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Project Human Resource Management: Its Stages, Examples & More

Richi Gupta

Richi Gupta

Lead Product Analyst

Review Board Member

Richi Gupta, a Lead Product Analyst, excels in systems integration and translating complex business needs into actionable tech strategies. Her attention to detail, coupled with exemplary project management skills, drive ... Read more

Richi Gupta, a Lead Product Analyst, excels in systems integration and translating complex business needs into actionable tech strategies. Her attention to detail, coupled with exemplary project management skills, drive her success in product feedback management, competitive analysis, strategic planning, and budget management. As a valued member of the ProProfs Survey Maker Advisory Board, Richi's primary objective is to deliver precise and coherent content, ensuring alignment with the company's strategic vision and objectives. Read less

David Miller

Project Management Expert

David Miller, a seasoned Senior Project Manager at ProProfs with over two decades of diverse expertise, shares impactful insights on project management, leadership, and personal development through his writing.

Project Human Resource Management

In this blog, we’ll explore what Project Human Resource Management is, why it matters, how to run an HR project, and more. Have you ever been in the middle of a project and suddenly a key team member goes on leave? Or struggled to form a team with the right skill set for a project?

These scenarios can be all too familiar for project managers and significantly impact project success.

That’s where project human resource management comes in.

What Is Project Human Resource Management?

Project human resource management implies managing every human resource or stakeholder related to any ongoing project and ensuring that they work efficiently until the project delivery.

Its primary goal is to manage human resources in project management such that the project’s timeline, quality, and budget are not disturbed or affected.

In simpler words, project human resource management involves organizing, acquiring, motivating, and managing a company’s resources to effectively meet its expectations and goals. It also includes maximizing the productivity of the people working on a project and all stakeholders.

But why is project human resource management important?

Let’s find out!

Why Does Project Human Resource Management Matter?

Project human resource management is an essential aspect of any project, and it matters for several reasons. The success of a project depends on the ability of the project manager to lead and manage the human resources in project management effectively. After all, if the people working on a project are not appropriately managed, the project is bound to face delays, disruptions, and even failure.

Effective human resource management ensures that the right people are assigned to the right tasks with the necessary skills, experience, and expertise. This helps maximize the team’s productivity, minimize conflicts and misunderstandings, and meet the project deadline and objectives. It also helps to create a positive work environment that fosters teamwork and collaboration.

Moreover, project human resource management helps to identify and manage potential risks and issues that may arise during the project. This allows for timely resolution and prevents these risks from escalating into more significant problems that could impact the project’s success.

Human resource management is executed in stages to ensure the smooth delivery of the project. Here is how it goes.

4 Simple Steps to Perform an HR Project

4 Simple Steps to Perform an

Follow these simple steps to streamline your HR processes and run projects successfully.

1. Develop a Human Resource Plan

Creating a human resource plan is initiated in the early stages of a project. It involves identifying and documenting various roles, responsibilities, required skill sets, and reporting relationships. Creating staffing management plans and assigning roles to multiple people or groups is also an essential part of this process. The output of this process is a comprehensive human resources management plan that involves:

  • Identifying the training needs
  • Devising team-building strategies
  • Establishing rewards and recognition programs
  • Deciding measures for ensuring safety and compliance

In essence, a human resources management plan offers guidance on staffing, management, forming teams, controlling all the stages of development, and finally, project release.

A well-planned human resources management plan conveys:

  • Project roles and responsibilities
  • Authorities to monitor various tasks or persons
  • Competency details such as skills or capabilities required for project completion
  • Role clarities and tracking methods

One of the key components of an HR plan is the staffing management plan. It describes how and when the project human resources are met. It can be formal, informal, broadly framed, or highly detailed, depending on the project’s needs. It also has information on staff acquisition, resource calendars, training needs, staff release, etc. Moreover, recognition or rewards after project completion, compliance with government policies, and safety assurance are also planned and decided in this stage of the human resource plan.

Another critical component is the project organization chart, a graphical display of the project team members and their professional relationships during the project lifecycle .

To manage the complex and strenuous project human resource management processes and their planning, various smart and intuitive software options are available. One such option is the ProProfs HR project management software. The tool is easy to use and configure and has many functionalities. This powerful aid can help project managers streamline human resource planning and manage their teams effectively.

For example, you can track all your job applications from a single dashboard. Also, you can prioritize applications with a simple drag-and-drop action.

Track all your job applications from single dashboard

A tool’s dashboard also allows for seamless collaboration with co-workers. Simply add a specific person in a comment, and they will be notified instantly. This feature promotes real-time communication and helps team members stay informed and engaged throughout the project’s lifecycle.

Employee training plan

Additionally, if you struggle to extract key information on project and team performance, a tool’s AI-powered project reports are all you need. A quick glance at these reports will lend you the visibility you want into how various HR projects are progressing.

AI-powered project progress and status reports

2. Acquire the Right Project Team

In this process, the manager confirms human resource availability and collects the entire human resource necessary for project development.

Project managers must keep several factors in mind while acquiring the project team. They must:

  • Effectively communicate and negotiate with the sources of required human resources, especially if the acquisition includes freelancers or outsourcing.
  • Keep Plan B ready in case the acquired people or team fails to accomplish the assigned task for any reason.
  • Keep the alternative resources and people ready in case anyone leaves or is unavailable for some time.

To acquire the project team successfully, the manager employs techniques such as Virtual Teams, Acquisition, Negotiation, and Pre-assignment. These techniques ensure that the project team is efficiently and effectively assembled to meet the project’s needs.

Once this process is complete, the manager receives several outputs such as:

  • Assignments of Project Team
  • Resource Calendars
  • Project Management Plan updates

These outputs are critical in managing the project team and ensuring the project is executed according to plan.

3. Build the Project Team

During this process, the competencies and interactions among the team members are established and enhanced to improve the project’s performance.

The objectives of developing a project team are:

  • Enhancing the knowledge and skills of human resources involved in a project
  • Establishing trust and mutual agreement among the teammates
  • Enhancing the bonding of the teammates so that individual and team productivity is improved

To achieve these objectives, the project manager employs various team-building techniques such as enhancing interpersonal skills, organizing team activities, implementing rewards & recognition programs, establishing ground rules, and providing feedback to the team members.

4. Manage Project Team

This process covers the core managing aspects of project human resource management. So, it comprises providing feedback, tracking team, and individual performance, managing the changes, and optimizing the project performance.

During this stage, the manager should manage any evident or hidden conflicts, resolve the issues and observe the team’s behavior.

The various objectives of this process are:

  • Updating the human resource plan to reflect any changes in the project team’s composition or requirements
  • Submitting change requests to modify any aspect of the project plan that impacts the project team
  • Conducting performance appraisals to evaluate individual and team performance against the project’s objectives and goals
  • Adding a “lessons learned” document to the organization’s database to improve future project management processes and practices
  • Resolving issues that may arise during the project execution phase, such as conflicts between team members, resource constraints, or technical challenges

Speaking of conflicts, let’s briefly look at how to handle conflicts while managing human resources.

Handling Conflicts While Managing Human Resources

When more than one person is involved in something, conflicts are bound to happen. This applies equally to human resource management in projects, as team clashes are inevitable in project progress. But this doesn’t mean conflicts will stay forever and can impact the project negatively.

Different types of conflicts can be handled differently depending on the situation and the desired outcome. Primarily, there are five ways to handle conflicts across the lifecycle of a project.

Let’s look closer at the modes of handling conflicts while managing human resources and planning various stages.

  • Withdrawal : Retreating from a potential disagreement situation.
  • Compromising : Bargaining and arriving at satisfactory solutions for the parties involved in a conflict.
  • Smoothing : Avoiding the differences and work, keeping the agreements in mind.
  • Confrontation : Handling conflicts directly and approaching a problem solution effectively.
  • Forcing : Exerting your viewpoint.

The major reasons for conflicts in an organization are schedules, technical resources, procedures, human resources, priorities, costs, and personalities. It’s best to keep all these factors in mind to ensure conflicts can be avoided in time and tackled adequately when needed.

Now let’s also look at some examples of HR project management to understand the workflow and process better.

HR Project Management Examples

Let’s break down the different types of HR management processes and explore simple HR project management examples.

Hiring New Employees for Different Roles

Here is how it goes.

  • Initiation : Hiring new employees starts with identifying the need for a new employee. This could be due to growth, turnover, or a new project. The HR team will work with the hiring manager to determine the role, responsibilities, and qualifications required for the position.
  • Planning : Next, the HR team will create a job posting and determine where to post it to attract the right candidates. They’ll also decide on the screening criteria and interview process. Here, the hiring manager will create interview questions and review resumes.
  • Execution : This is where the HR team and hiring manager review resumes, conduct phone screens, and interview candidates. They’ll evaluate each candidate based on their skills, experience, and fit for the company culture.
  • Monitoring : Throughout the process, the HR team will keep track of the candidates’ progress and provide updates to the hiring manager. They’ll also stay in touch with the candidates to keep them informed of the process and answer any questions they may have.
  • Closure : Once the hiring manager has decided on the top candidate, the HR team will extend the job offer and negotiate the terms of employment. When this offer is accepted, HR will initiate the onboarding process to get the new employee up to speed and ready to start their new role.

And there you have it! Recruiting new members is a multi-stage that requires collaboration between the HR team and the hiring manager to find the best candidate for the job.

Optimizing Virtual Onboarding

Take a look at the process.

  • Initiation : The process starts with identifying the need for virtual onboarding due to remote work requirements. The HR team will work with the hiring manager to determine the best virtual onboarding approach based on the company culture and the new employee’s needs.
  • Planning : The planning process includes developing an onboarding plan comprising the necessary equipment, technology, and resources required for the new employee to succeed. They’ll also create an onboarding schedule that outlines the training, orientation, and introduction to team members and company culture.
  • Execution : In this stage, the HR team and hiring manager will work together to ensure the new employee can access all necessary equipment and resources. The employee will also be provided training on company-specific software or processes and introduced to their team members.
  • Monitoring : The HR will keep track of the new employee’s progress and provide support and guidance as needed. They’ll also solicit feedback from the new employee to make any necessary adjustments to the onboarding process.
  • Closure : For this, the HR team will provide ongoing support and resources to help the new employee integrate into the company culture without any hiccups.

Hold Training & Development Programs

This is what the process looks like.

  • Initiation : This is where you identify the need for training and development within your organization. This may be prompted by a lack of skills or knowledge in a particular area or a desire to upskill your workforce.
  • Planning : In this phase, you’ll want to identify the goals of your training program, the skills or knowledge you want to impart, and the appropriate training method or approach to achieve those goals. You’ll also need to decide on the logistics of the training program, such as the location, duration, and cost.
  • Execution : This is the phase where you actually deliver the training program. Ensure that the program is delivered in a way that engages your learners. Also, ensure that they have the opportunity to practice and apply the skills or knowledge that they’re learning.
  • Monitoring : During the monitoring phase, keep an eye on your learners’ progress and the training program’s effectiveness. You may gather feedback from your learners and adjust the training program as needed.
  • Closure : In this final phase, evaluate your training program’s success against the goals you set in the planning phase. Document the training program and its outcomes so that you can use this information to inform future training programs.

Drive Business Growth with Streamlined HR Processes

Project human resource management is a critical function that helps HR managers plan, execute, and monitor everyday HR initiatives. You can achieve better business outcomes by building strong working relationships, optimizing daily HR processes, and prioritizing key objectives. Also, with the help of project management, HR managers can ensure that their initiatives are delivered efficiently and effectively, resulting in a more engaged, productive, and diverse workforce.

Not only can this lead to significant cost savings, but it can also improve overall business efficiencies. So leverage the best HR practices and onboard an efficient HR project management system to ace your projects and see your business thrive!

Frequently Asked Questions

Q. what is the role of human resources in project management.

The human resource is of the utmost importance in project management as it is the sole driving factor in the process. Identifying the team members, talent and skill-sets, forming teams, assigning roles to them, and acquiring new talents or outsourcing – all these components are highly crucial for the project management and involve human resources. So, human resource is the heart and soul of project management.

Q. Why is human resource management so important during project execution?

Human resource management ensures:

  • Timely delivery
  • Successful project completion
  • Acquiring proper teams and developing them. so that project development is not affected
  • No delays or conflicts are encountered
  • Brilliant team members are lauded and praised
  • All the project activities are completed on time and milestones are not affected; and lots more

Hence, during the project execution, careful management of human resources is a must!

Q. What are the common roles in a human resource project?

The most prominent roles in a human resource project are as follows:

  • Identify the correct people required for project development and completion
  • Acquiring team with people having a variety of skill levels required for any project
  • Ability to comprise a team with members who complement each other and work with the united goal in mind
  • Analyze work history and educational background to complete the project properly
  • Ability to constitute a plan for the entire project lifecycle and allot human resources as well as other resources for the plan which is called resource calendar

David Miller

About the author

David miller.

David is a Project Management expert. He has been published in elearningindustry.com , simpleprogrammer.com . As a project planning and execution expert at ProProfs, he has offered a unique outlook on improving workflows and team efficiency. Connect with David for more engaging conversations on Twitter , LinkedIn , and Facebook .

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80+ HRM Project Topics For Your Next Assignment

HRM project topics

Human Resource Management, often abbreviated as HRM, is like the heart of a company. It takes care of the people who work there. Whether you’re in school or working, doing a project about HRM can help you learn a lot. That’s why we have great 80+ project topics for you. These ideas cover many things about HRM, like hiring the right people, training them, and even using cool technology like AI and blockchain. You can also explore how HRM can keep everyone safe and healthy at work.

HRM is not just about rules; it’s also about treating people fairly and kindly. So, in this blog, we’ll use simple language to introduce you to these project topics. Whether you’re new to HRM or a pro, there’s something here in this blog for everyone. Let’s get started on your HRM project topics journey!

What is HRM (Human Resource Management)?

Table of Contents

Human Resource Management (HRM) is like the people side of a business. It’s all about taking care of the employees who work there. Imagine HRM as the team that helps find the right people for jobs, trains them, makes sure they are happy and motivated, and keeps them safe at work. HRM also deals with things like pay, benefits, and making sure everyone follows the rules. In simple words, HRM is like the glue that holds a company together, making sure everyone works well and feels valued, so the company can be successful.

service. Whether you need guidance, support, or expert assistance, our service is here to ensure your success.

80+ HRM Project Topics

Traditional hr functions:.

  • Recruitment and Selection Process Optimization.
  • Employee Onboarding: Best Practices.
  • Employee Training and Development Strategies.
  • Performance Appraisal Systems and Their Impact.
  • Motivation Techniques in the Workplace.
  • Employee Engagement: Measuring and Enhancing.
  • Effective Compensation and Benefits Strategies.
  • Managing Employee Turnover: Causes and Solutions.
  • HR Policies and Compliance.
  • Employee Relations: Conflict Resolution Techniques.

Talent Management:

  • Succession Planning: Nurturing Future Leaders.
  • High-Potential Employee Identification and Development.
  • Talent Acquisition in the Gig Economy.
  • Building a Diverse and Inclusive Workforce.
  • Employee Retention Strategies for Millennials.
  • Managing a Remote Workforce.
  • Cross-Cultural HR Challenges in Global Companies.
  • Building a Learning Organization.
  • Employee Well-being Initiatives.
  • HR Analytics for Talent Management.

Workforce Development:

  • Assessing Training Needs for Employees.
  • Implementing a Mentoring Program.
  • Employee Career Development Paths.
  • Measuring the Impact of Training Programs.
  • Managing a Multigenerational Workforce.
  • Work-Life Balance Programs.
  • Flexible Work Arrangements: Benefits and Challenges.
  • Employee Skills Gap Analysis.
  • The Role of HR in Knowledge Management.
  • Change Management Strategies.

Employee Relations:

  • Investigating Workplace Bullying and Harassment.
  • Conflict Resolution Strategies.
  • Employee Feedback and Communication Channels.
  • Managing Workplace Diversity.
  • Employee Wellness Programs.
  • Promoting Work-Life Integration.
  • Ethical Issues in HRM.
  • The Impact of Organizational Culture on Employee Relations.
  • Employee Assistance Programs (EAPs).
  • Employee Discipline and Grievance Handling.

Emerging Trends:

  • Artificial Intelligence in HRM.
  • Predictive Analytics for HR.
  • Blockchain in HR: Applications and Challenges.
  • Remote Work Technology Tools.
  • Gamification in Employee Engagement.
  • HR Chatbots and Virtual Assistants.
  • Cybersecurity in HR.
  • Agile HR: Adapting to Rapid Changes.
  • Sustainable HR Practices.
  • Diversity and Inclusion Metrics.

Workplace Health and Safety:

  • Creating a Safe Work Environment.
  • Occupational Health and Safety Regulations.
  • Emergency Response Planning.
  • Promoting Mental Health at Work.
  • Workplace Ergonomics.
  • Reducing Workplace Stress.
  • Managing Workplace Accidents and Injuries.
  • Safety Training Programs.
  • Wellness Initiatives for Employees.
  • Pandemic Response and Business Continuity Planning.

HR Technology:

  • Evaluating HR Software Solutions.
  • HRIS Implementation and Best Practices.
  • The Future of HR Tech: Trends and Predictions.
  • Data Privacy and HR Data Management.
  • Cloud-Based HR Systems.
  • Mobile HR Applications.
  • HR Metrics Dashboards.
  • HR Technology ROI Analysis.
  • Integration of HR Tech with other Business Systems.
  • HR Tech for Small Businesses.

Legal and Ethical Issues:

  • Employment Law Compliance.
  • Discrimination and Equal Opportunity.
  • Handling Employee Privacy.
  • Intellectual Property and Non-Disclosure Agreements.
  • Whistleblowing Policies.
  • HR’s Role in Preventing Unethical Behavior.
  • Fair Labor Standards Act (FLSA) Compliance.
  • Global HR Ethics and Standards.
  • Social Responsibility and HR Practices.
  • Ethical Dilemmas in HR Decision-Making.

How To Choose Right HRM Topic?

