Discuss about the Project Management Information Systems And Human Resource Management.
Project human resources management (HRM) methods, techniques & tools
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· Hierarchical types of charts (work breakdown structures, organization breakdown structure, traditional organization structure) · Matrix based charts (responsibility assignment matrix, RACI (responsible, accountable, consult, inform, Resource breakdown structure (RBS). · Text oriented formats (job descriptions & responsibilities · Networking (formal & informal interactions, meetings) · Organization theory (work culture, organization behaviour & cultures) |
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Source: ( (Gido, J & Clements, J, 2014)) |
- HRM methods, tools or techniques and their uses
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HRM method, tool or technique |
Managing a project |
Managing a complaint |
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Responsibility assignment matrix (RAM) |
As for managing roles RAM is useful in designing responsibilities, roles and level of specific activities (one person is associated with one activity (Bourne, 2015). |
It is useful in managing complaint in that one person is accountable to an activity and is directly answerable or can advise otherwise. |
|
Meetings |
They can be formal or informal meetings used to plan roles, review progress and performance. |
Formal meetings done by a selected complaint handling committees for listening and solving complaints. |
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Organization theory |
The method is useful in providing information on project team member’s behaviour in order to allocate roles, create work structures, and choose suitable leadership styles. |
It is the understanding of project team member behaviour in order to devise better ways to address or approach the complaint. |
- Performance measurements processes
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Part A: Absolute standards, adjective rating scale, and management by objectives (MBO) · Absolute standards-it is a useful process in assessing employee’s individual performance against established standards. · Adjective rating scales- The process lists employees traits and a range of performance for each (appraising each trait separately). · MBO- A processes that mutually setting objective with employee and evaluation is based on the attainment of the specific objectives (Gido, J & Clements, J, 2014). |
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Part B: Absolute standards, adjective rating scale, and management by objectives (MBO) · Absolute standards-Performance of employee can be improved if mutual standards are set that are achievable to employees. · Adjective rating scales- The process is useful in recognizing employee weakest trait and advising them on ways to improve them · Management by objectives- it is useful in helping the employee in setting realistic and achievable targets. The employee can improve specific performance by setting higher targets to be achieved. |
- Alternative communication methods and media and applications.
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It is a suitable approach and plan for project communications to various stakeholders by creating appropriate means of communications information’s. The communication methods can be meetings, mails, memos, and telephoning. It can be used in project by identifying suitable methods, and timings for communicating project information (performance, progress) to specific stakeholders (Team, B., Schori, A., MacLean, M., Shipe, J., Wickenkamp, A., & Wehr, A., 2014). |
- Project management information systems (PMIS)
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Construction |
The appropriate applications for this category include: Oracle primavera P6, Oracle primavera contract manager, meridian proliance, Aconex, Autodesk contract ware |
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Energy/Oil & Gas |
The appropriate applications for this category include: Microsoft project server, Microsoft portfolio server, oracle primavera P6. |
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Information systems |
The appropriate applications for this category include: Microsoft server, Microsoft share point server, huddle, on time scrum, tech excel dev. suite |
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Manufacturing & Retail |
The appropriate applications for this category include: Microsoft project server, huddle, oracle primavera contract manager, oracle primavera P6. |
- Information systems and communication processes evaluation methods
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There are several methods that can be used they include: impact logs, most significant change approach, surveys, and key informant interviews. The impact log can be used to identify the long term effect caused by the system. The most significant change approach is useful in establish any changes originating from a system. Surveys are used to establish from respondents the appropriateness of information systems and communication systems. Key informant interviews are useful in establishing success and failures of an information system and communication system (Darling, 1994). |
Assessment task 2: Manage project HR, information and communication
The group will need the following human resources with specific skills to perform the required tasks. Table 1 shows a summary of human resource skills and tasks.
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Human resource persons |
Tasks |
Skills |
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Project manager |
Planning, organizing, directing and controlling group activities (Heagney, 2016) |
Social person, problem solver, risk taker, leader |
|
Organizing secretary |
Record keeping, note taking, programs |
A good communicator, good organizer, good planner |
|
Tour leader |
Lead the team, negotiate for the group, provide direction |
Leadership, social and knowledgeable person |
|
Welfare person |
Provision of accessory facilities |
Social and accommodative person |
The table 2 shows a summary of project resource persons and timelines
|
Person |
Project time line |
Project tasks |
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Project manager |
During project time |
Provide leadership and accountant and responsible role |
|
Organizing secretary |
Several times in project |
During group meetings and execution of functions |
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Tour leader |
During group activities |
Providing guidelines and information. Giving directions |
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Welfare person |
Several times in projects |
Provide welfare services & other accessories |
The HRM tools and techniques during the project will be useful in reporting, allocating tasks to respective persons. The HRM components will be useful in reviewing and assessing performance in addition to providing responsibility and authority to the employees in respective positions (Armstrong, 2010).
