABLE OF CONTENTS
TASK 1............................................................................................................................................4
1. Identifying four human resource management methods, techniques and tools....................4
2. Identifying and explaining strategies that could be used to manage project human
resources in following situations-................................................................................................4
3. Identifying three factors that should be considered when measuring individuals’
performance against agreed criteria.............................................................................................5
4. Explaining Root cause analysis............................................................................................5
5. Identifying two techniques for managing and improving individuals’ performance...........5
6. Explain two strategies for learning and development of staff..............................................6
7. Explaining the procedure to solve conflict among staff.......................................................6
8. Explaining the following techniques for managing and improving performance................6
TASK 2............................................................................................................................................8
PART A.......................................................................................................................................8
2...................................................................................................................................................8
3. document detailing each human resource :..............................................................................9
4. organization chart..................................................................................................................12
5. Time sheet document.............................................................................................................12
6. identification of one individual in the project who will require additional training and
development...............................................................................................................................13
PART B- MANAGING HUMAN RESOURCES........................................................................14
1. Training needs analysis..........................................................................................................14
2.................................................................................................................................................14
3. action taken to monitor performance:....................................................................................14
4. Internal and external influences which can affect team performance...................................15
PART C.........................................................................................................................................15
1. Actions that should be taken to disband the team..................................................................15

2. Report on the outcome of the project and areas that need improvement for the next project
...................................................................................................................................................15
REFERENCES..............................................................................................................................17

TASK 1
1. Identifying four human resource management methods, techniques and tools.
 Human Resource Management System (HRMS) – HR departments have quite a lot of
information and data like employee profiles, attendance records, schedules, etc. to
store, track and input. The most commonly used method to organise this data and
information is using the comprehensive Human Resource Information System (HRIS)
or HRMS.
 Recruiting software – This software helps the HR to streamline the hiring process. It
helps to post job ads, sort applications and accept the potential ones, manage
candidates, etc. As it is an automated process, it is more efficient as it can complete
various tasks in a short period of time and even simultaneously(Gambi and et.al., 2022).
It also saves the time and hassle to manage and track everything manually so that the
saved time can be utilised in other productive tasks.
 Employee Engagement Tools – certain tech tools can be used to monitor the
employees’ engagement and the organisation’s culture which can help in giving a better
insight of the needs of the employees.
 Job analysis – One of the most important HRM techniques and methods to manage a
job is job analysis in which all the information about a specific job are studied like
roles, skill requirements, responsibilities, etc. to determine its activities and its relative
importance to other jobs, the qualifications needed to perform the job and the working
conditions and environment in which the job is to be performed.
2. Identifying and explaining strategies that could be used to manage project human resources
in following situations-
a. Determining resource requirements – The project brief should be clearly understood to
know what work is to be done and what resources it requires.
b. Assigning responsibilities – The responsibilities should be assigned to the people who
have the required skills for the specific job.

c. Addressing a skills gap through learning and development – The strategy that could be
followed to address skill gap through learning and development is by Coaching or
Mentoring.
d. Overcoming shortfalls in performance – A 360 degree performance appraisal can be used
to understand and overcome the shortfalls in performance
e. Motivating the team – The team can be motivated by giving incentives and rewards as
monetory gains or recognition as non-monetory gain.
f. Conflict resolution – The conflicts can be resolved by collaborating strategy where a
party agrees to mutually agreeable solution to resolve the problem.
3. Identifying three factors that should be considered when measuring individuals’
performance against agreed criteria
The factors that should be considered when measuring performance against agreed criteria
are – the predetermined standards for the performance; the actual performance of the
individual and the variations in the actual performance as compared to the set standards,
which can either be favourable variance when the actual performance is better than the
standards or unfavourable variance when the actual performance is not up to the mark as
set standards.
4. Explaining Root cause analysis
Root cause analysis (RCA) is a systematic process that involves a wide range of tools,
techniques and approaches, which are often used to discover the underlying root causes
which are the core issues of problems and identify why the problem aroused at the first
place(Kumari and et.al., 2020). This technique also helps to identify the most effective
solution and an appropriate approach for responding to the problems.
5. Identifying two techniques for managing and improving individuals’ performance.
 Personal Development Plans – A PDP reflects on an employee’s performance and
identifies the areas that need improvement. It is an action plan that also set goals
and targets for future performance and identifies the actions that will help in
employee’s growth and development and achievement of their goals.

