PERSONNEL MANAGEMENT IN THE PROJECT

ABSTRACT

Project personnel management is a key factor in the success of any project activity. Effective resource allocation, team motivation, and task performance control directly affect the end result. This article discusses the main aspects of personnel management in a project environment.

Keywords: personnel management in the project, personnel management system.

Project personnel management is a comprehensive system for coordinating all logistical elements of a project through a single software application. This makes it possible to effectively plan and track schedules, milestones, costs, revenues, and resource allocation, ensuring unified management of all project elements [1].

The modern concept of project personnel management is based on increasing the importance of the employee's personality, understanding his motivation and the ability to influence it in order to achieve the goals of the organizational structure of project management. In the modern world, the main tasks of the personnel management system are [2]:

• development of an overall strategy for forming a project team;
• planning to provide the project with human resources;
• Recruitment, selection and evaluation of staff;
• professional development and professional retraining of project team members;
• development of a career development system (career management);
• effective use of employees in terms of workflow organization, workplaces, working conditions and social support;
• Payroll and personnel cost management.

The personnel management system is described in several paragraphs. The first is the compliance of personnel with the goals and missions of the project (level of education, qualifications, understanding of the mission, attitude to work) and the effectiveness of the system, which depends on the cost-benefit ratio, the choice of criteria for evaluating work results. Secondly, the problems are the accuracy or insufficiency of personnel, the calculation of needs, the planning of quantity and quality. Third, the balance of staff in certain groups of professional activity and socio-psychological characteristics. Fourth, it has a structure of interests and values prevailing in management personnel groups, their influence on the attitude to work and its results. Fifth, there is a rhythmic and intense activity that determines the psychological state and quality of staff work. The final parameter is the intellectual and creative potential of the management staff, reflecting the selection and use of personnel, the organization of its development system.

HR management in a project begins with the formation of a team. Recruitment begins with defining the necessary competencies and roles in the project. It is important to take into account not only the professional skills, but also the soft skills of the participants. A successful and effective team usually has a certain structure. Initially, the project manager is at the head of the team. He serves as a coordinator and strategist. He is followed by specialists in the subject areas. They are experts in key areas. Technical specialists, such as developers and analysts, play an important role. Administrative staff closes the structure: coordinators and assistants.

After forming a team, roles and responsibilities should be allocated. The responsibility matrix helps in this. The Responsibility Matrix (RACI) is a team relationship management tool that provides a table for allocating responsibilities, authorities, and roles in a project. The main roles are:

• Initiator – defines goals and objectives;
• The customer approves the results;
• Supervisor – manages the process;
• Performer – performs specific tasks;
• Consultant – provides expert support.

The use of a responsibility matrix in personnel management in a project helps to clearly allocate roles between participants, prevent parallel tasks, eliminate the possibility of a lack of responsibilities between work stages, improve communication and speed up the decision-making process. The responsibility matrix is especially useful when starting new projects, changing the composition of the team, or when it is necessary to optimize work processes. It helps to create a clear structure of interaction between the participants and ensures the successful completion of tasks on time.

To stimulate motivation and involvement in work processes, there is a staff motivation system [3]. It includes several points: financial incentives (bonuses, bonuses), non-financial incentives (career growth), flexible working hours, opportunities for professional development and comfortable working conditions.

Do not forget about the constant development of staff. Employee training is an integral part of HR management. In practice, it usually uses:

• Introductory course – introduction to methodology and tools;
• Specialized training – professional skills development;
• Soft skills – communication, conflict management, teamwork;
• Mentoring – the support of experienced colleagues;
• Master classes and trainings.

To understand the effectiveness of the team's work in the project, it is extremely important to conduct monitoring. It is carried out through regular meetings and submitted reports, performance metrics, assessment of the quality of tasks, feedback from customers and colleagues, and analysis of the achievement of project goals. The evaluation of the effectiveness of personnel management has key indicators such as KPI (Key Performance Indicator). This indicator reflects the ratio between the planned work and the actual results for a certain period of time. They also determine the level of satisfaction of the participants and evaluate the results at the intermediate stages of the work. Do not forget about the feedback from the customer, it directly reflects the level of team management in the project.

It is equally important to be able to manage conflicts and resolve them in code, therefore, timely identification of contradictions is required [4]. The manager should keep a neutral position and view the conflict from different perspectives. In order to avoid strained relations in the team, it is necessary to have an open dialogue between the participants. If a conflict arises, it is better for both sides to try to find a compromise. In case of failure, a third party should intervene in the dialogue to help the participants in this situation resolve the tension.

At the moment, this area has undergone significant changes. She has become more flexible. There are popular trends in HR management right now. The use of innovative approaches and a hybrid work format is encouraged – a combination of office and remote employment. One of the innovations is the agile methodology [5]. It is an approach to project management and software development that focuses on flexibility, adaptability, and collaboration. It emerged as a response to the shortcomings of traditional methods such as waterfall, and offers a more dynamic and flexible development process. agile is based on four core values:

• people and their interactions are more important than processes and tools;
• a working product is more important than comprehensive documentation;
• cooperation with the customer is more important than agreeing on the terms of the contract;
• willingness to change is more important than following the original plan.

To improve the atmosphere in the team, game elements are used in non-game processes, which help to increase the motivation of employees, their involvement and facilitate communication between colleagues. This technique is called workflow gamification. It is most suitable for companies in the IT and creative industries, digital agencies, and any non-conservative organizations that encourage creativity and innovation.

Successful personnel management in a project is a complex process that requires attention to many details. An effective manager must combine administrative skills with the ability to work with people, create conditions for maximizing the potential of each team member and ensure that the project goals are achieved within the specified time frame.

It is important to remember that personnel management is not only about control and discipline, but also about development, support and the creation of a comfortable working environment where each employee can show their best qualities and make a significant contribution to the overall result.

References:

1. Project workforce management. [Электронный ресурс]. – Режим доступа: https://en.wikipedia.org/wiki/Project_workforce_management (дата обращения 10.04.2025).
2. ОСНОВЫ УПРАВЛЕНИЯ ПРОЕКТАМИ [Электронный ресурс]. – Режим доступа: https://elar.urfu.ru/bitstream/10995/43900/1/978-5-7996-1751-6_2016.pdf (дата обращения 11.04.2025).
3. Мотивация трудовой деятельности персонала: комплексный подход. [Электронный ресурс]. – Режим доступа: https://elar.urfu.ru/bitstream/10995/97205/1/978-5-87818-602-5_2021.pdf (дата обращения 11.04.2025).
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