Choosing the right HRM (Human Resource Management) topic for your project can be easier when you follow these simple points:

  • Interest : Pick a topic that genuinely interests you. It’s easier to work on something you care about.
  • Relevance : Choose a topic that relates to HR issues you’ve observed or heard about in real-life workplaces.
  • Research : Check if there’s enough information available on the topic. You need resources to support your project.
  • Scope : Make sure the topic is not too broad or too narrow. It should be manageable within your project’s timeframe.
  • Current Trends : Consider focusing on current HR trends or emerging challenges to keep your project up-to-date.
  • Skills Enhancement : Select a topic that helps you develop skills you want to improve, whether it’s data analysis, communication, or problem-solving.
  • Practicality : Think about how your project might be useful in the real world. Practical projects often have more impact.
  • Feedback : Ask your teacher or supervisor for their input. They can help you choose a topic that aligns with your goals and their expectations.
  • Passion : If a topic genuinely excites you, it will show in your work. Passion can make your project stand out.
  • Discuss : Talk to peers or colleagues about your potential topics. They might offer valuable insights or suggestions.

Choosing the right HRM project topic can be the key to a successful and fulfilling project experience. These 85 HRM project topics cover a wide range of areas within human resource management, from traditional functions to emerging trends and ethical considerations. Depending on your interests and the specific requirements of your project, you can select a topic that not only challenges you but also allows you to make a meaningful contribution to the field of HRM. So, go ahead, pick a topic, and embark on your HRM project journey with enthusiasm and confidence!

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How To Craft an Effective HR Transformation Project Plan in 11 Steps

A conceptual representation of an HR transformation project plan.

What is an HR transformation project plan?

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Why you need an HR transformation project plan

  • Organizations with strategy-minded HR teams are 1.4 more likely to financially outperform their competitors.
  • Companies with high-performing cultures post a return to shareholders 60-200% higher than their business rivals.
  • Research shows that Human Resource Management (HRM) practices like training and development and performance appraisal are significant factors in employee retention.
  • Clear direction – An HR transformation project plan offers a clear path forward. It sets well-defined objectives aligned with your organization’s broader goals, ensuring that every effort contributes to the desired outcomes. This clarity prevents confusion and keeps all stakeholders focused on the end result. At AIHR, we partner with businesses to help them determine their HR transformation priorities and goals. Through this collaborative approach, we make sure the transformation not only aligns with organizational goals but also positions HR as a strategic partner in driving business success.
  • Effective resource management – The plan identifies the necessary resources, whether financial, human, or technological. Detailing budgets, timelines, and resource allocations enables efficient management of these assets. That’s how you prevent resource wastage, ensure optimal resource utilization, and avoid project delays due to shortages.
  • Risk mitigation – Anticipating potential risks and challenges is critical to project planning, as it allows the project team to develop contingency plans. This proactive approach minimizes disruptions and keeps the project on track, even when unexpected obstacles arise.
  • Efficiency – A comprehensive project plan streamlines processes and eliminates redundancy. This accelerates the pace of transformation, resulting in quicker realization of benefits. A clear project timeline helps execute tasks in a logical sequence, avoiding unnecessary delays.
  • Stakeholder engagement – Engaging stakeholders is vital for successful HR transformation. The project plan serves as a framework for involving key stakeholders, gaining their buy-in, and securing their support throughout the project’s lifecycle. Their involvement enhances project success and minimizes resistance.
  • Measurement and evaluation – The plan outlines specific milestones and key performance indicators (KPIs) that enable your organization to measure progress objectively. Regular evaluation against these metrics allows for tracking the transformation’s effectiveness and making adjustments if necessary.
  • Achieving ROI – HR transformation projects often involve significant investments in terms of time, effort, and resources. A well-developed project plan increases the likelihood of achieving a positive ROI. A strategic approach that aligns transformation efforts with tangible results ensures that the benefits outweigh the costs.

11 steps to create an impactful HR transformation project plan

1. define the scope and objectives.

  • Global talent acquisition – Implementing new recruitment strategies to attract talent from diverse geographical locations.
  • Decentralizing certain HR functions – Building HR centers of excellence in key global regions to allow for more autonomy at regional levels, quicker decision-making and creating localized strategies and solutions.
  • Remote work infrastructure – Adopting tools and platforms to facilitate efficient remote work, allowing the company to tap into talent from anywhere in the world.
  • Localized compensation & benefits – Creating compensation packages tailored to different regions to attract and retain the best talent globally.

2. Conduct a stakeholder analysis

An 11-step HR transformation project plan.

3. Assess current HR processes

4. allocate budget and resources, 5. determine roles and responsibilities.

An example of an HR transformation project RACI chart.

6. Outline a timeline with specific milestones

An example of an HR transformation project Gantt chart.

7. Create a technology integration strategy

8. develop a change management plan, 9. address data migration and management, 10. include an hr training and upskilling strategy, 11. define evaluation and feedback mechanisms, key takeaways, weekly update.

Stay up-to-date with the latest news, trends, and resources in HR

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How Project Human Resource Management Drives Successful Teams

Elizabeth Gonzalez

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Our Small Business Expert

Special projects can give employees a chance to step out of their customary roles, work with new people, and take ownership of their work. Yet without managing human resources, project teams can founder, taking critical projects down with them.

Project human resource management, also called project team management, ensures that project teams have the time, skills, resources, and direction they need to meet project goals. Find out how to use project human resource management to ensure success with every project.

Overview: What is project human resource management?

Project human resource (HR) management is an element of project management concerned with organizing, managing, and leading a project team. The team includes everyone who has assigned roles and responsibilities for completing the project.

Project teams present unique opportunities and challenges because they bring staff from different functional areas together in new roles and relationships. An employee with no supervisory experience might lead a project phase, assuming authority over more senior employees.

A subject-matter expert might have the opportunity to weigh in on strategy and budget decisions. With proper management, these new team dynamics can provide development opportunities and enhance project results.

HR project management is a component of project resource management, which is itself part of an overall project management plan . In the world of project planning, project HR management lives here:

Project management plan table

Project HR management is part of an overall project management plan. Image source: Author

The project human resource management plan, sometimes called the team management plan, contains four steps:

  • Plan human resource management: In this phase, the project manager (PM) identifies the roles and responsibilities needed to fulfill the project goals. From this, the manager drafts a team structure and staffing plan.
  • Acquire the project team: The project manager chooses staff members to fill the various roles and ensures their availability and willingness to serve on the project team.
  • Develop team members: This includes team building, skills development, and other efforts to enhance the team's performance.
  • Manage the team: The project manager tracks performance, offers feedback, resolves conflicts, and eliminates roadblocks to optimize performance.

These steps are explained in greater detail below.

How to develop a human resource management plan

Let's take a look at the components of a formal team management plan and how to create one.

1. Introduce the plan

A formal HR management plan includes an introduction explaining the purpose of the plan, what it includes, and how the team can use it to inform its decision-making process and keep the project on track.

2. Assign roles and responsibilities

Setting clear roles and responsibilities is critical to a successful project. To do that, you need to assess the skills and staff power needed to complete each project activity and create a structure for the resulting team.

Team members typically fall into these categories:

  • Project manager: Manages all aspects of the project from planning to execution and is ultimately responsible for its success or failure.
  • Project sponsor: Authorizes and funds the project, advocates for it, approves changes, and formally accepts deliverables.
  • Stakeholders: Validate the project scope and deliverables and actively participate in project management.
  • Line managers: Participate in planning, provide resources and staff, and manage activities within their project area.
  • Team members: Contribute work or expertise directly to the project.

For each team member, the project manager assigns a role based on the team member's competency, responsibility, and authority over the project.

These roles and responsibilities may be illustrated by a traditional organizational chart; a simple text document; a responsibility assignment matrix (RAM); or a combination of the three.

One common type of RAM is a matrix showing who is responsible, accountable, consulted, or informed (RACI) for each aspect of the project. To create a RACI matrix, list all team members and project tasks on a chart. For each box in the chart, indicate the team member's role as follows:

  • Responsible: Does the work.
  • Accountable: Owns the work. There should be only one accountable person for every task in the matrix.
  • Consulted: Is consulted as needed as the work is performed.
  • Informed: Is kept in the loop throughout the task.

Here's a sample RACI matrix for a project to develop new hiring software functionality.

Chart of project phases with team member responsibilities.

A RACI chart shows the responsibilities of team members for aspects of the project. Image source: Author

If you need help getting started with your plan, there’s no need to go it alone. Project management software such as monday.com can automate many of these tasks for you.

With colorful visuals, automated notifications, and boards for just about every project cycle management function you can think of, monday keeps all team members on track throughout the project.

3. Write a staffing management plan

This phase of the planning ensures that everyone you're depending on to keep your project moving is available and prepared to do the work when the time comes. You need to spell out all aspects of staffing the project, including:

  • How and when staff members will be acquired
  • Time requirements for each team member throughout the project
  • How and when skills will be developed as needed
  • How performance reviews will be conducted
  • How results will be recognized and rewarded
  • How and when team members will be released from the project
  • Safety and compliance needs created by the project

HR software can make this phase of project planning easier by providing reports showing time and attendance, training, staff qualifications, capacity, and other key HR responsibilities.

RACI chart from monday.com.

monday.com makes project management tasks -- such as RACI charting -- seamless. Image source: Author

Source: monday.com.

4. Training and development

In addition to skills training, a project manager needs to consider ways to onboard project team members and get them working productively together. This might include an orientation to the project or team-building exercises to introduce team members who might be working together for the first time.

Some team members may require training to use productivity tools and other technology for the project. As the project progresses, the project manager may need to provide individual coaching, dispute resolution, and feedback to keep everyone working effectively for the good of the team.

5. Rewards and recognition

Employees often have to step out of their comfort zones or put in extra effort to keep a project on track. Officially recognizing their efforts and accomplishments can keep the team motivated and provide a record of their performance to carry into future assignments.

People are a major wild card in every project. Project HR management improves the odds of a successful project by helping the project team work efficiently and effectively together.

Some very simple projects with small teams may not require formal team planning.

But all human resource projects can benefit from the principles of project HR management: clear roles and responsibilities; tasks tied to specific team members and project timelines; and adequate resources and support for your team.

Project HR management takes time up front, but that investment pays off in greater efficiency over the duration of the project. It can also improve the quality and timeliness of project deliverables.

Support team success

Somewhere in the universe of all possible projects, there are teams that hit it off immediately, divide the work effortlessly, and drive their projects over the finish line with little direction or support.

I've never really been on a team like that, but I’d like to think they're out there somewhere, knocking out deliverables and trading high fives. For the rest of us, project HR management is key to turning a group of individuals into a high-performing team ready to deliver a successful project.

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30 August, 2021


Complete Primer on the 6 Themes of Project Human Resource Management

By   Mike Clayton

You can’t get a professional project done without people. So, you need to manage your team as well as managing your project. And that’s what Project Human Resource Management is all about.

This is Part 2 of our guide to Project Resource Management . We started that guide with a general overview. But in this one, we’ll take a close look at managing human resources.

This is project Human Resource Management and it’s a big topic in its own right. So, if you are only interested in this part of the topic, you can read this as a stand-alone guide.

Project Human Resource Management versus Project Resource Management

Indeed, we only have to look as far back as the start of 2017, when the PMI’s Project Management Body of Knowledge (the PMBOK Guide) was in its fifth edition. Then, the 6th Knowledge Area (of 10) was called Project Human Resources. The PMBOK Guide made little more than passing reference to non-human resources.

In September 2017, the sixth edition fixed that. The Knowledge Area (KA) name was changed and broadened out. You can find out all about that in the accompanying Part 1 to this guide: ‘ Project Resource Management: A Comprehensive Guide ‘.

Defining Human Resource Management

But the PMBOK Guide, unfortunately, fails to define Human Resource Management. It does define…

Project Resource Management Project Resource Management includes the processes to identify, acquire, and manage the resources needed for the successful completion of the project. A Guide to the Project Management Body of Knowledge, Sixth Edition (Glossary) Project Management Institute (PMI), 2017

Neither do the Association for Project Management’s APM Body of Knowledge , nor the PRINCE2 guide ( Managing Successful Projects with PRINCE2 ) define human resources or human resource management. So, let’s go to the experts, the US Society for Human Resource Management:

Human resource management (HRM) is the process of managing an organization’s employees. HRM includes all aspects of people management to effectively meet an organization’s goals.  Society of Human Resource Management (SHRM) website, Glossary

This must therefore include the disciplines of:

  • remunerating
  • looking after the health, safety, and welfare

of an organization’s employees.

In the context of a project, therefore, I would define Project Human Resources Management as:

Project Human Resource Management (project HRM) is the management of project team members. It includes all aspects of people management to effectively support the project’s needs, and the needs of your prject team. OnlinePMCourses definition of Project Human Resource Management

The Processes in the PMBOK Guide Resource Management Knowledge Area

Within PMI’s PMBOK Guide, you’ll still find two of the six processes in this KA refer exclusively to your human resources. Here is a reminder of all six:

9.1 This is the planning process and sets out the approach you will take to PRM
9.2 Determining your requirements: what resources you’ll need and the antities
9.3 How you will get the resources you need onto your project
9.4 Creating the team capabilities and culture you need.
9.5 Day-to-day and performance management, along with your team leadership role
9.6 Monitor and control processes to keep your resource availability matching demand from upcoming activities.

So, in this guide, we will focus on the skills you’ll need, for processes 9.4 and 9.5:

  • Interpersonal skills
  • Performance assessment
  • Workload management
  • Resource balancing

Our Approach

I don’t propose to follow the PMBOK Guide for this. I find the ITTO (Inputs, Tools and Techniques, Outputs) approach to be poorly suited to the topic of human resource management. If you are new to the PMBOK Guide and want to know more about ITTOs, check out these two short videos:

  • What are ITTOs? (4 mins)
  • What are ITTOs, Part 2 – Definitions? (2 mins)

Instead, we’ll take a thematic approach that covers everything the PMBOK refers to, and a whole lot more. I’ve summarized the six themes we’ll look at in the diagram below.

Project Human Resource Management

The 6 Themes of Project Human Resource Management

Each of the themes could carry a whole article. And, indeed, many of the topics within each theme do carry a whole article. So, this article provides you with a resource that will signpost you to all our best content on the topic of Project Human Resource Management.

Here are your links to the six sections with each of the six themes:

Workload Management

Team management, individual management, offboarding, people skills.

Bringing people onto your team is your first human resource management challenge. And we’ll split it into finding them, introducing them into your team, and then kicking off your project.


Recruiting team members can be a joy or a nightmare, depending on your circumstances. It pays to have a very clear idea of what skills you need and at what level. But it is also important to remember that the individual personality is what contributes most to your team, so do be flexible. The old saying goes:

Hire for attitude: train for skills You won’t always be able to get your ideal candidate. There’s a nice, short, opinion piece on the Harvard Business Review site about this.

Induction / Welcoming

I hate the term induction for bringing a new person onto your team or into your organization. It just sounds too… gynecological? Or electrical engineering?

It certainly doesn’t sound welcoming. And ‘welcoming’ is precisely what you need to focus on. Other aspects include:

  • explaining the background and context to your project See or video: How to Set a Clear Vision and Mission for your Team | Video
  • introducing them to their colleagues and their work
  • setting up necessary familiarization and training
  • covering necessary admin and logistics

We have a full conversation video on this topic: Onboarding a New Team – with Elizabeth Harrin | Interview

Project Kick-off

You need to get your project started well. So if that’s your next task, take a look at our articles:

  • How to Make Your Next Kick-off Meeting a Huge Success
  • 10 Step Risk Management Kick-off for Your Project

Once a team member is on board and one of the team, you’ll need to start them working alongside the team. In this Project HR Management Process, you’ll need the skills to get productive work from your team.

I would say that it is essential to share your full plan with your team. Better still is engaging them in creating it. When your team helps build the plan, it becomes ‘their plan’. This has advantages:

  • Better plan, because more minds have created it
  • Deeper understanding of the plan
  • Higher levels of commitment to the plan

Here are some articles you may like:

  • 12 Project Planning Mistakes… and How to Fix Them
  • Project Planning Process: Navigate the Many Steps You Need
  • Project Planning Process – How to Build Effective Project Plans | Video
  • The Key Deliverable of Your Project Plan | Video
  • Building a Project Plan – Conversation with Kristina Kushner | Video

Competency Matching and Allocation

You probably did not recruit every member of your team with a specific role in mind. So, for each stage of your project, you’ll need to assign team members to work packages . The process of allocating a work package is very similar to delegation.

  • What is a Work Package? | Video
  • What is Delegation? | Video
  • How to Delegate | Video
  • Full Course: How to Delegate without Stress

Performance Management

Another vital task is to monitor team performance, and then intervene to optimize it. An article you may like is:

  • Boost Your Project Team Performance with these Hacks

Team management is a big part of project human resource management because in projects we tend to work in teams. For small projects, it’s one big team. On larger projects, you’ll have multiple teams, each working on their own workstream or work package .

As a result, we have several articles that will give you different perspectives:

  • What You Need to Know about Building a Great Project Team
  • Ten Ways to Win Team Commitment on Your Project
  • Effective Teamwork: Do You Know How to Create it?
  • The Single Best Team Effectiveness Tool | Video
  • Build High-Performing Project Teams – Conversation with Charles Vivian

We also have a whole course about teams and team management, at our sister site, Management Courses . The full Teams course contains over 40 individual videos, and it’s all completely free.

Team Structure and Culture

Good team performance starts from the culture you foster. Two models are particularly useful here:

  • The Tuckman Model of how groups evolve – and what you can do as a team leader, to encourage a group to form a high-performing team
  • The Belbin Model of Team Roles – which will help you understand how people act in teams and can lead to a diagnosis of what’s wrong with an underperforming team. It’s usually one more roles missing. Or, it can easily be two or more people trying to play the same role in a competitive (and therefore disruptive) way.

We have articles to help you understand project culture and these two valuable models:

  • Real Project Team: What Will You Do to Create One? | Video
  • Project Culture: What it is and How to Craft it
  • What is the Tuckman Model of Group Development? | Video
  • Get Better Results from you Team with Tuckman
  • What is the Belbin Team Profile? | Video

Diversity, Inclusion, and Belonging

Diverse teams have far greater potential than a homogenous team of people who look, act, and think like one another. So, you have three tasks:

  • Bring together a diverse team
  • Ensure that everyone can and does participate fully
  • Create an environmemt where everyone feels comfortable, welcome, and an equal member of the team

Take a look at these resources to help you understand the issues:

  • How to Support Diversity and Inclusion in Your Team | Video
  • Building Inclusive Teams: A Conversation with Anita Phagura of Fierce Project Management

Team Collaboration

Collaboration can create so much more than solo efforts in parallel. But it takes work to build good collaboration. Here are three things. First, a short video defining collaboration and explaining what you need to get it. And second, an article on how I go about creating it. Finally, some leadership tips:

  • What is Collaboration? | Video
  • How I Create Exceptional Project Collaboration
  • Project Team Leadership: 5 Tips for Leading Your Project Team | Video

Lessons Learned

As a professional person, leading other professionals, learning should be of paramount importance to you. And often the best and deepest learning comes from reflecting on your experiences. Drawing lessons from your project is an art form, and we have an article (and summary video) that will help you.

