CV 481: PROFESSIONAL

ENGINEERING AND PROJECT

MANAGEMENT
HUMAN RESOURCE PROJECT
MANAGEMENT

Adi Natalia Tulia Nacola

S11198623 | Multi-Barrier Water Treatment System for Implementation in Rural Areas
Table of Contents
1.0 Organizational Chart ................................................................................. 2
2.0 Human Resources Table and Skills Matrix ....................................................... 2
3.0 RACI Chart ..................................................................................................... 6
4.0 Recruitment Process and Monitoring & Control of Human Resource
Performance ..................................................................................................... 16
4.1 Recruitment Processes to Hire More Human Resource Personnel into Project Team16
4.2 Monitoring and Control of Human Resource (HR) Performance .............................. 17

5.0 Change Management ................................................................................... 17

6.0 Forms and Policies....................................................................................... 18
7.0 References ............................................................................................. 18
Bibliography ...................................................................................................... 18

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 1.0 Organizational Chart
Figure 1: Organizational Chart

1.0 Project
Supervisor
Dr. Sumesh Narayan

2.0 Project
3.0 Sponsor 4.0 Stakeholders
Manager
Adi Natalia Nacola The University of the Dr. Sumesh Narayan, Adi Natalia
South Pacific Nacola, The University of the
South Pacific

5.0 Finance 6.0 Planning

Manager Manager
Adi Natalia Nacola Adi Natalia Nacola

7.0 Health and 8.0 Quality Control

Safety Manager Manager
Adi Natalia Nacola Adi Natalia Nacola

9.0 Logistics
Team
Adi Natalia Nacola

10.0 Construction
Manager
Adi Natalia Nacola

11.0 Project Engineer

Adi Natalia Nacola

2.0 Human Resources Table and Skills Matrix

The human resources table and skills matrix outline the individual roles in a human
resource team pertaining to this project, along with the delegation amongst team
members and skill specifics that make the members qualified for each role, which are
highlighted in Table 1.
Table 1: Human Resources Table and Skills Matrix

Human Resource Title Delegated Member Skills Required

1.0 Project Supervisor. Dr. Sumesh Narayan. a. Governance over
the project
manager.
b. Technical
competence.
c. Competent project
management.
d. EIective
leadership.
e. EIective and
prompt
communication.
f. EIective team and
time management.

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 g. Ethics and
professionalism.
h. Attention to detail.
i. Continuous
learning and
adaptability to
emerging
engineering
techniques and
development.

2.0 Project Manager. Adi Natalia Nacola. a. EIective

communication.
b. EIective
leadership.
c. Organizational
skills.
d. Risk management.
e. Time management.
f. EIective
negotiation.
g. Cost management.
h. Stakeholder
management.
i. Quality
management.
j. Team management.
k. Technical
comprehension.
l. Ethics and
professionalism.
3.0 Sponsor. The University of the South a. Financial capacity.
Pacific. b. Financial
management.
c. EIective
communication.
d. Risk management.
e. Industry
knowledge.
f. Decision-making
involvement.
g. Stakeholder
management.
h. Change
management.

3
 i. EIective and
ethical leadership
and relationships.
4.0 Stakeholders. Dr. Sumesh Narayan, Adi a. EIective
Natalia Nacola, and The communication.
University of the South b. Risk awareness and
Pacific. management.
c. Direct involvement.
d. Collaboration skills.
e. Funding.
f. Empathy towards
other stakeholders.
g. Competence in
highlighted
knowledge area.
h. Adherence to
ethical practices
and standards.
5.0 Finance Manager. Adi Natalia Nacola. a. Budgeting analysis
and management.
b. Financial analysis
and planning.
c. Financial reporting.
d. Risk management.
e. Resource
allocation.
f. Communication
between
stakeholders.
6.0 Planning Manager. Adi Natalia Nacola. a. Project
management
techniques.
b. Strategic planning.
c. Development of
schedules.
d. Resource and risk
management.
e. Stakeholder
management.
f. Flexibility and
allowance in plans.
g. Cost estimation.
h. EIective
communication.
7.0 Health and Safety Adi Natalia Nacola. a. Health and safety
Manager. regulations

