Factors to consider when developing a human resources plan include how It would be necessary to consider how the project contributed towards the organisations strategic program. Sections include: project overview, stakeholder engagement, workplace health and safety, risk management, team development and monitoring & control.
Determining human resource requirements includes making the most effective use of team members and subcontractors for the project. Some things to consider when selecting your team are previous experience, personal interests, personal characteristics, availability, competencies and proficiency. Select the team by concentrating on skills and abilities that apply to your particular project. You don 't necessarily need the …show more content…
It is a table that provides a list of tasks and information about roles different people have in relation to those tasks. For each task, different people are designated a letter in the acronym ‘RACI’. R – a person responsible to complete tasks, Accountable – the one person who is accountable for completion of the task, Consult – a person who has input, Inform – a person who needs to know but not necessarily be consulted. By using the RACI matrix the roles and responsibilities for tasks can be clearly considered and documented.
The development of team members involve not just looking at the current project but considering what long term value you could gain for the organisation by supporting the team members personal skill set. This includes team working since the team are more likely to have commitment to the project. The focus of the project should be on the team members since if you focus on resources the project is not likely to be successful. Points on how to coach/mentor are:
•Use coaching when there is a need to focus on a team members performance
•Only deal with one or two aspects of performance at a time
•Keep coaching conversations brief (5 to 10 …show more content…
The following methods can be used for resolving issues within and between projects: compromise, confrontation, forcing, smoothing and withdrawal as detailed in the workbook. By recognising conflict is not necessarily a bad thing and many high functioning teams have developed through properly managing conflict and following the approaches above compliance with workplace relations legislation, regulations and policies can be achieved. However, you should work proactively with all staff to avoid possible conflicts that may arise. An example of how inter project conflict can arise is for the use of resources such as licences for software and access should be
Determining human resource requirements includes making the most effective use of team members and subcontractors for the project. Some things to consider when selecting your team are previous experience, personal interests, personal characteristics, availability, competencies and proficiency. Select the team by concentrating on skills and abilities that apply to your particular project. You don 't necessarily need the …show more content…
It is a table that provides a list of tasks and information about roles different people have in relation to those tasks. For each task, different people are designated a letter in the acronym ‘RACI’. R – a person responsible to complete tasks, Accountable – the one person who is accountable for completion of the task, Consult – a person who has input, Inform – a person who needs to know but not necessarily be consulted. By using the RACI matrix the roles and responsibilities for tasks can be clearly considered and documented.
The development of team members involve not just looking at the current project but considering what long term value you could gain for the organisation by supporting the team members personal skill set. This includes team working since the team are more likely to have commitment to the project. The focus of the project should be on the team members since if you focus on resources the project is not likely to be successful. Points on how to coach/mentor are:
•Use coaching when there is a need to focus on a team members performance
•Only deal with one or two aspects of performance at a time
•Keep coaching conversations brief (5 to 10 …show more content…
The following methods can be used for resolving issues within and between projects: compromise, confrontation, forcing, smoothing and withdrawal as detailed in the workbook. By recognising conflict is not necessarily a bad thing and many high functioning teams have developed through properly managing conflict and following the approaches above compliance with workplace relations legislation, regulations and policies can be achieved. However, you should work proactively with all staff to avoid possible conflicts that may arise. An example of how inter project conflict can arise is for the use of resources such as licences for software and access should be