  • What are Lessons Learned? | Video
  • How to Get Your Next Lessons Learned Meeting Right
  • Lessons Learned Meeting: How to make it Excellent | Video

We also have a lot of articles and videos that draw Project Management lessons from a range of sources:

  • Rock’n’Roll and Brown M&Ms – A Lesson for Project Managers | Video
  • Building an Online Business: Project Management Lessons
  • Ten Project Management Lessons I’ve Learned over the Years
  • Hagakure, Book of the Samurai |Video
  • Star Trek | Video
  • The 7 Habits of Highly Effective People | Video

Team Welfare

You have a responsibility – dare I say a ‘duty of care’ ? – towards your team. You need to look after their well-being in what can be a highly stressful environment. So, be constantly alert for signs of stress. And, as soon as you spot something, take action. This article could easily be essential reading.

  • How to Spot and Deal with Stress in Your Team

You also need to take care of yourself, by the way:

  • Control Stress – or it will control you | Video
  • Resilience for Project Managers: How to Build it and Regain it
  • Podcast: Project Management and Resilience

Health & Safety

I hope I don’t need to reming=d you that you also have a responsibility towards the Health and Safety of your team members. In most countries, there will be extensive legislation and regulation you must comply with. And, depending on your industry sector, your organization may also have a load more requirements for you to work within.

Remote Teams

The topic of remote teams has become a significant priority for many project managers through 2020 and 2021. So, we have two articles you may like:

  • Managing Remote Teams: How to Meet the Challenges
  • Remote Project Management: Get a Grip on the Path to Success

One of the best – and best-selling – guides to managing people at work is the One Minute Manager ( US | UK ). So, as a long-term fan, I’ve tried to adapt the principles to the project environment:

  • One Minute Project Manager: Applying the Principles to Projects

Workload Balancing

Over-stretching people is a sure route to burnout and stress… and project failure . We talked about the need to balance workloads and also to fit them around other work and non-work commitments in Part 1 of this Guide . But for a short-cut to leveling and smoothing assigned project work, take a look at this short video:

  • What is Resource Levelling? | Video

When you want to stretch a person’s capabilities, give them a developmental experience, or create the basis for greater team resilience, one option is always worth considering: delegation. This is giving part of your work to someone else.

Motivation is what gets us through tough patches and keeps us going. It’s a highly personal thing: some of the things that motivate me won’t interest you. And vice versa. So we need to motivate our team through each individual, and that’s how I wrote this guide:

  • Project Team Motivation [Everything You Need to Know]

But for an in-depth guide, do take a look at the free content on our sister site Management Courses . There, we have a whole course of over 20 individual videos about Motivation for you.

Professional Development

Something I have always considered to be an important part of my role is developing the people who work for me. A lot of this comes through the assignments I set, and how I supervise them. But there are formal means we need to use, too. Such as:

Here are some articles to get you started:

  • How Coaching Skills will Make You a Better Project Leader
  • What is the GROW Model of Coaching? | Video
  • Mentoring Skills: How to Mentor a More Junior Project Manager
  • How to Get Yourself a Project Management Mentor – You may need one, or you may want to point your people towards finding one, if you aren’t the right person to help them
  • The Definitive Guide to Why a Good Online Project Management Course Beats Live Training
  • What are T Shaped People? | Video

Feedback is the juice that grows our skills. Giving feedback is the greatest gift to a committed professional. So, here’s an article that will show you how:

  • Performance Feedback for Project Team Members: In a Nutshell
  • How to Determine an Appropriate Feedback Approach | Video
  • The Value of Positive Feedback | Video

Also, keep an eye on our sister channel, Management Courses . We’ll be rolling out our free course on Feedback, during the autumn of 2021.

At some stage, you’ll need to handle roll-offs from your project. Towards the end, your team members will start to get twitchy. They’ll not want to miss the next opportunity, so their feet will start to itch. Keeping them as prisoners can be counter-productive though. If their heart is no longer in it… Remember: ‘attitude over skills’.

Keep them motivated by letting everyone know you are looking out for opportunities for them and are eager to help them get staffed on their next project.

And, when a team member leaves, you can handle it well and make it a good experience for everyone. Or you can stuff it up and leave a bad taste in everyone’s mouth. It’s your choice.

Here’s how to do it well: The Essential Guide to Handling a Team Member Leaving Your Project

The last Project Human Resource Management Process is the collection of people skills you’ll need. It’s a huge set of topics – not least because it includes communication and leadership!

Let’s kick off with some general or hard-to-classify articles and videos that I think will be helpful to you:

  • How to Get People to Do What You Ask Them to Do? | Video
  • How to Make a Good Project into a Brilliant Project
  • The Best Personal Effectiveness Books for Project Managers
  • What is Monkey Management (Onken’s Monkey)? | Video
  • What You Need to Know about How People Respond to Change

Emotional Intelligence

Emotional Intelligence is no longer a 1990s fad. It’s a solid post in the workplace landscape. I’ve yet to do a piece for you n this topic (it’s on my list – don’t worry). But here are some articles that touch on aspects of your role where EI is particularly necessary. In the meantime, here’s an excellent short introductory article from the Harvard Business Review site .

But here are some articles that touch on aspects of your role where EI is particularly necessary.

  • Emotional Intelligence: The Secret to Being an Excellent Project Manager
  • A Simple Way to Develop Interpersonal Skills for Project Managers
  • Professional Networking Skills: Guide to How to Network Effectively
  • Managing Conflict: Everything a Project Manager Needs to Know
  • Conflict Management: Ways to Get it Right | Part 2
  • Full Course: Dealing with Conflict in Projects

Communication Skills

At the heart of ‘ people skills’ is our ability to communicate – and communicate well. You won’t be surprised that we’re building quite a library of articles and videos on different communication topics:

  • Great Team Communication: The 10 Commandments
  • Effective Speaking: How to Speak so People Listen
  • Managing Difficult Conversations: A Guide for Project Managers
  • Persuasion and Influence: A Thorough Introduction
  • What is Transactional Analysis? | Video
  • Project Communication: Stop Using Telegrams – Get Better Project Results | Video
  • Challenging Communication Tips for Better Project Communication | Video
  • Communication Skills for Project Managers | The Best Books

What is the one topic about which you’ll find more books on the business shelves of a large bookshop? Yup, it’s leadership. So, we have even more articles on this subject than on communication. Each one will give you a different insight to test out and apply in your work.

  • Project Manager to Project Leader: How Big is the Step?
  • How Servant Leadership can Deliver Better Results from Your Project Team
  • What is Servant Leadership? Project Leadership at its Best | Video
  • Leadership Models Project Managers Need to Know | Video
  • The Four Essentials of Project Team Leadership
  • Leading without Authority: How to Manage and Lead People | Video
  • LEAD: Your Four Project Leadership Priorities
  • Get Better Project Results with Personal Leadership
  • What does Cross-Cultural Leadership Mean for Project Managers?
  • What is Situational Leadership? | Video
  • How to Get the Best from Your Project Team with Situational Leadership
  • What is Transformational Leadership? | Video
  • Five Project Leadership Tips: Be a Better Project Leader | Video
  • Full Course: Day- to-Day Leadership that Gets Results

Team Meetings

Meetings! Aargh! some people love them, and many hate them. But they are work, and you need to do them well.

  • How to Run a Really Great Project Meeting
  • Meeting Actions: How to get People to do Them | Video
  • 5 Tips for Better Meetings | Video
  • How to Hold a Daily Stand-up Meeting | Video
  • The Rule of Silence: The Free Source of Power in a Meeting | Video
  • Full Course: Leading Effective One-on-One Meetings

And, at our sister site, Management Courses, we have a full and completely free course on Meetings , with nearly 30 individual videos you can watch.

What is Your Point of View on Project Human Resource Management?

Please do share your thoughts in the comments section below. I love reading them and will respond to all contributions.

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Project Management

Beginner’s guide to project human resource management in 2024: how to manage a project team.

Cloudwards.net may earn a small commission from some purchases made through our site. However, any earnings do not affect how we review services. Learn more about our editorial integrity and research process .

Beginner's Guide to Project Human Resource Management

Sometimes, by a stroke of luck, project teams can hit it off and work together without issues; this isn’t the norm, though. If you want to avoid major problems that can derail projects before they begin, our guide to project human resource management is for you.

Brett Day

Last Updated: 20 Feb'24 2024-02-20T11:19:14+00:00

All our content is written fully by humans; we do not publish AI writing. Learn more here.

Key Takeaways: Project HR Management

  • Project human resource management covers everything from hiring, training, performance monitoring and team-building exercises.
  • Effective human resource control can lead to increases in employee happiness and productivity.
  • Popular project management platforms like monday.com and ClickUp can be used to effectively manage employees and the projects they’re working on.

It should come as no surprise that most project teams — even those comprising seasoned employees — need guidance, support, encouragement and coaching to succeed. However, not all leaders understand the importance of project human resource management and how employee management can be the difference between project success and failure. 

In this guide, we’ll explain why employee resource management is a vital part of project planning. You’ll learn about employee planning and hiring, mentoring, team building, and why you should track employee performance metrics. We’ll also share a couple of project management platforms that can help set project team members up for success.

What Is Project Human Resource Management?

Project human resource management is the process of managing company resources and individuals on a project team. Project human resource management covers everything from hiring to training and organization to maximizing potential and tracking staff metrics. 

HR project management is a vital cog in a project’s machine, and without it, a project could be staffed with the wrong people, deadlines could be missed, and budgets could have scope creep problems.

Check out our project management courses and grab a limited-time offer. Registration available now!

Why Does Project Human Resource Management Matter?

As you can imagine, a project has many moving parts, and project managers or Scrum masters must be on top of everything. However, with so many project tasks and goals to track, budgets to manage and clients to appease, it can be easy to lose track of the human aspect of projects.

Without human resource management, a project’s success could be jeopardized. If staff members working on a project aren’t properly selected, given appropriate project roles, don’t understand their key responsibilities and are poorly managed, a project could be delayed, employee morale can drop, trust can fail, and client expectations might not be met. 

Fortunately, many project management methodologies, especially Agile methodologies like Scrum, champion open communication and encourage project managers to communicate effectively. Scheduled events like daily stand-ups, Sprint reviews and retrospective meetings allow leaders to share project goals, optimize performance and build teams. 

These meetings also allow managers to enhance an overall team environment, touch base with individuals and go over progress reports. They’re also ideal for discussing project or training concerns and holding team activities that can increase team-member interaction. Development programs that can strengthen professional relationships can also be rolled out.

So, as you can see, project HR management is more important than you might think. Without human resource planning, the most important part of any project, the team members, can be mismanaged and put into unfamiliar roles, underutilized, underappreciated or might not know where they stand regarding performance and expectations.   

How to Develop a Human Resource Management Plan

All the potential benefits of managing your human resources sound great; after all, who wouldn’t want to enhance project performance, develop team members and oversee a project’s success? The big question, though, is how do you create a solid plan for human resources? Below, we’ll cover the four steps you’ll need to follow to get the most out of your project team.

1. Design A Human Resources Management Plan

Every project is different. The first step is to develop a staffing plan that fits the current project. Managers must define the team’s structure, project roles and the responsibilities of those roles. Human resource availability must be checked, and the right people with adequate skill sets for the defined roles should be identified from within or hired. Backup employee options should also be identified.

Next, the HR team and project managers should discuss what training might be needed to bring team members up to speed and how team member performance will be tracked. Regular meetings should be scheduled, and leadership activities and rewards that can be used to build the team throughout the project should also be discussed and planned.

By the end of this process, you should have a strong staffing management plan that identifies key project roles and responsibilities. You should also know who will occupy the positions to complete project activities, the project resources needed, team training and encouragement methods, and how individual job performance will be tracked and measured.

2. Build a Team and Assign Roles and Responsibilities

Now that you have identified the team members for your upcoming project, it’s time to start team assembly. If you need to hire new permanent team members or freelancers (check out our guide on how to become a freelance project manager), get the ball rolling as soon as possible so that you don’t miss out on your top picks.

clickup raci

With the team assembled, it is time to assign roles and responsibilities. The easiest way to do this is to use a RACI chart . RACI charts, which are also known as responsibility assignment matrix charts, show key roles and position responsibilities. The charts are easy to read and update and are supported by many of the best project management software platforms .

structure overview

Once every team role has been filled, the project manager — or Scrum Master — will be presented with an updated project management plan, new resource calendars and updated organizational structures (see our guide on organizational structures) that show where each team member sits in the chain of command. These documents will help ensure the project gets off to a flying start.

3. Team Bonding and Development

Having a fully assembled project team is one thing, but it will be for naught if the group has communication or trust issues going into a project. It’s absolutely crucial that management does everything they can to encourage transparency and open communication before, during and after a project.

Whether you’re managing a team in person or remotely via tools like Slack (here’s our Slack review ), team building must occur. Ideally, team meetings, like retrospectives , will be used to encourage communication, to make everyone feel comfortable and for team bonding and developing project management skills. When a team feels comfortable and valued, you’ll likely see enhanced productivity.

Using team-building meetings to recognize achievements (team and individual) and project wins is also essential, as this will build morale. Anything management can do to improve productivity and interpersonal skills should be done during these meetings. If you want project success, don’t underestimate the importance of team building and development meetings.

4. Team Management

The final step is team management. By this point, you’ll have identified your team, assigned individual roles and built a friendly atmosphere that champions teamwork and development. That was the easy part, though. Now, project managers must manage their team throughout the project to ensure that team members are hitting the goals set during the project planning phase.

During the project, the project management team should be tracking team member performance, team velocities and overall project performance. The leadership team should also provide consistent feedback, look for conflicts and potential roadblocks, and sniff out undesirable behaviors and anti-patterns that could make the project falter.

If a project manager is in tune with their team, they should be able to ward off most problems. However, there may be times when a manager needs to make changes to their team due to sickness, unrest or underperformance. If the human resource and project management teams planned well initially, there shouldn’t be any problems replacing team members during the project.

Overall, the idea during this stage of project employee management is to get the most out of your selected team and optimize project performance so that you can get the job across the finish line efficiently, on time and under budget and please project stakeholders and clients.

Best Tools for Project Human Resource Management

Managers and human resource teams have a lot to organize and track. Fortunately, powerful project management software can help them quickly sort through a sea of information. Below, we’ll share a couple of project management platforms that can help track candidates and their training, schedule team-building meetings, and turn out detailed employee performance reports.

1. monday.com

monday.com homepage

  • Shallow learning curve
  • Powerful dashboards
  • Robust kanban boards
  • Gantt charts & calendars
  • Weak free plan
  • Robust security and admin options only in higher tiers

monday.com regularly is a favorite of ours, thanks to its powerful tools that make planning, organizing and tracking tasks and project phases straightforward. However, monday.com also has features and tools that can help managers track employees from onboarding through training and show you how they’re performing during projects.

Easy-to-use templates can help track attendance, performance and training plans. You can monitor your resource calendar and various HR projects. Dashboards allow you to monitor employee metrics, and you can use automations to remind your employees about performance reviews.

You can learn more about the software in our monday.com review and pricing in our monday.com pricing guide . You can also try monday.com’s free plan to get a taste of the program. 

  • Maximum users: 2
  • Minimum users: 3; All prices per user

clickup signup

  • Excellent free plan
  • Management & HR tools
  • Collaboration features
  • Clunky interface
  • Weak mobile applications

ClickUp is another project management platform that can help you track recruitment, training and development, and also help you get through the multiple stages of employee onboarding processes. ClickUp’s detailed reports allow managers to track employee performance, and the instant chat tools make it easy to communicate with individuals and entire teams.

Additionally, ClickUp’s real-time collaboration tools can simplify employee processes and remote meetings, and templates for performance reviews and employee requests can help save time. These features are on top of the robust task management tools you’d expect to find. 

You can learn about ClickUp in our ClickUp review . You can also learn about ClickUp’s strong free and paid plans in our ClickUp pricing guide . Finally, ClickUp’s free plan is excellent and a good way to get a feel for its features.

  • Basic functionality with some limitations
  • All prices per user

Final Thoughts

It should come as no surprise that successful project teams have human resource specialists and project managers who hand-pick teams, provide training, monitor employee performance, offer feedback and hold regular team meetings. With effective human resource management, project managers will have no problems building a successful project team.

If you want to learn more about managing human resources, check out our guide to the best project management certifications . You’ll find courses like the Project Management Professional (PMP) offered by the Project Management Institute and the BVOP Certified Project Manager program. Both can help you become an effective coach and project manager.

What methods have you used to help successfully build a project team? Are there any other steps that you use to help train and coach teams? Do you feel more confident about project human resource management after reading this guide? Let us know in the comment section, and as always, thanks for reading. 

FAQ: Project Human Resource Management

The main aim is to provide project teams with guidance, resources and tools that can help groups create efficient workflows and meet and exceed project goals.

Employee performance reviews are an example of a human resource project. Other projects include developing training plans, collecting employee feedback and holding recruitment events.

The three major processes are developing human resource plans and project teams and managing project teams.

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HR Project Management: The Complete Guide for 2023

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Table of Contents

The first association with the term HR is usually recruiting. But, this is only a small portion of the great number of responsibilities an HR department has.

Apart from recruiting, HR also deals with:

  • Staff training and development programs,
  • Compensation and benefits,  
  • New employees onboarding,
  • Monitoring employee experience (EX) ,
  • Team building organization,
  • Workplace health and safety, and
  • Employee relations and internal communication. 

And, now you probably wonder what project management has to do with HR. 

Well, take team building for example — you need to develop a plan on how to organize it, provide a budget, and probably contact external partners. This can be considered a project for the HR department. And where there is a project, there are ways to manage it as well.

