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Running head: HUMAN RESOURCE MANAGEMENT STRATEGY PLAN

Human Resource Management Strategy Plan
Course number and name
Project name
Student name
Date

1

HUMAN RESOURCE MANAGEMENT STRATEGY PLAN

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Contents
Project Outline ...................................................................................................................................... 4

I.
A.

Project Description............................................................................................................................ 4
1.

Scope of Work ............................................................................................................................... 4

2.

Project Objective ........................................................................................................................... 4

3.

Deliverables................................................................................................................................... 5

Communication and Leadership Style Assessment .............................................................................. 6

II.
A.

Leadership Style Assessment ............................................................................................................ 6
1.

Strengths ....................................................................................................................................... 6

2.

Weaknesses .................................................................................................................................. 6

3.

Opportunities ................................................................................................................................ 7

4.

Threats .......................................................................................................................................... 7

III. Motivating Project Team Strategy ........................................................................................................ 8
A.

Methods to Determine Team Members Motivation ........................................................................ 8
1.

Method (a) .................................................................................................................................... 8

2.

Method (b) .................................................................................................................................... 8

B.

Theory of Motivation ........................................................................................................................ 9

C. Facilitation Techniques used to have the project team input to the motivation plan and which
team-building activities will be implemented ........................................................................................ 10
D.

Motivation and Team-Building Activities ........................................................................................ 11

IV. Project Conflict and Stress Assessment .............................................................................................. 12
A.

Potential Sources of Conflict ........................................................................................................... 12
1.

Difference in Prioritizing Tasks.................................................................................................... 12

2.

Diversity of Disciplinary Expertise ............................................................................................... 12

B.

Describe how you will determine if they are good or bad conflict................................................. 13

C.

Potential Sources of Stress.............................................................................................................. 14

D.

1.

High Workloads with Unrealistic Deadlines ................................................................................ 14

2.

Lack of Interpersonal Support..................................................................................................... 14
Methods to Reduce Stress .............................................................................................................. 15

HUMAN RESOURCE MANAGEMENT STRATEGY PLAN

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Consensus Decision-Making............................................................................................................... 16

V.
A.

Approach to Consensus Decision-Making....................................................................................... 16

B.

Process that Initial Decision will be made full decision .................................................................. 17

C.

Facilitation Tools that can be utilized to Gain Consensus .............................................................. 17

VI. Conflict Management Strategy ........................................................................................................... 19
A.

Strategies to deal with conflict ....................................................................................................... 19

B.

Overall conflict management process ............................................................................................ 20

C.

Conflict mediation process if conflict cannot be resolved internally ............................................. 21

VII. Communications Plan (p5ip) TBD ..................................................................................................... 22
A.

Overall Project Communications Plan- Recipient, frequency, type of report. ............................... 22

B.

Overall Communications Plan for Team (formal, informal) ............................................................ 22

C.

Change Control Plan........................................................................................................................ 22

VIII. Project Leadership Strategy (p5ip1) TBD........................................................................................... 23
A. Leadership strategy and challenges in terms of the organization as a whole and any politics that
may exist. ................................................................................................................................................ 23
B.
.

Leadership strategy in terms of project team and developing them into a high-performance team
23

C. Leadership strategy in terms of preparing project stakeholders for the change brought about by
the delivery of the selected project. ....................................................................................................... 23
IX. References ........................................................................................................................................... 24

HUMAN RESOURCE MANAGEMENT STRATEGY PLAN
I.

4

Project Outline
A.

Project Description

Marketing and public relationship are one of the critical functions in most organizations.
For a business to be successful, it must put in place a marketing and public relationship plan that
will undertake marketing and public relations. In an organization, such activities are undertaken
by a team of competent and highly motivated. For this purpose, we shall evaluate human
resource management strategy of a marketing team and develop a strategic plan that will see the
successful attainment of the team objectives. The marketing team will be working to market a
new engine oil in the market.
1.

Scope of Work

To ensure the successful completion of a project, it is essential for the team leadership to
ensure that all those involved are well managed and motivated to perform their duties. The scope
of work for the marketing and public relations team will entail the drafting and distribution of
press release, media announcements, and coordination of media attendance and management of
events. Other than this, the marketing and public relations team will be responsible for ensuring
the general public understands the brand/product of the business as well as offering consistent
communication and undertaking media liaison.
2.

Project Objective

One of the objectives of the marketing project will be to improve brand recognition for
the new engine oil in the market. With the product being relatively new in the market, the
marketing team will see the enhancement of the brand in the market through the marketing
initiatives. Other than this, the objective of the marketing team will be to improve the sales and

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profitability of the business. The team will also be responsible for enhancing customer
relationships, improve stakeholder relations, and grow market share.
3.

Deliverables

The project team will be expected to see the sales of the new engine oil rise by 50%
within the first six months. The team will also ensure that the market share of the new engine oil
is expanded from its current situation. This will be monitored over time with the team expected
to produce monthly reports of the targets achieved and the goals for the next two months. The
project objectives will be measured against the deliverables to ensure the team is aware of its
responsibilities.

HUMAN RESOURCE MANAGEMENT STRATEGY PLAN
II.

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Communication and Leadership Style Assessment
A.

