Human Resource Management Plan: Project Name - Leadership Module

This project presents a detailed Human Resource Management (HRM) plan, encompassing various critical aspects of project execution. The plan begins with an overview of the human resource approach and strategy, highlighting the alignment of individual operations across different departments to achieve long-term management goals. It outlines relevant policies and procedures, including recruitment, performance management, and workplace health and safety, while also addressing pertinent legislation, such as the Civil Rights Act of 1964 and the Equal Pay Act of 1964. The plan details project resourcing information, including organizational structure, role descriptions, and team agreements, as well as project induction processes and human resource roles and responsibilities. A team development plan, including goals, timeframes, and financial requirements, is also included. The plan also addresses recognition and reward systems, workplace health and safety measures, and risk review processes. Finally, the plan concludes with a lessons learned section and relevant appendices, providing role fact sheets and a project team agreement template. This HRM plan provides a comprehensive framework for managing human resources within the project environment, ensuring effective and compliant operations.

Table of Contents
Document Control.......................................................................................................................2
Version Control.......................................................................................................................2
Document Release...................................................................................................................2
Conditions of Use....................................................................................................................2
Table of Contents........................................................................................................................3
Human Resource Approach........................................................................................................4
Human Resource Strategy.......................................................................................................4
Policy & Procedure.................................................................................................................4
Legislation...............................................................................................................................4
Project Resourcing Information..................................................................................................5
Project Organizational Structure.............................................................................................5
Project Team Agreement.........................................................................................................5
Project Induction Details.........................................................................................................5
Human Resource Roles & Responsibilities............................................................................5
Team Development Plan.........................................................................................................5
Recognition and Reward.........................................................................................................5
Workplace Health and Safety..................................................................................................5
Assumptions and Constraints..................................................................................................5
Risk Review............................................................................................................................5
Lessons Learned......................................................................................................................5
Appendix 1 – Role Fact Sheets...................................................................................................7
Appendix 2 – Project Team Agreement.....................................................................................8