In order to explain how HR and project management interact, this article will provide answers to the following:

  • What HR project management is,
  • What the benefits of project management in HR are,
  • What an HR project management plan is, and
  • How to become an HR project manager.

So, if you want to find out more about the topic, keep on reading.  

A guide to HR project management - cover

What is HR project management?

HR project management is an interesting combination of two fields — HR and project management. In order to explain how these two join forces we have to define both of them.

According to HumanResourcesEDU , the term HR “ is used to describe both the people who work for a company or organization and the department responsible for managing all matters related to employees, who collectively represent one of the most valuable resources in any business or organization. ” 

When it comes to project management , it refers to the process of: 

  • Managing a team in charge of a project, 
  • Planning resources, and 
  • Using different management skills and techniques to meet project requirements on time and within budget. 

Knowing now what these two terms represent, we can draw some conclusions and answer the question — what is HR project management?

HR project management is a field of study that integrates project management practices into HR projects. In other words, the skills and techniques used in project management are applied to HR projects and help HR workers organize and bring their projects to a success. 

Like other projects, HR projects usually go through 5 project management phases: 

  • Initiation,
  • Monitoring and control, and

💡 Plaky Pro Tip

Check out this link to learn more about project management phases and steps that should be followed in project planning and execution:

  • What are the phases of project management?

To show how an HR project goes through project management phases, we are going to provide some examples that will help you get a full picture of how HR and project management integrate. 

HR project management examples

We have already mentioned the major responsibilities of the HR department, and here’s a refresher: 

  • HR employees can be in charge of the projects within their own department such as internship and training programs or promotion of corporate culture. 
  • HR employees can also be included in various internal company projects where they help their colleagues from other departments to carry out a joint project. 

Have a look at some of the examples.

HR project #1: Recruiting new candidates for the IT team in a company

The HR department was asked to find three new candidates to join the IT team. The recruitment project follows this pattern:

  • Initiation — in this phase you have to initiate the search for new employees, explain why you need them, prepare documentation, talk to project stakeholders , and choose appropriate project management software to help you organize each step.
  • Planning — this phase requires that you determine project goals and project scope , set deadlines, and plan the project’s budget .
  • Execution — the most important phase which refers to the implementation of the project plan. In this phase, you assign tasks such as job ad promotion and collection and classification of résumés, carry out introductory interviews with candidates, and schedule technical interviews.
  • Monitoring and control — in this phase, you follow the selection process, communicate with the IT team and stakeholders, and make sure the right candidates have been chosen.
  • Closure — the final phase of the recruitment project when the selected candidates start working and you finish the paperwork and evaluate the whole recruitment process with both your team and new co-workers.

As was mentioned in the initiation phase, it is vital to choose project management software and keep track of each step. 

For example, Plaky can help you with your HR projects in many ways. It offers a great recruitment template that you can use to:

  • Plan talent acquisition, 
  • Manage candidate pipeline, and 
  • Streamline the recruitment process . 

Recruitment process template in Plaky

HR project #2: New employee onboarding

Another job for the HR department is to organize the onboarding process for newcomers to the company.

This type of HR project also requires planning and organization. It can be quite challenging, though, especially if new employees have different job positions and therefore require specific training. 

This is what the new employee onboarding project looks like in terms of project management phases:

  • Initiation — this phase represents the start of onboarding activities, and its aim is to initiate pre-onboarding protocol and any role-specific training. The HR team prepares documentation and negotiates with stakeholders. Also, this is the phase where you should opt for HR software or some other tool that will help with monitoring the onboarding process.
  • Planning — this phase implies establishing project objectives, scope, time, and budget for the onboarding programs. In addition to that, HR needs to ensure that mentors and instructors are available.  
  • Execution — the phase in which newcomers get their mentors and instructors and start learning about the job they are supposed to do. This is also where they get all the necessary information about the procedures and rules within the company.
  • Monitoring and control — during this phase, the HR team makes sure that the onboarding and training run smoothly, and they regularly check the progress of each new employee. 
  • Closure — this phase implies the end of the onboarding and training processes, which means that newcomers are fully familiar with the company organization, rules, and products or services that it offers.

If you want to carry out onboarding activities and break them into manageable phases, try out the Plaky employee onboarding template . It helps you:

  • Share documents, 
  • Assign HR specialists and supervisors, and 
  • Delegate tasks. 

What is more, it simplifies the tracking of all the stages dealing with onboarding and training.

Plaky employee onboarding template

HR project #3: An employee submits a request for a department shift

One of the most common tasks of the HR department is to respond to different kinds of requests.

Let’s see how processing a request for a department shift unfolds through project phases:  

  • Initiation — the HR team documents the request and talks to the employee about the reasons for leaving the current department and which department they would like to be transferred to. Initiation is much simpler if the requests are processed through project software which helps you handle the whole procedure.
  • Planning — the phase in which the request is shared with team leaders and managers of the current and future departments. The project goal is set and communication is enabled between the employee and their superiors. The HR department should estimate if there is a need for additional training.
  • Execution — in the execution phase, the request is accepted, and the HR team does the paperwork. The employee is transferred to another department and starts working.
  • Monitoring and control — during this phase, the HR team checks if both sides are satisfied with the shift.  
  • Closure — this phase implies the shift is completed. The HR team and the employee should evaluate the process together in order to get ideas on how to improve the procedure.

Some of the requests HR deals with include: 

  • Sick leaves, 
  • Vacation leaves, 
  • Department shifts,
  • Salary raises, and others. 

The process of submitting and dealing with requests can be facilitated with the right software. 

For instance, Plaky provides the HR requests template which is useful for both the HR department and all other employees because it enables submission of requests, overview of their statuses, critical information sharing, and much more. 

HR Requests template in Plaky

These examples have illustrated how HR and project management can overlap. We can now list some benefits of HR project management.

Benefits of project management in HR

Good organization and clever distribution of resources can help any business area. It is also the case with HR which can use project management tips and tricks for its own projects. 

There are various benefits of project management in HR, and some of these are:

  • Broader overview of project goals and better planning of time, budget, and scope,
  • Better organization of the recruitment process,
  • Improved training and onboarding processes,
  • More efficient control over internal issues, and
  • Enhanced team efficiency.

As you can see, any project can be successful if you know how to set clear goals and plan resources. The use of project management rules enables prioritization of project activities and helps you to avoid going over budget or racing against time.

For example, the recruitment process is a serious effort for any company, especially if you need to hire more people for different job positions. 

Project management software is of great help in this case because you can: 

  • Build a candidate pipeline, 
  • Keep all documentation in one place, and 
  • Provide managers and stakeholders with real-time information on the current status of the hiring procedure.  

Onboarding processes, additional training, and career planning can be constantly improved if you facilitate communication and get regular feedback, which is a must in project management. 

And last but not least, the HR department can only benefit from picking up project management skills due to the fact that these can:

  • Boost teams’ productivity, 
  • Help with task assignments, and 
  • Improve the speed of solving internal issues. 

Let us now introduce the concept of an HR project management plan. 

project on hrm of a company

Human resources management software

If you want to organize your HR processes before all else — try Plaky.

Plaky web app

How to run an HR project?

An HR project management plan may be used for the purposes of the HR department project or it may be a part of a larger project management plan. In any case, running an HR project includes 4 steps:

  • Draw up a human resource plan, 
  • Gather the project team,
  • Develop the project team, and
  • Manage the project team.

Let’s briefly go over each step.

Step #1: Draw up a human resource plan

The first step means that an HR project manager determines the goals and objectives of the project and sets project milestones . 

Apart from that, the manager develops the project plan, prepares documentation, and carefully considers the team structure. 

Step #2: Organize the project team

This step is crucial because the HR project manager needs to form a winning team. This means that the manager assigns roles and responsibilities to staff members who are expected to bring the project to successful completion. 

It is very important for everyone to be on the same page when it comes to project deadlines and duties.

Step #3: Develop the project team

Every experienced manager is aware of the significance of additional training and coaching with the aim of improving the quality of the team’s performance on the project. 

Therefore, the third step is all about recognizing what the team needs and maintaining good cooperation among the co-workers while working on a project. 

Team development activities might include:

  • Team building events,
  • Visits of external experts, and
  • Orientation programs.

Step #4: Manage the project team

Managing a team is always challenging, and managers face many situations that they need to cope with. Those can include: 

  • Interpersonal conflicts, 
  • Absences, 
  • Poor communication, 
  • Lack of feedback, etc. 

The HR project manager is expected to solve problems effectively, encourage communication, and build mutual trust.  

So far, we have explained what it looks like when HR and project management merge and what benefits this blend brings. 

But, how do you become an HR project manager? We’ll talk about it in the following lines. 

How to become an HR project manager

HR project managers oversee a project team within the HR department or, if needed, they are invited to join some other cross-team projects that require the management and organization of human resources. 

Job duties may vary depending on the company and the exact area the HR professional is going to deal with. 

Companies mostly want a person capable of creating project plans, developing a strategy for data analysis and project development, and leading a team successfully while establishing a favorable workplace culture at the same time. 

HR project management education

If you look through job ads for the position of HR project manager, you can easily spot that the required education is almost the same. You need to have at least a bachelor’s degree in fields such as: 

  • Business administration, 
  • Organizational development, or other related fields. 

Experience in HR is highly valued. However, there are other hard and soft skills that an HR project manager should possess. 

HR project management hard skills

Most of these skills belong to a group of basic project management skills. Some of the hard skills are:

  • Comprehensive knowledge of both project and HR management and methodologies,
  • Risk management,
  • Cost management, 
  • Finance management, and
  • Working knowledge of project management software. 

HR project management soft skills

When it comes to soft skills, these depend a lot on what kind of person you are. You develop them through work experience and you sharpen them all your life. 

Successful HR project managers have the following soft skills:

  • Leadership,
  • Communication,
  • Time management , 
  • Adaptability, 
  • Creativity, and
  • Critical thinking.

If you want to learn more about project management skills, check out this blog post:

  • What are project management skills?

Job descriptions for the position of an HR project manager are quite lengthy because companies include various specific demands. The skills included in our list are among the essential ones. 

Conclusion: Managing human resources is never easy, but there are means to tackle it

Project management has been integrated into many business areas because of its useful techniques and procedures. This is the case with human resource management as well. 

In the era of office, remote, and hybrid work, we have to give the HR sector credit for their hard work. It is an arduous job that requires the use of different skills and methodologies, which are often intertwined. 

The good thing is that, nowadays, there are many types of software on the market that can reduce the burden that HR experts carry. One such software is Plaky — a fully-customizable project management tool that you can adapt to your needs and get a centralized hub for all your HR projects. 

✉️ Are you an HR project manager or want to become one? What sort of skills do you find most important for this job? And, have you used any project management software so far? If yes, we would like to hear from you. Feel free to share your thoughts on this issue and email us at [email protected] . We might use your story in this or some other article. If you know anyone interested in HR project management, please share this article with them.


Ana Miljkovic is a project management author and researcher at Plaky who enjoys writing articles on diverse project management topics. This way, she manages to link her love of in-depth research, efficient organization, and fine writing. As a former English teacher, she strongly believes reading is one of the best ways to learn. Therefore, the aim of her articles is to simplify complex topics and make them helpful and easy to understand for everyone.

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An Introductory Guide to Project Management for HR

May 9, 2022 - 7 min read

Jessica Everitt

HR professionals are leading the workplace revolution. Smarter hiring, workplace culture initiatives, and day-to-day operational excellence are all priorities in the industry, meaning that project management for HR has never been more important. However, thanks to the COVID-19 pandemic and subsequent Great Resignation, 86% of HR professionals say that their stress has increased over the last year. 

To manage stress, HR teams need tools to help them handle hiring, employee communication, and retention. In this article, we will discuss the benefits of project management for HR professionals and why HR project management is vital for departmental success.

Why should companies use project management for HR professionals?

While HR professionals may not be used to planning and managing formal projects, many of the activities they complete are, in fact, projects. 

For instance, attracting new talent, launching and executing training and development programs, and completing annual performance and salary reviews are all HR projects. Further examples of HR projects are:

  • Intern recruitment programs 
  • Planning of retreats and kick-offs 
  • Executing team bonding events 
  • Training and development programs
  • Workplace operations management
  • Optimizing virtual onboarding for dispersed teams

Using formal project management processes , procedures, and tools can help lower risk and increase success in all of these long-term HR activities.

HR professionals are also becoming more and more involved in organization-wide projects. Many strategic projects involve multiple departments and interdisciplinary teams. An HR employee may be asked to be a part of any internal project that could impact the way employees work or affect corporate culture.  

They can also be recruited to help staff a project team, coach team members, assist with communications, or create training plans and programs. For instance, if the IT team is developing new software for the company to use, HR may be asked to help build the training plan for user adoption.  

As HR professionals are increasingly expected to work on and manage projects, they must have the right PM tools, skills, and knowledge to ensure success. 

Benefits of planning human resources in project management

The role of HR in project management is significant. It’s one of the 10 major project management process areas in the PMBOK (Project Management Book of Knowledge). So, planning human resources and project management naturally go hand in hand. 

The activities under the Project Human Resource Management process include estimating, developing resource plans , and acquiring necessary project resources, as well as managing and developing the project team. 

Some of the outcomes of this process include: 

  • A resource management plan
  • A resource breakdown structure (outlining who does what and who reports to whom)
  • A staffing plan including a calendar or timetable for when people are needed
  • Team performance assessments tools such as surveys and ability tests

As you can see, these activities and outcomes can be beneficial for planning and managing any team, including your HR department. Project management processes can also help HR professionals execute many of their expected tasks and activities by providing more structure. 

Using project tools and processes enables your team to leverage a centralized, standardized database for their key activities. Plus, templates (like an employee onboarding template ) and important information (such as job descriptions and interview guides) can all be stored somewhere that is easily accessible by the whole team. 

Some of the benefits of project management for HR include:

  • Creating a standardized, recorded hiring process
  • Establishing productivity and performance measures for the team
  • Organizing, documenting, and storing information on employees and potential hires
  • Tracking hiring costs against budgets and forecasts
  • Tying the costs of Human Resource efforts (such as recruiting) to actual business outcomes

Why project human resource management matters

Project management for HR professionals can help your Human Resource team increase their efficiency and overall productivity both with one-off projects and ongoing HR tasks such as annual performance reviews. 

Project management can help HR professionals in the following ways:

  • Enable you to plan out your team projects in a calendar or Gantt chart to ensure team members aren't overallocated
  • Empower you to quickly update leadership on how your team is progressing with work. This can help you gain executive insight and buy-in regarding team priorities when there are conflicts or limited resources
  • Allow you to achieve overall visibility into your teams’ commitments to identify and resolve potential timing conflicts (such as if you have a big recruitment fair planned at the same time as you’re expected to onboard a new wave of employees , or if you have one employee committed full-time to two separate projects)
  • Help you plan for quarterly and annual goals and activities using project planning methods and frameworks (such as Agile )
  • Enable you to improve communications with other departments and staff through tools such as project reports , dashboards, and status meetings. Having clear project milestones can also improve communications, enhance visibility, and increase stakeholders’ confidence in your team
  • Allow you to visualize the recruitment process (using a tool like a Kanban board ) to understand where potential recruits are in the process and if positions are expected to be filled when needed
  • Empower you to use time management and tracking tools to know how productive your team is. This can help you better forecast how long future tasks will take. It can also highlight discrepancies between employees and identify employees who are over or underperforming. 
  • Allow you to improve team and stakeholder collaboration to speed up team activities and cut down on the potential for miscommunication. For instance, a proofing and approval tool can be used to review and comment on potential applicants’ resumes, so you don’t have to email documents back and forth to department managers

As you can see, project management for HR can help your team complete many of their critical activities faster and more efficiently than ever.

How Wrike can help your HR project management

Wrike project management software offers all of the valuable tools mentioned above, including Gantt charts, proofing and approval tools, collaboration software , time tracking , and more.

Wrike also offers resources to help HR professionals get to grips with the post-pandemic workplace. Our free eBook, " The Buyer's Guide to Employee Management for HR Teams ," explores the common use cases of project management software for HR departments, key features to look for, and a definitive checklist for choosing work management software .

Sign-up for a free trial to see how Wrike can empower your HR team today.

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Jessica Everitt

Jessica is a former contributor of Wrike, specializing in project management topics.

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making HR better, one HR pro at a time

Hr project management: the ultimate guide, hr project management skills are powerful tools–do you have them.

When you look at a list of key HR competencies, one thing that often is lacking is a good set of project management skills. While it’s easy to try and segment the human resources profession away from the project manager role, I see it as a core part of what we have to do. Today we’ll go over some of the key aspects of HR project management, what it is, where it fits into your career, and how to use it.

What is HR Project Management?

hr project management diagram

It is very much what it sounds like–the use of project management skills for HR projects/purposes. Think about some of the key skills a project manager has that we value from an employer standpoint:

  • Managing a budget
  • Managing a timeline
  • Managing people/resources
  • Ensuring stakeholders are in the communication loop
  • Developing change management plans

It’s difficult for some people to do one of those well, and a good project manager can handle all of that and more. So it’s easy to see how we can use those types of skills to our advantage in a human resources role. The various projects we have to carry out (some examples of those are listed below) need good project management principles to guide them and ensure their success.

HR Project Management Examples

The easiest way for me to understand a concept is through examples of seeing it in action, so I thought we could go through a few to explore the aspects of this competency. These are just a surface glance and not in depth, detailed project plans, but it’s still a good look at how the disciplines work together.

Benefits Change

Scenario : Benefit costs with current providers have become untenable. Management has requested evaluation of other providers to reduce costs, even if it means reducing the level of quality.

HR Project management role :

  • Work with management to establish specific objectives (how much cost reduction? how much quality deterioration is acceptable? what is the timeline? etc.)
  • Develop a set of requirements from those objectives. That set of requirements will be the foundation for your RFP (request for proposal) that you use when talking to vendors.
  • Contact vendors with the RFP, collect bids, and make a selection based on key factors (price is key in this example).
  • Complete transition to new provider, terminate relationship with previous vendor, and continue post-implementation activities.

HR Project Management RFP Process

HRIS Implementation

Scenario : Your company has been growing and is ready for a new HRIS to help maintain employee records and facilitate some of the HR processes that occur. You have gone through the selection process and are now in the final stages leading up to implementation of the system. You know that it’s critical to get this last step correct in order to hit the ground running. The program will mainly be used for HR purposes (you and one other team member), but there is a manager self service portion as well that you expect to use to reduce time spent answering questions from managerial staff.

