PROJ6006: Project HRM Plan for Ecological Wastewater Solutions

This project HRM plan focuses on Ecological Wastewater Solutions Pvt Ltd. (EWS), a company specializing in eco-friendly wastewater management. The assignment provides an in-depth analysis of EWS's organizational structure and delves into crucial aspects of human resource planning. It outlines a comprehensive staff management plan, detailing staff acquisition, release, resource calendars, training needs, and compliance policies. Furthermore, the plan explores communication strategies, defining communication procedures, stakeholder targets, and feedback mechanisms. An assessment plan is also presented, outlining methods for evaluating project outcomes, managing risks, and ensuring effective execution. Lastly, the improvement plan highlights strategies for implementing innovative technologies and addressing existing issues. The report provides a comprehensive overview of project management plans to ensure enhanced project execution at EWS.

Running head: PROJECT HRM PLAN
Project HRM Plan
Name of the student:
Name of the university:
Author Note:

1PROJECT HRM PLAN
Table of Contents
1. Introduction............................................................................................................................2
2. The Project HR Plan...............................................................................................................2
2.1 The staff management plan..............................................................................................2
2.2 Communication plan........................................................................................................3
2.3 The assessment plan.........................................................................................................5
2.4 The improvement plan.....................................................................................................7
3. Conclusion..............................................................................................................................8
4. References..............................................................................................................................9

2PROJECT HRM PLAN
1. Introduction
The assignment focuses on the human resource planning of Ecological Wastewater
Solutions Pvt Ltd. (EWS). The EWS tends to deliver an eco-friendly management of
wastewater as well as treating of sewage. The report focuses on the Organizational Structure
of the EWS that will be further followed by the human resource planning at EWS as well as
the effective planning activities regarding the flow of the organizational operations
(Fratričová & Rudy, 2015). The Ecological Wastewater Solution Pvt Ltd. focuses on the eco-
friendly management of wastewater as well as treatment of sewage.
2. The Project HR Plan
2.1 The staff management plan
Objective 1: Organizational Structure
The staff management planning consists of important specifications that are listed in
the table below:
Acquisition of staff
Release of staff
Resource calendars
Needs for training
Recognition and rewards
Regulation and compliance of policy
The staff management planning follows the above steps regarding the staff
management at the organization of EWS (Gibson & Gibbs, 2006).

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Objective 2: Supply Chain
Firstly the acquisition of the staff are associated with the intake of the employees that
will tend to cope with the sated goals of the EWS. Moreover at EWS the staff intake depends
on the skill sets of the new employees in respect to the position available at the organisation.
The release of the staff are minutely assessed as the organisation does not wants to lose their
valuable employees. For this reason an effective communication is carried out among the
higher authorities of EWS and the employee or staff that wants to leave the company
(Hedberg, 2016).
Objective 3: Legalities
The policies that are adhered by the human resource management team to maintain
track in the resource calendar for the intake, retention as well as the release of the staffs in an
annual year. The employee retention policies is followed that comprises of conducting
several training methodologies that tends to be very effective for the organization. Internal
Rewards and Recognition is also stated as an adapted methodology that the organisation takes
for the enhancement of the employee’s encouragement which in future will play an effective
role to achieve the organizational goals. The compliance policy happens to be an effective
solution for keeping a track of the behaviours of all the staffs that are present within the
organization.
Thus it can be summarized that the staff management plan tends to be an effective
solution for EWS to keep a constant check on the overall staffing management system of the
organization (Davis et al., 2016).

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2.2 Communication plan
Objective 1: Organizational Structure
The planning communication is said to be a driven approach of policy that tends to
provide information to the various stakeholders associated in the organization (Edmondson,
2009). This plan defines the communication procedures regarding the delivery of the specific
information via the usage of the communication channels present in the system. The below
table justifies the communication plan that is to be followed by the EWS to have a prominent
and effective workflow in the environment of EWS.
Goals The specified needs of the organization is to be stated
Communicator The person who are involved in the communication
Stakeholders targets The addressed persons in the communication methodology
Content of message The valid contents that is to delivered via message
Method for delivery This is the methodology that is needed for the delivery of the
messages
Frequency of the delivery This defines that how often the message is to be delivered
Feedback This section provides the evaluation regarding the achievement of
the goals
Measures The analysis of the communication that is to be done that whether
it was effective of not.
Objective 2: Supply Chain

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From the above stated communication plan it can be deduced that the organization of
EWS follows a constructive plan to interact with their employees. The project manager or the
leader associated with EWS must be a good communicator as to perceive the instructions
with the employees that can further lead to the enhancement of the organization (Baker,
2018). The leader or the project manager effectively delivers the requirements to the
employees as well as motivates them to put their best in any field that they are associated
with. The content of the communication is done by maintaining behaviour as well as
encouragement that provides motivation to the employees. The method of delivery is very
effective as it is conducted via one to many or on one to one basis.
Objective 3: Legalities
The legalities that can be considered for this plan deals with the frequency of the
communication which plays an important role in the employee’s assessment. The more
frequent a communication is the higher chances of effectiveness is assured. Moreover to these
policies the feedback is also necessary from the employees which will play an important role
in coping up the negative aspects that might had occurred during communication.
This above plan help the leaders to assess the quality of the communication delivery
they are providing to their employees. This evaluation will play a major role in achieving the
goals as set by EWS (Foster, 2018).
2.3 The assessment plan
Objective 1: Organizational Structure
The assessment plan regarding the project that is to be carried out by EWS is stated in
the following table.