4
 knowledge and
adherence.
b. Risk analysis and
management.
c. Safety planning and
training.
d. Incident
investigation and
reporting.
e. Prompt emergency
response.
8.0 Quality Control Adi Natalia Nacola. a. Quality
Manager. management
knowledge,
experience, and
compliance.
b. Competence in
quality assurance.
c. Attention to detail.
d. Analytical skills.
e. EIective reporting.
f. Risk management.
g. EIective
communication
skills.
9.0 Logistics Manager. Adi Natalia Nacola. a. Supply chain
management.
b. Logistics
management.
c. Vendor
management.
d. Risk management.
e. Inventory control.
f. Communication
skills.
10.0 Construction Adi Natalia Nacola. a. Technical
Manager. knowledge,
b. Project
management.
c. EIective
leadership.
d. EIective
communication.
e. Stakeholder
management.
f. Contract
management.

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 g. Risk management.
h. Safety
management.
i. Time management.
11.0 Project Engineer. Adi Natalia Nacola. a. Technical
competence.
b. Technical design
competence.
c. EIective
leadership.
d. EIective
communication.
e. EIective decision-
making.
f. Stakeholder
management.
g. Time management.
h. Cost management.
i. Risk management.

3.0 RACI Chart

Table 2: RACI Chart

Project Proje Proj Spo Stake Fina Pla Hea Qua Logi Const Proj
Tasks ct ect nsor holde nce nni lth lity stic ructio ect
Supe Ma s rs Man ng and Con s n Engi
rviso nag ager Ma Saf trol Ma Mana nee
r er s nag ety Ma nag ger r
er Ma nag er
nag er
er
Phase 1: R R R R I I I I I I I
Initiation
.
1.1 C R I C I I I I I I I
Create
project
Idea.
1.2 A R C R I I I I I I I
Conduct
prelimin
ary
research
on the

6
project
idea.
1.3 A/ C R I C I I I I I I I
Identify
the
target
stakehol
ders.
1.4 R R I R I I I I I I I
Establis
h
commu
nication
s with
the
prospect
ive
project
team.
1.5 A/ R R C R I I I I I I I
Confirm
the
project
team.
1.6 A/ R R C R I I I I I I I
Register
the
project.
1.7 A R C R I I I I I I I
Acquire
endorse
ment on
the
project
idea.
1.8 A R C A/ R/ I I I I I I I
Develop C
the
project
charter.
Phase 2: A A C C I R I I I I I
Project
Plan.
Develop A R C A/ R/ I I I I I I I
the C
scope

7
stateme
nt.
Deduce A A A A R I I I I I I
the
budget
of the
project.
Seek A R C A/ C R C I I I I I
approval
of
budget
and
scope
stateme
nt.
Assess A A A C C C I R I C C
the
viability
of
material
s used.
Investiga C C I I I C C R I I I
te the
impurity
contents
of water
sources.
Observe C C I I I C R R I I I
the
treatme
nt
sequenc
es
involved
and
material
s used.
Identify C C I I I C C R I I I
intended
use of
treated
water.
Identify C R I C I C I I I I C
targeted
demogra
phics in

8
the
projects.
Assess A C I I I I R R I I C
water
sources.
Assess C R C I C C I I C C C
scale of
the
project.
Conduct A/ C R I R I I I I I I I
review
on
existing
studies.
Assess A R I I I R I I I I I
geograp
hical
and
hydrolog
ical
conditio
ns in Fiji.
Determi A/ C R I I I R I I I I I
ne
optimal
water
source
for the
project.
Explore C R I I I I R R I I I
suscepti
bility of
selected
water
source
to
various
pollutan
ts.
Researc A R I I I I I I I I I
h.
Explore A R C I I I I I I C C
availabili
ty of
selected
material

9
s for the
system.
Identify A C I I I I I I I R C
material
s
needed
for the
treatme
nt
sequenc
e.
Determi A A/ C I I I R I I I I C
ne types
and
number
of
treatme
nts
included
.
Determi A C I I I R I I I I I
ne water
source
to feed
into the
system.
Select A C I I I R C I I I I
suitable
treatme
nt
sequenc
e for the
project.
Disclose A R I I I I I I I R R
manufac
turer
details
and
model
numbers
of
equipme
nt.
Determi I C I I I R I I I I I
ne
volume
of water

