{"id":200,"date":"2018-07-24T11:08:50","date_gmt":"2018-07-24T11:08:50","guid":{"rendered":"http:\/\/csp8.epgpbooks.inflibnet.ac.in\/?post_type=chapter&#038;p=200"},"modified":"2018-08-08T04:23:58","modified_gmt":"2018-08-08T04:23:58","slug":"project-human-resource-management-ii","status":"publish","type":"chapter","link":"https:\/\/ebooks.inflibnet.ac.in\/csp8\/chapter\/project-human-resource-management-ii\/","title":{"rendered":"Project Human Resource Management II"},"content":{"raw":"<div>\r\n\r\n&nbsp;\r\n<p style=\"text-align: justify\"><strong>PROJECT HUMAN RESOURCE MANAGEMENT<\/strong><\/p>\r\n&nbsp;\r\n<p style=\"text-align: justify\">Project Human Resource Management involves managing people and leading the team to meet the needs of organization. Project human resource management includes the processes required to make the most effective use of the people involved with a project.<\/p>\r\n&nbsp;\r\n<p style=\"text-align: justify\"><strong>LEARNING OBJECTIVES\u00a0<\/strong><\/p>\r\n&nbsp;\r\n<p style=\"text-align: justify\">\u2022 To learn about Human Resource Management<\/p>\r\n<p style=\"text-align: justify\">\u2022 To understand the theories in HRM<\/p>\r\n<p style=\"text-align: justify\">\u2022 To Maximize Productivity as Teams<\/p>\r\n&nbsp;\r\n<p style=\"text-align: justify\"><strong>THAMHAIN AND WILEMON\u2019S WAYS TO HAVE INFLUENCE ON PROJECTS\u00a0<\/strong><\/p>\r\n&nbsp;\r\n<p style=\"text-align: justify\">Thamhain and Wilemon\u2019s ways to have influence on projects relies on the following factors:<\/p>\r\n\r\n<ul>\r\n \t<li style=\"text-align: justify\"><strong>Authority: <\/strong>the legitimate hierarchical right to issue orders<\/li>\r\n \t<li style=\"text-align: justify\"><strong style=\"font-size: 1em\">Assignment: <\/strong><span style=\"font-size: 1em\">the project manager's perceived ability to influence a worker's later work assignments<\/span><\/li>\r\n \t<li style=\"text-align: justify\"><strong style=\"font-size: 1em\">Budget: <\/strong><span style=\"font-size: 1em\">the project manager's perceived ability to authorize others' use of discretionary funds<\/span><\/li>\r\n \t<li style=\"text-align: justify\"><strong style=\"font-size: 1em\">Promotion: <\/strong><span style=\"font-size: 1em\">the ability to improve a worker's position<\/span><\/li>\r\n \t<li style=\"text-align: justify\"><strong style=\"font-size: 1em\">Money: <\/strong><span style=\"font-size: 1em\">the ability to increase a worker's pay and benefits<\/span><\/li>\r\n \t<li style=\"text-align: justify\"><strong style=\"font-size: 1em\">Penalty: <\/strong><span style=\"font-size: 1em\">the project manager's ability to cause punishment<\/span><\/li>\r\n \t<li style=\"text-align: justify\"><strong style=\"font-size: 1em\">Work challenge: <\/strong><span style=\"font-size: 1em\">the ability to assign work that capitalizes on a worker's enjoyment of doing a particular task<\/span><\/li>\r\n \t<li style=\"text-align: justify\"><strong style=\"font-size: 1em\">Expertise: <\/strong><span style=\"font-size: 1em\">the project manager's perceived special knowledge that others deem important<\/span><\/li>\r\n \t<li style=\"text-align: justify\"><strong style=\"font-size: 1em\">Friendship: <\/strong><span style=\"font-size: 1em\">the ability to establish friendly personal relationships between the project manager and others<\/span><\/li>\r\n<\/ul>\r\n<\/div>\r\n&nbsp;\r\n<p style=\"text-align: justify\"><strong><span style=\"text-align: initial;font-size: 1em\">METHODS OF IMPROVING MOTIVATION\u00a0<\/span><\/strong><\/p>\r\n&nbsp;\r\n<p style=\"text-align: justify\"><span style=\"text-align: initial;font-size: 1em\">The methods for improving motivation include:<\/span><\/p>\r\n\r\n<ul>\r\n \t<li style=\"text-align: justify\"><span style=\"text-align: initial;font-size: 1em\">Setting Specific Goals<\/span><\/li>\r\n \t<li style=\"text-align: justify\">Providing Feedback<\/li>\r\n \t<li style=\"text-align: justify\">Job Design which involves job enlargement and job enrichment.