SESSION # 3

1. SESSION # 3 MODULE 4: PROJECT IMPLEMENTATION by: Navuth YA, Consultancy Team Member

2. III. Human Resource Management 1. Introduction; 2. Selection and recruitment of project staff; 3. Staff orientation; 4. Structure of project staff; 5. Team building (common vision, understanding, etc); 6. Staff performance management (staff appraisal); 7. Staff capacity development (training and development plan).

3. Introduction Definition of human resource management • Human resource management is the process of dealing with job design and analysis, workforce planning, recruitment and selection, training and development, performance management, compensation (remuneration) and legal issues. Objectives of human resource management: • To provide, create, utilize and motivate employees to accomplish organizational goal; • To secure integration of individual and groups in securing organizational effectiveness; • To create opportunities, to provide facilities, necessary motivation to individual and group for their growth with the growth of the organization by training and development, compensation, etc... • To employ the skills and ability of the workforce efficiently, i.e., to utilize human resource effectively;

4. To create a sense and feeling of belongingness team spirit and encourage suggestions from employees; • To help maintain ethical policies and behavior inside and outside the organization; • To maintain high moral and good human relation within the organization; • To manage change to the mutual advantage of individuals, groups, the organization and the society; • To ensure that there is no threat of unemployment, inequalities, adopting a policy recognizing merit and employee contribution, and condition for stability of employment.

5. The importance of human resource management: 1. Organization Significance: • Good human resource practice can help in attracting and retaining the best people in the organization; • Developing the necessary skills and right attitudes among the employees through training, development, performance appraisal, etc; • Securing willing cooperation of employees through motivation, participation, grievance handling, etc; • Effective utilization of available human resources; • Ensuring that enterprise will have in future a team of competent and dedicated employees.

6. 2. Social Significance: • Employment opportunities multiply; • Eliminating waste of human resources through conservation of physical and mental health; • Scare talents are put to best use. Companies that pay and treat people well always race ahead of others and deliver excellent results. 3. Professional Significance: • Developing people on continuous basis to meet challenge of their job; • Promoting team-work and team-spirit among employees; • Offering excellent growth opportunities to people who have the potential to rise; • Providing environment and incentives for developing and utilizing creativity.

7. 2. Selection and recruitment of project staff Definition: • Selection and recruitment of project staff are the processes of selecting, appointing suitable candidates for the specific jobs/positions within the organization; or • The process of generating a pool of qualified candidates for a particular job/position in the organization; or • The process of discovering potential candidates for the organization. Process of Selection and recruitment of project staff: • Job analysis; • Sourcing; • Screening and selection; and • Reference checking.

8. Objectives: • To attract the qualified applicants and encourage unqualified applicants to self-select themselves out; • To show transparency and accountability in selection and recruitment of project staff through recruitment and selection process management; • To build capacity of human resource department in selection and recruitment of project staff; • To show cooperation with recruitment agencies in case project staff is selected and recruited form external sources; Benefits: • To look for the right project staff with the rights skills and qualification for particular job/position in the organization; • To ensure the project deliverables are achieved, especially organizational target and objectives are attained. • Project staff is confident and interested in on going learning and self-development.

9. 3. Staff orientation Definition: • It is a process to provide easy access to basic information on project/program, services and other related one and provide a clarification and allows new staff to take an active role or adapt to particular job within the organization. The following are the points to be focused in staff orientation: • Project beneficiaries; • Project key stakeholders, • Implementing partners; • Contract compliance; and • Communication plan.

10. Importance: • To welcome and introduce new staff to other staff and key stakeholders in the project and the organization; • To provide essential information, especially the information/data related to local framework approach, expected project deliverables, work plan, budgeting, basic financial accounting, policies and procedures, etc.. to make him/her more comfortable to the job; • To help new staff confidence and adapt faster to the job and working environment; • To contribute to a more effective and productive workforce; • To create positive impression for new staff in terms of working environment and other related condition; • To help improved staff retention and reduced staff turn over; and • To promote communication between the supervisor and the new staff.

11. 4. Structure of project staff Objective: • To clearly identify roles and responsibilities, line of authority, mechanism of reporting, coordination and support among project team members; Benefits: • To ensure smooth communication, coordination, reporting and mutual support among project team members; • To avoid abuse of authority or reduce tension among project team members; • To strengthen spirit of team work among project team members.

12. 5. Team building Definition of team building: • Team building is the process of turning a group of individual staffs into a cohesive team or a group of people organized to work together interdependently and cooperatively to meet the needs of their target beneficiaries by accomplishing their purpose and goals. Importance of team building: • Facilitates better communication; • Motivates staffs; • Promote creativity; • Develop problem solving skills; • Breaks the barrier; • Build trust; • East conflicts; and • Increase collaboration.

13. 6. Staff performance management (staff appraisal) Definition: • Performance appraisal is the systematic evaluation or a method of evaluating of the job performance of employees and to understand the abilities of a person for further growth and development. Importance of performance Appraisal: • Promotion; • Compensation; • Staff Development; • Selection Validation; • Communication; • Motivation.

14. Objectives: • To provide staffs feedback on their job performance and to judge the gap between the actual and the desired performance; • To identify individual training and development needs for staffs and to facilitate staffs promotion, lay off or downsizing decision; • To validate selection techniques and human resource policies to meet regulatory requirement; • To improve staff job performance and to maintain records in order to determine compensation packages, wage structure, salaries raises, etc…; • To identify strengths and weaknesses and to provide clarity of the expectations and responsibilities of the functions to be performed by the staffs; and • To judge the effectiveness of the other human resource functions of the organization such as recruitment, selection, training and development.

15. 7. Staff capacity development (training and development plan) Definition: • It is referred to a process of enriching knowledge, skills and attitude of project staffs through on the job and off the job training to improve organizational performance and project goal. Objectives: • To improve staff’s job performance; • It is a part of an overall professional development program within the organization; • To set up the benchmark of improvement so far in the performance improvement effort; • To train about particular topic or specific job responsibility; and • To test the new methodology or pilot the operation of a new performance management system for increasing the productivity.

16. Importance of staff capacity development: • Increased job satisfaction and morale among staffs; • Increased staff motivation; • Increased staffs’ capacity to adopt new ICT and innovation in strategies and products; • Reduced staffs’ turnover; • Enhanced organization image; • Helped in risk management; • Better customer/beneficiaries service, work safety practice and productivity improvements; • Improve staff’s loyalty and retention.