 Key Performance Indicators – The KPIs in terms of quantifiable measures set for
individual performance can be used to analyse and gauge an employee’s actual
performance against that of the set target or objective(Al Dakheel and et.al.,
2020). Deviations, if any can be used to identify the areas the employee needs
development in.
6. Explain two strategies for learning and development of staff.
 On-the-job training – Learning and development of staff can be enhanced by
providing them on-the-job training that is planned, organised and executed at the
employee’s or trainee’s worksite where they can get a hands-on experience and
practical knowledge and idea about the job while performing it in the actual work
environment.
 Coaching – The skills of the employees can be polished through coaching, where a
senior staff works one-on-one with the employees that are less experienced and
need training(Bozer and Jones, 2018). It can be considered as a modern tool of
managing the learning and development of staff to increase the efficiency of the
employees and competitiveness of the business.
7. Explaining the procedure to solve conflict among staff.
The conflicts among the staff can be resolved by openly communicating with all the
employees involved and clarify the issue by actively listening to them and bringing all the
involved parties together to talk and review various available options and come up with a
solution that benefits everyone. The conflict should be resolved by giving a Win-Win
solution for all the involved parties and the conflict should be continuously monitored
and followed up to ensure that it does not arise again.
8. Explaining the following techniques for managing and improving performance.
a. Performance reviews – A formal assessment done by a manager in which an employee’s
performance is evaluated along with identifying his strengths and weaknesses and providing
feedbacks and goals for future performance is called performance review or performance
appraisal. By effectively analysing the employees’ performance and their areas of needs can

help the manager to provide training to the employees in the required areas to overcome their
weaknesses and improve their efficiency(Selvarajan, Singh and Solansky, 2018). Thus, it
helps in effectively managing and improving their performance.
b. Suggestion boxes – Suggestion boxes can help the employees to submit their comments,
complaints, suggestions or ideas anonymously if they want, this improves communication
between the employees and management where employees are motivated to enhance their
creative thinking and provide innovative problem solving solutions and ideas. As they do not
have to fear about embarrassment, they are encouraged to provide creative suggestions. This
ultimately boosts their performance.

TASK 2
PART A
2.
A website redesigning is a high level overhaul that includes changing elements such as
structure, code, visuals, design of current website in order to serve people in a better way
(Verma, Sardana and Lal, 2020). With the help of website redesigning people can easily boost
revenue and improve experience of users.
For the current case study, task in the project which is required includes :
Breaking down each task
Uncover the skills gaps- talking about this stage it is essential to uncover the skills gaps
among team members so that proper action can be taken. This needs creation of planning with
the help of project team and determination of project team helps to execute the project plan.
Examining how team members are using skills.- After that it is essential to examine
how team members in the project team are using there skills at execution stage. At this stage it
is essential to verify the requirement of user and how team members is able to design the
project.
Testing and security- in this phase website designer in the project team needs to test the
details related to website and make sure about the security.
SEO- this is the most important stage in the project as it is the process of improving the
website so that search engines such as google are more likely to outline the business details in
users search results. Nowadays, companies are using this for brand recognition.
Content creation- with the help of this process website developer can generate new topic
ideas which helps to attract more audience.
Social media marketing- as nowadays people are spending more time on social media
platform, website designer is using this opportunity in order to achieve branding goals.
Programming- with the help of programming the developer can easily find out a
instruction that will show the task performance on computer and also gives solutions of
problems.
Launching and continuous improvement- in this stage the developer is able to launch
the new features with the help of graphics, multimedia.

Human resources require for each task
 A Project manager is responsible for taking care of any skills gaps and identify the gaps
at the team level so that proper action can be taken
 A test manager is responsible for testing in the project team in order to find out how
teamwork affects the outcome of a project.
 A Content marketing analyst is responsible for implementation of content marketing
strategies and also do implementation of SEO.
 Content production director is responsible for the content creation in project team
 A responsible programmer such as web developer is responsible for the programming of
website in the project team
 A social media executive is responsible for hiring the right people as a social media
marketer and train them effectively so that they can have a wide variety of responsibility
in order to promote brand.
3. document detailing each human resource :
Job title: project manager Role :
 A project manager is the person who keep track on
project performance and oversee whether everything is
going good or not. On their daily basis the project
managers schedule meetings with team members for
cost and budget discussion.
Responsibilities:
 Regular review the project and provide solutions
 Create plans for the project which helps team members
 Communicate with team members and do estimation on
completion dates of project.
Skills required:
 leadership
 technical expertise
 risk management
 effective communication skills
Job title: social media Role:

executive
Social media executive is the person who assist with the
planning of marketing strategies in order to grow online sales
and engage customers.
Responsibilities:
 Develops innovative content for post on social media
 Creates creative content to promote brand focused
messages
 Training and supervising for team members.
Skills required
 creativity skills
 expertise in digital marketing
 communication skills
 making connection with people
Programmers Role: he is responsible for writing code and testing it for new
programs.
Responsibilities:
 secure programs against any kind of threats related to
cybersecurity
 rewrite programs
 finding out coding errors
 update existing programs
skills required:
 web development
 cloud computing
 data structuring

