Chapter 8:

Project Human Resource

Management
 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
 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
 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
 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
 Motivation

Abraham Maslow developed a hierarchy of

needs to illustrate his theory that peoples
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
Figure 8-1. Maslows Hierarchy
of Needs
 Herzbergs 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
 McGregors 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
 Thamhain and Wilemons 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
 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
 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
 Improving Effectiveness -
Coveys 7 Habits
Project managers can apply Coveys 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
 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
 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
 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
Figure 8-2. Sample Organizational
Chart for a Large IT Project
Figure 8-3. Work Definition and
Assignment Process
Figure 8-4. Sample Responsibility
Assignment Matrix (RAM)
Figure 8-5. RAM Showing
Stakeholder Roles
 Figure 8-6. Sample Resource
Histogram for a Large IT Project
12
10
Number of People

8
6
4
2
0
Jan Feb Mar Apr May Jun Jul Aug Sep Oct Nov Dec

Java programmers Business analysts Technical writers

Managers Administrative staff Database analysts
Testing specialists
 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 dont make a difference, dont get proper
recognition, arent learning anything new, dont like
their coworkers, and want to earn more money
 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
 Figure 8-6. Sample Resource
Histogram for a Large IT Project
Figure 8-7. Sample Histogram Showing
an Overallocated Individual
 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
Figure 8-8. Resource Leveling Example
 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
 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
 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
Figure 8-9. Social Styles
 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
 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
 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
Figure 8-10. Resource Usage
View from Microsoft Project
Figure 8-11. Resource Usage
Report from Microsoft Project
 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