1. Project Human Resource Management

2. Presentation Team 1)Mrs. Mardia Ibrahim Osman(Mechanical Engineer) 2)Mr. Elsaeed Osman Elsheikh(Medical Doctor) 3)Mr. Awad Abdel Zahir Hussein(Agriculturist) 4)Mr. Zahid Eltahir Khalid(Mechanical Engineer) 5)Mr. Mohammed Zaki(Industrial Engineer) 6)Mr. El Fadil Abdel Malik(Economist) 7)Mr. Khalid Osman Abdelsid(Economist) 8)Mr. Najy Abas Hussen Saeed(Mechanical Engineer) 9)Mr. Waleed Hany Shakur(Mechanical Engineer) 10)Mr. Omer Salaheldin Elsidiq(Electrical Engineer)

3. Project Human Resource Management The processes that organize and manage the project team. (PMBOK) The Project team = People + (Roles * Responsibilities) Any Project = People (X + Y + Z + …..)

4. Plan – Do – Check – Act (for continuous improvement)

5. Human Resource Planning: Org. Charts Networking Org. Theory Staffing Management Plan Roles and Responsibilities Project Organization charts Enterprise Environmental Factors Organizational Process Assets Activity resource Estimating Project Management Plan Acquire project Team: Pre-Assignment Negotiation Acquisition Virtual teams Project Staff Assignments Resource Availability Staffing Mgt plan (Updates) Team Performance Assessment Develop Project Team: General Mgt Skills Training Team Building Ground Rules Recognition/ Rewards Manage Project Team: Observation & Conversation Appraisals Conflict Mgt Issue Log Performance Reports Work Performance Information Close Project Requested Changes Recommended Corrective Actns Project Mgt Plan (Updates) Recommended Preventive Actns Integrated Change Control

6. Human Resource Planning: Org. Charts Networking Org. Theory Staffing Management Plan Roles and Responsibilities Project Organization charts Enterprise Environmental Factors Organizational Process Assets Activity resource Estimating Project Management Plan Acquire project Team: Pre-Assignment Negotiation Acquisition Virtual teams Project Staff Assignments Resource Availability Staffing Mgt plan (Updates) Team Performance Assessment Develop Project Team: General Mgt Skills Training Team Building Ground Rules Recognition/ Rewards Manage Project Team: Observation & Conversation Appraisals Conflict Mgt Issue Log Performance Reports Work Performance Information Close Project Requested Changes Recommended Corrective Actns Project Mgt Plan (Updates) Recommended Preventive Actns Integrated Change Control

7. HR planning determines project roles, responsibilities, reporting relationships and create staffing management plan i.e.  How & when to acquire team members.  Criteria for releasing.  Training needs.  Plan for recognition and rewards.  Compliance consideration.  Safety issues.  Impact of the staffing. What is HR Planning?

8. HR Planning In Puts  Enterprise Environmental Factors  Organizational: Dept. involved and their working arrangements.  Technical: discipline and specialities, software, equipments etc.  Interpersonal: - What are the types of relationship between candidates? - Formal, informal, supervision, subordinates, supplier - customer, cultural, languages, level of respect and trust.

9.  logistical: buildings and offices relation, residence.  Political: - stakeholders and individuals goals and agendas. - Groups that have informal power. - Informal alliances.

10.  Organization process assets If the organization is matured with the field of PM, templates and check lists could be useful.  Activity Resources Requirement It is the requirement of HR and competence defined in the PM plan.

11. HR Planning Tools & Techniques  Organization chart & position description One of the following methods is used for assigning responsibilities  Hierarchical type charts.  Matrix based charts.  Text oriented format.

12.  Networking Informal interaction with others in the organization or industry to understand political and interpersonal factors.  Organizational Theory Applying proven principles that shortens the amount of time needed to create HR planning output.

13. HR planning outputs  Roles & Responsibilities  The role :It is the label describing the portion of project for which the person is accountable e.g. accountant, civil eng, geologist etc.  Authority :It is the right to use project resources, make decisions and sign approvals.  Responsibilities the work that a team member should execute to complete project.

14.  Project Organization Charts It is a formal or informal chart that shows the reporting relationship within the team members.  Staffing Management Plan This plan should determine the following: -Staff acquisition. -Time table, using tools like resource histogram. -Release criteria, best to be on time. -Training needs. -Recognition and rewards. -Compliance with government rules union contracts org regulation. -Safety.

15. Org. structures 1.A weak matrix org. means weaker role for project manager. 2.Collective bargaining agreements with unions. 3.Economic condition Hiring freezes, reduced training funds or lack of travelling budget. Constraints of HR planning

17. SUMMARYTITLENo. The point is made that organizational structure defines the reporting and authority relationships in the project. Three basic kinds of organization are defined (functional, project, matrix), and it is noted that this may change through the project life-cycle. Organizational structure 1 The many forms of communications are identified, including the need for particular meeting to be conducted – e.g. a kick-off meeting at the start of the project. Communications2 The importance of the project team is discussed and the principles outlined that motivation and conflict resolution are important aspects of this. In addition, it is stated that 'Cultural characteristics of team members should be given full consideration: different cultures create different working needs'. Teamwork3 The recruitment, development, safety and welfare of staff is identified as a specialist skill set, where the project manager has some responsibility. Personal management4 SUMMARY OF: PROJECT HUMAN RESOURCES MANAGEMENT RELEVANT

18. SUMMARYTITLENo. This is counted as part of the project planning phase, where the structure is determined in advance, and jobs designed into the structures. This is a very involved process that results in the production of an organization chart for the project, along with job descriptions and identified needs for staff development. Project human recourse management- organizational planning 5 The characteristics of the individuals required should be determined to include their experience, interests, characteristics, availability and competencies. They are then recruited through negotiation with functional heads, or procurement from outside sources. Project human recourse management-staff acquisition 6 'Development as a team is critical to the project's ability to meet its objectives.' This activity should be in line with the needs of the project therefore, and the tools for doing this include team-building activities, general management skills enhancement and training, reward and recognition and, interestingly, co-location. Project human recourse management-team development 7 SUMMARY OF: PROJECT HUMAN RESOURCES MANAGEMENT RELEVANT