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Human Resources Management Human resources management is a strategic function for identifying the most effective use of people. Expected benefits can be delayed, diminished, or never realized if the proper human resources are not available when they need to deliver and embed the change. Resource av...

Human Resources Management Human resources management is a strategic function for identifying the most effective use of people. Expected benefits can be delayed, diminished, or never realized if the proper human resources are not available when they need to deliver and embed the change. Resource availability conflicts may occur due to competing priorities, coinciding tasks, or unavoidable circumstances. These conflicts may require rescheduling activities and could result in changes in resource requirements for current or subsequent activities. Procedures should be established to identify such shortages, facilitate resource reallocation, and reduce the likelihood and consequence of resource availability conflicts. Specific role definitions should be defined, along with their required skill sets, experience levels, and engagement durations. The engagement processes for different types of resources (e.g., permanent employees, contractors, consultants) need to be fully defined, understood, and documented to enable execution of the human resources plan. Human resources should be recruited, selected, and oriented to the project and integrated with the change team in order to build change capability and support the resources plan. Information Resources Management Information resources management involves a systematic process for creating, storing, sharing, and disseminating data records, documents, and reports related to the Change Management effort. Processes should be established for authorizing which stakeholder groups can create, review, update, or delete certain types of records, documents, and reports. It is expected and acceptable that confidential and other types of records, documents, and reports would not be accessible to stakeholders impacted by a change. Information repositories (e.g., electronic file sharing system, collaborative website, physical documents) can provide appropriate security access for specific stakeholder groups. Organization resources that may provide assistance include the Information Technology/ Services (IT/IS) function and the Legal/Records Retention function. Physical Resources Management Physical resources management involves ensuring the availability of suitable facilities, equipment, and supplies. The primary functions include identifying what is required and ensuring that suppliers provide equipment and materials needed to deliver the change. It also involves managing the purchasing relationship, which includes negotiating with suppliers to reach agreements thatprovide value and meet organizational requirements, keeping accurate records of materials, and taking appropriate action in the event of problems with the materials. Processes should be established to monitor physical resources and their performance. These processes will ensure the standards of service and delivery are maintained, physical resources are used efficiently, and suppliers are delivering the desired activities and outcomes. Resources such as buildings, rooms, technology, and other physical needs should be acquired to support the execution of the plan. Physical resources must meet the needs specified during planning and cover areas such as quality, quantity, and duration. They should be engaged or acquired through an agreed- upon, documented control process to ensure that needs are met and value is obtained. Inputs Outputs Change Management Plan Project Schedule and Plan Resource Plan Change Management Plan Financial Resources Update/Impact Reports Human Resources Update/Impact Reports Information Resources Update/Impact Reports Physical Resources Update/Impact Reports