HR Project management role:

  • Work with the provider as soon as you have a working version to learn the ins and outs of the system. If you are doing the training for other staff instead of the provider, make sure you go through the process of using the tool like one of the other staff. For instance, log in as a manager and use the self service portion so you fully understand the capabilities.
  • Develop a training plan for educating all pertinent staff on the operation of the system, including the need for security and compliance with data.
  • Work with provider on a launch plan. This could include dedicated support from the provider, especially in the early days when many new users need assistance.
  • Develop a feedback system so that users can funnel questions, requests, etc. back to you.

Transitioning to Shared HR Services

Your company has had embedded HR generalists in business units for the past several years. Over that time it has become more costly, more difficult to maintain standards, and is a frustration for business units to have that budget “hit.” The leadership has decided to move to a more centralized model of delivering HR services and has asked you to evaluate that proposition.

  • Begin researching the level of staff needed to meet current requirements via a shared model and compare that with existing HR headcount to determine how many will have to be reassigned/terminated. Create a draft budget that will cover running the new HR delivery model.
  • Lay out a plan for what sort of service will be delivered best by a shared model and which might be more difficult to administer (employee relations, for example).
  • Determine what other below-the-surface areas will be affected by this. While it will help ensure a specific standard of service, it could also make managers unhappy because they no longer have dedicated resources. These types of items will need to be incorporated into the change management communication plan to ensure they are addressed at some point of the implementation phase.
  • Prepare a presentation with your findings and recommendations for the leadership team.

As you can see, there are a variety of projects that can use these types of skills. These examples were written with you as the head of the HR team having to carry this out, but in some organizations there are actually dedicated HR project management professionals in place to handle these sorts of tasks. Let’s look at how that works.

HR Project Management Job Description

Let’s qualify the role the same way we start developing our jobs in the workplace–with a description. Now, as I said, we usually don’t see a significant number of dedicated HR project management jobs, but it’s instead part of a larger HR role. The bigger the organization the more likely there is a dedicated position just for managing the human resources projects. Here’s a sample description:

The HR Project Manager is responsible for the management of HR projects to include managing project budgets, resources (internal and/or external), timelines, risks and third party vendors. Responsible for overall direction, coordination, implementation, execution, control and completion of specific projects ensuring consistency with company strategy, commitments and goals. Responsibilities Project-Based Customer Relationship Management • Establish and maintain relationships with the business units and key partner groups to understand their business needs, ensure alignment on objectives, and ensure ongoing buy-in across all project activities. Strategic Planning and Project Initiation • Translate business objectives into projects with clearly defined scope, timing, deliverables, resources, and key measures of success. • Formulate and continually re-assess the appropriate project management approach and project management skill set / resourcing mix across internal and external partners to ensure all project tasks are successfully completed. • Create project plans, including timelines and milestones. • Negotiate sufficient resources from HR sub-teams, IT, Corporate Communications, business units, and other groups as appropriate. • Effectively set and communicate project expectations to team members and stakeholders. • Define project success criteria and communicate to team throughout project life cycle. • Manage and coordinate HR-related project activity resulting from business unit acquisitions. Project Execution • Manage ongoing project plans, budgets, resources, and vendors. • Facilitate meetings and drive project issues through to resolution. • Develop and deliver progress reports, proposals, requirements documentation and presentations. • Proactively manage and communicate ongoing changes in project scope, identify potential crises and devise contingency plans. • Coach, mentor, motivate and lead project team members. Influence project team to take positive action and accountability for their assigned work. • Manage Requests for Proposals (RFP's) with vendors relating to HR projects. Change Management • Identify all stakeholders, both direct and indirect, and determine level of involvement needed for project success. • Work closely with Change Management Manager and Corporate Communications to ensure appropriate change management activities are defined and included in all project plans. Post-Implementation Transition and Evaluation • Support the ongoing development of best practices and tools for HR project management and execution. • Conduct project post mortems and create recommendations in order to identify successful and unsuccessful project elements. • Ensure comprehensive and seamless project post-implementation transition. Qualifications Degrees/Designations: Bachelor's degree preferred with a specialization in management or related field System Knowledge/Experience: Minimum 5 years working knowledge of HR systems, processes, trends, and best practices Previous HR project management experience required, including demonstrated ability to manage multiple projects simultaneously with different stakeholder sets Advanced experience with HR project management tools and methods to include risk management, strategic planning and change management Strong interpersonal, organizational, analytical, presentation and critical thinking skills Demonstrates ability to build mutually-productive relationships and interact with senior management and key partner groups (e.g., IT, Corporate Communications, HR, business units) HR Project planning and strategy concepts HR project management skills

HR Project Management Plan

failing to plan planning to fail

Failing to plan is like planning to fail.

So how do we start? Here are the 5 key steps in the management process:

  • Project conception
  • Project planning
  • Project launch/execution
  • Project control
  • Project close

While it looks like a short list, it covers a broad and deep set of requirements, responsibilities, and more. Each of the pieces of the sample job description above fit into a piece of this five step process.

Developing a project management plan means that you have taken the time to think through the steps and what resources, time, people, etc. will be necessary to accomplish each. In addition, you’ll need to think about risks to the project and what you can do to mitigate that risk.

Speaking of risk, one interesting idea that my friend Alison Green has discussed in the past is the value of conducting a “pre-mortem” on a project. We are pretty much all doing “post-mortem” reviews of projects (you are, right?!?) to determine what went well, what went poorly, etc. They are great tools for helping to refine our processes over time. However, the downside is that the project is already finished, and any lessons learned can’t help to improve the results.

Enter the pre-mortem.

This is basically a meeting that is held in the middle of the project where stakeholders gather to discuss what kinds of things could hamper implementation or reduce the impact of the intended results. In other words, what could go wrong ? This information is then used to improve the project in real time instead of waiting until it’s over to make any sort of adjustments.

Human Resources Issues in Project Management

Let’s take a step back for a second and look at the broader picture of the organization and what sorts of challenges that might present themselves. A specific one that I have observed in the past is the responsibility of a project manager for the results without the accompanying authority over the employees to enforce deadlines.

For example, an engineer reports to the Director of Engineering, but his Project Manager needs him to focus on a specific task. Without that position power of being “the boss,” it could introduce challenges for the project lead to get things done. This could be due to performance issues on the part of the engineer, or it could be due to competing priorities from the project lead and the supervisor.

This is a big reason why I am such a fan of influence and leadership skills (check out the leadership reading list if you haven’t already for more on this topic). A friend of mine is a superstar project manager. I kid him that his life is dictated by spreadsheets. However, that attention to detail allows him to run multimillion dollar projects seemingly with ease. In addition, his demeanor makes him instantly likable, which contributes to the long-term success of his projects because he can easily get along with employees, leadership, customers, and other stakeholders.

I’m describing this because I know that while you won’t find “be nice” on any list of key project manager skills, I know from experience–it’s one that pays significant dividends.

HR Project Management Jobs

While I touched on the availability of these positions earlier, I think it’s important to note the career implications of this specific skill set. For starters, it’s something that HR pros need to understand, especially as they advance up the career ladder (no matter what HR job title they have).

Being able to pull off successful projects is a significant career booster and can help to lead to new opportunities of increasing responsibility. I know that might be understood, but I wanted to be sure and highlight the importance of this specific career skill.

Wrapping Up

Today we looked at a fairly broad slice of the HR project management world. Without extending this to the length of a book, I do want to mention that we didn’t even talk about software or systems that can help with this type of planning. Why? Because laying software over a broken planning process doesn’t solve the problem, and in some cases it can make it even worse.

It’s important to define and understand the key principles of project management and how that ties into HR. Once you have done that you can begin exploring tools to help you accomplish your goals. I’d love to hear from some of you on these questions:

  • What sort of HR projects have you completed in the past?
  • Any specific HR applications of lessons learned that might be valuable to share?
  • What are your thoughts on specific applications of HR project management?

6 thoughts on “ HR Project Management: The Ultimate Guide ”

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I’ve been looking for a good training course to attend to learn some project management skills. Any suggestions?

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Hey, Amber! I don’t have a specific one I can recommend, unfortunately. If you do select one I’d love to hear your thoughts on it, as well as what sort of impact it might have on your capabilities to perform that sort of work. I think it would help others that are in the same boat. :-)

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I would recommend the Franklin Covey project management training

It is excellent training and focused on those who don’t do project management all the time

Worth a look. http://pm.franklincovey.com

Thanks for the suggestion, Tom! I think Amber will appreciate that.

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HR project plan template

No matter the project, human resources teams can use our template to set priorities, track progress, and streamline recurring work.

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[Old product ui] HR project plan in Asana, spreadsheet-style project view (List)

How to plan and manage HR projects with our template

Today’s human resources teams don’t just handle payroll, onboarding, and offboarding. They’re also responsible for a wide range of projects and internal processes to ensure the success of every employee. But without a central system for managing work and priorities, HR teams struggle to keep up with everything on their plate. Fortunately, a work management tool like Asana can help HR teams track work progress, scale processes, and stay aligned with less effort. Try our HR project plan template—and the following tips–to get started:

Streamline recurring work . Establish repeatable processes for common HR workflows—such as quarterly planning or review cycles—so you can spend less time planning work and more time getting it done.

Set team priorities . Make sure everyone knows which tasks are mission-critical, and which are nice-to-haves, by defining and prioritizing goals across your team.

Communicate progress . Track and share updates in one place (like Asana) to keep everyone on the same page without the endless email threads.

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11 Exciting MBA HR Project Ideas & Topics For Beginners [2024]

11 Exciting MBA HR Project Ideas & Topics For Beginners [2024]

In this Article, you will learn 11 Exciting MBA HR Project Ideas & Topics For Beginners [2024]

  • Analysis of Satisfaction Level of Employees in The Telecom Sector.
  • A Study on The Various Employee Welfare Schemes at FMCG.
  • Analysis of Employee Training Needs in Banking Sector
  • Employer Branding Strategies in Struggling Companies
  • Analysis of The Performance Appraisal & Bonus Payments
  • HR Policies And Implementation at BPO
  • Career Progression and Planning & The Impact on Employees in Quick Food Chains
  • Employee Retention Strategies
  • Role of women in Top Management Positions and its impact on company leadership.
  • Employee Engagement Strategies in Information Technology Companies
  • Analysis on How Executive Search Firms Find The Right Candidates for Leadership Roles?

Read more to know each in detail.

In my experience, pursuing an MBA in HR presents many projects to enrich your learning journey. These projects serve as invaluable opportunities to apply theoretical knowledge to real-world scenarios. The s cope for an MBA in HR offers significant prospects, particularly in India. As professionals aspiring to join this career path, exploring various MBA HR project ideas for beginners is essential . MBA HR project ideas for beginners.  

How to Choose an MBA HR Project Topic?

Choosing the right hr project topics for mba is a crucial step in your academic journey, as it reflects your interests and demonstrates your understanding of HR concepts and practices. Here’s a comprehensive guide to help you select the perfect MBA HR project topic to make your future bright: –

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1. Interest and Passion

  • Always choose a topic in which you have a keen interest. The reason is it keeps you motivated throughout the project journey.
  • Reflect on your career goals. What aspect of HR aligns with your aspirations?

2. Relevance to Industry Trends

  • Research current trends in the HR field. Topics addressing contemporary challenges will appeal more to your professors and potential employers.
  • Consider remote work management, diversity and inclusion, employee well-being, etc.

3. Scope and Feasibility

  • Ensure the topic is neither too broad nor too narrow. It should be manageable within your project’s timeframe and resources.
  • Assess the availability of data and resources needed for research.

4. Value and Contribution

  • Choose a topic that adds value to HR practices or knowledge. It could propose solutions to existing problems or shed new light on HR theories.
  • Consider how your project can contribute to the HR field as a whole.

5. Alignment with Curriculum

  • Review your program’s curriculum and identify areas where you’ve gained substantial knowledge. A topic that complements your coursework can showcase your learning effectively.

6. Originality and Uniqueness

  • Aim for a topic that hasn’t been extensively researched or offers a fresh perspective on a common issue.
  • Originality will capture the attention of your professors and future employers.

7. Feasibility of Data Collection

  • Ensure that you can access relevant data for your research. Primary data (surveys, interviews) or secondary data (industry reports, case studies) should be accessible.

Preparing for an upcoming HR interview? Arm yourself with knowledge by exploring our comprehensive guide on HR interview questions and answers and stand out as a well-prepared candidate.

8. Alignment with Personal Strengths

  • Consider your strengths and skills. If you’re good at data analysis, choose a quantitative research topic. If communication is your strength, opt for a topic that requires qualitative research and interpretation.

9. Ethical Considerations

  • Ensure your chosen topic respects ethical guidelines. Research involving sensitive data or human subjects must be conducted ethically and responsibly.

10. Consultation and Feedback

  • Discuss potential topics with professors, mentors, or industry professionals. Their insights can help you refine your ideas.
  • Feedback from others can provide valuable perspectives on the relevance and feasibility of your chosen topic.

11. Impact on Organizational Performance

  • Consider topics directly impacting an organization’s performance, such as employee engagement, talent retention, or leadership development.

12. Cross-Functional Relevance

  • Explore topics that intersect with other business functions, like marketing, finance, or operations. This demonstrates a holistic understanding of business dynamics.

13. Comparative Studies

  • Compare HR practices between different industries, organizations, or countries. Comparative studies can reveal insightful best practices and areas for improvement.

14. Future-Focused Topics

  • Anticipate future HR challenges. Topics related to automation, AI in HR, or managing a multigenerational workforce can showcase your forward-thinking approach.

15. Pilot Studies and Interventions

  • Plan a small-scale pilot study or propose an intervention to address a specific HR issue. This hands-on approach demonstrates practical problem-solving skills.

Remember, your chosen hr project sample will shape your entire project, so invest time and thought into making the right decision. A well-chosen topic makes your project engaging and enhances your knowledge and skills in the HR domain, preparing you for a successful career in the field.

MBA in HR Top Project Ideas

Here is the list of HR topics for project:

1. Analysis of Satisfaction Level of Employees in The Telecom Sector.

Telecom is a crucial sector employing lakhs of employees. Some of the top brands like Airtel, Jio & Vodafone-Idea work in this sector. This sector is one of the competitive sectors in India with cutthroat competition.  The work environments are known to be stressful and the work is tedious. A stressful and tedious work environment is common. So what is the satisfaction level of employees in this sector?

You can also check out our  free courses offered by upGrad under IT technology.

The subtopics in the project could entail the impact of globalisation in the telecom sector. And with the advent of competitors in the market, each company tries is sitting at an edge. This is directly proportional to the stress on the workforce. As they are the wheels of the company. Also, another sub-topic could be how the presence of competitors is contributing to the attrition rate of the companies, employees have more options to choose from and would be naturally choosing that company that is employee-centric.  This is one of the hot HR related project topics .

Our Learners also read: HR courses online free !

2. A Study on The Various Employee Welfare Schemes at FMCG.

India has many premium & well-known brands in the fast-moving consumer goods sector. They employ lakhs of people with a lot of employee-centric welfare schemes. How have these schemes helped them retain employees for long periods with a very low attrition rate?

How do welfare schemes contribute to retaining employees contributing to the low attrition rate? This is also a very relevant HR project for MBA. 

The subtopics of research in this project could be

  •  A comparison between the FMCG companies and the other companies. 
  • A comparative case study of the difference between the policies of the FMCG or any other two big companies.
  • Anonymous testimonials of the employees of these two respective sets of companies mention how the welfare schemes impact their lifestyle.
  • Differentiator factors contribute to low attrition and high attrition rate.

3. Analysis of Employee Training Needs in Banking Sector

Banking is constantly changing in India every year and people in the bank are more consumer-facing and have to deal with millions of consumers many of whom have little or limited knowledge of banking services. Banking is an ever-evolving sector in India, banking professionals are consumer-centric. Training remains constant for employees to service the needs of the customers.

Also, Check out our Advanced Certification in HRM from LIBA

This also means all the employees need to be trained at regular intervals to service the needs of all these customers. What would be the employee training needs in banks?

The subtopics for this HR project could be-

  • Behavioral segmentation of the types of customers depending upon the geography. 
  • Common problem areas the customers come up with and ways to handle those.
  • How to deal with tough customers?
  • Do’s and Don’t to enhance customer satisfaction

Read: Check out the Scope of MBA for IT professionals

4. Employer Branding Strategies in Struggling Companies

Employer branding helps to position the brand as the number one place to work among students and potential employees. How will you convince people to join struggling companies using various employer branding strategies?

Employer branding helps position the brand as a very good workplace. This creates a reputation among students and job seekers. This is one of the strong MBA HR project topics .

The sub-topics could include the following-

  • How to create USP for a company to create that into a brand.
  • How and why welfare schemes should be communicated and branded.
  • How to utlise networking channels through LinkedIn.
  • How to make it look real by putting real employees as the brand ambassador.

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5. Analysis of The Performance Appraisal & Bonus Payments 

Is the appraisal system structured to reward the best performers in a fair manner or there are gaps? Does the company distribute bonuses fairly among its workforce during good business years? This was among the good HR topics for research project 2021 and it is relevant today as well.

The sub-topics could include-

  • Case study of two companies- as to how they approach appraisals, what are their KRA management strategies.
  • Case Study on how the employees of these two sets of companies perceive the appraisal. If they are satisfied, feel that it is fair, etc.
  • How does appraisal impact the attrition rate of companies?
  • Commonly used strategies for appraisal.

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6. HR Policies And Implementation at BPO

BPO is a very common concept in India where one company outsources its business processes to another company which helps it operate the business successfully. To operate better, one business outsources its business to another company. Employees work in shifts to match diverse timelines and business processes. What are the HR Policies applicable at BPO and how are they different from other companies? How are these HR policies implemented? These are pertinent questions that need to be asked. This makes for a good HR project topic.

The subtopics could be:

  • Job satisfaction among BPO employees.
  • Factors contributing to the fear of losing a job.
  • Attrition Rate and factors causing it.

Read: Career in marketing and its scope in the US market.

7. Career Progression and Planning & The Impact on Employees in Quick Food Chains 

Career Progression is an important motivator for employees to work hard and increase their productivity. Career progression is a big motivation behind increased productivity among employees. Career progression often means better pay, better job role , and more respect. How is employee-centric career progression and planning done in the fast-food chain industry? 