10
to be
retained.
Determi A/ C I I I I R I I I I I
ne
number
of
compon
ents for
the
system.
Determi R R
ne scale
of the
project.
Determi A/ C C I I I R I I I I I
ne sizes
of pipes,
valves,
fittings,
and
canister
s.
Develop A/ C R I I I R I I I I I
detailed
design
plan and
specific
ations
for the
designe
d
system.
Design. A R I I I R C C C I I
Develop A/ C R C I I R I I I I I
project
manage
ment
plan.
Phase 3: A C/ I I I C C C C R R
Executio R
n.
Seek A R I C I I I I I I R
approval
for
installati
on of
project

11
from
target
stakehol
ders.
Purchas A/ C R R R
e fine
sand.
Purchas A/C R R R
e river
gravel.
Purchas A/C
e
storage
canister
s.
Purchas I C I I A/ C I I C I R I
e pipes,
valves,
fittings,
taps and
float
valve.
Purchas I I I I A/ C R I R R I I
e
woodchi
ps.
Burn I I I I I I R R I C I
woodchi
ps to
create
biochar.
Procure I R I I I I I R R R R
the
material
s for
construc
tion.
Level the I C I I I I I C I R C
ground
for
installati
on of
canister
s.
Prepare C C I C I I I C I R R
site for

12
construc
tion.
Lay the A A I I I C I C C R R
treatme
nt
material
s in
appropri
ate
sequenc
e.
Lay the I C I I I I I I I R C
storage
canister
s.
Add I C I I I I I I I R C
piping
system
and
valves.
Install A/ C C I I I I I I I R C
the
water
treatme
nt
system
in
subject
area.
Connect C C I I I I I I I R C
rainwate
r from
tank to
the
intake of
water
treatme
nt
system.
Feed C C I I I I I I I R C
water
source
into the
water
treatme
nt
system.

13
Phase 4: C R I C I I R R I C C
Monitori
ng and
Control.
Perform I C I I I I C R I C C
water
quality
tests.
Evaluate C C I I I I R R I C C
potential
microbia
l
regrowth
and
contami
nant
content.
Perform A C I I I I R R I C C
inital
testing
on the
produce
d water.
Optimiz A C I C I I C C I R R
e system
based
on test
results.
Monitor A R I C I I I C C C R
perform
ance
and
producti
on of the
water
treatme
nt
system.
Assess A R I C I I I I I C R
overall
efficienc
y and
effective
ness of
impleme
nted
system.

14
Create A R I I I C C C I C R
monitori
ng and
control
reports.
Seek
approval
from
relevant
authoriti
es for
feasibilit
y and
safety of
produce
d water
and
project.
Phase 5: A R A A I I I I I C C
Commis
sioning.
Gather A R I C I I I I I C C
feedbac
k on the
prelimin
ary
usage of
the
system.
Seek C R I C I I I I I I R
approval
from
target
stakehol
ders to
commis
sion the
project.
Define C R I I R R R R R R R
project
results.
Disclose A/ C R I I C C C C C R R
lessons
learned.
Make A/ C R I I C C C C C C R
recomm
endation

15
 s for
future
projects.
Docume A/ C R C A I I I I I I C
nt
project
findings.
Conduct A R C A I I I I I I I
formal
handove
r of the
water
treatme
nt
system.

4.0 Recruitment Process and Monitoring & Control of

Human Resource Performance
4.1 Recruitment Processes to Hire More Human Resource Personnel
into Project Team
The following points are various techniques that are used to hire more personnel into the
human resource department of a project team:

1. Assessment of the Team’s Needs: Evaluate the current skills and workload that the
team possesses and anticipate the future requirements of the project to identify the
team’s specific needs to recruit more human resource personnel.
2. Job Analysis: When recruiting for new human resource positions, it is important to
thoroughly analyze the requirements of the job through outlining detailed
descriptions such as the specific qualifications, skills, relevant experience, and
responsibilities that the position entails.
3. Recruitment Strategy: Create a recruitment strategy that includes social media,
recruitment drives, career fairs in various educational facilities and referral platforms
to spread awareness about prospective human resource positions and acquire more
personnel into the team.
4. Initial Screening: Evaluate applicants' qualifications, capabilities, and overall fit with
your team and organization by reviewing their resumes and conducting preliminary
screenings and interviews.
5. Interview Procedure: Conduct several rounds of interviews with important
stakeholders which entails technical evaluations and behavioral examination.

