Organisational Behaviour and People Management: EWS Project HRM Plan

This report presents a comprehensive Project Human Resource (HRM) Plan for Ecological Wastewater Solutions (EWS), addressing key aspects of organizational behavior and people management. It begins with an organizational chart outlining the project team structure, followed by a detailed staffing and recruitment plan that emphasizes the importance of technology, job descriptions, advertisements, and interviews. The report then explores team building strategies, highlighting leadership, goal clarification, employee commitment, communication, and the establishment of organizational values. A staff management plan is also included, focusing on the application of the Belbin model, time management, and conflict resolution styles. The report concludes with a communications plan, detailing situational analysis, goal setting, and the selection of communication channels to facilitate effective information sharing within EWS. This plan aims to ensure efficient project management and employee engagement.

Running head: ORGANIZATION BEHAVIOUR AND PEOPLE MANAGEMENT
Organization behaviour and people management
Name of student
Name of University
Author note

1ORGANIZATION BEHAVIOUR AND PEOPLE MANAGEMENT
Table of Contents
Introduction................................................................................................................................3
A draft organisational chart for the project team.......................................................................3
A staffing/recruitment plan........................................................................................................4
A strong and effective recruitment plan includes following stages:..........................................4
A team building plan..................................................................................................................4
A staff management plan...........................................................................................................5
A communications plan..............................................................................................................7
An assessment plan....................................................................................................................7
An improvement plan.................................................................................................................8

2ORGANIZATION BEHAVIOUR AND PEOPLE MANAGEMENT
Introduction
The report is prepared to discuss about the behaviours of the organisation named
Ecological Wastewater Solutions Pty Ltd or EWS and at the same time, facilitate the
engagement of employees to work as an unit and in coordination to achieve the organisational
goals and objectives effectively. The assignment will demonstrate about the development of a
Project Human resource plan for managing the recruitment, selection, staffing process and
also assess the performance of teams to provide necessary development and training
programs for ensuring that the human resources are managed properly to accomplish the
business goals and objectives with convenience. The objectives of EWS are to facilitate the
organisational structure, manage supply chain sustainability and maintain legal procedures to
improve staffing process efficiently. The team building component and team management
components are to be demonstrated here for ensuring meeting the organisational goals
effectively (Ecowastewater.com.au 2019). The HRM plan will be developed here for
understanding the organisational chart, management recruitment, selection and team building
plan along with the inclusion of communication, assessment and improvement plan as well
(Ecowastewater.com.au 2019).

3ORGANIZATION BEHAVIOUR AND PEOPLE MANAGEMENT
A draft organisational chart for the project team
Considering the organisational structure, it represents the hierarchical structure that
consists of the core team and support team. The project manager is responsible for handling
the core team and support team to ensure management of systems and at the same time,
facilitate the management of human resources along with documentation and better security
to information sharing or exchange (Noe et al. 2017).
The core team includes requirement analyst, senior hardware engineer, administrator
of the system, system analyst and technical staffs too, who are mainly handed over with the
functions of controlling the systems and making sure to implement the right system with
proper approval by the Project specialist. The project specialist also manages functions
associated with the technical development and growth of employees and providing training
and development sessions to the software engineer, quality assurance engineer, database
engineer, technical support staffs, etc. They are responsible for managing the software
department and to design databases, furthermore keep data and information safe and secured

4ORGANIZATION BEHAVIOUR AND PEOPLE MANAGEMENT
(Knies and Leisink 2014). The information security manager is assigned with the role of
managing security of information so that it does not fall in wrong hands and any type of
unauthorised access is prevented to the utmost level possible.
A staffing/recruitment plan
The staffing or recruitment plan has been developed for the purpose of hiring
employees that constitute the workforce and ensure accomplishment of business goals and
attaining the desired business performance. The various stages followed to develop the
recruitment plan include identification of the job opening and vacant position and then
deciding how can that job vacancy be filled. After that, the targeted group should be
identified and making them acknowledgeable or informed about the job position, role, skills
and qualifications required to apply for the job post should be done at EWS. The staffing or
recruitment plan could make the staffing process much smoother, convenient and should be
considered as a guideline or rule for the applications while hiring (Tyson 2014). This would
also make the employers understand their roles and responsibilities, furthermore ensure that
the candidates that should be hired possess relevant skills, qualifications and knowledge to
carry out the job roles. The qualified and skilled candidates’ would be selected with the
development of a good recruitment plan in a timely manner as well as make sure to fill the
vacant job position much easily (Ecowastewater.com.au 2019).
A strong and effective recruitment plan includes following stages:
Use of technologies- The advancement of technology has led to automation procedures,
which can help in assessment of personal details present in the resume. Handling multiple
resumes at the same time can be a daunting task and thus the resume parser tool could be
used for extracting vital information from the resumes provided by the candidates,

