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