Project Team Roles and Responsibilities

Revision as of 21:06, 23 February 2018

Abstract

Without a doubt the human role is an inseparable part of Project Management. Hiring and involving the right people who will be committed throughout whole Project Life Cycle ^{[glossary 1]} is of critical importance.^[1] Thus Organizational Planning plays an important role within Project Human Resources Management ^{[glossary 2]} as its final output significantly effects project overall performance.^[2] The output consists of, among others:

• Assigning roles and responsibilities to everyone involved, which is a process of defining who does what (roles) and who decides what (responsibilities) and it is considered to be a solid foundation of every project and therefore - to be successfully executed. ^[3]
• Selecting a Project Team^{[glossary 3]} and staffing management plan
• Creating an organizational chart

It should always link to a Project Scope, defined as "work required to output a project’s deliverable", ^[4] hence nothing is omitted as well as just value adding deliverables are performed. This is why it is essential to clearly allocate roles and define responsibilities for everyone within a project team already from the very beginning of a project life cycle, namely the Initial Phase (note:to be confirmed).

This article focuses on the method of assigning roles and responsibilities to a Project Team members and applying adequate tools to ensure it is preserved and maintained properly during a project life cycle. The objective of the article is to provide project managers with instructions and application-ready templates. For superior understanding, methodology described in the article applies to a medium size projects and refers to the leading pharmaceutical industry best practices.

Motivation

It is project managers' role to build a project team, adequately assign roles and responsibilities to its members and make sure everything established is clear for everyone throughout a project life cycle. There are multiple reasons why project managers should have a careful approach to these processes.

First of all, it is essential to define a project size beforehand to support effective project execution. The more people are needed on board, the more roles and responsibilities need to be allocated among them. There are a certain roles which should be performed in medium and large projects but not necessarily in a small ones. This is also explained in detail further in the article.

Secondly, it happens that roles and responsibilities are assigned to people who do not have neither an interest nor a required knowledge or an experience to perform successfully. As a result, a project scope might become unsettled, deliverables might not be valueable as expected and in the end - a project might run behind a schedule.

Thirdly, transparency is a key for a Project Team to be effective. Once roles and responsibilities are assigned, project manager should ensure everything is documented as well as transparent and clear for everyone involved, otherwise there is a risk of not delivering what intended. Examples of tools and methods that support project managers in performing this processes are described further in the article.

Background

Before approaching a process of assigning roles and responsibilities to a Project Team, it is essential to correctly define a project size. Taking under consideration the pharmaceutical company best practices, a project size is defined mostly based on the Total Project Cost (TPC) ^{[glossary 4]} and distributes as followed:

• Low-complexity projects (below 10 million DKK)
• Medium-complexity projects (more than 10 but less than 100 million DKK)
• Large-complexity projects (above 100 million DKK)

The article focuses on the medium-complexity projects to cover the steps that do not necessarily appear in the low-complexity projects but are relevant for project managers to be similar with.

Introduction to Project Human Resource Management

Figure 1: Project human resource management overview, adapted from the PMBOK® Guide

Project human resource management is one of the Project Management Knowledge Areas and includes a set of processes which ensures the most effective use of human resources throughout a project. According to Figure 1, which presents project human resource overview, there are three major processes within project human resource management, namely ^[5]:

• Organizational Planning - identifying, assessing and documenting roles and responsibilities as well as reporting relationships present in a project
• Staff Acquisition - assigning the needed human resources to working on a project
• Team Development - developing of Project Team skills for team as a whole as well as for individual team members to increase level of project performance

The article focuses on organizational planning process, mostly on the usage of tools and techniques it contains, to generate successful output in terms of adequate assignment roles and responsibilities to a project team as well as transparent organizational chart.

Organizational Planning

Appropriate allocation of roles and responsibilities among a project team members and its transparency are crucial for successful project performance. That is why organizational planning process is done during the earliest phases of a project life cycle. Nevertheless, project managers should remember to review it regularly throughout a project, so it is ensured that just necessary roles and responsibilities are performed.