5ORGANIZATION BEHAVIOUR AND PEOPLE MANAGEMENT
furthermore ensure lesser cost incurredwhile recruiting a candidate within the workplace of
EWS.
A good job description- Providing a good job description can be compelling when it consists
of required skills and qualifications along with the level of experience possessed by the
candidate for the concerned job post. A clear information should be provided for the job role
considering the organizational vision, mission and values and even the deadline for applying
must be presented (Armstrong and Taylor 2014).
Advertisements- The job role should be advertised on newspapers and job portals while the
use of social media platforms can further assist in engaging more candidates to take part in
the recruitment and selection processes.
Optimisation of company website- The optimisation of website should assist in placing the
job advertisement on the website, which can make candidates access the mobile friendly
website and apply for the job position at Ecological Wastewater Solutions Pty Ltd
(Ecowastewater.com.au 2019).
Interview process- The final stage is the interview, which enables conducting interview with
the candidate face-to-face after the analysis of qualifications and skills are done and
candidates have been shortlisted. Based on the interview results, the most suitable candidate
should be hired (Becker and Smidt 2015).
A team building plan
A team building plan at EWS should be developed according to the needs of the
organisation and project requirements. Themajor approaches and strategies associated with
the development of a team that can contribute to the project management approachare stated
below.

6ORGANIZATION BEHAVIOUR AND PEOPLE MANAGEMENT
Establishment of leadership- One of the most important aspect of team building is the
leadership skills possessed by the manager or leader of EWS. The manager must be
responsible for mentoring the employees provide necessary help and support for keeping the
team members motivated and encouraged (O'Meara and Petzall 2013). The leaders should
understand the needs for development, furthermore could focus on the arrangement of
training sessions required to improve their skills, knowledge and expertise.
Clarification of goals- The manager and leader must promote communication clarity,
furthermore keep employees engaged and clarify the goals and objectives to be achieved.
This could help in better clarification and understanding of shared goals, furthermore remain
inclined to the overall purpose of the organisation through consistent communication at EWS
to progress towards a common goal or objective (Jeske and Shultz 2016).
Commitment from the team members- The commitment of each and every employee is
essential, which shall be possible with the managers motivating and encouraging them to
work collaboratively and prioritised on the shared vision, goal or objective.
Consideration of employees’ ideas and opinions- Following a democratic leadership style
is essential not only for guiding the team members in the right direction at EWS, but also for
acquiring their useful ideas and opinions. It should make them valued to the organisation and
at the same time, keep them encouraged to perform to their potential and then make an
effective decision.
Focus on clear communication management- Consistency must be maintained for
managing good communication, which can facilitate teamwork, coordination at work and
collaborative working too (Dyer and Dyer 2013). This should reduce the workload and even
accomplish the business goals within the allocated time frame.

7ORGANIZATION BEHAVIOUR AND PEOPLE MANAGEMENT
Establishment of organisational values, beliefs and evaluation of team performance- The
organisational policies implemented must be followed by the project team members, which
could also assist in establishing a positive work culture, where employees can work
collaboratively, manage good communication and reach the goals with utmost ease and
efficiency. Brainstorming sessions are also important approaches to team building
(Ecowastewater.com.au 2019).
A staff management plan
A proper staff management plan not only ensures proper recruitment and selection of
individuals, but also can allow EWS to manage the staffs by improving their skills,
knowledge and expertise. The approaches include making investments on a team with the
selection of good candidates who possess necessary skills and knowledge. The performing of
due diligence should be done for acquiring the skilled expert for the concerned job role,
which could create a win-win situation as well (Thomas and Galla 2013). The Belbin’s team
management model could be effective for the project managers to assess the roles of team
members and analyse how their performances can be managed to achieve the expected
results.

