Human resource management

Revision as of 03:11, 16 February 2018

Abstract

Human resource management, is a branch off the "Human behavior" aspect in Project Management. Human resource management is a tool for managers to best allocated their human resources possible. There has been a lot of focus on human resources in the latest years as competition grows, and therefore all screws tightens in all parts of an organisation. This very much so includes human resources as it is an aspect that has not fully been mastered yet. The idea with Human resource management is to maximize the output of the employees, not only short term, but also long term. Long term and short term do not necessarily align, there are also other aspects such as, what members and personalities are with in the team, what are the company values, are the goal/taskes identifiable for the individuals. All these things creates a complex web of just some of the important idenitfables when magnagegin human resource. Another thing is the growing complexity in jobs, and the wider requirements with often the same resources. This is du to the growing level of automation even in administrative jobs. To get ahead of others, managers must manage the human resources to every individuel fullest potential.

There are different levels of human resource management when it comes to projects; Plan Human resource, Acquire project team, Develop Project Team and Manage Project Team. All 4 has to be in order to have a successful team, that improves the quality of a project, and improve their own ability for future projects. ^{[1] [2]}

Introduction:

One of the things all, change management tools have in commend is the description of a Team, or the description of the necessity of the "right" team. It's seen in McKinseys 7S model of: Strategy, Structure, System, Skills, Staff, Style and Shared values. Where Skills, staff and style all are human behavior, and through the 7S model to find out how these align. ^[3]

Another tool for change management is Kotter's "Integrative model of organizational dynamics" that also here does a big part of the change lies with the human resources, as the Dominant coalition describes the personal characteristics, goal and strategies. The second thing the Employees and other tangible assets, that describes people, plant and money.^[3] It should become clear form this that Human resource is one of the biggest factors when it comes to change, and yet most leaders do not pay attention to all of the unused potential that is found in all teams.

Plan Human resource:

Acquire project team:

Develop Project Team:

Manage Project Team:

Big idea:

describe the tool, concept or theory and explain its purpose. The section should reflect the current state of the art on the topic

tools

concept

theory

Application:

provide guidance on how to use the tool, concept or theory and when it is applicable

tools

concept

theory

Limitations:

critically reflect on the tool/concept/theory. When possible, substantiate your claims with literature

tools

concept

theory

References

1. ↑ R.D. Hodgkinson, (1987), Property Management, Vol. 5 Issue: 4, pp.328-335, https://doi.org/10.1108/eb006669
2. ↑ Project Management Institute, (January 01, 2013), A Guide to the Project Management Body of Knowledge (PMBOK® Guide), Vol. 5, ISBN-13 978-1-935589-67-9, chapter 9
3. ↑ ^{3.0 3.1} John Hayes, (2014), The theory and practice of change management, Vol. 4, ISBN-978-1-137-27534-9, chapter 7