<\/li>\r\n<\/ul>\r\n<div style=\"text-align: justify\">\r\n\r\n&nbsp;\r\n\r\n<strong>WAYS TO INFLUENCE THAT HELP &amp; HURT PROJECTS\u00a0<\/strong>\r\n\r\n&nbsp;\r\n<p style=\"text-align: justify\">Projects are more likely to succeed when project managers influence with expertise and work challenge. Projects are more likely to fail when project managers rely too heavily on authority, money and penalty.<\/p>\r\n&nbsp;\r\n\r\n<strong>Power<\/strong>\r\n\r\n&nbsp;\r\n<p style=\"text-align: justify\">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 and referent<\/p>\r\n&nbsp;\r\n\r\n<strong>Improving Effectiveness - Covey\u2019s 7 Habits\u00a0<\/strong>\r\n\r\n&nbsp;\r\n\r\nProject managers can apply Covey\u2019s 7 habits to improve effectiveness on projects\r\n\r\n&nbsp;\r\n\r\n\u25e6\u00a0 Be proactive\r\n\r\n\u25e6\u00a0 Begin with the end in mind\r\n\r\n\u25e6\u00a0 Put first things first\r\n\r\n\u25e6\u00a0 Think win\/win\r\n\r\n\u25e6\u00a0 Seek first to understand, then to be understood\r\n\r\n\u25e6\u00a0 Synergize\r\n\r\n\u25e6\u00a0 Sharpen the saw\r\n\r\n&nbsp;\r\n\r\n<strong>Empathic Listening and Rapport\u00a0<\/strong>\r\n\r\n&nbsp;\r\n<p style=\"text-align: justify\">Good project managers are empathic listeners; they listen with the intent to understand. The establishment of a good rapport is necessary before you can communicate with others. 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.<\/p>\r\n&nbsp;\r\n\r\n<strong>Improving Relationships between Users &amp; Developers<\/strong>\r\n\r\n&nbsp;\r\n<p style=\"text-align: justify\"><span style=\"font-size: 1em;text-align: initial\">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.<\/span><\/p>\r\n\r\n<\/div>\r\n<div style=\"text-align: justify\">\r\n\r\n&nbsp;\r\n\r\n<strong>Organizational Planning\u00a0<\/strong>\r\n\r\n&nbsp;\r\n<p style=\"text-align: justify\">Organizational \u00a0planning \u00a0involves \u00a0identifying, \u00a0documenting, \u00a0and \u00a0assigning \u00a0project \u00a0roles, responsibilities, and reporting relationships. Outputs and processes include<\/p>\r\n&nbsp;\r\n\r\n\u25e6\u00a0 project organizational charts\r\n\r\n\u25e6\u00a0 work definition and assignment process\r\n\r\n\u25e6\u00a0 responsibility assignment matrixes\r\n\r\n\u25e6\u00a0 resource histograms\r\n\r\n&nbsp;\r\n\r\n<strong>Sample Organizational Chart for a Large IT Project\u00a0<\/strong>\r\n\r\n&nbsp;\r\n\r\nOrganization chart depicts the hierarchy of members in an organization. The following figure shows the organizational chart.\r\n\r\n&nbsp;\r\n\r\n<img class=\"aligncenter size-full wp-image-210\" src=\"http:\/\/csp8.epgpbooks.inflibnet.ac.in\/wp-content\/uploads\/sites\/53\/2018\/07\/Work-Definition-and-Assignment-Process.png\" alt=\"\" width=\"521\" height=\"329\" \/>\r\n\r\n<\/div>\r\n&nbsp;\r\n\r\n<strong><span style=\"text-align: initial;font-size: 1em\">Work Definition and Assignment Process<\/span><\/strong>\r\n\r\n&nbsp;\r\n<p style=\"text-align: justify\"><span style=\"text-align: initial;font-size: 1em\">Work definition and assignment process involves finalization of requirements and it establishes a well defined project scope and requirements. It gives a clear view about the work that will be done and it provides the project team and technical approaches. Once a well defined work framework is set, the work is broken down into various activities. After breaking down the work, the work and responsibilities are assigned.<\/span><\/p>\r\n\r\n<div style=\"text-align: justify\">\r\n\r\n<img class=\"aligncenter size-full wp-image-209\" src=\"http:\/\/csp8.epgpbooks.inflibnet.ac.in\/wp-content\/uploads\/sites\/53\/2018\/07\/Work-Definition-and-Assignment-Process1.png\" alt=\"\" width=\"621\" height=\"316\" \/>\r\n\r\n<strong>Sample Responsibility Assignment Matrix (RAM)\u00a0<\/strong>\r\n\r\n&nbsp;\r\n\r\nResponsibility Assignment Matrix provides who in the organization is responsible for individual work elements and deliverables.