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What is Project Human Resource Management?

Project Human Resource Management is the ability to lead and manage project teams. Project Human Resource management ensures that all people involved in the Project are effectively used. It includes all stakeholders like Project team members, customers, partners etc.

Human Resource Plan

Human Resource Plan

Types of Organizational chart – Pros and Cons of each structure

Functional Structure

Each portion of the organization is grouped according to its structure. E.g. there may be a sales department, R and D department etc. This structure works well for small businesses. Each department can rely only on the talent and knowledge of its employees only. Coordination between departments may be restricted by organizational boundaries.

Divisional structure

In this type of Organizational structure the Company is divided into divisions based on its product lines, geography etc. This type of organizational chart is suitable for large companies. This type of structure gives the benefit that the needs can be met more specifically. However here again communication between divisions is difficult. Divisional structure can also be costly because of its size and scope

Matrix Structure

It’s a hybrid of divisional and functional structure. This structure allows the organization to have the benefits of both the divisional and functional structure. However there may be role conflicts as most areas of the organization will have dual reporting.

Acquire Project Team

A project team can be acquired by any of the following methods

  • Pre-assignment– Resources who are assigned to the project team
  • Negotiation– For acquiring outside resources or partnering with vendors for resources.
  • Acquisition– Acquiring or hiring resources from outside
  • Virtual teams– Make teams of people who work on the same project without physically meeting

Develop Project Team

This process includes enhancing the ability of the individual team members as well as enhancing the ability of the team to work together.

It is done through

  • Training– Identify the skill set gap and arrange for training of the team members
  • Team building– Arrange for activities that enhances the team building ability. This will help the people on the team to work together
  • Rewards– Rewards and recognition for exemplary performance

Stages of team development

This was first proposed by Bruce Tuckman in 1965. The various stages of team development are

  • Forming– First stage of team development. It is driven by the individual’s tendency to be accepted by the group and avoid controversies. Members talk about each other and also about the task. The team discusses about the opportunities and challenges and agrees on a goal.
  • Storming– This step is necessary for the growth of the team. Without tolerance and patience the team will fail. Team members confront each other on points they don’t agree on.This phase can become destructive to the team and will lower motivation if allowed to get out of control. Many teams never cross this stage.
  • Norming– The team members agree on one goal and try to come out with a plan to achieve the goal. Individual members give up their ideas to function as a team.
  • Performing– Very few teams reach this stage. These high performing team function as a unit and achieve the task without any conflict or the need for external supervision.

Creating a staffing Management Plan


 Resource 1

 Resource 2

 Resource 3

 Resource 4

Resource 5































A- Accountable I- Informed R-Responsible

For the above project, during analysis phase, Resource 1 is accountable. Similarly during the coding phase Resource 2,3,4 are Accountable as well as the resource for those phases

Organizational Chart showing Reporting relationship

Human Resource Plan

The above diagram shows how the organizational chart is prepared for a project. I have assumed a dummy case of a software project.

Dealing with team disagreements

Team disagreements can arise due to one of the following reasons. These reasons are shown in below in the order of most common to least common

  • Schedules
  • Priorities
  • Resources
  • Technical beliefs
  • Administrative policies
  • Cost of the project
  • Personalities

Conflict Resolution techniques

  • Problem Solving– Confront the problem head-on. This is considered to be the best method for resolving conflict
  • Forcing– The person with the power makes the decision. The decision made may not be the best decision. Used when there is less time or when the results are needed at any cost
  • Compromising– This requires both the parties to give up something. It’s a lose-lose situation for all. Used when the relationships are of importance for the project
  • Smoothing– Smoothens the problem by reducing the size of the problem. Used when there is less time or when the proposed solution will not settle the problem. It’s also a lose-lose situation for all.
  • Withdrawal– This is the worst method of conflict resolution since one party walks away from the conflict. Its considered a yield-lose solution