Human Resources Management Plan Example

Human Resources Management Plan Example

The Human Resources Management Plan is an important part of any project plan. The project manager creates a human resource management plan in the early stages of project planning.

In this report, we present a sample document that you can use in your academic or professional work.

Read the contents of the document carefully before using this example for your materials. Analyze the sections and think about your goals. Avoid using the document literally.

Example of Human Resources Management Plan in Project Management

Staff recruitment

All available staff who wish to participate in the project will be redirected to the newly formed virtual team as of May 1, 2021, after approval by the line manager and by order of the executive director.

Internal and external competitions will be announced for the vacancies below in February. The approved candidates will join the newly formed team and will start working in May 2021.


Web application development using AngularJS. External training, 2 weeks
Development of back-end services using Spring Boot. External training, 2 weeks. Reference: “Get a Human Resources Manager certificate with a good training course”,

Web application security management., External training, 3 days
Automated functional testing of web applications with Selenium. Internal training, 1 week

Performance review

A performance review is performed for 6 months, individually for each team member.

The team leader collects data on the performance of the evaluated employee by the technical manager, the other colleagues in the team, as well as based on feedback from other interested teams or employees. Reference: “How to make a Human Resources plan for our organization”,

The project manager is evaluated by the program manager, the project sponsor, as well as by his direct manager based on the achieved results and possible feedback from the client.

Plan in case of unproductiveness or bad behavior

In the event of unsatisfactory performance or misconduct of an employee, the line manager adheres to the steps below:

Conducting informal conversations

Discuss with the employee the possibilities for increasing the performance.
Encourage and support change in behavior/performance.
Monitoring the implementation by discussing the agreed goals and deadlines. Reference: “Human resource management plan in project management practices”,

Formal employee performance review meetings with an HR representative

Accurate notes are kept at the meeting.

A written plan is agreed to improve the employee’s performance in a sufficient and reasonable period.

Progress on the agreed plan will be discussed at subsequent formal meetings.
Official warnings may be issued after the meeting.


Sanction levels include:

First written warning – this is the appropriate action after the first formal meeting.

Final written warning – sent in the presence of an already issued first written warning and if there is still no improvement in the work of the employee.

Dismissal or alternative sanction:

Alternative sanctions include reduction, reduction of salary, or taking an appropriate alternative role.

If there is not enough improvement in the employee’s work after the measures are taken, dismissal is an appropriate course of action.

Informing the employee

The decision to sanction the employee shall be communicated both faces to face and in writing. The description includes:

  • The exact nature of how the employee’s performance does not meet the required standards.
  • The required level of improvement with schedules;
  • The specific support that will be provided to the employee.
  • The time during which the warning will remain recorded.
  • The possible consequences of failure.
  • In case of dismissal, the reasons for termination and date of entry into force shall be indicated. Reference: “Example of Human Resources plan of an IT / Software company”,
  • The right to appeal.

Recognition and remuneration system

Annual bonus for a patented idea, proportional to the participation.

Monthly contribution recognition sent by colleagues, other teams, or senior management. The proposed remuneration is subject to approval by the line manager.

Annual bonus for achieved goals of the organization.

Positions and skills

Team leader

  • Management of the daily activities of the team.
  • Motivating the team to achieve the goals of the organization.
  • Development and implementation of a schedule for achieving the goals.
  • Delegating tasks to team members.
  • Planning and conducting adequate team training.
  • Improving the team’s knowledge of the company’s products.
  • Improving the communication skills of the team.
  • Regular review of the implementation of the set tasks.
  • Providing a pleasant working environment. Reference:

Technical Manager

Performing an analysis of the requirements.

Clarification of details of assigned tasks with team members and stakeholders.

Development of high-quality and detailed projects.

Conducting automated modular testing using an appropriate framework.

Risk identification and mitigation action.
Review the work of other developers and provide feedback.

Follow code writing standards and best practices for quality assurance.

Troubleshooting and technical analysis to improve productivity and availability.

Quality manager

Understanding the customer’s expectations and needs for a product.
Development of quality control processes.
Product specification design.
Compliance with legal norms and safety standards.
Supervision of personnel and monitoring of production standards.
Study of the quality of the raw materials used in the production.
Monitoring and evaluation of internal production processes.
Product quality measurement.
Collect product feedback from customers.
Preparation of statistical reports based on quality standards.

Reporting to senior management on issues related to quality standards.

Improving the efficiency of production and waste management.

Test engineer

Determining the parameters for product testing.
Schedule test plans.

Execution of tests and procedures following company and industry standards.

Testing the final product to ensure that it is fully functional and meets the requirements.

Debugging and improving testing procedures.
Preparation of protocols for test results.
Evaluating the effectiveness of the procedures followed.
Providing technical support.

Software architect

Collaborate with various stakeholders to define software requirements.

Creating high-level product specifications and design documents.
Providing architectural plans to the development team.
Guiding and assisting the team throughout the development process.
Solve design problems.
Submission of regular progress reports on the set goals.
Adapting the design to changes in requirements.

Backend programmer

Design and development of Java-based applications.
Analyzing user requirements.
Defining the goals and functionality of the application.
Troubleshooting and resolving technical problems.
Preparation of detailed project documentation.
Debugging backend components and documenting changes.
Supervision of junior developers.

Frontend programmer

Effective communication with clients and teams.
Collaboration with designers and content authors.

Interpretation of customer specifications and identification of website requirements.

Development of web applications with responsive design using HTML5, CSS, and JavaScript.

Preparation of detailed project documentation.
Creating documentation to help users.
Troubleshoot website errors and document changes.
Supervision of junior web developers.

DevOps engineer

Collaboration with colleagues for conceptualization, development, and implementation of the software.

Distribution of software upgrades and fixes.
Prevent security breaches and other vulnerabilities.

Collect and review customer feedback to improve the user experience.

Propose changes to the workflow to improve efficiency.
Present ideas for improvements based on technological progress.

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