\r\n\r\n<\/div>\r\n<div style=\"text-align: justify\"><img class=\" wp-image-208 aligncenter\" src=\"http:\/\/csp8.epgpbooks.inflibnet.ac.in\/wp-content\/uploads\/sites\/53\/2018\/07\/Sample-Responsibility-Assignment-Matrix-RAM.png\" alt=\"\" width=\"768\" height=\"330\" \/><\/div>\r\n<div style=\"text-align: justify\">\r\n<div><\/div>\r\n<div class=\"filename\" style=\"padding-left: 30px\"><strong>RAM Showing Stakeholder Roles<\/strong><\/div>\r\n<div><\/div>\r\n<img class=\"aligncenter wp-image-207\" src=\"http:\/\/csp8.epgpbooks.inflibnet.ac.in\/wp-content\/uploads\/sites\/53\/2018\/07\/RAM-Showing-Stakeholder-Roles.png\" alt=\"\" width=\"795\" height=\"438\" \/>\r\n\r\n<strong style=\"text-align: initial;font-size: 1em\">Sample Resource Histogram for a Large IT Project<\/strong>\r\n\r\n<img class=\"aligncenter wp-image-206\" src=\"http:\/\/csp8.epgpbooks.inflibnet.ac.in\/wp-content\/uploads\/sites\/53\/2018\/07\/Sample-Resource-Histogram-for-a-Large-IT-Project.png\" alt=\"\" width=\"787\" height=\"336\" \/>\r\n\r\n&nbsp;\r\n\r\n<strong>Staff Acquisition\u00a0<\/strong>\r\n\r\n&nbsp;\r\n<p style=\"text-align: justify\">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\u2019t make a difference, don\u2019t get proper recognition, they aren\u2019t learning anything new, don\u2019t like their coworkers, and want to earn more money.<\/p>\r\n\r\n<\/div>\r\n&nbsp;\r\n\r\n<strong>Resource Loading and Leveling<\/strong>\r\n\r\n&nbsp;\r\n<p style=\"text-align: justify\"><span style=\"text-align: initial;font-size: 1em\">Resource loading refers to the amount of individual resources in 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<\/span><\/p>\r\n\r\n<div style=\"text-align: justify\">\r\n\r\n&nbsp;\r\n\r\n<strong>Histogram Showing an Over-allocated Individual\u00a0<\/strong>\r\n\r\n&nbsp;\r\n\r\n<img class=\"aligncenter wp-image-205\" src=\"http:\/\/csp8.epgpbooks.inflibnet.ac.in\/wp-content\/uploads\/sites\/53\/2018\/07\/Histogram-Showing-an-Over-allocated-Individual.png\" alt=\"\" width=\"739\" height=\"249\" \/>\r\n\r\n<strong>Resource Leveling<\/strong>\r\n\r\n&nbsp;\r\n<p style=\"text-align: justify\">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 over- allocation. The given figure provides an example for resource leveling.<\/p>\r\n&nbsp;\r\n\r\n<img class=\"aligncenter size-full wp-image-204\" src=\"http:\/\/csp8.epgpbooks.inflibnet.ac.in\/wp-content\/uploads\/sites\/53\/2018\/07\/Resource-Leveling.png\" alt=\"\" width=\"576\" height=\"451\" \/>\r\n\r\n<strong>Team Development<\/strong>\r\n\r\n<\/div>\r\n<p style=\"text-align: justify\">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:<\/p>\r\n\r\n<ul style=\"text-align: justify\">\r\n \t<li>physical challenges<\/li>\r\n \t<li>psychological preference indicator tools<\/li>\r\n<\/ul>\r\n&nbsp;\r\n\r\n<strong>Meyers-Briggs Type Indicator (MBTI)<\/strong>\r\n\r\n&nbsp;\r\n<p style=\"text-align: justify\"><span style=\"text-indent: 1em;font-size: 1em\">A popular tool for determining personality preferences and helping teammates understand each other. Four dimensions include:<\/span><\/p>\r\n\r\n<ul style=\"text-align: justify\">\r\n \t<li>Extrovert\/Introvert (E\/I)<\/li>\r\n \t<li>Sensation\/Intuition (S\/N)<\/li>\r\n \t<li>Thinking\/Feeling (T\/F)<\/li>\r\n \t<li>Judgment\/Perception (J\/P)<\/li>\r\n<\/ul>\r\n&nbsp;\r\n<p style=\"text-align: justify\">NTs or rationals are attracted to technology fields. IT people vary most from the general population in not being extroverted or sensing.<\/p>\r\n&nbsp;\r\n<p style=\"text-align: justify\">The goal of project managers is to enable project team members to deliver their best work. Project managers must treat people with consideration and respect, understand what motivates them and communicate carefully with them.<\/p>\r\n&nbsp;\r\n\r\n<strong>Web Links<\/strong>\r\n<ul>\r\n \t<li>htthttps:\/\/ pmpcertificationhelp.com\/project-human-resource-management\/<\/li>\r\n \t<li>https:\/\/en.wikibooks.org\/wiki\/Project_Management\/...\/Human_Resources_Manageme...