The main purpose for this process is to:

• Ensure a visible structure for overall roles and responisbilities
• Ensure clear roles and responsibilities
• Ensure fast reporting and decision making processes
• Secure sufficient resources for the project and the right competencies

It is important that a project organizational planning setup is documented, fully understood and agreed upon by all project team members to ensure clear roles and responsibilities.

Tools & Techniques Application

Once a project manager defined a project size and identified key roles and responsibilities, it is a time to form a project team out of the people who possess necessary competencies and experience. Project manager should preferably choose an internally available human resources from a parent company. Alternatively there is a possibility of hiring someone external, for instance from a consulting company, in case there is a need for a specialist who is not available in the parent company at that time.

In order to obtain desirable outcomes from a project organizational planning and thereby perform this process successfully, a project manager should respectively:

1. Assign roles to a project team members - make sure to assign proper roles to proper people and ensure an organizational chart is created as an output
2. Allocate responsibilities among a Project Team members - make sure to have Responsibility Assignment Matrix as an output
3. Make sure the staffing management plan is regularly checked throughout a project life cycle

Assigning Project Team Roles and Responsibilities

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

Based on Harvard Business Review, the right people need to be on board to meet project objectives. Moreover, these people need to have a clear understanding of what their roles and responsibilities are.^[6]

Regarding to the pharmaceutical best practices within project management, a project organization consists of:^[7] (note: make a table out of this with columns: Role, Responsibility)

• Project owner- Overall responsible for a project and anchoring in relevant governance structure
• Project manager- Responsible for driving a project in accordance with a project purpose, a project owner and other relevant stakeholders. Project manager makes sure that a project proceeds under the established budget, within the agreed time frame while being supported by sufficient resources and achieving its objectives.
• Steering committee (Project Governance)- Responsible for decision-making on key issues and overall guidance. Project managers should avoid having more participants than necessary – only these needed for taking critical decisions should be part of a steering committee. Stakeholders that can provide relevant input, but are not needed for a decision-making process, should be handled in a reference group or individually
• Reference group (optional but recommended to apply within medium- and large-complexity projects) - People from with the specific knowledge and area of expertise who are needed to provide the necessary input for the project
• Project team members- Individual who actively contribute in one or more phases in a project. Responsible for specific work streams within a project. Ensure that the work streams are structured in accordance with the key project deliverables and as far as possible can be managed independently of the other work streams

While comparing the particular pharmaceutical company best practices with ISO 21500, just a role of a project sponsor is not mentioned above. Nevertheless, it may be considered as a part of a steering committee. Project sponsor is responsible for authorizing the project, making executive decisions and solving conflicts which lie beyond a project manager's jurisdiction. ^[8]

When it comes to the medium- and large-complexity projects, where more people need to be involved, project team is proportionally more extensive as well as roles and responsibilities can be assigned and performed both by individuals or a smaller teams within a project team. In the low-complexity projects some roles, which are not relevant, can be omitted.

Belbin Team Roles

Figure 2: List and description of Belbin team roles, adapted from the article: Belbin and successful project teams.^[9]

Successful project team is not just a group of people with roles assigned based on their academic qualification, professional certification and competencies. The key point is to match the right individuals into designated project team roles. As the result, team spirit and motivation within a project team will be enhanced. It may occur not so easy, especially when project managers need to choose from a number of competent people who can perform multiple roles.

When project manager are in doubt of how to properly allocate roles to each project team members, they might consider using some theories or tools which support their final decision. One of the suggestions is application of the Belbin Team Roles method. The method is in form of a personality test and based on its results it determines the suitability of project team individuals for specific roles within a project. ^[10]

According to Belbin method, there are nine roles in a team, namely: plant, resource investigator, co-ordinator, shaper, monitor evaluator, team worker, implementer, completer finisher, specialist. Each of them is briefly described in Figure 2. Based on the results from the personality test and description of the suggested roles, a project manager can get an overview and a process of roles assignment can be much easier.

Organizational Breakdown Structure

Figure 3: An example of an organizational breakdown structure, inspired by the best practices from a specific pharmaceutical company

Once project team roles are defined, it is essential that a project manager makes sure it is transparent for everyone. An Organizational Breakdown Structure (OBS) is a good example of how to ensure a visible structure of the roles within a project team. OSB is a specific type of an organization chart^{[glossary 5]} which clearly presents assignment of roles and responsibilities to a project team individuals or units. ^[11]

It is also an output from organizational planning process. Should be available for everyone and being constantly updating during a project life cycle.