4. organization chart
5. Time sheet document
Time Total Time Total Time Total
Monday 09:00-12:00
13:00-14:00
4 14:30-16:30
17:00-18:00
3 13:00-15:00
15:30-17:00
3.5
Tuesday 09:00-10:30
11:00-12:30
3 12:00-15:00
16:00-17:00
4 14:00-15:30
16:30-18:00
3
Wednesday 09:30-11:00
11:30-13:30
3.5 13:30-15:30
16:30-18:00
3.5 12:30-14:00
15:00-16:30
3
Thursday 09:00-10:00
10:30-12:30
3.5 12:00-14:00
14:30-16:30
4 15:00-16:00
16:30-18:00
2.5
Friday 09:30-11:30
12:00-14:00
4 13:00-15:00
15:30-16:00
2.5 15:00-15:30
16:00-18:00
2.5
Saturday 09:00-12:00 3.5 12:00-13:00 3.5 13:00-15:00 3.5
Project manager
Social media
executive
Programmers and
SEO manager
Website developer
and tester

13:00-13:30 14:00-16:30 15:30-17:00
6. identification of one individual in the project who will require additional training and
development
Dianne who is responsible for social media and marketing work is the one individual
which has been selected for additional training and development. In order to provide training
and development session to Dianne, it is essential to give training on how to build engagement
with great content, it can be online and offline training. Provide training on some basics of
advertising and how to use digital techniques on social media. It is essential to include video
and picture uploading and also share information on social media marketing techniques. It is
essential to have excellent communication skills and creativity skills, as Dianne is not having
such skills and must need to focus on these skills, it is essential to stand apart from other
people in the project teams.
Organizational policies and procedures you would need to follow to implement the training.
Employee development policy would need to be followed here and training and development
sessions for staff member's policy can be applied (Mathieu and et.al., 2019). With the help of
policy and procedures, day to day operations can be completed by ensuring compliance with
regulations and rules. With the support of laws and policy, decision-making process can be
completed.
Assess training needs- this is the first and foremost step which needs to be followed to
implement the training. Training of Dianne needs may already be established in organization's
strategic and development plans.
Set organizational training objectives- after that setting goals and objectives is necessary
to bridge the gap between the current skills of Dianne and desired performance in the project
through the development of a training program.
Create action plan and implement it- creating action plan is the next step that will
involves content, materials and other elements of training sessions (Haugen and et.al., 2019). It
is essential to take feedback from Dianne so that level of understanding can be done. So,
Gather feedback to make adjustment well. After that evaluation of training must be done and
revising it

PART B- MANAGING HUMAN RESOURCES
1. Training needs analysis
Training
required
Organizati
onal need
solved?
Type of
training
Start date Due Learners Resources
needed
Cost £
Communi
cation
skills
Yes action
planning
self
assessmen
t
Online
training
15/06/22 15/07/22 Dianne Blogs and
you tube
tutorials
50
Testing
skills
Yes
brainstorm
ing
Offline
training
16/06/22 18/07/22 Craig Coders on
social
media
60
2.
As it has been found out that Craig is having performance issues and the team members
are ignoring him while doing work and refuse to provide any assistance, open communication
method and feedback method will be used in order to build relationship between staff members
(Lewis Jr, 2020). Plus, in order to build relationship and resolve conflict developing and
building teamwork among staff members is really important. Therefore, by doing so it can help
to develop the outcome of project in a positive way.
3. action taken to monitor performance:
In order to monitor and measure the team member's performance, Key performance
indicators will be used. Plus, using a monitoring software will be helpful after the setting of
goals and targets. It is also essential to ask feedback from staff members so that level of
understanding can know and what more improvement is needed for the achievement of goals.
It is also very necessary to analyse and reward and involve staff members in the decision-
making process so that it can motivate them towards work, and they feel valued.
Implementation of self monitoring tools such as activity logs and making of timetable and