<\/li>\r\n \t<li>https:\/\/www.edwel.com\/Free-Resources\/Project-Human-Resource-Management.aspx<\/li>\r\n<\/ul>\r\n&nbsp;\r\n\r\n<strong>Supporting &amp; Reference Materials<\/strong>\r\n<ul>\r\n \t<li>Roger S. Pressman, \u201cSoftware Engineering: A Practitioner\u2019s Approach\u201d, Fifth Edition, McGraw Hill, 2001.<\/li>\r\n \t<li>Pankaj Jalote, \u201cAn Integrated Approach to Software Engineering\u201d, Second Edition, Springer Verlag, 1997.<\/li>\r\n \t<li>Ian Sommerville, \u201cSoftware Engineering\u201d, Sixth Edition, Addison Wesley, 2000.<\/li>\r\n<\/ul>\r\n&nbsp;","rendered":"<div>\n<p>&nbsp;<\/p>\n<p style=\"text-align: justify\"><strong>PROJECT HUMAN RESOURCE MANAGEMENT<\/strong><\/p>\n<p>&nbsp;<\/p>\n<p style=\"text-align: justify\">Project Human Resource Management involves managing people and leading the team to meet the needs of organization. Project human resource management includes the processes required to make the most effective use of the people involved with a project.<\/p>\n<p>&nbsp;<\/p>\n<p style=\"text-align: justify\"><strong>LEARNING OBJECTIVES\u00a0<\/strong><\/p>\n<p>&nbsp;<\/p>\n<p style=\"text-align: justify\">\u2022 To learn about Human Resource Management<\/p>\n<p style=\"text-align: justify\">\u2022 To understand the theories in HRM<\/p>\n<p style=\"text-align: justify\">\u2022 To Maximize Productivity as Teams<\/p>\n<p>&nbsp;<\/p>\n<p style=\"text-align: justify\"><strong>THAMHAIN AND WILEMON\u2019S WAYS TO HAVE INFLUENCE ON PROJECTS\u00a0<\/strong><\/p>\n<p>&nbsp;<\/p>\n<p style=\"text-align: justify\">Thamhain and Wilemon\u2019s ways to have influence on projects relies on the following factors:<\/p>\n<ul>\n<li style=\"text-align: justify\"><strong>Authority: <\/strong>the legitimate hierarchical right to issue orders<\/li>\n<li style=\"text-align: justify\"><strong style=\"font-size: 1em\">Assignment: <\/strong><span style=\"font-size: 1em\">the project manager&#8217;s perceived ability to influence a worker&#8217;s later work assignments<\/span><\/li>\n<li style=\"text-align: justify\"><strong style=\"font-size: 1em\">Budget: <\/strong><span style=\"font-size: 1em\">the project manager&#8217;s perceived ability to authorize others&#8217; use of discretionary funds<\/span><\/li>\n<li style=\"text-align: justify\"><strong style=\"font-size: 1em\">Promotion: <\/strong><span style=\"font-size: 1em\">the ability to improve a worker&#8217;s position<\/span><\/li>\n<li style=\"text-align: justify\"><strong style=\"font-size: 1em\">Money: <\/strong><span style=\"font-size: 1em\">the ability to increase a worker&#8217;s pay and benefits<\/span><\/li>\n<li style=\"text-align: justify\"><strong style=\"font-size: 1em\">Penalty: <\/strong><span style=\"font-size: 1em\">the project manager&#8217;s ability to cause punishment<\/span><\/li>\n<li style=\"text-align: justify\"><strong style=\"font-size: 1em\">Work challenge: <\/strong><span style=\"font-size: 1em\">the ability to assign work that capitalizes on a worker&#8217;s enjoyment of doing a particular task<\/span><\/li>\n<li style=\"text-align: justify\"><strong style=\"font-size: 1em\">Expertise: <\/strong><span style=\"font-size: 1em\">the project manager&#8217;s perceived special knowledge that others deem important<\/span><\/li>\n<li style=\"text-align: justify\"><strong style=\"font-size: 1em\">Friendship: <\/strong><span style=\"font-size: 1em\">the ability to establish friendly personal relationships between the project manager and others<\/span><\/li>\n<\/ul>\n<\/div>\n<p>&nbsp;<\/p>\n<p style=\"text-align: justify\"><strong><span style=\"text-align: initial;font-size: 1em\">METHODS OF IMPROVING MOTIVATION\u00a0<\/span><\/strong><\/p>\n<p>&nbsp;<\/p>\n<p style=\"text-align: justify\"><span style=\"text-align: initial;font-size: 1em\">The methods for improving motivation include:<\/span><\/p>\n<ul>\n<li style=\"text-align: justify\"><span style=\"text-align: initial;font-size: 1em\">Setting Specific Goals<\/span><\/li>\n<li style=\"text-align: justify\">Providing Feedback<\/li>\n<li style=\"text-align: justify\">Job Design which involves job enlargement and job enrichment.