  • Impact of employees on food delivery duration.
  • How global companies are competing with the national companies in the food delivery chain.
  • Why do employees choose to join, attrite, or stay in the company?
  • Impact of food delivery employees in growing a company.
  • The job satisfaction rate for food delivery employees.
  • Career Progression scenario of the food delivery employees.

This is one of the good MBA HR project topics .

Our learners also read : MBA job opportunities !

8. Employee Retention Strategies

Tata Group is one of the biggest employers in India employing lakhs of people. Tata group is known to have the lowest attrition rate and employees retention strategies have been very successful. Low attrition and successful employee retention strategies are the core of the Tata Group. Besides, Tata Group has many employee benefit programs that have motivated employees. How have these strategies been implemented and what has made them so successful? This is one of the good HR related project topics.

Also, Check out online degree programs at upGrad.

9. Role of women in Top Management Positions and its impact on company leadership.

The year 2019-2020 has seen a number of women being elevated to top roles within top organizations. As this positive trend continues, some industries still see fewer women at the top. What is the role of women and what impact has it had on the leadership and management at these companies?

What kind of role have women played and what impact has it had on the leadership and management at these companies?

  • The role of women in the top management.
  • Impact the women leader brings to a company. 
  • Case studies between two sets of companies one where the CEO is a female and the other where the CEO is a male.
  • Comparison between quarter numbers for a female and a male CEO.
  • What are the contributing factors behind the gender gap in top management positions?

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10. Employee Engagement Strategies in Information Technology Companies

Employee engagement plays a big role in employee satisfaction. It keeps them happy and solves their grievances and engagement. Information technology companies require long working hours with quality work. What type of employee engagement strategies would work here?

  • Contributing factor behind late woring hours.
  • Contrbutiingfactors behind attritionrate.
  • Reasons why long-tenured employees stayed.
  • Comparative case study between two set of IT companies 
  • A comparative case study can include, employee welfare, grievance, leave, appraisal, etc. polices.

Check out the scope and career options in HR in the USA.

11. Analysis on How Executive Search Firms Find The Right Candidates for Leadership Roles?

Lots of companies generally outsource hiring for leadership roles to executive search firms. These search firms excel at finding the right candidates for leadership roles. How do they manage to do this? What are the methods that they follow?

The sub-topics can include-

  • Legacy of leadership roles.
  • Contributing factors behind the choosing any candidate for leadership positions
  • Commonalities of atleast five recent leaders in the firm.

Bonus Projects: Best Projects & Topics for MBA HR

  • Exploring the Impact of Remote Work on Employee Productivity
  • Diversity and Inclusion Strategies in Multinational Corporations
  • The Role of HR in Mergers and Acquisitions
  • Employee Well-being Programs and Their Effect on Job Satisfaction
  • Talent Management Practices in the Tech Industry
  • The Effectiveness of AI in Recruitment Processes
  • Assessing the Impact of Leadership Styles on Employee Motivation
  • HR Analytics: Predicting Employee Turnover in the Retail Sector
  • Flexible Work Arrangements and Their Influence on Employee Retention
  • The Role of HR in Fostering Innovation in Organizations
  • Developing Effective Onboarding Programs for New Employees
  • Analyzing the Impact of Performance Management Systems
  • Strategic HR Planning in Startups
  • Ethical Issues in Human Resource Management
  • The Future of Work: Preparing for the Gig Economy
  • Conflict Resolution Mechanisms in Modern Workplaces
  • Evaluating the Success of Employee Referral Programs
  • The Impact of Organizational Culture on Employee Performance
  • Cross-Cultural Training Programs in Global Companies
  • Human Resource Management in Family-Owned Businesses
  • Corporate Social Responsibility (CSR) and Employee Engagement
  • Workplace Diversity and Its Impact on Team Dynamics
  • Employee Rewards and Recognition Programs: A Comparative Study
  • HR Strategies for Managing a Multi-Generational Workforce
  • Evaluating the Role of HR in Organizational Change Management
  • The Impact of Work-Life Balance Initiatives on Employee Morale
  • The Use of Social Media in Talent Acquisition
  • Succession Planning Practices in Large Enterprises
  • Assessing the Effectiveness of Employee Training and Development Programs
  • The Role of Emotional Intelligence in Leadership Development

MBA Programs in India

An MBA enhances the brand value of a professional increasing its marketability. It affects the quality and quantity of job opportunities. Lockdown has made many reputed institutions offer their MBA programs online. There are exciting career options after MBA in HR. The projects we discussed, makes for good HR projects for MBA .

You have the opportunity to choose from the MBA programs offered by top business schools. upGrad, India’s one of the top and trusted higher online learning can help you achieve your aim. It can help you apply for an   MBA from Liverpool Business School offering to choose from the six specialisations such as marketing, HR, and many more.

Industry and Capstone projects will help you to apply learned concepts in a practical real-life scenarios. It definitely adds value to your learning experience but also industry-relevant learning gives you an edge such as practical application of marketing concepts that various brands have used. upGrad also offers individual mentoring sessions with industry leaders from various domains. You will get 360-degree career support and placement assistance throughout the MBA program. The assistance will help you to apply for a job with some of the top brands. 

upGrad industry experts will mentor and guide you to build your personal brand. They will also review your resume and LinkedIn which will help you in applying for many marketing and business roles across brands.

If you are a working professional or a student, you can do an MBA in HR while being at your place and at your own pace. At upGrad, we aim to move you up in your career with specializations from top universities. You get to learn from the faculty of  Liverpool Business School and industry experts and get hands-on knowledge in HR specialization. 

With upGrad, you get to learn from the best faculty and experienced industry experts. Earn a global MBA in HR without quitting your job. You will be trained in the discipline with one-on-one interaction with the faculty and industry experts from top colleges.


I believe that choosing the right MBA HR project topic is crucial, especially for beginners. With the array of options available, it’s essential to align our interests with industry relevance. Reflecting on the insights shared in this article on 11 MBA HR Project Ideas for Beginners, I feel empowered to navigate these choices with clarity and confidence. These meticulously selected project ideas fulfill academic requirements and provide invaluable insights into real-world HR challenges. Whether delving into employee engagement strategies, talent management frameworks, or diversity and inclusion initiatives, each topic offers opportunities for profound learning experiences. As a mid-career professional aspiring to thrive in HR, I am eager to embrace these project ideas with enthusia sm and dedication. I am c onvinced that doing so will not only enrich my academic journey but also set the stage for a successful career trajectory in HR management.  


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Frequently Asked Questions (FAQs)

The MBA specialty in Human Resource Management helps students to hone their overall management abilities as well as their knowledge and comprehension of human resource practices. The curriculum includes a variety of Human Resource Management courses as well as cultural, social, and economic variables that affect employee relationships. A job in human resource management necessitates an understanding of human relationships. They must adapt their operating style to the demands of their employees, comprehend the various responsibilities, and give strategic planning via people development. All of this necessitates the HR professional's ability to lead, negotiate, and communicate effectively.

Human resource is the part of an organization that deals with employees being hired, trained, orientated, and evaluated. A professional with a degree in MBA(HR) is in charge of the company's structure, morality, motivations, and overall employee involvement. They are in charge of conducting interviews, selecting candidates, assisting managers in their training, arranging meetings, preparing pay and incentives, as well as managing employee welfare and labor problems. Individuals who are adept at dealing with others may find that an MBA in HR is suitable for them. HR specialists are needed in all industries to settle and handle tasks such as employee hiring, benefits, compensation, salary settlement, training & development, and maintaining job performance, as well as ensuring that these activities are carried out in accordance with business policies.

Professionals with HR degrees can work as HR Generalists or HR Specialists to begin their careers. They may be expected to recruit new employees, aid in job matching, coordinate retraining efforts, or handle employee benefit programs. HR experts are employed by many types of businesses, from tiny enterprises to huge domestic and international companies. Consumer goods, retail, pharmaceutical, restaurant, publishing, telecommunications, and other businesses employ HR professionals. Multiple human resource managers are common in large corporations. Human resource graduates work for universities, colleges, and technical institutions, as well as schools, boards, and elementary, middle, and high schools.

Recruitment Coordinator, Human Resources Assistant, Human Resources Coordinator Recruiter, Human Resources Generalist, Employees Relations Manager, Human Resources Manager Labour Relations Specialist Recruitment Manager Director of Human Resources

American Express, NYKAA, Flipkart, Zomato HDFC, Capgemini, Pwc, IBM

HR Professionals maintain the company culture, payroll, hiring, performances, etc. With the advent of Data and AI they can work with this big data efficiently. HR Analysts collect and track the information. They perform research, conduct studies, and prepare reports. HR Analysts aim to provide insight into each process by gathering data and then using it to make relevant decisions about how to improve the processes. To begin a career as an HR Analyst, having Data Analyst knowledge is a prerequisite.

Business Operations, Project Management , General IT skills, Decision Making Compile and interpret data, Teamwork ,Communication.

Yes, MBA HR is in high demand as companies increasingly recognize the strategic value of effective human resource management in attracting, developing, and retaining top talent. With the evolving workplace dynamics and a growing focus on employee well-being and diversity, HR professionals are crucial to organizational success.

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11 Fun HR Project Ideas

By: Grace He | Updated: May 01, 2023

Here is our list of the best human resource project ideas .

Human resource project ideas are a series of innovative, inspiring, and motivating activities that organizations use to motivate and retain employees. Examples include employee socials, workplace celebrations, and mentorship programs. The purpose of these activities is to reduce employee stress and raise employee engagement.

These projects can boost HR skills . The purpose of these projects is to improve company culture , employee retention , employee engagement strategies , and workplace positivity .

This list includes:

  • creative HR project ideas
  • HR project ideas for work
  • fun HR initiatives for work
  • HR topics for research projects

Let’s get started!

List of fun HR project ideas

From workplace celebrations to group trips to mentorships, here is our list of fun ideas for HR projects.

1. Mentorship Programs

Mentorships are one of the best HR project ideas for work because they allow staff members to learn from industry professionals. Mentorship programs aim to ensure employees’ personal and professional growth within an organization. You can organize mentorships by pairing or assigning employees to experienced professionals in their field, within or outside the workplace.

To organize mentorships:

1. Provide guidelines and suggested structure for meetings and conversations. 2. Pair developing employees with seasoned professionals. 3. Set up dates for employees and mentors to meet and make an introduction. 4. Check in periodically to ensure all parties benefit from the partnerships.

Employees can ask the mentors pressing questions they may have about their jobs or career plans.

To make this event fun, mentors can assign tasks or team projects for employees and have follow-up sessions to evaluate the teammates. In addition, mentorships allow employees to ask pressing questions about their field and motivate staff members to offer their best efforts at work.

Check out this list of mentorship program ideas and tips .

2. Monthly Team Outings

Employees should get the chance to have fun as much as they work. For this reason, monthly team outings make the best fun HR initiatives for work. You can organize these hangouts during weekends or weeknights when employees are free or organize during hours socials.

Examples include:

  • office parties
  • outdoor parties
  • sports events
  • team dinners
  • escape rooms
  • trivia nights
  • murder mystery parties
  • cooking or craft classes

Team outings give colleagues a chance to bond and build great work relationships. These gatherings also help foster team spirit and make the new work week cheerful and stress-free. After such gatherings, employees tend to become more creative and productive.

For inspiration, check out this list of company offsite ideas .

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  • icebreaker games
  • bingo cards


3. Workplace Celebrations

Workplace celebrations allow teams to appreciate milestones and collective achievements. Hence, workplace celebrations make the best HR project ideas for work. You can mark an employee’s birthday, the company’s anniversary, or the successful completion of a critical task in the company. Workplace celebrations spotlight company wins and individual staff achievements. For example, the company can celebrate an employee or member of staff for long years of contributions and service. These activities aim to show employees that they are valued and abbreviated for their efforts.

  • keep track of important dates in  your employees’ lives
  • celebrate little milestones that contribute to the company’s growth and development
  • honor important dates in the company’s history
  • recognize cultural and diversity holidays, especially non-mainstream occasions

Workplace celebrations are fun events involving snacks, drinks, music, and meals. These activities allow employees to loosen up, celebrate their achievements, and allow teammates to interact with each other. If individual celebrations take a toll on the company finances, celebrate in groups. For instance, you can celebrate all employees born in October on the last day of the month. The employees can even share slices of cake, snacks, and drinks to mark this event.

Here is a list of team celebration ideas .

4. Group Trips

Employees deserve an all-expense paid trip that allows them to relax, have fun and interact with their colleagues. You can organize these trips at least once a year for a few days or a week. Employees will need to spread their leave dates across the year’s calendar so that every team member can enjoy this experience.

To organize this activity:

  • Choose a calm and beautiful location for the trip.
  • Organize transportations.
  • Make bookings for the number of employees eligible for this trip, including lodging and meals.
  • Plan trip entertainment and activities.

You can also organize or plan team building activities and games for the trip. These activities ensure that the teammates have fun on their trip and stories to share when they return. Group trips are effective ways of maintaining the positivity and efficiency of an employee and promoting the company’s productivity.

Here is a list of employee travel incentive ideas .

5. Training, Workshops, and Conferences

Training, workshops, and conferences are great opportunities to build professional networks. These activities aim to teach employees practical and relevant skills. Events like these also expose teammates to creative and innovative ideas.

To organize these events:

  • Choose an existing conference or set a theme for a new event.
  • Send invites to other companies who offer similar services and share the same vision as your company.
  • Set up workshops or tables for different groups with similar interests.
  • Find professionals to lead sessions.
  • Offer food, drinks, and wine.
  • To make this event interactive, split attendees into groups for activities.

This event can even be a yearly affair organized by several companies. You can plan training, workshops, or conferences within or outside the company, depending on the size of the event. You may also invite guest speakers with knowledge of the selected theme of the event. These events allow employees to learn new skills that may benefit their jobs and help enhance their performance at work.

Check out this list of corporate workshop ideas .

6. Workspace Makeovers

Many businesses have begun to realize the importance of mental health at work. Therefore, the workplace setting is an important fact to consider in terms of employee well-being. Colors, patterns, and lighting all have the power to affect employees’ moods and productivity. Therefore, redecorating workspaces is one of the most creative HR project ideas.

To redecorate your workspace:

  • Think about how you can modernize your work environment in terms of style, lighting, and decor.
  • Rearrange workspaces and furniture to suit employee needs. For example, open-plan offices for socialization and collaboration or private spaces to accommodate deep work.
  • For the interior, you can also consider bright colors that may positively affect employees’ moods and productivity.
  • You can also set up potted plants around the office, use decorative lights and offer some board games for employees to play during their free time.
  • You can also hang frames or create graphic designs of popular quotes in artistic fonts on the walls to motivate employees.

Redecorating the workspace will make employees feel at home and more productive in such a vibrant setting. The company can also incorporate art and photo opportunities to make the office more welcoming and inspiring.

Similarly, here are tips for office moves .

7. Employee Wellness Programs

Employee wellness programs are health-centric benefits that companies can offer to staff. These benefits aim to improve employees’ physical, mental, emotional, and social health.

Wellness programs schemes cover a broad range of benefits, including:

  • free healthy food during office hours
  • flexible work hours
  • stress management education
  • awareness of health conditions
  • fitness classes and perks
  • telehealth benefits
  • life skills workshops

These activities aim to create a work environment that benefits your employees’ well-being and educate employees on several important health topics. These actions also ensure that employees can work productively. Companies can implement well-being programs in the office during health awareness days like World Cancer Day. You can offer free health screening to your employees during health awareness activities. For example, companies can partner with eye clinics to provide free eye screening, especially for employees who consistently work behind the screen. Employees can then get prescription glasses at discounted rates if necessary.

Here is a list of employee wellness program ideas .

8. Employee Retention Campaigns

Employee retention campaigns are an example of excellent HR project topic ideas. This topic aims to address why employees quit and gather honest insights from employees in the company. Many companies struggle with getting and maintaining employees. The best way to solve this problem is to assess the factors that affect employee retention.

For this activity:

1. Organize an open meeting with staff members, encouraging them to be as honest as possible. 2. Ask employees why they may consider quitting your company and ways that the company can improve to retain their services. 3. If the employees do not feel comfortable answering these questions in the meeting, you can create a survey that employees can answer anonymously.

These questionnaires will gather honest employee feedback and give the HR department tools to improve employer-employee relations. The questionnaire can also feature diversity, equity, and inclusion questions. The survey could include questions regarding the work environment, current company rules, and work in general. You can also use people analytics and study exit interviews to pick up on patterns of employee departures.

Check out this list of employee engagement survey questions .

9. Sponsored Fitness Classes

Putting your employees’ health first proves that you care about their well-being. Sponsored fitness classes help promote employees’ physical and mental well-being. These sponsored fitness sessions also help keep employees’ consistent and dedicated to their fitness goals. You can host this activity inside the workplace or develop a bulk payment plan with a local gymnasium around the office. Employees are more likely to attend these fitness sessions if they know that their colleagues or teammates will be in attendance. These sessions will give the teammates time to interact and get to know each other outside the work environment.

To organize this activity;

1. Source affordable fitness items such as skipping ropes, mats, and dumbbells. 2. Find a professional fitness instructor to coach the employees. 3. Encourage each employee to participate in this activity. 4. Offer tea or a light breakfast after each sports session, giving the employees a chance to freshen up and relax once they get home.

You can make these fitness sessions fun by playing music over loudspeakers as the employees work out or by developing dance routines that the teammates can try together. Sponsored fitness sessions help HR teams reduce absenteeism and sick days within the company. These activities also help employees develop endurance which may be necessary to offer optimum performance in the work environment.

Here are lists of team workouts and online fitness classes .

10. Quitting Bonuses

Quitting Bonuses are a good example of creative HR project ideas. This activity is a strategic, creative, and innovative method organizations use to differentiate between vision-driven and cash-oriented employees. This exercise is also a means of determining which employees to retain or let go of.

Simply offer a bonus to any employee who feels they are not a good fit for the company and opts to leave. Employees invested in the organization will view ongoing employment as more valuable than upfront cash, and a one-time payout to ill-fitting employees will cost the organization less long-term.

You will need approval from higher management before implementing these programs. To gain leadership buy-in, come prepared with research on the combined costs and consequences of unhappy and underperforming employees and perhaps case studies of companies using this tactic effectively.