<Project Name> Human Resource Management Plan
Human Resource Approach
Human Resource Strategy
Individual operations in different departments determine the alignment process of the
human organization. The strategy is designed for long term management plan based on
objectives created in various human resources fields. The development management ensures
some system of initiating human capital through strategic management of operations in
different departments. Practical procedures for human resource ensure a good system of
directing actions and behaviors of people (Briscoe 2012). The organization creates awareness
of meaningful management through practices of recruiting different staffs based on individual
requirements. Human resource follows a global strategy of specifying goals according to the
schedule of project implementation.
Policy & Procedure
Human resource organization is governed by policy and procedures that guide all stakeholders
in the corporation in their responsibility.
The organization provides a system of strategic development by initiating executive
leadership to ensure the entire team is working towards the same goals (Jiang et al., 2012).
The compliance policy and procedures system initiate some framework where a company can
stand for concern through federal-state labor and employment laws.
The standing operations of Human Resource organization have a structure that benefits
employees through performance expectations, safety measure management, and paying
information based on working hours (Briscoe 2012).
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<Project Name> Human Resource Management Plan
Human resource management has a policy and procedure on a compensation plan that ensures
functions steps are implemented through the hold of the document.
Selection and recruitment plan is part of policy and procedures used to design equal
opportunity through the decision-making process, hiring managers through interviewing
procedures.
Legislation
The Human Resource system is greatly influenced by federal laws in the aspects of
regulating, recruitment, compensation, placement, and development in work environments.
The most important piece and functional area of human resource are VII of the Civil Right of
1964. The legal law act against any form of discrimination of employees based on national
origin, sex, religion, color and race (Briscoe 2012). The 1964 act on the Equal Employment
Opportunity Commission provides some civil penalties for any discrimination. Another
important legislative provision is 1964 act on Equal Pay. The law forbids any discriminatory
wage or salary with few exceptions. The court rulings provide a system where the concept of
comparable worth is initiated.
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<Project Name> Human Resource Management Plan
Project Resourcing Information
Project Organizational Structure
Role Description Fact Sheet.
Marketing Human resource services are
enhanced through
implementation process of
projects to increase
awareness to the general
public.
The human resource
provides an ideal
opportunity to orient, recruit
and select its employees.
Reporting progress of the
committee
The committee provides
updates to the management
on a weekly basis on the
development of HR
activities.
Updates capture activities
and the role of employees.
Resource allocation and
budgeting
Resources in the
organization are shared
equally among stakeholders
in the HR organization.
The facts sheet have a
working budget.
Technical and Advisory
aspects
Technical operations and
activities of all staffs are
constructed through
Advisory committee.
The facts sheet have a
summary of technical
aspects of the project.
Evaluation and
Monitoring
The effectiveness of human
resource management is
initiated through important
meeting and objectives of
the committee.
All positions of evaluating
positional responsibility are
written in one style and
formats.
Project Team Agreement
The engagement of Human Resource system is developed through updating progress
through stakeholder approval. The committee agrees together some skills of capturing
ongoing project based on individual role (Briscoe 2012). The funding process of human
resource activities is initiated through a different phase of reviewing approval from committee
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<Project Name> Human Resource Management Plan
members. Funding timing frame ensures some protocol of initiating deadlines to ensure the
process of recruiting new employees is effective.
Project Induction Details
The human resource provides three types of induction details on training. These
methods involve Induction training, On-the-Job training, and Off-the-job training (Jiang et al.,
2012). The manpower planning initiates some system of establishing a number of skills
through engaging the required workforce in the business organization. Redundancy and
dismissal entrenchment is done based on individual behaviors. Technological improvements
help in advertising jobs vacancies to notify potential candidates.
Human Resource Roles & Responsibilities
Ref. Rule/Decision Category Comments
Role
Management of firm’s
infrastructures, employees and
initiating changes.
Executing plan and building
efficient environments for working
Welcoming partners through
administrative experts to champion
employees through agent change.
Providing resources for employees
and reengineering organizations’
processes.
Sponsor
Project Manager
Project Support
Project Steering Committee
Project Team
Company HR
ICT Service Desk
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<Project Name> Human Resource Management Plan
Team Development Plan
Goal descriptions Time frame needed
for execution
A number of the
month available to
work.
The money required
for development
plan
Recruit, orient and
train employees
1 month 7 months of training
and employing.
The development
plan requires $100
Median terms of
working are 1 to 3
years.
3 months 24 months available
for saving.
Running cost for the
month is $75
The long term
development plan is
covered in more than
3 years
5 months 2 years are available
for creating robust
framework for the
project.
$100 per month is
required in the
engagement plan.
Recognition and Reward
Human resource management has monetary and non-monetary rewards based on
project team system (Briscoe 2012). The monetary reward of the organization involves stock
awards, gift certificates, cash bonus, redeemable coupons and allowances on special
occasions. Non-monetary rewards for the development plan involves brooches, tie-pins,
suggestion awards, company facilities, perks, and recreation clubs.
Workplace Health and Safety
Health and safety measures apply to the environmental project where human resource
office have the perspective of onsite management (Jiang et al., 2012). Specific goals of
maintaining government policy are the critical role of legislation based on human resource
provisions. Construction of health policy is initiated through the existence of roles and
responsibility in HR management.
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<Project Name> Human Resource Management Plan
Assumptions and Constraints
Human Resource factors are assumed to be true based on the development plan of
project and policy statements (Jiang et al., 2012). The organization team for projects assume
that every group member has acquired necessary skills based on assessment procedure.
Risk Review
The risk of undertaking the project is reviewed through category development on
training after recruiting new employees. Human resource system reflects a management plan
developed under the Risk register system.
Lessons Learned
.
Lesson Internal/
External
Source
What is being done in this project?
Flexible pay External Payment is flexible when corporates activities
are controlled by Human Resource organization
Increased safety External The development plan helps in increasing safety
in the workplace system with regulation policy,
especially on discriminatory acts.
Compensation plan External The project provides an excellent compensation
plan for employees after recruitment and
training.
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<Project Name> Human Resource Management Plan
Appendix 1 – Role Fact Sheets
References
Briscoe, D., Tarique, I., & Schuler, R. (2012). International human resource management:
Policies and practices for multinational enterprises. Routledge.
Jiang, K., Lepak, D. P., Hu, J., & Baer, J. C. (2012). How does human resource management
influence organizational outcomes? A meta-analytic investigation of mediating
mechanisms. Academy of Management Journal, 55(6), 1264-1294.
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Also refer to the Role Fact Sheet template for an
example project role fact sheet The PMO or PM
could create a reusable set of role fact sheets to
cover each role in the project environment.