<\/li>\n<\/ul>\n<div style=\"text-align: justify\">\n<p>&nbsp;<\/p>\n<p><strong>WAYS TO INFLUENCE THAT HELP &amp; HURT PROJECTS\u00a0<\/strong><\/p>\n<p>&nbsp;<\/p>\n<p style=\"text-align: justify\">Projects are more likely to succeed when project managers influence with expertise and work challenge. Projects are more likely to fail when project managers rely too heavily on authority, money and penalty.<\/p>\n<p>&nbsp;<\/p>\n<p><strong>Power<\/strong><\/p>\n<p>&nbsp;<\/p>\n<p style=\"text-align: justify\">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 and referent<\/p>\n<p>&nbsp;<\/p>\n<p><strong>Improving Effectiveness &#8211; Covey\u2019s 7 Habits\u00a0<\/strong><\/p>\n<p>&nbsp;<\/p>\n<p>Project managers can apply Covey\u2019s 7 habits to improve effectiveness on projects<\/p>\n<p>&nbsp;<\/p>\n<p>\u25e6\u00a0 Be proactive<\/p>\n<p>\u25e6\u00a0 Begin with the end in mind<\/p>\n<p>\u25e6\u00a0 Put first things first<\/p>\n<p>\u25e6\u00a0 Think win\/win<\/p>\n<p>\u25e6\u00a0 Seek first to understand, then to be understood<\/p>\n<p>\u25e6\u00a0 Synergize<\/p>\n<p>\u25e6\u00a0 Sharpen the saw<\/p>\n<p>&nbsp;<\/p>\n<p><strong>Empathic Listening and Rapport\u00a0<\/strong><\/p>\n<p>&nbsp;<\/p>\n<p style=\"text-align: justify\">Good project managers are empathic listeners; they listen with the intent to understand. The establishment of a good rapport is necessary before you can communicate with others. 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.<\/p>\n<p>&nbsp;<\/p>\n<p><strong>Improving Relationships between Users &amp; Developers<\/strong><\/p>\n<p>&nbsp;<\/p>\n<p style=\"text-align: justify\"><span style=\"font-size: 1em;text-align: initial\">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.<\/span><\/p>\n<\/div>\n<div style=\"text-align: justify\">\n<p>&nbsp;<\/p>\n<p><strong>Organizational Planning\u00a0<\/strong><\/p>\n<p>&nbsp;<\/p>\n<p style=\"text-align: justify\">Organizational \u00a0planning \u00a0involves \u00a0identifying, \u00a0documenting, \u00a0and \u00a0assigning \u00a0project \u00a0roles, responsibilities, and reporting relationships. Outputs and processes include<\/p>\n<p>&nbsp;<\/p>\n<p>\u25e6\u00a0 project organizational charts<\/p>\n<p>\u25e6\u00a0 work definition and assignment process<\/p>\n<p>\u25e6\u00a0 responsibility assignment matrixes<\/p>\n<p>\u25e6\u00a0 resource histograms<\/p>\n<p>&nbsp;<\/p>\n<p><strong>Sample Organizational Chart for a Large IT Project\u00a0<\/strong><\/p>\n<p>&nbsp;<\/p>\n<p>Organization chart depicts the hierarchy of members in an organization. The following figure shows the organizational chart.<\/p>\n<p>&nbsp;<\/p>\n<p><img loading=\"lazy\" decoding=\"async\" class=\"aligncenter size-full wp-image-210\" src=\"http:\/\/csp8.epgpbooks.inflibnet.ac.in\/wp-content\/uploads\/sites\/53\/2018\/07\/Work-Definition-and-Assignment-Process.png\" alt=\"\" width=\"521\" height=\"329\" srcset=\"https:\/\/ebooks.inflibnet.ac.in\/csp8\/wp-content\/uploads\/sites\/53\/2018\/07\/Work-Definition-and-Assignment-Process.png 521w, https:\/\/ebooks.inflibnet.ac.in\/csp8\/wp-content\/uploads\/sites\/53\/2018\/07\/Work-Definition-and-Assignment-Process-300x189.png 300w, https:\/\/ebooks.inflibnet.ac.in\/csp8\/wp-content\/uploads\/sites\/53\/2018\/07\/Work-Definition-and-Assignment-Process-65x41.png 65w, https:\/\/ebooks.inflibnet.ac.in\/csp8\/wp-content\/uploads\/sites\/53\/2018\/07\/Work-Definition-and-Assignment-Process-225x142.png 225w, https:\/\/ebooks.inflibnet.ac.in\/csp8\/wp-content\/uploads\/sites\/53\/2018\/07\/Work-Definition-and-Assignment-Process-350x221.png 350w\" sizes=\"auto, (max-width: 521px) 100vw, 521px\" \/><\/p>\n<\/div>\n<p>&nbsp;<\/p>\n<p><strong><span style=\"text-align: initial;font-size: 1em\">Work Definition and Assignment Process<\/span><\/strong><\/p>\n<p>&nbsp;<\/p>\n<p style=\"text-align: justify\"><span style=\"text-align: initial;font-size: 1em\">Work definition and assignment process involves finalization of requirements and it establishes a well defined project scope and requirements. It gives a clear view about the work that will be done and it provides the project team and technical approaches. Once a well defined work framework is set, the work is broken down into various activities. After breaking down the work, the work and responsibilities are assigned.