Crowe Human Resources Flashcards
Human Resource Management
Knowledge area that covers a total of 4 proceses. Most of this material deals with soft skills, such as management theory, organizational behavior, psychology, and the field of human resources.
Processes:
- Develop human Resource Plan (Planning)
- Acquire Project Team (Executing)
- Develop Project Team (Executing)
- Manage Project Team (Executing)
Develop Human Resource Plan
This planning process results in the human resource plan which is executed or carried out by the 3 remaining human resource management processes. The HR plan and roles and responsibilities provide guidance for other HR processes.
Key Inputs
• (none)
Key Tools
• Org Charts & Position Descriptions
Key Outputs
• Human Resource Plan
Acquire Project Team
This executing process of human resource management is all about getting the right people on the team. Here the PM is staffing the project.
Key Inputs
• None
Key Tools
• Pre-Assignment
Key Outputs
• Project Staff Assignments
• Resource Calendars
Develop Project Team
Important executing process of human resource management. The goal of this process is to build a better team that will result in superior project performance.
Key Inputs
• (none)
Key Tools • Interpersonal Skills • Training • Team-Building Activities • Ground Rules • Co-Location • Recognition and Rewards
Key Outputs
• Team Performance Assessments
Manage Project Team
Final executing process of Human Resource area focuses on proactive management of the staff to ensure that the team is performing according to the plan.
Key Inputs
• (none)
Key Tools • Project Performance Appraisals • Conflict Management • Issue Log • Interpersonal Skills
Key Outputs
• (none)
Organizational Charts & Position Descriptions
Tool of the Develop Human Resource Plan process, representing who will be working on the project and what they will be responsible for doing.
Three formats:
- Hierarchical
- Matrix
- Text
RAM or RACI Chart
An example of a matrix organizational chart.
RAM stands for Responsibility Assignment Matrix.
Lists work packages in the rows and roles in the columns.
RACI Chart is a type of RAM.
RACI stands for Responsible, Accountable, Consult, Inform.
Human Resource Plan
The major output of Develop Human Resource Plan
Three components:
- Roles and responsibilities
- Organization charts
- Staffing management plan
Includes resource histogram, showing use of resources during a time period.
The staffing management plan details how project will be staffed, and how the team will be trained, reviewed, and released.
Addresses safety, compliance, and other human resource needs.
Pre-Assignment
With some projects, this tool of pre-assignment comes into play. Specific human resources may be requested by the customer, sponsor, or management based on prior knowledge, familiarity, or expertise. These resources are “pre-assigned” to the project team.
Project Staff Assignments
The primary output of Acquire Project Team. This is the list of human resources that have ben signed up to contribute to the project (the project team).
Resource Calendars
this output of Acquire Project Team lists when resources are assigned to a project so that the performing organization knows who is available for other work and when. Project managers share this information of pooled staff for planning purposes.
Training
Tool for providing instruction, direction, or education to staff to improve their ability to perform project tasks.
This tool is used in the Develop Project Team process.
Team-Building Activities
Tool or activity designed to foster tema cohesiveness by sharing in a common experience. The goal in to develop deeper relationships or bonds among team members; most effective when performed early and often over life of the project.
This tool is used in the Develop Project Team process.
Ground Rules
Tool that defines formal or informal guidelines for acceptable team behavior.
These rules may apply to several topics, such as communication with the customer, care of sensitive data, protection of trade secrets, dress codes, hours of work, use of email or other office-equipment, to name a few.
This tool is used in the Develop Project Team process.
Co-Location
This tool involves bringing team members together to one location in order to reach a deadline, milestone, or other significant event.
This tool is used in the Develop Project Team process.
Recognition & Rewards
tool aimed at boosting morale of the team. Used to develop the project team. Most effective when these are considered “win-win” systems or programs.
6 Theories of Motivation
- Maslow’s Hierarchy of Needs
- Herzberg’s Motivation-Hygiene Theory
- McGregor’s Theory X and Y
- Contingency Theory
- McClelland’s Three-Need Theory
- Expectancy Theory
Maslow’s Hierarchy of Needs
1 of 6 theories of motivation related to the tool of Recognition and Rewards
Abraham Maslow grouped human needs into a hierarchy of 5 categories—3 lower and 2 higher groups of needs.
Big Idea: Lower needs must be met in order for the higher needs to motivate.
Herzberg’s Motivation-Hygiene Theory
1 of 6 theories of motivation related to the tool of Recognition and Rewards.
Examples of hygiene factors include adequate pay, security, work conditions.
Examples of motivational factors include opportunity for promotion, growth, and recognition.
Big Idea: Hygiene factors must be in place before motivational factors will work.
McGregor’s Theory X and Y
1 of 6 theories of motivation related to the tool of Recognition and Rewards.
McGregor’s theory states that managers fall into 2 categories: X and Y.
Big Idea:
• Theory X managers do not trust people and believe in the need for constant supervision.
• Theory Y managers believe people will perform well with little supervision and can be trusted.
Contingency Theory
1 of 6 theories of motivation related to the tool of Recognition and Rewards.
Fielder states that the effectiveness of a leader is contingent on 2 factors: leadership style and the situation or environment.
Big Idea: Task-oriented leaders are more effective in stressful environments, whereas, relationship-oriented leaders are more effective in relatively calm environments.
McClelland’s Three-Need Theory
1 of 6 theories of motivation related to the tool of Recognition and Rewards.
Team members have 3 primary needs:
- Achievement
- Power
- Affiliation
Big Idea: To successfully motivate the team, a manager should know the primary need of each team member… the need to stand out, to have some control, and belong to a team.
Also called Achievement Theory or McClelland’s Theory of Needs.
Expectancy Theory
1 of 6 theories of motivation related to the tool of Recognition and Rewards.
Theory states that employees or team members can be motivated if they believe more effort will yield better results, and better results will be rewarded.
Big Idea: To be motivated, employees must believe that performance will be rewarded.
Forms of Power
- Reward (preferred)
- Expert (preferred)
- Legitimate
- Referment
- Punishment (least effective)
Methods of Conflict Management
- Problem-Solving or Confrontation (preferred—most effective)
- Collaboration (also effective)
- Compromise
- Forcing
- Smoothing
- Withdrawal
Constructive Team Roles
- Initiator
- Information Seeker
- Information Giver
- Encourager
- Clarifier
- Harmonizer
- Summarizer
- Gate Keeper
Destructive Team Roles
- Aggressor
- Blocker
- Withdrawer
- Recognition Seeker
- Topic Jumper
- Dominator
- Devil’s Advocate
