People and Organisations

Topic 12: Human Resources Management in Project Management
12.1 INTRODUCTION

This topic provides a reading agenda for a number of key aspects of human resources management that are relevant to project managers and project team members. The following items are covered: Selection including job analysis, selection interviews, psychometric tests and assessment centres. Equal opportunities including an introduction to legal requirements on employers in the UK. An introduction to the Disability Rights Commission, Equal Opportunities Commission An Commission for Racial Equality. Appraisals Rewards systems. Career development Stress The style of the topic is such that a number of reading exercises are set to guide you through the directed reading in the set textbook. I have tried to limit the number of pages you need to consult and make notes on. However, if you have time it is a good idea to look at other interesting and relevant pages in the chapters concerned. I have made many exercises for directed reading and in a lot of cases I have asked you to find out what is done in your organisation. These are things you should know about. They are things that project managers have to be familiar with. I suggest you make a list of all the things to be found out and do this at the end of the topic. All the directed reading reference pages are in Directed Reading as an aid to revision.

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People and Organisations

12.2

LEARNING OBJECTIVES
To gain awareness of a number of key aspects of human resources management. To gain knowledge and understanding of sources of work stress. To become familiar with the meaning of sex, race and disability discrimination.

12.3

SELECTION

Selection of personnel is an expensive and crucial process for organisations. The following four areas are of key significance. Job analysis Selection interviews Psychometric tests Assessment centres

12.3.1

Exercise 1: Directed Reading (Job Analysis)

Turn to McKenna, E. (2006) Business Psychology and Organisational Behaviour: A student Handbook, Psychology Press. Read pages 571-572. Make some keyword notes on what you have read. Ask your manager or human resources department what is done in your organisation.

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People and Organisations

12.3.2

Exercise 2: Directed Reading (Selection Interviews, Psychometric Tests and Assessment Centres)

Turn to McKenna, E. (2006) Business Psychology and Organisational Behaviour: A student Handbook, Psychology Press. Read from page 573 Selection methods to 578 Other Methods. Make some keyword notes on what you have read.

12.4

MANAGING DIVERSITY

Managing diversity initiatives seek to fully develop the potential of each employee and turn the different sets of skills that each employee brings into a business advantage. Through the fostering of difference, team creativity, innovation and problem-solving can be enhanced. The focus is therefore much more on the individual rather than the group or team. Having a diverse workforce not only enables organisations to understand and meet customer demands better, but also helps attract investors and clients as well as reduce the costs associated with discrimination. The literature shows that there is research evidence for the proposition of “value in diversity” (e.g. Bank, 1999; Polzer et al, 2002). Nevertheless, this is criticized by some authors (e.g. Jehn, 1997) who argue that diversity has a negative effect on group process and performance. However, it is powerfully argued by O’Reilly et al (2002) that diversity may be managed to avoid negative consequences (e.g. Priem et al, 1995; Wittenbaum&Strasser, 1996). According to Polzer et al (2002) well managed heterogeneous groups are far more creative than homogeneous ones. Early interpersonal congruence of groups has been found to have a significant long lasting influence on creative task performance beyond simply