1. Chapter 8: Project Human Resource Management
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2. The Importance of Human Resource Management
People determine the success and failure of organizations and projects
Despite the downturn in the economy in 2001, there is still a shortage of good IT workers
ITAA calculated that there were over 844,000 openings for IT jobs in 2000
1 in 14 American workers are involved in IT jobs
Although women represent 47 percent of the work force, they make up only 29 percent of IT jobs
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3. Long Hours and Stereotypes of IT Workers Hurt Recruiting
Many people are struggling with how to increase the IT labor pool. Noted problems include
The fact that many IT professionals work long hours and must constantly stay abreast of changes in the field
Undesirable stereotypes that keep certain people away from the career field, like women
The need to improve benefits, redefine work hours and incentives, and provide better human resource management
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4. What is Project Human Resource Management?
Project human resource management includes the processes required to make the most effective use of the people involved with a project. Processes include
Organizational planning
Staff acquisition
Team development
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5. Keys to Managing People
Psychologists and management theorists have devoted much research and thought to the field of managing people at work
Important areas related to project management include
motivation
influence and power
effectiveness
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Motivation
Abraham Maslow developed a hierarchy of needs to illustrate his theory that people’s behaviors are guided by a sequence of needs
Maslow argued that humans possess unique qualities that enable them to make independent choices, thus giving them control of their destiny
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7. Figure 8-1. Maslow’s Hierarchy of Needs
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8. Herzberg’s Motivational and Hygiene Factors
Frederick Herzberg wrote several famous books and articles about worker motivation. He distinguished between
motivational factors: achievement, recognition, the work itself, responsibility, advancement, and growth, which produce job satisfaction
hygiene factors: cause dissatisfaction if not present, but do not motivate workers to do more. Examples include larger salaries, more supervision, and a more attractive work environment
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9. McGregor’s Theory X and Y
Douglas McGregor popularized the human relations approach to management in the 1960s
Theory X: assumes workers dislike and avoid work, so managers must use coercion, threats and various control schemes to get workers to meet objectives
Theory Y: assumes individuals consider work as natural as play or rest and enjoy the satisfaction of esteem and self-actualization needs
Theory Z: introduced in 1981 by William Ouchi and is based on the Japanese approach to motivating workers, emphasizing trust, quality, collective decision making, and cultural values
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10. Thamhain and Wilemon’s Ways to Have Influence on Projects
1. Authority: the legitimate hierarchical right to issue orders
2. Assignment: the project manager's perceived ability to influence a worker's later work assignments
3. Budget: the project manager's perceived ability to authorize others' use of discretionary funds
4. Promotion: the ability to improve a worker's position
5. Money: the ability to increase a worker's pay and benefits
6. Penalty: the project manager's ability to cause punishment
7. Work challenge: the ability to assign work that capitalizes on a worker's enjoyment of doing a particular task
8. Expertise: the project manager's perceived special knowledge that others deem important
9. Friendship: the ability to establish friendly personal relationships between the project manager and others
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11. Ways to Influence that Help and Hurt Projects
Projects are more likely to succeed when project managers influence with
expertise
work challenge
Projects are more likely to fail when project managers rely too heavily on
authority
money
penalty
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Power
Power is the potential ability to influence behavior to get people to do things they would not otherwise do
Types of power include
Coercive
Legitimate
Expert
Reward
Referent
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13. Improving Effectiveness – Covey’s 7 Habits
Project managers can apply Covey’s 7 habits to improve effectiveness on projects
Be proactive
Begin with the end in mind
Put first things first
Think win/win
Seek first to understand, then to be understood
Synergize
Sharpen the saw
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14. Empathic Listening and Rapport
Good project managers are empathic listeners; they listen with the intent to understand
Before you can communicate with others, you have to have rapport
Mirroring is a technique to help establish rapport
IT professionals often need to develop empathic listening and other people skills to improve relationships with users and other stakeholders
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15. Improving Relationships Between Users and Developers
Some organizations require business people, not IT people, to take the lead in determining and justifying investments in new computer systems
CIOs push their staff to recognize that the needs of the business must drive all technology decisions
Some companies reshape their IT units to look and perform like consulting firms
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16. Organizational Planning
Organizational planning involves identifying, documenting, and assigning project roles, responsibilities, and reporting relationships
Outputs and processes include
project organizational charts
work definition and assignment process
responsibility assignment matrixes
resource histograms
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17. Figure 8-2. Sample Organizational Chart for a Large IT Project
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18. Figure 8-3. Work Definition and Assignment Process
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Quick Quiz!!!
