Analyzing HRM Activities And Leadership In A Project Essay.

Analyses human resource management activities in your case project (e.g., human resource management planning, project team acquisition, development and management of the project team members) and also anlayses the leadership behaviours presented by the project leader. The project leader can be the manager of the project you belong to or yourself if you are in a managerial position in the project.

Writing focusing on human resource management and the leader's leadership behaviour in the project you selected (whether or not you are the leader of the project). In this assignment, you describe and analyse different aspects of human resource management and leadership behaviour that you have observed or experienced. Most importantly, you analyse your project critically and create a few recommendations regarding how to improve the human resources management practices and/or leadership behaviour for the project.

Human Resource Development Plan

It is clear that people are the most significant part of a successful project. Human resource management can be defined as the processes needed in the coordination of project human resource, for instance, planning, acquisition of staff, orientation, assigning and releasing of the staff at the end of the project. This work is prepared by analysing the case study on human resource management activities and their leadership behaviours in changing patterns of human management in construction.

Nankervis, et al. (2016 p.3) despite of the emphasis on a particular human resource in an industry, the human resource is the major ingredient of a successful organization. The management of the project human resource has a key impact on the success or the failure of the project. The processes of human resource are being strongly influenced by the procedures and the policies of human resource of an enterprise ongoing. Such as delegating, leading, team building, motivating, recruiting, training or appraisal among many more. Such knowledge is what is required in managing and leading people in the environment of the project. The discussed points bellow through the analysis of the case study on the changing patterns of human management in construction.

To ensure the sustainability of this project, it is important to categorize skills that are helpful in matching the requirements of the resource to specific individuals in the developing human resource plan in this case. Markoulli, et al. (2017 p. 16) planning the human resource for the project, are critiques which are substantial for high performance work system. it is important to know the required number of staff, the assumptions and the information costing, when the staff are required and the time they will take, if there are any special skills different from those in the individual categories and there needed proficiency level. The requirement of the training needed for the project, the material required, the office and finally, the team building plans. The plan of human resource supports the planning of staff, acquisition of staff, resource allocation to the staff and supervision of specific training activities of the project. As the project managers, the responsibility of managing the entire human resource plan summary created for the project are under my control.

In the creation of the human resource plan, it is important that we review the definition of this project, the breakdown of the organization structure as well as the technicality of the environmental plan so that we are able to have a clear understanding of the situation for which we will create the human resource plan. We also need to review the documents of the project on the procedures for recruitment of staff and their responsibility so that we are able to determine the category of human resource to be employed in this project. We should focus our estimates on the productive work of the project and this should not count to overheads and our utilization factor should be kept consistent with availability. We should also be determined about the place our resources should be sourced either internal or external. We also need to develop activities of team building and already in consideration while planning, and develop a list of those seems critical for instance, provision of effective communication. Gutierrez-Gutierrez, Barrales-Molina, and Kaynak (2018 p.9) a strategic focus of human resource management that consist of unique and HR valuable practices can enhance organizational performance.

Human Resource Plan Creation

Exposition of human resource plan is required, however, there is expansion in the schedule, especially during the start and the end of every phase. Reviewing the project schedule to be able to determine the kinds of changes that will occur in the category of human resource definition, the required number of resource in each category, the overall efforts, the duration, and the specific dates. Determining the effects of such changes on the resources needed in every human resource category, then recalculate the resource required and made updates on the human resource plan. Reviewing the activities of the team building and determine those areas that require expansion with new team building activities or more details. Activates such as scheduling, coordination and implementation, team building exercises, communication career, training, and specific activities on the business area should all the documented.

This defines the responsibilities, the roles and the relationship of the individuals managing and working as the project team. Building an appropriate team structure, it will help optimize on the efforts of the team and the project success. Kerzner and Kerzner, (2017 p.105) the project structure keeps the activities of the project on a schedule. The team structure needs to meet the project requirements, developed in conjunction with the team objectives, for instance, whether the team is developed to explore alternatives and possibilities.  To ensure sustainability in our construction development project, a structure of the team is needed in order to make all project team know their roles and the reporting relationships. Reviewing the definition of the project to have a clear understanding of the objectives of the project, and the review of the organizational structure breakdown and the breakdown of the work structure.

In the acquisition of the staff, identifying the potential sources of the staff, a definition of the activities and skills which can be used by the resource manager and the recruiters in order to have competent staff from a competent and well-known organization and finally, selecting the staff required for the project. Kerzner and Kerzner (2017 p. 6) to ensure that we achieve success at the end of this project, obtaining the right people, with the required skills, that will be available when they are needed, for that duration or period, without forgetting the cost.

 Focusing on the information like human resource category, the needed of staff in terms of the number, their specific skills, the cost and when they are needed. Multiple sources in selecting our project may be required.

Human Resource Plan Expansion

Reviewing the documents of the project or the guidelines of the business area regarding the recruitment process and the staffing. Also reviewing the staff requisition in order to understand the requirements for every category of human resource. In obtaining the staff, comparing the resume with the requisition staffing to determine the suitable candidates to be selected. The selectin of recruitment procedures have and changed and Ideas have emerged over the course of time, Quinn, (2014 p.12) The interviews team should be identified, and the questions asked should be formulated. The selection should be based on the level of skills, previous experience, individual interests, individual characteristics, cost, and availability.

This stage involves setting the objectives of the team, assessing the performance of the team and enhancing the team performance and the individual.