checklists must be allowed so that it can increase the motivation and build the initiative to do
performance well.
4. Internal and external influences which can affect team performance
Company culture (internal )- if the culture of the company is not well maintained then
it can impact the team performance (Neaimeh and Andersen, 2020). So it is essential to focus
on open communication, building trust between employees and create a positive working place
for people. Leaders must have effective leadership skills and styles so that it can motivate
people towards goals.
Social and cultural aspects- as nowadays due to changing social and cultural trends, the
performance of team members can be impacted. The decision-making process of staff members
can be impacted which hinder their individual and group performance.
PART C
1. Actions that should be taken to disband the team
Once the project has been completed, outputs have been delivered and accepted by the desired
party, a proper team disbandment is necessary which should not be avoided as it may lead to
many issues in the future related to the employees in the team and their job clarity. Program
management offices, if set up should held and centrally monitor a proper team
disbandment(Cheng, 2022). Many times, team automatically get disbanded at the end of the
project, but is should also be done formally as it gives time to the employees to prepare for their
transition to the new projects. and the individual performance of the team members should be
reviewed and appropriate rewards should be given to the deserving ones. Proper notes should be
maintained to know about the lessons learned from the experiences of the team members that
could be useful in the future for.
2. Report on the outcome of the project and areas that need improvement for the next project
The project ‘Atrium Active Wear Website Redesign’ has been completed before the deadline
and no issues have been seen so far with the redesigned website. Also, the budget allotted has
been sufficient for the project and no extra funds for completion of the project have been
required which shows that it has been completed efficiently. Effective social media strategies
have been implemented to boost the traffic of the website and the digital content has been
designed in the form of text, photos, videos to make it more appealing. The services and

advices of creative professionals have been of great help and use to make a better website and
strategies. But, some issues with the team members and employees were seen during the
project as some had difficulty with programming, some were not efficient in marketing but the
major skill that the members had an issue with was designing. But all these were tried to be
enhanced in the employees by providing required training and mentoring for making the team
effective and efficient as a whole and not depend only a few members to complete the specific
tasks. Team work and coordination was also a very big barrier in their efficiency at the
beginning, which was tried to be removed but could not be completely resolved. Hence, the
areas that need improvement for the next projects are majorly teamwork, coordination and
establishing a sense of respect among the team members for each other.

REFERENCES
Books and Journals
Al Dakheel, J. and et.al., 2020. Smart buildings features and key performance indicators: A
review. Sustainable Cities and Society. 61. p.102328.
Bozer, G. and Jones, R. J., 2018. Understanding the factors that determine workplace coaching
effectiveness: A systematic literature review. European Journal of Work and Organizational
Psychology. 27(3). pp.342-361.
Cheng, X., 2022. The Chinese advisory groups in the first Indochina War: their formation, evolution,
and disbandment. Cold War History. 22(2). pp.195-213.
Gambi, L. D. N. and et.al., 2022. The effects of HRM approach on quality management techniques and
performance. Total Quality Management & Business Excellence. 33(7-8). pp.833-861.
Haugen, T. and et.al., 2019. The training and development of elite sprint performance: an integration
of scientific and best practice literature. Sports medicine-open. 5(1). pp.1-16.
Kumari, P. and et.al., 2020. Root cause analysis of key process variable deviation for rare events in the
chemical process industry. Industrial & Engineering Chemistry Research. 59(23). pp.10987-
10999.
Lewis Jr, N. A., 2020. Open communication science: A primer on why and some recommendations
for how. Communication Methods and Measures, 14(2), pp.71-82.
Mathieu, J. E. and et.al., 2019. Embracing complexity: Reviewing the past decade of team
effectiveness research. Annual Review of Organizational Psychology and Organizational
Behavior, 6, pp.17-46.
Neaimeh, M. and Andersen, P. B., 2020. Mind the gap-open communication protocols for vehicle
grid integration. Energy Informatics. 3(1). pp.1-17.
Paais, M. and Pattiruhu, J. R., 2020. Effect of motivation, leadership, and organizational culture on
satisfaction and employee performance. The Journal of Asian Finance, Economics, and
Business. 7(8). pp.577-588.
Selvarajan, T. T., Singh, B. and Solansky, S., 2018. Performance appraisal fairness, leader member
exchange and motivation to improve performance: A study of US and Mexican
employees. Journal of Business Research. 85. pp.142-154.
Verma, A., Sardana, N. and Lal, S., 2020. Developer Recommendation for Stack Exchange Software
Engineering Q&A Website based on K-Means clustering and Developer Social Network
Metric. Procedia Computer Science. 167. pp.1665-1674.