8ORGANIZATION BEHAVIOUR AND PEOPLE MANAGEMENT
The time management is essential for setting the roles and responsibilities of team
members with a particular time schedule for monitoring the progress and how quickly the
desired goals could be achieved. The application of BECC, i.e., bonding, empathize, connect
and communication, is effective, which needs good transformational leadership skills at EWS
for empowering the project team members and develop a sense of liberation among them to
abide by the organisational policies, rules and guidelines (Repper and Perkins 2013).
The needs of employees, their interests and concerns are to be addressed at EWS to
maintain a good culture and working environment. Providing rewards for their performances
and contribution to the company could also be effective for increasing the level of

9ORGANIZATION BEHAVIOUR AND PEOPLE MANAGEMENT
motivation, furthermore ensure meeting the growth needs, existence and relatedness needs
too.
According to the Thomas-Kilmann conflict model, there are different styles such as
avoiding, accommodating, competing, collaborating and compromising. The avoiding style
might enable EWS unable to address the issues resulting from conflicts while the
accommodating and competing should allow the project team members to address own and
the concerns of others, furthermore do the right things the right way for generating short term
wins (Dobre 2013). Collaborating could also be healthy choice for to work as unit and even
make compromises for meeting the needs of both parties. This could be essential for the
management of conflicts within the organisation.
Lastly, the establishment of a good culture should foster teamwork, collaborative
working and create convenience for the team manager to delegate tasks to the team memebrs
based on their areas of specialisation. Thus, the tasks should be done more comprehensively
keeping in mind their strengths, required to enhance employee productivity and business
performance (Dreher 2014).
A communications plan
A communications plan is developed to determine the various approaches of
managing communication through various steps followed such as:
Conducting the situational analysis
The situation analysis of EWS should allow the manager to understand the current
organisational status in terms of communication, furthermore prepare the communications
audit to understand the gaps in communication. It could be possible by brainstorming the

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communication staffs and through surveys to understand what could improve their interaction
ability (Njoroge and Yazdanifard 2014).
Setting clear goals and objectives and identification of target audience
The objectives should be based on SMART, i.e., specific, measurable, achievable, realistic
and time focused for EWS.
Objectives:
 To develop and manage an environment friendly wastewater management system at
EWS
 To ensure treatment of sewage effluent to the secondary levels that have been
certified by National Sanitation Foundation
 To reduce the risks related to poor quality shipping and poor processing of orders
The targeted audiences include customers, Government and regulatory bodies, local business
partners, employees, shareholders and even the suppliers.
Selection of right communication channels
Emails are used for communication while sending chat messages and engagement of
social media platforms can also contribute to the sharing and exchange of messages and
information from the sender to the receiver. Instant messaging, phone calls, video
conferences and social media platforms with the use of internet should facilitate
communication with the remote stakeholders, i.e. those who stay far away from the company.
The suppliers are remote stakeholders who might be difficult to communicate as they stay at
a distance and are associated with the supply of raw materials and resources (Leonardi et al.
2013).

11ORGANIZATION BEHAVIOUR AND PEOPLE MANAGEMENT
An assessment plan
The outlining of activities of staffs should allow for continuous improvement at EWS
based on the strategic vision and goals, furthermore create learning and development
opportunities to meet the targets effectively.
Learning goals Assessment Activities done
The employees should
identify the goals to be
achieved
Pre assessment Set goals according to
SMART
Learn to communicate Formative assessment Communicate via email,
social media platforms,
instant messaging
Share individual views and
opinions
Formative assessment Acquire ideas, views and
opinions and make a
combined decision
Management of conflicts Formative assessment Resolve conflicts through
better communication
Take part in training
sessions
Formative assessment Engage in training and
strengthen skills and
knowledge
Achieve goals and
objectives within the
timeline
Post assessment Multiple choice pre-test and
final achievement of
business goals at EWS