Time automation and attendance is a way of keeping track of how employees show their potentials, JILLO, (2016 p.5)

Each individual in the project and the whole project team need to have objectives to achieve at the end, decides the normal day to day activities or assigned task. Sampietro, (2017 p. 4) if the organization is measuring the performance of the team by considering the achievement of the project, the project team might not grow global vision. Therefore, there should be a balance between the conflicting individual interests to ensure success. The objects should be measurable, achievable, realistic, time-bound and specific and they should cover the satisfaction of the client, quality, efficiency and productivity, achievement of milestone and teamwork.

According to Viswesvaran, and Ones, (2017 p.355) setting goals and growing the capabilities of employees is significant to reach the set goals. Analysis of the team member's report on personal status in order to have a clear picture of their overall performance on our project by looking at the actual report against the reported. Identifying trends and reviewing the causes, time consistency of the team members among many factors.

According to Sverdrup, T.E. and Schei, V., (2015 p 453) a team charter is a document that defines the team purpose, outcome expected as well as how the team will work together to achieve results. Each individual should accept this rules the team membership conditions. Each member should have expectations for the successful completion of this project and encouraging the higher performing team environment by having a sense of purpose, mutual respect and trust, effective procures of working, differences building and adaptability and flexibility.

Definition of the Project Team Structure

This process requires the team integration, having an overall view of the project and how it will fit in the project plan, coordination of all team efforts with other units of the organization project, developing of the communication channels for the team, established team leadership, building a supportive atmosphere for the project team, decision making should be on a timely basis and tactics for solving conflicts. This will aid in ensuring sustainability in our construction project.

Leadership is the most essential and important factor in ensuring good management of the project. It is important to influence others so that they are able to achieve the required results. Lipsanen, P., 2017 p.23) the managerial competences tackles the main leadership behaviours such as empowering, communication engagement, developing among many more. The leaders always are the one guiding the behaviours of the project team by setting the directions, visions, and processes that are key. This simply means that our project success will depend on the influence that our leaders have. Leaders are required to lead but not to manage. Recognizing the desires for the special skills that our leaders have and employing them in our project will help in assuring success. A good leader is required to execute their roles not by being great by fostering innovation, and achievement of long-term organizational goals.

According to Lipsanen, (2017 p.25) empowering is key to virtual team. it is important to have leadership skills in the managing our project such as seeing opportunities and exploring them, seeing a better and a different future, they always know that they cannot do it alone, a good leader is a coach, is an encourager, good leaders are coordinators, they motivate and inspire their team, they value results, they listen, communicate, learn, and they are willing to involve in risk-taking among many more skills or behaviours. By having this present in leaders, execution of the project goal and achieve results at the end is guaranteed.

Conclusion:

In ensuring sustainability in the construction industry, it is important to develop a plan for human resource, with will guide in determining the workforce needed in this project and different categories skills. Selection or acquisition of the project staff should be done with care considering all requires like cost, time, from the right source competency and all other necessary factors. Also, our leaders should involve in ensuring there is performance, to maintain the group and also in decision making among other behaviours.

I can recommend that for any project to be successful, the project team must have a well prepared structure that will guide them towards achieving the target, the human resource should also train the project team on specific skills required, and hire specific skills at different stages of the project, experts with experience and skills to carry out the project according to the requirements should be hired and finally, leaders or the managers should always lead by example in order to offer motivation to the project team.

References:

Gutierrez-Gutierrez, L.J., Barrales-Molina, V. and Kaynak, H., 2018. The role of human resource-related quality management practices in new product development: A dynamic capability perspective. International Journal of Operations & Production Management, 38(1), pp.43-66.

Kerzner, H. and Kerzner, H.R., 2017. Project management: a systems approach to planning, scheduling, and controlling. John Wiley & Sons.

Friedman, S.D., 2017. Succession systems in large corporations: Characteristics and correlates of performance. In Leadership succession (pp. 15-38). Routledge.

Soltanzadeh, S. and Mooney, M., 2018. Players within a Team: Understanding the Structure of Team Performance through Individual Functions and Team Objectives. International Sport Coaching Journal, 5(1), pp.84-89.

Viswesvaran, C. and Ones, D.S., 2017. Job performance: Assessment issues in personnel selection. The Blackwell handbook of personnel selection, pp.354-375.

Markoulli, M., Lee, C.I., Byington, E. and Felps, W.A., 2017. Mapping Human Resource Management: Reviewing the field and charting future directions. Human Resource Management Review, 27(3), pp.367-396.

Nankervis, A.R., Baird, M., Coffey, J. and Shields, J., 2016. Human resource management: strategy and practice. Cengage AU.

Quinn, D., 2014. An evaluation of the recruitment and selection process employed by “Manufacturing Company X” and assessing whether a more advanced process or method of recruitment and selection may reduce staff turnover(Doctoral dissertation, Dublin, National College of Ireland).

JILLO, W.B., 2016. EMPLOYEE PERFORMANCE MEASURES USED IN PERFORMANCE MANAGEMENT IN KCB BANK LIMITED (Doctoral dissertation, SCHOOL OF BUSINESS, UNIVERSITY OF NAIROBI).

Sampietro, M., Project Team Members and Project Goals and Objectives

Sverdrup, T.E. and Schei, V., 2015. “Cut Me Some Slack” The Psychological Contracts as a Foundation for Understanding Team Charters. The Journal of Applied Behavioral Science, 51(4), pp.451-478..

Viswesvaran, C. and Ones, D.S., 2017. Job performance: Assessment issues in personnel selection. The Blackwell handbook of personnel selection, pp.354-375.

Lipsanen, P., 2017. The leadership role of the project manager in an international project.