Please explain what impacts will be on project management plan ? And How we can solve this change? Saving Changes...
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Krishna PakkiProject Services Manager| Rio TintoGilbert, Az, United States
The impact depends on -
- did you identified the risk ahead and do you have a succession plan for key positions
- whats the org culture, more process driven or person driven
- hows the documentation management and knowledge management processes established
- how critical is schedule for you and do you have schedule contingency?
- Can we manage the gap with consultants (adds cost though)
i did come across similar situation many times... the impacts were less where the above questions have a positive answer.
Then, the key action for leader is to manage the Team motivated (this depend on the situation, who is leaving the team, how influential he/she is etc).
i know this is one of the big issue we all come across, few opening thoughts ... wish to see other responses. Saving Changes...
Henry HattenrathProject Consultant| Tectonic Engineering MSA LLCNew York, Ny, United States
If you chose to eliminate a key staff member you should already know the justification, impacts on the project and the plan for mitigation risks or responding to the reduction in manpower. The project management plan would provide guidance for the this decision in cost management, human resource management and risk management.
If an employee decides to leave the company, the project management plan will guide you in the requirements for managing a new hire process for replacing key staff and for mitigating the risk from reduced resources. .
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1 reply by Yongsheng Hu
Oct 26, 2017 9:05 PM
Yongsheng Hu
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Agree.
Project Management Plan is very important as the guide for us.
I did eliminate one key staff of my project, but before this action, I got backup staff from human resource department and had him trained enough to step in. The project schedule was hardly effected.
If you chose to eliminate a key staff member you should already know the justification, impacts on the project and the plan for mitigation risks or responding to the reduction in manpower. The project management plan would provide guidance for the this decision in cost management, human resource management and risk management.
If an employee decides to leave the company, the project management plan will guide you in the requirements for managing a new hire process for replacing key staff and for mitigating the risk from reduced resources. .
Agree.
Project Management Plan is very important as the guide for us.
I did eliminate one key staff of my project, but before this action, I got backup staff from human resource department and had him trained enough to step in. The project schedule was hardly effected. Saving Changes...
Hi, I think it will be huge impact in project and system and that will be more if he was also as functional manager so need always update your change management process and consider in project management plan.
If you want to eliminate a key staff then you can pre-plan for substitute one but this substitution may not always successful but sometimes the key staff wants to leave the company for any purpose suddenly and you can not plan properly for substitute one so what action required to be taken afterward and what plan you should have at initiate stage? Saving Changes...
Stéphane ParentSelf Employed / Semi-retired| Leader MakerPrince Edward Island, Canada
Peyman, your human resource management plan should address normal situations. When addressing not normal situations, such as a key staff member leaving, you should treat it as a risk and manage it as such: identify mitigation/contingency/fallback actions then monitor.
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1 reply by Peyman Mokhtarzadeh Sharabiani
Oct 27, 2017 11:44 AM
Peyman Mokhtarzadeh Sharabiani
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Hi Stephane ,Many thanks for your reply , I agree that the issue is coming under Risk Management Plan but not agreed address on Human Resource Management Plan because for example functional manager / CEO / COO can not manage in human resource management plan, this plan normally used for staff bellow project manager who are not as key staff. We can have human resource policy for organization but as per my experience it will be so difficult to find same criteria for another candidate or reserve a candidate for substitution...
Peyman, your human resource management plan should address normal situations. When addressing not normal situations, such as a key staff member leaving, you should treat it as a risk and manage it as such: identify mitigation/contingency/fallback actions then monitor.
Hi Stephane ,Many thanks for your reply , I agree that the issue is coming under Risk Management Plan but not agreed address on Human Resource Management Plan because for example functional manager / CEO / COO can not manage in human resource management plan, this plan normally used for staff bellow project manager who are not as key staff. We can have human resource policy for organization but as per my experience it will be so difficult to find same criteria for another candidate or reserve a candidate for substitution...
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1 reply by Stéphane Parent
Oct 27, 2017 11:59 AM
Stéphane Parent
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That's why I suggested your HR management plan only be used for typical HR activities such as on-boarding, reviews and dis-boarding. You could also include some succession planning activities but they should be meant to address typical and common situations,
Saving Changes...
Stéphane ParentSelf Employed / Semi-retired| Leader MakerPrince Edward Island, Canada
Oct 27, 2017 11:44 AM
Replying to Peyman Mokhtarzadeh Sharabiani
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Hi Stephane ,Many thanks for your reply , I agree that the issue is coming under Risk Management Plan but not agreed address on Human Resource Management Plan because for example functional manager / CEO / COO can not manage in human resource management plan, this plan normally used for staff bellow project manager who are not as key staff. We can have human resource policy for organization but as per my experience it will be so difficult to find same criteria for another candidate or reserve a candidate for substitution...
That's why I suggested your HR management plan only be used for typical HR activities such as on-boarding, reviews and dis-boarding. You could also include some succession planning activities but they should be meant to address typical and common situations, Saving Changes...