Leadership Style Assessment

In implementing this project, a democratic leadership, also known as participative
leadership or shared leadership will be adopted. In this type of group leadership, group members
take a more participative role in the decision-making process (Penrod, Tucker, & Hartman,
2017).
1.

Strengths

Build trust – by actively engaging all group members in decision-making, members develop trust
among them. This is because the leadership style requires the involvement of all members in
decision-making (Veldsman, Johnson, & Madonsela, 2016).
Group participation is enhanced – The leadership style encourage the participation of all group
members as the leadership style require the consultation of group members before making
decisions important to the project.
Team members feel engaged and valued – with all members being involved in decision-making,
team members fell engaged and valued which enhances their satisfaction.
2.

Weaknesses

Decisions take long time to be made making it ineffective in high-pressure situation that
requires a fast turnaround. Other than this, the leadership style is prone to conflicts among
members due to the extensive consultation required. The leadership style is also risky where
members are not open to communication.

HUMAN RESOURCE MANAGEMENT STRATEGY PLAN
3.

Opportunities

With team members being highly motivated, the team has the ability to achieve high
returns easily. The trust among members can also be exploited in hard situation to enhance
performance while high motivation and satisfaction levels translate to better team performance.
4.

Threats

The democratic leadership style is prone to conflicts which may threaten the integrity of
the team leading to inefficiency and delays in critical decision-making. Other than this, some
team members might have difficulty coordinating their involvement in the team (Cunningham,
Salomone, & Wielgus, 2015). Where conflicts are not contained, the team might disintegrate.

7

HUMAN RESOURCE MANAGEMENT STRATEGY PLAN

III.

8

Motivating Project Team Strategy
A.

Methods to Determine Team Members Motivation
1.

Method (a)

One of the employee assessment method will be the mypersonality test available online
and retrieved from http://www.seemypersonality.com/personality.asp?p=Motivation-Test#q1.
The test determines individual level of motivation based on their personality and how they view
others. By analyzing the different drivers of motivation, the test is able to identify different
sources of motivation and items that could impact motivation. Self-drive, determination level,
and the desire to achieve are some of the factors considered by the test. By taking the test,
individuals are able to identify how the different factors affect their motivation level and how
they could improve on their motivation.
2.

Method (b)

The other online test that will be used to assess the marketing team members is the Oprah
motivation test based on a quiz format. The assessment test available free online and retrieved
from http://www.oprah.com/omagazine/how-to-determine-what-motivates-you-motivationstyle_1 will be used to assess the motivation level of each team members to determine those who
need extra input and those who are motivated to complete their tasks. The results derived from
the two tests will be used to determine which team members are motivated to undertake the
marketing assignments and will be used to inform on how to motivate the less motivated
members.

HUMAN RESOURCE MANAGEMENT STRATEGY PLAN

B.

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Theory of Motivation

There are several motivational theories. Among them is the Two-Factor Theory of
Employee’s Motivation developed by Fredrick Herzberg. The theory identifies hygiene factors
and motivational factors as important to employee motivation. According to the theory, the
factors leading to job satisfaction are different from those that lead to employee dissatisfaction.
To address dissatisfaction among employees, Herzberg noted that this would not lead to
employee satisfaction, nor would adding factors of job satisfaction. By eliminating factors which
cause job dissatisfaction, peace is established among employees but not motivation. According to
Kotni & Karumuri (2018), hygiene factors are related to the environment in which employees
work from. These include adequate wages, good working conditions, fair practices and good
company policies.
Other than the hygiene factors, Herzberg identified a number of motivational factors
which can directly lead to increased productivity. Motivational factors are those deal with
metrics of satisfaction and are those factors that positively act for and ensure motivation. In his
work, Herzberg identified some motivational factors which include recognition, sense of
achievement, growth and promotional opportunities, responsibility, and meaningful of work
(Bauer & Erdogan, 2015). The Two-Factor Theory best describes what motivates teams by
separating hygiene factors and motivational factors, the theory is able to identify that factors
such as wages, a good working condition, and fair practices by the employee do not necessarily
lead to motivation but reduce the level of job dissatisfaction. The theory identifies recognition,
sense of achievement, growth and promotional opportunities, and responsibility as factors which
lead to employee motivation. From my view, these factors lead to motivation and are essential

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for a motivated employee. It is important for employers to separate job satisfaction from job
motivation to be able to motivate employees effectively.

C.

Facilitation Techniques used to have the project team input to the

motivation plan and which team-building activities will be implemented
When developing a motivation plan for the marketing team, it is important to ensure their
opinion and input is considered. While there are different means of motivating a team, ensuring
their input makes it possible to motivate them easily since they are able to identify the different
factors and inputs they would want to be considered. In the development of the plan,
questionnaires will be used to collect information from the team members of the different factors
they would want to be improved. Teams will provide such feedback through their team leaders
who will convey the information to the project manager. Other than using the questionnaires to
consider employee input in the development of the motivation plan, the frequent meeting will be
held with the entire team through which they can air their opinions and views on how to improve
their welfare.
To ensure the integrity of the team during the project existence, different team-building
activities will be put in place. When developing the team-building activities, considering the
input of the team ensures they buy-in into the initiatives put in place. When the project team
suggests the team-building activities they would like implemented, they will support them, and
participation ...