<\/span><\/p>\n<div style=\"text-align: justify\">\n<p><img loading=\"lazy\" decoding=\"async\" class=\"aligncenter size-full wp-image-209\" src=\"http:\/\/csp8.epgpbooks.inflibnet.ac.in\/wp-content\/uploads\/sites\/53\/2018\/07\/Work-Definition-and-Assignment-Process1.png\" alt=\"\" width=\"621\" height=\"316\" srcset=\"https:\/\/ebooks.inflibnet.ac.in\/csp8\/wp-content\/uploads\/sites\/53\/2018\/07\/Work-Definition-and-Assignment-Process1.png 621w, https:\/\/ebooks.inflibnet.ac.in\/csp8\/wp-content\/uploads\/sites\/53\/2018\/07\/Work-Definition-and-Assignment-Process1-300x153.png 300w, https:\/\/ebooks.inflibnet.ac.in\/csp8\/wp-content\/uploads\/sites\/53\/2018\/07\/Work-Definition-and-Assignment-Process1-65x33.png 65w, https:\/\/ebooks.inflibnet.ac.in\/csp8\/wp-content\/uploads\/sites\/53\/2018\/07\/Work-Definition-and-Assignment-Process1-225x114.png 225w, https:\/\/ebooks.inflibnet.ac.in\/csp8\/wp-content\/uploads\/sites\/53\/2018\/07\/Work-Definition-and-Assignment-Process1-350x178.png 350w\" sizes=\"auto, (max-width: 621px) 100vw, 621px\" \/><\/p>\n<p><strong>Sample Responsibility Assignment Matrix (RAM)\u00a0<\/strong><\/p>\n<p>&nbsp;<\/p>\n<p>Responsibility Assignment Matrix provides who in the organization is responsible for individual work elements and deliverables.<\/p>\n<\/div>\n<div style=\"text-align: justify\"><img loading=\"lazy\" decoding=\"async\" class=\"wp-image-208 aligncenter\" src=\"http:\/\/csp8.epgpbooks.inflibnet.ac.in\/wp-content\/uploads\/sites\/53\/2018\/07\/Sample-Responsibility-Assignment-Matrix-RAM.png\" alt=\"\" width=\"768\" height=\"330\" srcset=\"https:\/\/ebooks.inflibnet.ac.in\/csp8\/wp-content\/uploads\/sites\/53\/2018\/07\/Sample-Responsibility-Assignment-Matrix-RAM.png 587w, https:\/\/ebooks.inflibnet.ac.in\/csp8\/wp-content\/uploads\/sites\/53\/2018\/07\/Sample-Responsibility-Assignment-Matrix-RAM-300x129.png 300w, https:\/\/ebooks.inflibnet.ac.in\/csp8\/wp-content\/uploads\/sites\/53\/2018\/07\/Sample-Responsibility-Assignment-Matrix-RAM-65x28.png 65w, https:\/\/ebooks.inflibnet.ac.in\/csp8\/wp-content\/uploads\/sites\/53\/2018\/07\/Sample-Responsibility-Assignment-Matrix-RAM-225x97.png 225w, https:\/\/ebooks.inflibnet.ac.in\/csp8\/wp-content\/uploads\/sites\/53\/2018\/07\/Sample-Responsibility-Assignment-Matrix-RAM-350x150.png 350w\" sizes=\"auto, (max-width: 768px) 100vw, 768px\" \/><\/div>\n<div style=\"text-align: justify\">\n<div><\/div>\n<div class=\"filename\" style=\"padding-left: 30px\"><strong>RAM Showing Stakeholder Roles<\/strong><\/div>\n<div><\/div>\n<p><img loading=\"lazy\" decoding=\"async\" class=\"aligncenter wp-image-207\" src=\"http:\/\/csp8.epgpbooks.inflibnet.ac.in\/wp-content\/uploads\/sites\/53\/2018\/07\/RAM-Showing-Stakeholder-Roles.png\" alt=\"\" width=\"795\" height=\"438\" srcset=\"https:\/\/ebooks.inflibnet.ac.in\/csp8\/wp-content\/uploads\/sites\/53\/2018\/07\/RAM-Showing-Stakeholder-Roles.png 568w, https:\/\/ebooks.inflibnet.ac.in\/csp8\/wp-content\/uploads\/sites\/53\/2018\/07\/RAM-Showing-Stakeholder-Roles-300x165.png 300w, https:\/\/ebooks.inflibnet.ac.in\/csp8\/wp-content\/uploads\/sites\/53\/2018\/07\/RAM-Showing-Stakeholder-Roles-65x36.png 65w, https:\/\/ebooks.inflibnet.ac.in\/csp8\/wp-content\/uploads\/sites\/53\/2018\/07\/RAM-Showing-Stakeholder-Roles-225x124.png 225w, https:\/\/ebooks.inflibnet.ac.in\/csp8\/wp-content\/uploads\/sites\/53\/2018\/07\/RAM-Showing-Stakeholder-Roles-350x193.png 350w\" sizes=\"auto, (max-width: 795px) 100vw, 795px\" \/><\/p>\n<p><strong style=\"text-align: initial;font-size: 1em\">Sample Resource Histogram for a Large IT Project<\/strong><\/p>\n<p><img