Responsibility Assignment Matrix

RESPONSIBILITY MATRIX FIGURE TO BE ADDED

Responsibility assignment matrix is a tool which visualizes assigned roles and responsibilities and as a result, makes it being transparent for everyone engaged. Its layout depends on a project size. In lower-level projects roles and responsibilities are assigned individually to each of a project team members. Nevertheless, the larger a project is the more people need to be involved. Thus, in larger-level projects roles and responsibilities are assessed to groups of people rather than to the individuals.

How to ensure responsibilities compliance

- Feedback template

Limitations

Limitations: critically reflect on the tool/concept/theory and its application context. What can it do, what can it not do? Under what circumstances should it be used, and when not? How does it compare to the “status quo” of the standards – is it part of it, or does it extent them? Discuss your article in the context of key readings / resources provided in class. Substantiate your claims with literature

• Roles and Responsibilities need to be strongly link to the Project Scope
• Roles and Responsibilities change over the Project Life Cycle - how to keep on track so resources are not wasted if there is no need for them anymore (how should they be released - reduces cost and eliminates uncertainty)

Discussion

Quality of the summary: Does the summary make the key focus, insights and/or contribution of the article clear?

Glossary

1. ↑ Project Life Cycle: A time slot within a project phases are performed. In case of project management it has defined start and end dates.
2. ↑ Project Human Resources Management: A set of processes within a project which ensure the most effective use of human resources.
3. ↑ Project Team: A group of people created for a sole purpose of performing a certain project within its life cycle. The team is disbanded once a project is completed.
4. ↑ Total Project Cost (TPC): A sum of Operational Expense (OPEX) and investment (CAPEX) including contingency sums.
5. ↑ Organization chart:A diagram that shows the structure of an organization and the relationships of its parts and positions.

Annotated bibliography

Provide key references (3-10), where a reader can find additional information on the subject. The article MUST make appropriate references to the reference material provided in class – either incorporating it as a source, or critically discussing aspects that are missing from it but covered by this article. Summarize and outline the relevance of each reference to the topic (around 100 words per reference). The bibliography is not counted in the suggested 3000 word target length of the article.

• Project Management Institute. "A Guide to the Project Management Body of Knowledge (PMBOK® guide)". 1996 Edition.

This book includes a relevant theory, concepts, and terminology within Project Management.

ISO 21500 (2013): Guidance on project management International Organisation for Standardization. This is the ISO standard for project management. It provides clear and authoritative definitions of ....

References

1. ↑ https://www.pmi.org/learning/featured-topics/resource Project Management Institute. Retrieved 12 February 2018.
2. ↑ Page 31, 1996 ed. PMBOK® Guide
3. ↑ Page 96, 1996 ed. PMBOK® Guide
4. ↑ https://www.pmi.org/learning/featured-topics/scope Project Management Institute. Retrieved 15 February 2018.
5. ↑ Page 93, 1996 ed. PMBOK® Guide
6. ↑ https://hbr.org/2016/11/five-critical-roles-in-project-management Five Critical Roles in project management by Harvard Business Review Staff. Retrieved 13 February 2018.
7. ↑ https://www.villanovau.com/resources/project-management/project-team-roles-and-responsibilities/#.WoriCbynHIU Project Team Roles and Responsibilities by Villanova University. Retrieved 19 February 2018.
8. ↑ Pg. 51, 2013 ed. ISO 21500: Guidance on project management: Roles, responsibilities, tasks and activities.
9. ↑ https://www.projectsmart.co.uk/belbin-and-successful-project-teams.php Article title: "Belbin and successful project teams" by Dr. Dirk Jungnickel and Abid Mustafa. 8 December 2012.
10. ↑ https://www.projectsmart.co.uk/belbin-and-successful-project-teams.php Article title: "Belbin and successful project teams" by Dr. Dirk Jungnickel and Abid Mustafa. 8 December 2012.
11. ↑ Page 98, 1996 ed. PMBOK® Guide