This exercise makes it easy for the HR department to filter through serious and unserious candidates. This activity is also one of the easiest ways to get only the best talent for the company.

Here are more employee incentive ideas .

11. Work-Free Days

Breaks are important for the optimal performance of employees within the work environment. Team members who do not take necessary breaks or rest will be prone to burnout, affecting creativity and reducing productivity. Therefore, companies need to set up work-free days outside public holidays. For example, after a busy season, or if the environment seems a little tense, you can declare a work-free day, giving the employees time to unwind and relax to be more productive at work.

Inculcating work-free days in the company calendar can also be a good means to give your employees a great work-life balance. This idea allows employees to stay with their families, meet up with chores, attend health check-ups, and rest.

Check out this guide to work-life balance .

Human Resource project ideas are activities that organizations put in place to train, motivate and ensure employee retention. These activities aim to improve employees’ mental, social, physical, and professional development.

These activities also seek to improve employer-employee relationships, which help foster good relationships within the work environment. These activities include parties, fitness sessions, and mentorships.

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FAQ: HR project ideas

Here are some questions usually asked about HR project ideas.

What are HR project ideas?

Human Resource project ideas are exciting and motivating activities that positively affect the mental and physical well-being of team members and the development and productivity of an organization or company. HR professionals undertake these projects to improve company culture.

What are some creative and fun HR project ideas?

Some good creative and fun HR project ideas are workplace celebrations, employees’ social hangouts, sponsored fitness classes, and group trips.

How do you choose fun HR projects?

To choose a fun HR project idea, you will need to know the nature of organizational tasks, availability of funds, and the kind of activities that excite and boost your employees’ physical, mental, and emotional well-being without jeopardizing the vision and the mission of the organization.

Author avatar

Author: Grace He

People & Culture Director at teambuilding.com. Grace is the Director of People & Culture at teambuilding.com. She studied Industrial and Labor Relations at Cornell University, Information Science at East China Normal University and earned an MBA at Washington State University.

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project on hrm of a company

People & Culture Director at teambuilding.com.

Grace is the Director of People & Culture at teambuilding.com. She studied Industrial and Labor Relations at Cornell University, Information Science at East China Normal University and earned an MBA at Washington State University.

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9 HR Capstone Project Examples for HRMBA Students

  • Published April 27, 2018
  • Last Updated June 23, 2023

Find Your Degree!

Nine HR Capstone Project Examples

  • Human Resources Theory into Practice
  • Effect of Increasing Training Budget
  • Methods of Employee Assessment
  • How Does the Human Resources Department Increase the Value of a Company?
  • Workplace Diversity Concerns
  • What Are the Key Factors that Contribute to Employee Turnover Within the Organization?
  • What is the Relationship Between Employee Recognition Programs and Employee Morale and Retention?
  • How Does the Implementation of Flexible Work Arrangements Affect Employee Engagement and Work-Life Balance?
  • How Does Leadership Style Impact Employee Motivation and Job Satisfaction in Organizations?

A capstone project is one of the final tasks in business school.  Through the process, whether an international business or HRMBA capstone project, students demonstrate that they understand the principles of their field and can practically apply this information. Many business students, especially those in human resource management, choose to use their final project as an opportunity to learn more about a particular subcategory as well as boost their resume. Since there are so many different career paths for HRMBA graduates, a targeted capstone experience can help these students jumpstart their career after graduation. Some human resources management capstone project ideas include the following.

Read:  Top 50 Best Online Master’s in HR Degree Programs (MSHR)

1. Human Resources Theory into Practice

For this project idea, students can examine a few different theories in human resources or just do an in-depth study on one and describe what the selected theories look like in the industry. Many times, these capstone projects include an element of experiential learning where the student spends time in a workplace to understand what the job is actually like. During this experience, the student then watches for specific techniques used by the human resource department. Then, at the capstone presentation, they can highlight which theories and techniques were used at the work site and the results and any recommendations based on human resources theory.

2. Effect of Increasing Training Budget

This project focuses on the degree to which employee training can affect profits. For this capstone idea, after choosing a specific workplace, a student can examine the current training methods and determine what changes would be effective. Based on the data collected and predictive modeling techniques, the student can calculate the tipping point, or at what point adding money to training no longer increases profits and how much is added up until that point.

3. Methods of Employee Performance Appraisal

Along with training, another aspect of human resources involves rating an employee’s performance in a variety of areas. Sometimes, this is based on definitive data, but other times, this involves quantifying less directly measurable skills. For this HRMBA capstone project idea, a student could explore ways of objectively scoring employee performance in these positions. Another aspect of this involves removing subjective bias during the interview process.

4. How Does the Human Resources Department Increase the Value of a Company?

This capstone idea focuses on the intrinsic value of a strong human resource department and how this affects different aspects of the company. Training methods, employee motivational programs, benefits selection, and recruitment processes all affect how employees view their workplace. Further, the student can describe how these also determine the opinions of other companies, potential applicants, and the general public.

5. How do Diversity and Inclusion Initiatives Impact Organizational Performance and Innovation? 

Increasing diversity at all levels of employment is becoming more important. According to Forbes , the field of human resources is changing, and one main aspect of this involves companies being open about the diversity of their staff or lack thereof. For this capstone HR  project, students demonstrate all the benefits of diversity in the workplace including the financial and cultural effects.

6. What Are the Key Factors that Contribute to Employee Turnover Within the Organization?

This capstone could be a research project looking at the top reasons for turnover within an organization.  While specific factors can vary based on the industry, several factors could be explored including:

  • Job dissatisfaction
  • Lack of career development
  • Poor leadership and management
  • Lack of recognition and reward
  • Work environment and relationships

If turnover is your area of interest, HRMBA students could partner with an organization to do an assessment and make recommendations.  Interviews or surveys could be conducted with management and former staff to learn more about their reason for leaving.  Recommendations could be made to the organization with ways they could reduce their turnover rate.

7.  What is the Relationship Between Employee Recognition Programs and Employee Morale and Retention?

Recognizing and appreciating employees’ efforts and achievements boosts their motivation and morale.  When employees feel valued and appreciated, they are more like to be engaged and productive.  But how do you know if your organization’s recognition program is effective?  A capstone studying an organization’s recognition program that includes interviews or surveys with staff would be of great value to an organization.  Some other HR project ideas in this area could consist of:

  • What are the key factors that influence employee retention within an organization?
  • What is the relationship between employee recognition and retention within the organization?
  • How effective are current employee retention efforts in reducing turnover rates?
  • What role does work-life balance play in employee retention?

8. How Does the Implementation of Flexible Work Arrangements Affect Employee Engagement and Work-Life Balance?

While flexible work arrangements existed before the COVID pandemic, there has been a 20% increase in companies who prioritize flexible scheduling since 2019.  After years of remote work, there is finally enough data to show that it works.  According to McKinsey’s American Opportunity Survey, 58% of Americans reported having the opportunity to work from home at least one day a week.  The survey also showed that 87% of workers accept a flexible work arrangement when it is offered.  Flexible work arrangements are a desirable feature for American workers.

Not every industry is structured to support work from home, so fortunately company leadership can choose from a variety of flexible work arrangements.  Here are some research questions that could provide some capstone project ideas .

  • What are the perceived advantages and disadvantages of flexible work arrangements from the perspective of both employees and employers?
  • What is the impact of flexible work arrangements on team collaboration, team building, and coordination?
  • How do different types of flexible work arrangements affect employee outcomes and organizational outcomes?

9.  How Does Leadership Style Impact Employee Motivation and Job Satisfaction in Organizations? 

Human resources is a popular concentration within an MBA program.  MBA graduates are prepared for leadership roles within an organization, so their capstone experience must provide them with the opportunity to develop these leadership skills.  HR MBA capstone project ideas related to leadership style can be a journey of self-discovery.  Completing a capstone experience in an organization can help you identify leadership behaviors that drive employees to succeed.  By comparing the leadership styles within several different organizations, MBA HR students can begin to see which styles have a positive impact on an organization and which may be toxic.

At the end of most graduate programs, students need to display their mastery of the core competencies in their field. Completing a capstone project during an HRMBA program showcases a student’s knowledge and also allows students to focus on an area of human resources that is of particular interest to them.  We hope these capstone human resources /MBA ideas have been a helpful resource.

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Blog Human Resources 6 Steps to Create a Strategic HR Plan [With Templates]

6 Steps to Create a Strategic HR Plan [With Templates]

Written by: Jessie Strongitharm Aug 25, 2022

hr plan

The backbone of any successful business is the people and processes behind it — that’s why creating a human resources (HR) plan is key. This strategic document drives your business forward by evaluating where your workforce is at, and comparing it to future needs. 

Without an HR plan, organizations can suffer from issues that would have otherwise been avoided. From productivity pitfalls to costly employee turnover, there’s no shortage of risks you can sidestep if you do human resource planning in advance. 

Not sure where to start? No worries. I’ve outlined six steps you can take to create an effective HR plan that ensures your organization is well-staffed and well-served. You’ll also find a variety of  HR templates  that you can customize in just a few clicks — no design expertise required. 

Click to jump ahead:

What is human resource planning?

  • Assess employees’ current skill levels
  • Forecast your labor needs based on available information
  • Revisit your organizational design
  • Outline how you will manage, motivate and retain talent 
  • Align your workforce planning with your budget 
  • Establish KPIs for your human resource planning objectives

Human resource planning is the process of considering the current and future “people needs” of an organization.

This involves evaluating an organization’s workforce structure and protocols to ensure operational goals are met, productivity stays high and future demands for labor and talent can be fulfilled. 

The result of this process is the creation of an HR plan, which typically takes the form of a written document sometimes autogenerated using HR software . These documents tend to follow a similar structure to most  strategic business plans  and are created on an annual basis, by HR managers or company leaders.

Check out the template below for an example. 

hr plan

This eye-catching, one-page  HR Strategic Plan Template  offers a concise summary of your human resource planning efforts, so you can easily share info with colleagues. 

Just swap out the text and visual assets for those of your choosing in  Venngage’s editor , and you’re off to the races. 

6 steps to create a strategic HR plan

Ready to create a strategic plan for the human resources that power your business? Here are six steps to help you succeed at the human resource planning process.

1. Assess current employees’ skill levels

The first step to creating a future-forward HR plan is to assess employees’ current skill sets, and compare them to your operational needs moving forward. This will help you identify gaps and inform any hiring of new employees.

Employees’ skill levels can be assessed by reviewing their work history, hard and soft skills and professional growth over time. 

Using a matrix is a great way to understand where the skill gaps in your current workforce exist. Below is an example that describes the skills needed for different marketing roles. 

hr plan

Don’t need it for marketing specifically? No worries — you can fully customize this template by swapping in your own text to examine any human resource gaps. 

Another way to assess skills is by giving employees a questionnaire they can fill out. This  Employee Competency Assessment Template  does just that.

hr plan

Based on the information collected, you’ll get a sense of what positions best suit each individual, and whether any upskilling or hiring is required. 

2. Forecast your labor needs based on available information

Next in your strategic strategic HR management plan, you’ll want to consider the future. This involves accounting for any upcoming changes to your workforce, so operations can continue without error.

When forecasting labor needs, the following should be considered: 

  • Planned promotions
  • Upcoming retirements 
  • Layoffs 
  • Personnel transfers 
  • Extended leaves of absence (i.e. maternity/paternity leave) 

Beyond those, it’s a good idea to assess the impact of external conditions on your labor needs during your human resource planning. For example, new technological developments may decrease the amount of employees you require to operate your business. 

3. Revisit your organizational design

Organizational design is the process of structuring the way a business operates so it can best achieve its goals. This is hugely important when it comes to your human resource planning process! 

With a clear understanding of your organization’s strategic objectives in mind, reviewing your organizational design allows you to understand the staffing requirements you’ll need to succeed at them. This means taking into account your  organizational structure  and chains of command, as well as how work gets done and the way information flows.

 From there, you’ll be able to see which departments need more team members so it can accomplish the organization’s objectives. 

An easy way to get started is by using an organizational flow chart. 

hr plan

With its color coding and layout, even a new manager can quickly look at this chart to identify the people responsible for leading teams and making decisions. 

And if there are any changes, it’s easy to to reflect them in the chart itself. All you need to do is customize the text and visual assets in  Venngage’s Chart Maker  as desired. 

Not quite your style? There’s plenty of other  organizational chart templates  to choose from. 

hr plan

Here’s an organizational chart that’s perfect for small businesses that have limited employees. One quick look, and you’re good to go. 

The bottom line is, no matter how big or small your business may be, you should always revisit your organizational design to optimize your workforce management and business operations. 

Related:  Types of Organizational Structure [+ Visualization Tips]

4. Outline how you will manage, motivate and retain talent 

In this day and age, it’s a known fact that companies must provide more than just a paycheque to attract and retain talent, and encourage growth. 

It’s true —  studies have shown  employees are more engaged in their work when they feel it is meaningful, fulfilling and slightly challenging. So your human resource plan should consider how to inspire such feelings, and what actions you can take to motivate employees to stay. (Hint: a strong HR training and development program is key.)  

The  talent management infographic template  below is a great way to begin. 

hr plan

Using this  process chart , you can detail the steps you’ll take to retain the talent you have. Reference it as needed in your human resource planning.

 Another great way to keep staff motivated and geared towards their professional growth is by coming up with  ideas for employee development . Facilitating a company culture that champions continuous learning guarantees your team will feel supported and challenged in all the right ways.

The two employee development plan templates below will help you do just that. 

hr plan

Though both templates are geared towards healthcare organizations, it’s easy to customize their content in Venngage to promote the continuous learning and development of employees in any industry.

 As a result, your employees will be able to reach their full potential, while simultaneously supporting the long-term goals of your organization. 

Related:  6 Employee Development Ideas for Efficient Training

5. Align your workforce planning with your budget 

 Let’s face it, human resources ain’t cheap.

 Meaning, if you struggle at organizing and monitoring your HR budget, you’re bound to overspend on your initiatives —and no financially savvy business wants that. 

That’s why I recommend including financial information in your HR planning process, so you can reference your budget and expenses as needed. This includes not only hiring and training costs but also the complexities of managing a global payroll for diverse teams.

Ensuring this allows you to stay within range as you work towards achieving your strategic goals for human capital . Plus, you don’t need to use one that contains walls of text and wack-loads numbers. Check out the clean and cheery option below — it’s as easy to fill out as it is to understand. 

hr plan

And if you’re looking to compare a forecasted budget to previous annual spending when strategizing your HR budget, the  Budget Comparison Infographic Template  below will help. 

hr plan

The bar graph is a great  data visualization  of annual expenses, organized by category. Just add (or import) any values to Venngage’s editor, swap out the text, and you’re ready to compare with ease. 

Related:  10+ Expense Report Templates You Can Edit Easily

6. Establish KPIs for your human resource planning objectives

Measurable results are important when it comes to your HR planning processes, because they indicate whether your strategy is working or not. 

Keeping those metrics in mind, your company can make adjustments and improve upon any future plans — AKA strategize for future success in business. That’s why your human resource plan should include info re: the specific key performance indicators (KPI) you’ll be measuring. 

KPIs are established to help determine if HR strategies and plans are working. Much like those used for evaluating the performance of  marketing  or  sales plan , KPIs for human resources are measurable results that indicate an organization’s success at achieving predetermined goals.

These may take the form of headcounts, turnover rates, demographic information, time to hire and employee satisfaction scores. 

Here’s one employee satisfaction survey you can use to understand your workforce better. 

hr plan

When you’re ready to organize those HR KPIs in a document, the  recruiting template  below is perfect for keeping tabs at a glance. 

hr plan

Related:  10+ Customizable HR Report Templates & Examples

How do I make an HR plan? 

After you’ve collected the data you need, you’ll want to convey this info in an engaging, professional manner for easy referencing and sharing amongst colleagues. Given this, using Venngage is the best route to go. 

Here are the simple steps to help you bring an actionable HR plan to life: 

  • Outline the information you would like to include in your strategic hr plan
  • Pick the human resource planning templates that best suits your needs 
  • Customize the templates’ text and visual assets so they speak to your organization 
  • Apply your company’s brand guidelines with a few clicks using Venngage’s automated branding feature,  My Brand Kit
  • Download and share as desired

Note: sharing is available free-of-charge. However, the option to download your creations and access features like  My Brand Kit and Team Collaboration  are available with a  Business plan . 

FAQ about HR plans

How long should an hr plan be .

There are no hard and fast rules when it comes to the length of an HR plan. That being said, if you’re going to share it with colleagues, you probably don’t want to create a 20+ page document. One to five pages should suffice. 

Try to be as concise as possible when relaying the facts, and use  data visualizations  wherever possible to save room.

Do I need an HR contingency plan?

In the same way creating an HR plan is a proactive move that helps your organization account for future needs, it’s a good idea to devise an HR contingency plan. This ensures there’s a back-up plan in place should your initiatives not go as expected. 

For example, if you’ve identified that you need five new hires to keep up with consumer demand, but the talent pool is lacking, a contingency plan could house suggestions for restructuring your workforce to mitigate this. 

In other words, it’s best-practice to hope for the best, but prepare for the worst. 

Is an HR plan different from an employee development plan?

Yes. While an HR plan is a strategic document describing how an organization addresses its personnel-related needs at a high-level, an  employee development plan  outlines the processes needed to help an individual achieve their professional goals.

 Even though the human resource planning process may involve outlining some employee development tactics, it is not unique to each employee as in the case of an employee development plan.

Make your HR planning processes effortless 

You don’t need a crystal ball to feel confident about your people moving forward. With a solid HR plan and strategy in place, you’ll prime your workforce — and all business endeavors — to succeed in even the most competitive of markets. 

Just remember this: human resources planning, and creating strategic business plans in general, doesn’t have to be exhausting. 

With Venngage’s huge selection of  professionally-designed templates  and easy-to-use editor, all it takes is a few minutes to produce a polished document perfect for all your needs.  Sign up for free today ! 

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90+ Remarkable HRM Project Topics: Unlocking HR Potential

HRM Project Topics

  • Post author By admin
  • October 10, 2023

Human Resource Management (HRM) is the beating heart of any successful organization. It’s the art and science of managing people, and in today’s rapidly evolving business landscape, HR professionals and students are on a quest for knowledge and strategies that can elevate HR practices to new heights.

