Project Management

Don’t Forget About Human Resources

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By Taralyn Frasqueri-Molina

Because human resources is so process-oriented, it’s easy to overlook its need for project and program management.

The human resources department’s projects may not be customer-facing and highly visible, but it is very likely that they will make your work life easier! They might be focused on integrating or retrofitting an HR information system, changing an organization-wide benefits provider, developing a new employee handbook or designing and releasing an employee satisfaction survey.

I’ve had the pleasure of working on several HR projects. Though they weren’t product launches delivering external customer value, they were critical to internal business operations. Because they are so essential to internal success, if you’re the person responsible for enterprise roadmapping, you must ensure HR projects are part of the way forward.

One human resources area that benefits exceptionally well from stellar project management is organizational design. Don’t pass up the chance to work on an organization redesign project—you’ll be teaming up with not only human resources, but also with service designers, team managers and executive leadership.

There are many stages to an organizational design project. Organizational design projects have a lot of moving parts. Early on, it can be easy to get stuck in the research and design parts, constantly reviewing and revising. Later, ensuring companywide adoption can seem like a never-ending slog. A project manager can be a boon during these critical phases by keeping the focus on smaller, incremental milestones, and communicating when that milestone progress is made. This keeps the project moving forward, the momentum continuing even though the results of the final goal may be nebulous and still too far away.

In the end, you’ll deliver a model that will become the operating structure for the entire organization—helping all of its employees navigate through a changing business environment. And maybe even disruptive changes that pose grave threats to the organization.

What types of human resources projects have you led? Where else do you thinking project management could be beneficial for human resources?

Posted by Taralyn Frasqueri-Molina on: January 05, 2017 04:00 PM | Permalink

Comments (9)

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Thanks for sharing.

Could you please share example of an HR Project?

I have lead a few IT and non-IT HR projects: HRMS, infrastructure, new program implementations, ..

My biggest lesson learned from these HR projects is the importance of organization change management. These projects are often greatly disrupting for employees. It is important that employees are properly transitioned to the new organizational state.

One of the Biggest lessons learnt from the Human Resource Management projects at the present times is the need/emphasis on for Security and Data Obfuscation.

Employee details and salaries are understandably very confidential and therefore must only be accessible to Payroll and Human Resource Teams. It is very important therefore that

1) The Project Team consists of Human Resource/Payroll Staff from within the organization who have had previous experience in supporting/Implementing a HRMS.

2) The tool that is chosen allows for encryption and data obfuscation such that only the super administrators and HR Staff within an organization have access to the data when the system is implemented in production. Third party vendors troubleshooting or providing technical support must be given dummy data.

3) The Solution Design of the HRMS must encompass all the security considerations. this is even more important if a Cloud Solution is being considered.

4) The Trend is towards self - service HRMS where staff can see their leave balances, salary details themselves, request leave electronically and have access to a centralized portal where they can send an email to Payroll/HR Helpdesk about their queries

Thanks for sharin

Thank you all for commenting!

>> Anupam - an HR project could be something small like creating an Employee Handbook, or something extremely large like implementing a Human Resources Information System.

Combining Stephane Deepesh = Org Change Management, Security and Data Obfuscation trends to keep an eye on in 2017.

>> Stephane - I'd qualify "change" with continuous and sustainable. Because at org scale it's never "one and done!"

Thanks Taralyn. Appreciate it.

I don't disagree, Taralyn. There will always be continuous organizational change management happening within the HR function, regardless of the projects. The point is that HR projects do often introduce major, as in irregular, changes that need to be managed within or alongside the project. (Think Darwin's chart of evolution.)

Excellent ..

Excellent article.Thanks for sharing

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