Give an example of using a RAM (not random access memory) in project management
How could you tailor a RAM for your class projects?
Explain what a resource histogram does
Explain why you’d want to do resource leveling
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20. Figure 8-4. Sample Responsibility Assignment Matrix (RAM)
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21. Figure 8-5. RAM Showing Stakeholder Roles
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Staff Acquisition
Staffing plans and good hiring procedures are important in staff acquisition, as are incentives for recruiting and retention
Some companies give their employees one dollar for every hour a new person they helped hire works
Some organizations allow people to work from home as an incentive
Research shows that people leave their jobs because they don’t make a difference, don’t get proper recognition, aren’t learning anything new, don’t like their coworkers, and want to earn more money
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23. Resource Loading and Leveling
Resource loading refers to the amount of individual resources an existing project schedule requires during specific time periods
Resource histograms show resource loading
Over-allocation means more resources than are available are assigned to perform work at a given time
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24. Figure 8-6. Sample Resource Histogram for a Large IT Project
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25. Figure 8-7. Sample Histogram Showing an Overallocated Individual
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Resource Leveling
Resource leveling is a technique for resolving resource conflicts by delaying tasks
The main purpose of resource leveling is to create a smoother distribution of resource usage and reduce overallocation
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27. Figure 8-8. Resource Leveling Example
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Team Development
It takes teamwork to successfully complete most projects
Training can help people understand themselves, each other, and how to work better in teams
Team building activities include
physical challenges
psychological preference indicator tools
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29. Meyers-Briggs Type Indicator (MBTI)
MBTI is a popular tool for determining personality preferences and helping teammates understand each other
Four dimensions include:
Extrovert/Introvert (E/I)
Sensation/Intuition (S/N)
Thinking/Feeling (T/F)
Judgment/Perception (J/P)
NTs or rationals are attracted to technology fields
IT people vary most from the general population in not being extroverted or sensing
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30. Wideman and Shenhar’s Views on MBTI and Project Management*
Most suitable to project leadership:
100%: INTJ, ENTJ, ISTJ, ESTJ
50%: INTP, ENTP, ENFP, ENFJ
Best suited as followers:
100%: INFJ, ISFJ
50%: INTP, ENTP, ENFP, ENFJ, ESFJ
Unsuited to project work:
100% INFP, ISFP, ESFP, ISTP
50%: ENFP, ESTP
*Wideman, R. Max and Aaron J. Shenhar, “Professional and Personal Development: A Practical Approach to Education and Training,” Project Management for Business Professionals, edited by Joan Knutson, 2001, p. 375.
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31. MBTI and Suitability to Project Work*G G Y Y
Green: Potential
project leaders
Yellow: Followers
Red: Unsuited to
project work R Y Y G Y G R G
*Wideman, R. Max and Aaron J. Shenhar, “Professional and Personal Development:
A Practical Approach to Education and Training,” Project Management for Business
Professionals, edited by Joan Knutson, 2001, p. 375.
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Social Styles Profile
People are perceived as behaving primarily in one of four zones, based on their assertiveness and responsiveness:
Drivers
Expressives
Analyticals
Amiables
People on opposite corners (drivers and amiables, analyticals and expressives) may have difficulties getting along
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Figure 8-9. Social Styles
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Quick Team Development Exercise*
Rank from 1 to 5 which figures you like the best
*Dellinger, Susan, Psycho-Geometrics, Prentice Hall, 1989
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35. Reward and Recognition Systems
Team-based reward and recognition systems can promote teamwork
Focus on rewarding teams for achieving specific goals
Allow time for team members to mentor and help each other to meet project goals and develop human resources
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36. General Advice on Teams
Focus on meeting project objectives and producing positive results
Fix the problem instead of blaming people
Establish regular, effective meetings
Nurture team members and encourage them to help each other
Acknowledge individual and group accomplishments
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37. Using Software to Assist in Human Resource Management
Software can help in producing RAMS and resource histograms
Project management software includes several features related to human resource management such as
viewing resource usage information
identifying under and over-allocated resources
leveling resources
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38. Figure 8-10. Resource Usage View from Microsoft Project
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39. Figure 8-11. Resource Usage Report from Microsoft Project
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40. Project Resource Management Involves Much More Than Using Software
Project managers must
Treat people with consideration and respect
Understand what motivates them
Communicate carefully with them
Goal is to enable project team members to deliver their best work
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