Human Resource Plan
Human resource plan is about optimising the workforce to achieve the scope of work on time, within budget and on cost. The purpose of the project is to establish a grant system to assist Jane Carpenter foundation in managing their grants that come from all around the world. It is critical that the project is completed with required quality on time and within cost.
In the present resource constraint environment managing human resource becomes very important. According to Ulrich (2013) the human resource is one of the significant element that adds value for the organization. In this case the project human resource will impact the project success hence human resource planning is carried to enable better management and involve team in activities that require input.
Human Resource Planning
This is the process of planning, identifying, and then documenting project team’s roles, and reporting relationships.
Identify HR requirement
The first step in the HR planning process is to identify the need for human resource and map requirement like skills and level of expertise required. The process will have to map the requirement according the time when a particular resource is required.
Map on Project calendar
The resource required has to be mapped according to calendar i.e. project and also individual resource to ensure availability when required.
Tools and techniques
Following tools and techniques will be used to ensure HR planning
- Organizational Breakdown structure
- Responsibility assignment matrix
- Stakeholder mapping
- Resource Levelling (if required)
Project Stakeholders
| Name | Position | Contact Info. |
| Jane | CEO/sponsor | Jane@Janecarpenterfoundation.com |
| Brett O’Malley | Head of Fundraising | Brett@Janecarpenterfoundation.com |
| Laura Kenny | In charge of Public relation | Laura@janecarpenterfoundation.com |
| John Jackson | Head of Grant Department | John@janecarpenterfoundation.com |
| Nancy Routley | Head of HR | Nancy@janecarpenterfoundation.com |
Resources
- Project Manager
- Grant Employees
- Consultant
- Trainer
- Supplier
Project Roles
Project Manager. The project manager is responsible for overall project success. He/she is responsible for ensuring the project remains aligned with the project objectives and project is directed towards the intended outcome. The project manager will be responsible for assigning resource, approving project schedule, communicating project related activities, and performing project monitoring and control.
| Project Manager | |||
| Role | Authority | Responsibility | Competency |
| He has the role of managing stakeholders, gathering requirements and communicating project progress while ensuring the project meets the agreed goals. | Project manager is authorising to take strategic decisions to manage quality and mitigate project risk. The project manager can approve change requests up to $5000 without formal approval. He is authorised to schedule time and plan cost. Furthermore, undergo negotiation with suppliers. | Project success responsibility lies on project manager’s shoulders. He is responsible to finish the project on time, within budget, with complete scope, at desired quality. | Project manager has to possess acute negotiation skills. Political skills, interpersonal communication, culturally aware, and high end knowledge of PMI or PRINCE 2 project management standards. |
Grant Employee. The project being application of Grant management software, makes grant employees a critical element. These employees will be responsible for coordinating with project manager and provide needed information and input while designing and implementing the grant management system.
| Grant Employees | |||
| Role | Authority | Responsibility | Competency |
| The grant employee has to assist and provide consultancy to the project manager in successfully implementing the grant management system. | They are authorised to identify and report risk. Create a change request for tasks assigned to them. They are further authorised to submit alternate course of action and submit estimation for cost and time. | The employees are responsible for designing and submitting the grant proposal form and providing assistance in establishing the grant management system. | Experienced grant approval system, fully versed in analysing grant, and should be aware of pre-requisites for processing a grant to enable project team to understand project better. |
Consultant. The expert in the field will provide much needed info and required expertise to ensure project meets its objective. The consultant is responsible for setting up accounts and performing trial on the new system.
| Consultant | |||
| Role | Authority | Responsibility | Competency |
| Provide support and assistance required. | Consultant is authorised to provide input in time and cost estimation. | Testing system while providing information and technical support. | Fully knowledgeable with technical experience in establishing grant management systems. |
Trainers. They are hired to enable the staff to get used to the new system and get acquainted with the system.
| Trainer | |||
| Role | Authority | Responsibility | Competency |
| Provide support and assistance required. | Consultant is authorised to provide input in time and cost estimation. | Testing system while providing information and technical support. | Fully knowledgeable with technical experience in establishing grant management systems. |
Suppliers. They will provide technical equipment needed for project implementation.
| Trainer | |||
| Role | Authority | Responsibility | Competency |
| Provide technical equipment and support. | They are authorised to provide technical equipment needed for the project | The responsibility is to provide equipment on time. | Experience and best technical solution. |
Organizational Breakdown Structure
Responsibility Assignment Matrix
Reference
Ulrich, D. (2013). Human resource champions: The next agenda for adding value and delivering results: Harvard Business Press.