16
6. Offer and Negotiation: Make extended offers to chosen applicants and negotiate
specific terms of the contract such as pay scale, perks, start date, and, if needed,
relocation support.
7. Onboarding: Create a system for welcoming newly recruited employees, providing
the necessary tools and training to ease the transition into the team and company.

4.2 Monitoring and Control of Human Resource (HR) Performance

The following techniques are used to monitor and control the performance of human
resource personnel:

1. Key Performance Indicators: Establish certain key performance indicators (KPIs)

for human resource observation, such as employee happiness, time-to-fill, cost-
per-hire, retention rates, and performance ratings.
2. Measurement of performance against KPIs: Evaluate the success of recruitment
activities, pinpoint areas for development, and make data-driven decisions,
regularly monitor and measure HR performance against defined KPIs.
3. Distribute regular mentoring comments and assessments: To assess the hiring
process, pinpoint each advantage along with each disadvantage, and adjust
accordingly by getting input from hiring managers, candidates, and recent hires.
4. Compliance Monitoring: Verify that hiring practices adhere to all applicable legal
and regulatory requirements like labor laws and equal employment opportunity
statutes.
5. Budget Monitoring: Keep an eye on all recruitment-related expenses, such as
those related to advertising, agency fees, and travel, to make sure that spending
stays within the allocated budget.
6. Caliber of Hired Personnel: Based on their output, performance, and value to the
team and company, evaluate the quality of new personnel. To gauge whether
recruitment efforts were successful in drawing in and keeping top talent, keep an
eye on employee satisfaction and retention rates.
7. Continuous Improvement: To maximize recruiting results and raise the general
efficacy of HR operations, continuously assess and improve hiring procedures in
light of performance data, input, and industry best practices.

5.0 Change Management

The following techniques are some of which can be used to manage changes within the
human resource department in a project team:

1. Team Building Exercises: Planning team-building exercises to encourage

cooperation, mutual respect, and friendship among members of the project
team. Workshops, retreats, and team-building activities can all enhance team
dynamics and fortify interpersonal ties.

17
 2. Incentive Programs: Implementing incentive programs to encourage and honor
members of the project team for their accomplishments and eIorts. To
commemorate achievements and milestones, performance-based bonuses,
prizes, and recognition ceremonies are awarded to instill recognition of the hard
work and perseverance of the deserving team members.
3. Employee Engagement Activities: Implementing employee engagement helps
improve team member commitment, morale, and work satisfaction. Regular
communication, feedback channels, and chances to participate in decision-
making processes are avenues that can be used to ensure that employees are
comfortable to express the aspects of the work environment that they appreciate,
and those of which they prefer to have improved.
4. Communication Tools: To encourage effective communication between project
team members to share information and work together both in the office and at
home, online communication channels and teamwork platforms like document
sharing and video conferencing are used.
5. Workforce Planning and Resource Allocation: Streamlining workforce planning
procedures to guarantee timely and appropriate resource allocation to the
project. This technique includes estimating resource requirements, making the
best use of available resources, and matching employee levels to project
specifications.

6.0 Forms and Policies

The two policies with which reference is made in the fourth point (4.) in Section 4.2 are
the Fiji Labour Laws, which include various Employment Relations, Code of Good Faith
for Collective Bargaining and Ethics for Mediators, and other National Policies [1], and
the Equal Employment Opportunities (EEO) statement which outlines protected
characteristics and guidelines ensuring fairness within the hiring process at the
respective company that provides an EEO statement [2].

7.0 References

Bibliography

[ Ministry of Employment, Productivity & Industrial Relations, "Labour Laws," Ministry

1 of Employment, Productivity & Industrial Relations, 2024. [Online]. Available:
] https://www.employment.gov.fj/labourlaws.php. [Accessed 28 April 2024].

18
[ Resources for Employers, "Equal Opportunity Employer Policy (EEO policy
2 statement)," Resources for Employers, 2020. [Online]. Available:
] https://resources.workable.com/equal-opportunity-company-
policy#:~:text=The%20Equal%20Opportunity%20Policy%20emphasizes,discriminati
on%20based%20on%20protected%20characteristics.. [Accessed 28 April 2024].

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