loading=\"lazy\" decoding=\"async\" class=\"aligncenter wp-image-206\" src=\"http:\/\/csp8.epgpbooks.inflibnet.ac.in\/wp-content\/uploads\/sites\/53\/2018\/07\/Sample-Resource-Histogram-for-a-Large-IT-Project.png\" alt=\"\" width=\"787\" height=\"336\" srcset=\"https:\/\/ebooks.inflibnet.ac.in\/csp8\/wp-content\/uploads\/sites\/53\/2018\/07\/Sample-Resource-Histogram-for-a-Large-IT-Project.png 560w, https:\/\/ebooks.inflibnet.ac.in\/csp8\/wp-content\/uploads\/sites\/53\/2018\/07\/Sample-Resource-Histogram-for-a-Large-IT-Project-300x128.png 300w, https:\/\/ebooks.inflibnet.ac.in\/csp8\/wp-content\/uploads\/sites\/53\/2018\/07\/Sample-Resource-Histogram-for-a-Large-IT-Project-65x28.png 65w, https:\/\/ebooks.inflibnet.ac.in\/csp8\/wp-content\/uploads\/sites\/53\/2018\/07\/Sample-Resource-Histogram-for-a-Large-IT-Project-225x96.png 225w, https:\/\/ebooks.inflibnet.ac.in\/csp8\/wp-content\/uploads\/sites\/53\/2018\/07\/Sample-Resource-Histogram-for-a-Large-IT-Project-350x149.png 350w\" sizes=\"auto, (max-width: 787px) 100vw, 787px\" \/><\/p>\n<p>&nbsp;<\/p>\n<p><strong>Staff Acquisition\u00a0<\/strong><\/p>\n<p>&nbsp;<\/p>\n<p style=\"text-align: justify\">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\u2019t make a difference, don\u2019t get proper recognition, they aren\u2019t learning anything new, don\u2019t like their coworkers, and want to earn more money.<\/p>\n<\/div>\n<p>&nbsp;<\/p>\n<p><strong>Resource Loading and Leveling<\/strong><\/p>\n<p>&nbsp;<\/p>\n<p style=\"text-align: justify\"><span style=\"text-align: initial;font-size: 1em\">Resource loading refers to the amount of individual resources in 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<\/span><\/p>\n<div style=\"text-align: justify\">\n<p>&nbsp;<\/p>\n<p><strong>Histogram Showing an Over-allocated Individual\u00a0<\/strong><\/p>\n<p>&nbsp;<\/p>\n<p><img loading=\"lazy\" decoding=\"async\" class=\"aligncenter wp-image-205\" src=\"http:\/\/csp8.epgpbooks.inflibnet.ac.in\/wp-content\/uploads\/sites\/53\/2018\/07\/Histogram-Showing-an-Over-allocated-Individual.png\" alt=\"\" width=\"739\" height=\"249\" srcset=\"https:\/\/ebooks.inflibnet.ac.in\/csp8\/wp-content\/uploads\/sites\/53\/2018\/07\/Histogram-Showing-an-Over-allocated-Individual.png 939w, https:\/\/ebooks.inflibnet.ac.in\/csp8\/wp-content\/uploads\/sites\/53\/2018\/07\/Histogram-Showing-an-Over-allocated-Individual-300x101.png 300w, https:\/\/ebooks.inflibnet.ac.in\/csp8\/wp-content\/uploads\/sites\/53\/2018\/07\/Histogram-Showing-an-Over-allocated-Individual-768x258.png 768w, https:\/\/ebooks.inflibnet.ac.in\/csp8\/wp-content\/uploads\/sites\/53\/2018\/07\/Histogram-Showing-an-Over-allocated-Individual-65x22.png 65w, https:\/\/ebooks.inflibnet.ac.in\/csp8\/wp-content\/uploads\/sites\/53\/2018\/07\/Histogram-Showing-an-Over-allocated-Individual-225x76.png 225w, https:\/\/ebooks.inflibnet.ac.in\/csp8\/wp-content\/uploads\/sites\/53\/2018\/07\/Histogram-Showing-an-Over-allocated-Individual-350x118.png 350w\" sizes=\"auto, (max-width: 739px) 100vw, 739px\" \/><\/p>\n<p><strong>Resource Leveling<\/strong><\/p>\n<p>&nbsp;<\/p>\n<p style=\"text-align: justify\">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 over- allocation. The given figure provides an example for resource leveling.<\/p>\n<p>&nbsp;<\/p>\n<p><img loading=\"lazy\" decoding=\"async\" class=\"aligncenter size-full wp-image-204\" src=\"http:\/\/csp8.epgpbooks.inflibnet.ac.in\/wp-content\/uploads\/sites\/53\/2018\/07\/Resource-Leveling.png\" alt=\"\" width=\"576\" height=\"451\" srcset=\"https:\/\/ebooks.inflibnet.ac.in\/csp8\/wp-content\/uploads\/sites\/53\/2018\/07\/Resource-Leveling.png 576w, https:\/\/ebooks.inflibnet.ac.in\/csp8\/wp-content\/uploads\/sites\/53\/2018\/07\/Resource-Leveling-300x235.png 300w, https:\/\/ebooks.inflibnet.ac.in\/csp8\/wp-content\/uploads\/sites\/53\/2018\/07\/Resource-Leveling-65x51.png 65w, https:\/\/ebooks.inflibnet.ac.in\/csp8\/wp-content\/uploads\/sites\/53\/2018\/07\/Resource-Leveling-225x176.png 