Management and distribution of information requirements is critical for the group during its discussions. The information required include: time for movement in different stages, information’s to be gathered, and role of each members during the excursion. The various stakeholders need to be incorporated during the communication process. The stakeholders will show and distribute information among them (Hurwitz, M., & Hurwitz, S, 2013). The input will be obtained from the stakeholder groups through forum groupings, formal meetings and discussions. The project communication and information system plan is shown in table 3.
Table 3 communication plan
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Stakeholder |
Communication needs |
Period of communication |
Means of communication |
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Project manager |
Report status of the payments |
Periodically |
Formal & informal meetings |
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Tour leader |
Explaining touring process |
Frequently |
Impromptu and formal meetings |
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Organizing secretary |
Explanation the procedures |
Occasionally |
Formal meetings |
|
Welfare person |
Explain welfare needs |
Frequently |
Impromptu meetings |
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Group members |
Debates and discussions |
Frequently |
Formal discussions |
The project group roles will include: conceptualizing of idea, planning of idea, execution of project, monitoring and evaluation of project and closure information’s. The project roles will be measured based on the following key indicators: original idea generated, budget plan created, implementation of project, quality standards maintained, and project closed successfully. The information gathered will be arranged, coded and stored in a project information system, with an enabled back up in place. The information will be able to be retrieved and disseminated to different stakeholders (Ye, Chen, Sanjeev Jha, and Kevin C. Desouza., 2015).
Data auditor analysts will be chosen to help in editing, modifying and controlling data. The process will ensure that no new or data is lost during the process. The communication network adopted for the project will be a top down communication network from the top management to the lower management (Bryde, D., Broquetas, M., & Volm, J. M., 2013). The communication and information system issues include: conflict among stakeholders, distortions of communication. The management will ensure a communication plan be followed and maintained. The development and training of employees will be done using a on door training system. The employees will be measured based on the targets set to them to achieve and appraisal done to ensure results are maintained.
HRM method, tool or technique
A human resource plan will be implemented to ensure that individual performance and project effectiveness is achieved. The performance of individuals will be done using appraisal process by assessing each of the individual using a rating scale (employee performance appraisal rating). A committee will be formulated to ensure that they listen to employee’s grievances and provide counseling, conflict resolution and advisory roles in projects (Nazari, 2016). The inter project and intra project resource conflict will be solved by using conflict management plan with aid of conflict management tools and techniques.
The information technology becomes a useful component that ensures project management needs and tasks are taken in consideration. The information system allows individuals to get access to information and communication needs. Formulating the information system enables stakeholder’s needs to be met and reduce conflict where necessary. The lessons learnt are that a information system require a proper systematic planning process with stakeholders be consulted to ensure communication and information system is implemented (Heagney, 2016).
The group is disbanded after a closure meeting has been done during the closure meeting discussions of the challenges, achievements and lesson learnt will be done. All the members will be consulted to make closure approval. The various human resources addressed included: human resource planning, job appraisals, and job performance criteria’s have done using information’s and communication techniques. The study recommends that projects have a fully integrated human resource management information system (Bourne, 2015).
References
Armstrong, M. (2010). Human resource management. London, England: Mc Graw Hill.
Bourne, L. (2015). Making projects work:effective stakeholder and communication management. New Delhi: CRC press.
Bryde, D., Broquetas, M., & Volm, J. M. (2013). The project benefits of building information modelling. International Journal of project management, 31(7), 971-980.
Darling, H. (1994). Performance based assessements and education equal. Harvard education review, 64, 5-21.
Gido, J & Clements, J. (2014). Successful project management . Chicago: Nelson Education.
Heagney, J. (2016). The Top Management Team: Key to Strategic Success in marketing. California Management Review, 80(1), 67-134.
Hurwitz, M., & Hurwitz, S. (2013). Personal, Team, and Organizational Development. In Leadership is Half the Story: A Fresh Look at Followership, Leadership, and Collaboration . University of Toronto Press, 10(4), 23-78.
Nazari, A. (2016). Developing a social media communication plan. Strategic integration of social media into project management practice, 194-217.
Team, B., Schori, A., MacLean, M., Shipe, J., Wickenkamp, A., & Wehr, A. (2014). Intergrated marketing communication plan. Bahmuda : Cengage publishers.
Ye, Chen, Sanjeev Jha, and Kevin C. Desouza. (2015). Communicating the business value of innovation. International Journal of Innovation Science , 1-12.
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