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1. Outcome
Assessed
2. Method(s) to
Collect
Evidence
3. Method to Analyze/
Evaluate*
4. Timeline & Status 5. Lead Team members
The project
requiremen
ts
This can be
collected and
stored in
collaboration with
the project
manager of EWS
The analysis of the
requirement is to be
carried out via
effective
communication among
the various
stakeholders
associated with the
project of EWS
This process requires
about a month as the
detailed analysis of the
requirements in needed
for the success of the
project
The persons that are
associated are likely to
be the project manager,
the stakeholders as well
as the employees of the
EWS organization
The risks
identified
This is to be
thoroughly
assessed before
the initiation of
the project
The project manager
must be capable to
assess the risks
associated with the
project
This requires some time
as well as the critical
assessment of the
project requirements
and its execution plan
The project manager
and the stakeholders
associated with the
project of EWS
The
execution
of the
project
This is collected
by the fact of
detailed
assessment when
the project has
already started
A constant record of all
the stages of the
execution of the
project is to be
maintained
This process follows
throughout the project
The project manager
and the project
management team of
EWS
Objective 2: Supply Chain
The assessment plan enhances the purpose of improving the execution procedure of a
project that will be effective for both the clients in EWS as well as the end users who will be
facilitated by the plan (McLeod, Doolin & MacDonell, 2012). There are three major steps
that needs to be focused for an effective assessment plan of the EWS project.

7PROJECT HRM PLAN
 A clear understating of the project requirements is to be stated by the project manager
to the project team associated in the EWS. The project planning is also to be stated
clearly to the project management team to run the project effectively.
 The clear modelling and a self-assessment is to be carried out for achieving the
specific goals of the organization (Piatt & Woodruff, 2016).
Objective 3: Legalities
The legal factors that are associated with the assessment plan are said to be the laws
that are considered with the assessment with of the project goals as well as the effective
project planning of the project
The assessment plan should provide opportunities for carrying out the practising of skills
of the project members which can be enhanced with the project manager’s support as well as
guidance (Hogan & Hutson, 2018).
2.4 The improvement plan
Objective 1: Organizational Structure
This improvement plan states the fact of planning for the implementation of the
innovated technologies in the development of the organization. This can be shown through
the following steps:
Existing issues
Predictive solutions
Implementation of these solutions to
mitigate the issues
Objective 2: Supply Chain

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An effective improvement plan is implemented regarding the enhancement of the
execution of project procedure (Thomson, 2005). This plan is implemented identifying the
flaws in the existing system as well as planning for the better improvement of the execution
procedure is planned in this plan. The identified vulnerabilities in the system as well as the
mitigation of these can be addressed as the part of the improvement plan.
Objective 3: Legalities
The legal factors that are associated with the above stated planning procedure are
stated as the policies that are related to the implementation procedures. This adheres the
positive as well as the negative factors associated with the execution procedures.
The critical assessment of the overall project can plan the improvements that are
required in the EWS project planning (Khoja et al., 2017).
3. Conclusion
This above stated assignment deals with the organizational structure of the Ecological
Wastewater Solutions Pvt Ltd. This report critically analyses the project management plans
that should be adhered by the management of EWS to deliver the effective running of the
project. The project HR plan that is stated above primarily with the help of four management
plans puts a positive effect on the management of the project at EWS. Thus it can be
concluded that the report puts a clear reflection of the plans that are to be associated with the
EWS project to provide an enhanced project execution.

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4. References
Baker, L. K. S. (2018). A Strategic Communication Plan for the City of Superior Building
Inspection Division (Doctoral dissertation, The College of St. Scholastica).
Davis, T., Cutt, M., Flynn, N., & Mowl, P. (2016). Talent assessment: A new strategy for
talent management. Routledge.
Edmondson, J. (2009). Let's Be Clear: How to Manage Communication Styles. T+D, 63(9),
30-31
Foster, A. (2018). A Communication Plan for Organizational Effectiveness in a Youth
Development Organization.
Fratričová, J., & Rudy, J. (2015). Get Strategic Human Resource Management Really
Strategic: Strategic HRM in Practice. International Journal of Management Cases,
17(4).
Gibson, C. B., & Gibbs, J. L. (2006). Unpacking the Concept of Virtuality: The Effects of
Geographic Dispersion, Electronic Dependence, Dynamic Structure, and National
Diversity on Team Innovation. Administrative Science Quarterly, (3). 451
Hedberg, M. (2016, April). Monitoring staff performance. In BSAVA Congress Proceedings
2016 (pp. 375-375). BSAVA Library.
Hogan, S., & Hutson, J. (2018). Assessing access services: Building a five-year plan for
sustainable assessment. Journal of Access Services, 15(2-3), 80-88.
Khoja, A., Al-Abbas, B., Knight, J., Nuqali, A., & Mehta, N. (2017). Resident Wellness
Quality Improvement Project.

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McLeod, L., Doolin, B., & MacDonell, S. G. (2012). A Perspective-Based Understanding of
Project Success. Project Management Journal, 43(5), 68-86.
Piatt, K. A., & Woodruff, T. R. (2016). Developing a comprehensive assessment plan. New
directions for student leadership, 2016(151), 19-34.
Thomson, W. (2005). Effecting change through active engagement with stakeholders [Video
file]. Nashua, NH: Skillsoft.