225w, https:\/\/ebooks.inflibnet.ac.in\/csp8\/wp-content\/uploads\/sites\/53\/2018\/07\/Resource-Leveling-350x274.png 350w\" sizes=\"auto, (max-width: 576px) 100vw, 576px\" \/><\/p>\n<p><strong>Team Development<\/strong><\/p>\n<\/div>\n<p style=\"text-align: justify\">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:<\/p>\n<ul style=\"text-align: justify\">\n<li>physical challenges<\/li>\n<li>psychological preference indicator tools<\/li>\n<\/ul>\n<p>&nbsp;<\/p>\n<p><strong>Meyers-Briggs Type Indicator (MBTI)<\/strong><\/p>\n<p>&nbsp;<\/p>\n<p style=\"text-align: justify\"><span style=\"text-indent: 1em;font-size: 1em\">A popular tool for determining personality preferences and helping teammates understand each other. Four dimensions include:<\/span><\/p>\n<ul style=\"text-align: justify\">\n<li>Extrovert\/Introvert (E\/I)<\/li>\n<li>Sensation\/Intuition (S\/N)<\/li>\n<li>Thinking\/Feeling (T\/F)<\/li>\n<li>Judgment\/Perception (J\/P)<\/li>\n<\/ul>\n<p>&nbsp;<\/p>\n<p style=\"text-align: justify\">NTs or rationals are attracted to technology fields. IT people vary most from the general population in not being extroverted or sensing.<\/p>\n<p>&nbsp;<\/p>\n<p style=\"text-align: justify\">The goal of project managers is to enable project team members to deliver their best work. Project managers must treat people with consideration and respect, understand what motivates them and communicate carefully with them.<\/p>\n<p>&nbsp;<\/p>\n<p><strong>Web Links<\/strong><\/p>\n<ul>\n<li>htthttps:\/\/ pmpcertificationhelp.com\/project-human-resource-management\/<\/li>\n<li>https:\/\/en.wikibooks.org\/wiki\/Project_Management\/&#8230;\/Human_Resources_Manageme&#8230;<\/li>\n<li>https:\/\/www.edwel.com\/Free-Resources\/Project-Human-Resource-Management.aspx<\/li>\n<\/ul>\n<p>&nbsp;<\/p>\n<p><strong>Supporting &amp; Reference Materials<\/strong><\/p>\n<ul>\n<li>Roger S. Pressman, \u201cSoftware Engineering: A Practitioner\u2019s Approach\u201d, Fifth Edition, McGraw Hill, 2001.<\/li>\n<li>Pankaj Jalote, \u201cAn Integrated Approach to Software Engineering\u201d, Second Edition, Springer Verlag, 1997.<\/li>\n<li>Ian Sommerville, \u201cSoftware Engineering\u201d, Sixth Edition, Addison Wesley, 2000.<\/li>\n<\/ul>\n<p>&nbsp;<\/p>\n","protected":false},"author":4,"menu_order":20,"template":"","meta":{"pb_show_title":"on","pb_short_title":"","pb_subtitle":"","pb_authors":["dr-r-baskaran"],"pb_section_license":""},"chapter-type":[],"contributor":[58],"license":[],"class_list":["post-200","chapter","type-chapter","status-publish","hentry","contributor-dr-r-baskaran"],"part":3,"_links":{"self":[{"href":"https:\/\/ebooks.inflibnet.ac.in\/csp8\/wp-json\/pressbooks\/v2\/chapters\/200","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/ebooks.inflibnet.ac.in\/csp8\/wp-json\/pressbooks\/v2\/chapters"}],"about":[{"href":"https:\/\/ebooks.inflibnet.ac.in\/csp8\/wp-json\/wp\/v2\/types\/chapter"}],"author":[{"embeddable":true,"href":"https:\/\/ebooks.inflibnet.ac.in\/csp8\/wp-json\/wp\/v2\/users\/4"}],"version-history":[{"count":10,"href":"https:\/\/ebooks.inflibnet.ac.in\/csp8\/wp-json\/pressbooks\/v2\/chapters\/200\/revisions"}],"predecessor-version":[{"id":400,"href":"https:\/\/ebooks.inflibnet.ac.in\/csp8\/wp-json\/pressbooks\/v2\/chapters\/200\/revisions\/400"}],"part":[{"href":"https:\/\/ebooks.inflibnet.ac.in\/csp8\/wp-json\/pressbooks\/v2\/parts\/3"}],"metadata":[{"href":"https:\/\/ebooks.inflibnet.ac.in\/csp8\/wp-json\/pressbooks\/v2\/chapters\/200\/metadata\/"}],"wp:attachment":[{"href":"https:\/\/ebooks.inflibnet.ac.in\/csp8\/wp-json\/wp\/v2\/media?parent=200"}],"wp:term":[{"taxonomy":"chapter-type","embeddable":true,"href":"https:\/\/ebooks.inflibnet.ac.in\/csp8\/wp-json\/pressbooks\/v2\/chapter-type?post=200"},{"taxonomy":"contributor","embeddable":true,"href":"https:\/\/ebooks.inflibnet.ac.in\/csp8\/wp-json\/wp\/v2\/contributor?post=200"},{"taxonomy":"license","embeddable":true,"href":"https:\/\/ebooks.inflibnet.ac.in\/csp8\/wp-json\/wp\/v2\/license?post=200"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}