Our journey begins with the fascinating world of HRM project topics. These topics are more than just academic exercises; they are blueprints for real-world HR innovation.

They provide a canvas for students to paint their research and a roadmap for HR professionals to navigate the complexities of the modern workplace.

In this article, we embark on an exploration of HRM project topics, unveiling a rich tapestry of subjects that span the entire spectrum of HRM practices.

From fostering employee engagement and championing diversity to harnessing the power of technology and mastering the art of leadership development, we dive deep into these topics to offer insights, inspiration, and a clear path forward.

So, join us on this journey as we uncover the secrets to HR excellence through the lens of HRM project topics.

Whether you’re a student embarking on a research adventure or an HR professional striving to enhance your organization’s HR strategies, these topics will serve as your guiding stars, lighting up the path to HR greatness.

Table of Contents

HRM Project Topics 

Check out HRM project topics:-

Employee Engagement and Well-being:

  • Designing Effective Employee Recognition Programs to Boost Engagement.
  • Analyzing the Impact of Flexible Work Hours on Employee Satisfaction.
  • Implementing Stress Management Programs for Employee Well-being.
  • Investigating the Correlation Between Employee Engagement and Company Performance.
  • Strategies for Promoting Mental Health Awareness in the Workplace.
  • The Role of Employee Feedback Mechanisms in Enhancing Engagement.
  • The Effect of Remote Work on Employee Burnout and Strategies for Mitigation.
  • Measuring Employee Well-being and Its Impact on Retention.
  • Exploring the Connection Between Employee Health and Productivity.
  • Enhancing Employee Satisfaction Through Team Building Activities.

Diversity and Inclusion

  • Creating Diverse Talent Pipelines for Future Leadership Roles.
  • Analyzing the Impact of Inclusion Initiatives on Innovation and Creativity.
  • Developing Cross-Cultural Communication Strategies for a Diverse Workforce.
  • Evaluating the ROI of Diversity and Inclusion Programs.
  • Strategies for Retaining and Advancing Diverse Talent Within Organizations.
  • The Role of Employee Resource Groups in Fostering Inclusion.
  • Examining the Link Between Inclusive Leadership and Employee Engagement.
  • Addressing Gender Pay Gaps and Promoting Pay Equity.
  • Measuring the Effectiveness of Affirmative Action Programs.
  • Inclusive Leadership Development for Managers.

Technology and HR

  • Implementing Predictive Analytics for Talent Acquisition.
  • Leveraging Chatbot for recruitment and HR Services and Employee Support.
  • Cybersecurity Awareness Training for HR Professionals.
  • Evaluating the Impact of HR Software on HRM Efficiency.
  • Leveraging Big Data for Employee Retention Strategies.
  • The Role of Blockchain in Secure Employee Data Management.
  • AI-Driven Talent Matching and Recruitment.
  • Integrating Machine Learning into Employee Performance Analysis.
  • Cloud-Based HR Solutions for Scalability and Cost-Efficiency.
  • Enhancing Employee Experience through Mobile HR Apps.

Leadership Development and Succession Planning

  • Assessing the ROI of Leadership Development Programs.
  • The Use of 360-Degree Assessments in Leadership Development.
  • Strategies for Building a Leadership Pipeline.
  • Succession Planning in Family-Owned Businesses.
  • Leadership Coaching for High-Potential Employees.
  • Developing Leadership Skills in Virtual Teams.
  • The Role of Emotional Intelligence in Leadership Effectiveness.
  • Creating Customized Leadership Development Plans.
  • Identifying Leadership Potential Through Data-Driven Analysis.
  • Gender Diversity in Leadership: Strategies for Balanced Representation.

Remote Work and Hybrid Workforces

  • Employee Engagement in Virtual Teams: Challenges and Solutions.
  • Enhancing Cybersecurity in Remote Work Environments.
  • Evaluating the Impact of Remote Work on Employee Creativity.
  • The Future of Hybrid Work: Best Practices and Pitfalls.
  • Strategies for Managing Remote Employee Performance.
  • Remote Onboarding Best Practices for New Hires.
  • Building Trust in Distributed Teams.
  • Adapting HR Policies to Support a Hybrid Work Model.
  • The Impact of Remote Work on Employee Mental Health.
  • Hybrid Work and Inclusivity: Overcoming Challenges.

Employee Benefits and Compensation

  • The Role of Non-Monetary Benefits in Employee Satisfaction.
  • Evaluating the ROI of Employee Wellness Programs.
  • Strategies for Designing Competitive Compensation Packages.
  • Employee Benefits Preferences and Their Impact on Job Satisfaction.
  • Measuring the Effectiveness of Employee Benefits Communication.
  • Flexible Compensation Plans: Pros and Cons.
  • Strategies for Ensuring Fair and Equitable Compensation.
  • Addressing Pay Equity and Closing the Gender Pay Gap.
  • Innovative Compensation Models for the Gig Economy.

Employee Training and Development

  • Evaluating the Effectiveness of Employee Training Programs.
  • The Role of Continuous Learning in Employee Skill Development.
  • Gamification in Training for Enhanced Engagement and Knowledge Retention.
  • Developing Leadership Skills Through Training and Development.
  • The Impact of Training on Employee Performance and Career Growth.
  • Assessing the ROI of Employee Development Initiatives.
  • Cross-Training Strategies for Enhanced Employee Flexibility.
  • Training and Development in Remote Work Environments.
  • Tailoring Training Programs to Multigenerational Workforces.

Recruitment and Onboarding

  • Optimizing Recruitment Processes through Social Media and Employer Branding.
  • Enhancing the Onboarding Experience for New Hires.
  • Assessing the Efficacy of Video Interviews in the Recruitment Process.
  • Strategies for Attracting and Retaining Top Talent.
  • The Role of Employee Referral Programs in Recruitment.
  • Leveraging Data Analytics in Recruitment Decision-Making.
  • The Impact of Employer Branding on Recruitment Success.
  • Diversity Recruitment Strategies for Inclusive Hiring.
  • Improving Candidate Experience Throughout the Recruitment Process.

Conflict Resolution and Employee Relations

  • Developing Effective Conflict Resolution Mechanisms in the Workplace.
  • Employee Relations Strategies for Promoting a Positive Work Environment.
  • The Impact of Workplace Bullying on Employee Well-being and Productivity.
  • Strategies for Handling Workplace Harassment Complaints.
  • Mediation and Alternative Dispute Resolution in Employee Relations.
  • Employee Relations in Multinational Corporations: Challenges and Solutions.
  • Communicating and Enforcing Company Policies and Code of Conduct.
  • Employee Relations in Unionized Work Environments.
  • Navigating Employee Relations During Organizational Change.
  • The Role of HR in Promoting Ethics and Compliance in the Workplace.

What is an example of a project in human resource management?

Project title.

“Enhancing Employee Onboarding Experience”

Project Description

The primary objective of this HRM project is to improve the onboarding experience for new employees within the organization. The project aims to streamline the onboarding process, enhance engagement, and ensure that new hires transition smoothly into their roles.

Project Steps

Current process assessment.

Begin by thoroughly analyzing the existing onboarding process. Identify pain points, bottlenecks, and areas where improvements are needed. Gather feedback from recent hires about their onboarding experience.

Stakeholder Interviews

Conduct interviews with HR personnel, managers, and new employees to understand their perspectives on the onboarding process. Identify the key requirements and expectations from onboarding.

Onboarding Checklist and Timeline

Develop a comprehensive checklist and timeline for the onboarding process. This includes everything from paperwork and training to introductions with team members.

Digital Onboarding Tools

Explore the implementation of digital onboarding tools or software that can automate and streamline various aspects of the process, such as electronic document signing and orientation videos.

Enhanced Training Modules

Revise and update training modules to make them more interactive and engaging for new employees. Consider incorporating e-learning, gamification, or virtual reality components.

Mentorship Programs

Create mentorship programs where experienced employees can guide new hires during their initial weeks. This fosters a sense of belonging and accelerates the integration process.

Feedback Mechanisms

Establish regular feedback mechanisms for new hires to provide input on their onboarding experience. Use this feedback to make real-time adjustments and improvements.

Evaluation Metrics

Define key performance indicators (KPIs) to measure the success of the enhanced onboarding process. These may include time-to-productivity, employee satisfaction scores, and retention rates.

Training for HR and Managers

Provide training to HR professionals and managers involved in the onboarding process. This ensures they understand the new procedures and their roles in delivering a positive onboarding experience.

Rollout and Monitoring

Implement the enhanced onboarding process gradually, ensuring a smooth transition for all new hires. Continuously monitor progress and gather feedback from both HR and new employees.

Adjustments and Refinements: Based on ongoing feedback and data analysis, make necessary adjustments and refinements to the onboarding process to ensure its continued effectiveness.

Expected Outcomes

  • Improved employee satisfaction and engagement during the onboarding process.
  • Reduced time-to-productivity for new hires.
  • Enhanced retention rates as a result of a positive onboarding experience.
  • Streamlined and efficient onboarding procedures.
  • Greater alignment between new employees’ expectations and the organization’s objectives.

This example illustrates how a project in Human Resource Management can focus on a specific area of HR, in this case, onboarding, and aim to bring about tangible improvements in processes and employee experiences.

What are the 5 P’s of HRM?

Check out the 5 P’s of HRM:-

1. People: The Heart of HRM

At the heart of Human Resource Management (HRM) are the people who power an organization. HR professionals are like talent scouts, continually seeking and nurturing the best individuals to join the company.

They ensure employees are not just hired but also feel valued and motivated throughout their journey with the organization.

2. Policies: The Rulebook of HR

Think of HR policies as the rulebook that governs how the game is played in the workplace. HR sets the guidelines on recruitment, pay, benefits, and more.

These policies ensure fairness, equity, and compliance with the law, creating a level playing field for everyone.

3. Processes: The HR Choreography

HR processes are like the choreography of a dance. They ensure that everyone in the organization moves in harmony.

From hiring to training, and from performance reviews to employee development, HR processes are carefully designed to keep the workforce in sync and moving toward shared goals.

4. Performance: The HR Scorecard

In HR, they not only recruit talent but also keep score. HR professionals help employees set goals, measure their progress, and offer feedback.

It’s like having a coach who guides individuals to improve their performance, contributing to both personal and organizational success.

5. Purpose: Aligning HR with Vision

HRM isn’t just about the daily grind; it’s about aligning the entire workforce with the organization’s grand vision. HR strategies and practices ensure that the people side of the business supports the broader mission.

HR professionals play a pivotal role in fostering a work culture that reflects the organization’s values and inspires employees to engage in their work with a sense of purpose.

In a nutshell, HRM is about the people, the rules, the rhythm, the results, and the overarching purpose. It’s a dynamic and vital function that keeps an organization’s most important asset – its human capital – aligned and motivated, contributing to the organization’s growth and success.


What are the 10 C’s of HRM?

Check out the 10 C’s of HRM:-

1. Competency: The HR Pro’s Superpower

Imagine HR professionals as the superheroes of the workplace, armed with knowledge, skills, and expertise to handle any HR challenge. Competency is their superpower, ensuring they can navigate complex HR tasks effectively.

2. Compliance: The Guardian of Fair Play

HR is like the guardian of fair play. They ensure that the organization follows all the rules and regulations, protecting the company from legal mishaps and keeping the workplace ethical .

3. Communication: The Workplace Orators

HR professionals are the workplace orators, skilled in the art of communication. They convey policies, feedback, and expectations with the eloquence of a seasoned public speaker.

4. Conflict Resolution: The Peacekeepers

In the world of HR, they are the peacekeepers, resolving disputes and diffusing workplace conflicts. They have the diplomatic skills to maintain harmony among colleagues.

5. Counseling: The Supportive Allies

HR plays the role of supportive allies, offering guidance and assistance to employees facing personal or work-related challenges. They’re like career therapists, helping employees find their path.

6. Compensation: The Wage Wizards

HR is akin to wage wizards, ensuring that compensation and benefits packages are both magical and fair, aligning with the company’s goals and keeping employees happy.

7. Change Management: The Architects of Adaptation

Change is afoot, and HR are the architects of adaptation. They guide employees through the turbulent waters of change, helping them navigate the sea of transitions.

8. Culture: The Keepers of the Vibes

HR professionals are the keepers of the vibes, crafting and nurturing the company culture. They ensure it’s a place where employees feel at home and inspired to give their best.

9. Cost Control: The Budget Magicians

HR handles the company’s budget, and they are the budget magicians, ensuring that the numbers add up and that resources are spent wisely.

10. Customer Focus: The Employee Advocates

Think of HR as the employee advocates, always focused on delivering solutions that meet the unique needs of their “customers” – the employees and managers they serve.

In essence, HRM is a dynamic blend of superpowers, ethics, eloquence, diplomacy, support, magic, adaptability, culture crafting, budget management, and a steadfast focus on the well-being of the workforce.

It’s where the art of human relations meets the science of organizational management.

In conclusion, HRM project topics encompass a wide spectrum of critical issues and challenges faced by human resource professionals in today’s dynamic workplace.

Whether it’s enhancing employee engagement, fostering diversity and inclusion, embracing HR technology, nurturing leadership, or navigating the complexities of remote work, HRM projects offer valuable opportunities for research and innovation.

These projects not only serve as academic endeavors but also have real-world implications. They can lead to tangible improvements in the workplace, from enhancing employee well-being to boosting organizational performance.

Moreover, HRM projects underscore the evolving nature of the HR field, reflecting the ever-changing needs of the modern workforce.

As students and professionals delve into these HRM project topics, they embark on journeys that contribute to the growth and development of both individuals and organizations.

By addressing these HR challenges, they play a pivotal role in shaping workplaces that are not only efficient but also inclusive, engaging, and adaptable.

In a world where the human element remains at the heart of organizational success, HRM projects serve as compasses, guiding HR professionals toward creating workplaces that are not only thriving today but are also well-prepared for the challenges of tomorrow.

These projects exemplify the intersection of knowledge, innovation, and the pursuit of better workplaces for all.

Frequently Asked Questions

How can i choose the right hrm project topic.

Choosing the right HRM project topic involves considering your interests, the current needs of your organization (if applicable), and the potential impact of the project. It’s essential to select a topic that aligns with your goals and provides opportunities for research and innovation.

Are HRM project topics relevant for both students and HR professionals?

Absolutely. HRM project topics cater to a wide audience, including students pursuing academic research and HR professionals looking to enhance their skills and contribute to their organizations. These topics bridge the gap between theory and practice.

How can I access resources and support for my HRM project?

Many universities, libraries, and online platforms offer resources, research materials, and guidance for HRM projects. Additionally, you can seek mentorship or advice from experienced HR professionals or academic advisors.

What are some emerging trends in HRM project topics?

Emerging trends in HRM project topics include remote work management, HR analytics, diversity and inclusion initiatives, and employee well-being programs. These topics reflect the evolving nature of the workplace and HR practices.

Where can I learn more about HRM project topics and trends?

Staying updated on HRM project topics and trends can involve reading industry publications, attending HR conferences and webinars, and participating in online HR communities and forums. Additionally, academic journals and research papers offer valuable insights into the field.

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Disney is on Project 2025’s List of Companies That Need to Change the Way They Do Business

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A man smiles broadly while standing in front of a castle and a statue of a man holding hands with a mouse character, iconic symbols of the Disney Company. The image is in black and white, and the atmosphere appears slightly foggy.

Project 2025 has finally entered the mainstream media over the past few weeks. It is a conversation agenda, and should Donald Trump retake the White House in 2025,

Rep. Carolina Amesty with former President Donald Trump

Related: Supreme Court Sides With DeSantis in Punishing Disney World Cast Members

However, this document also takes issue with The Walt Disney Company and its business practices. Should there be a second President Trump term, this could impact how Disney conducts its business in the future.

So, what is Project 2025, and what does it say about The Walt Disney Company?

What is Project 2025?

Essentially, Project 2025 is a wish list for a conservative government takeover if Donald Trump wins the White House in November. It is an outline of legislative priorities that can be accomplished without Congress, which would ultimately give the President more power.

The Heritage Foundation created the document with input from over 100 conservative organizations and former President Trump appointees. Conservatives are referring to it as a second American Revolution.

An image collage features Disneyland's Sleeping Beauty Castle, an American flag at the center, and Disney World's Cinderella Castle with a statue of Walt Disney and Mickey Mouse in the foreground. These iconic Disney structures showcase quaint architectural designs that capture the magic of imagination.

Related: With the Supreme Court and DeSantis Against Them, Disney World Cast Member Get Help From the Federal Government

Among its proposals for the federal government would be to eliminate job protections for federal workers, allow the President to make changes in widespread areas of the government, and place most of the federal government directly under the President’s control.

It calls for slashing government investment in climate and renewable energy research and increased domestic oil production. It does not call for a nationwide ban on abortion and contraceptives but does say that pills used in abortions should be banned.

It also calls for broader government control over technology, including the banning of all pornography on the internet. Project 2025 also wants parental controls over schools and a wider use of school voucher programs.

Donald Duck, Mickey Mouse, and Goofy are dressed in red, white, and blue colonial costumes, standing in front of a building with a sign that reads "The American Adventure." They are in a cheerful pose under a clear sky.

Related: Disney Under Fire for Videos Claiming They Don’t Hire ‘White Men,’ But How Real is the Threat? 

What Does It Say About Disney?

There are two mentions of The Walt Disney Company in the document and the company’s business dealings with China. The document says:

In some cases, these voices, like global corporate giants BlackRock and Disney—or the National Basketball Association (NBA)—directly benefit from doing business with Beijing.

Part of the Project 2025 agenda is to dramatically increase tariffs on the Chinese, which would hurt American business in China. If re-elected, Donald Trump has also said he would ban Chineses citizens from owning a range of assets in America, but he would also ban American companies from investing in China.

Image of the entrance to a Disneyland park with a large floral display of Mickey Mouse's face in front of the entrance gate, which features a clock tower. Colorful flowers and well-manicured gardens surround the display, and the iconic Sleeping Beauty Castle is visible in the background.

This would complicate Disney’s investment in Hong Kong Disneyland and Shanghai Disneyland and put future investment in those theme parks in jeopardy.

The second mention of Disney comes in a section on the COVID-19 Pandemic. This section accuses some global voices of silencing accusations that China released the COVID-19 virus from a lab.

The report reads:

In some cases, these voices, like the global corporate giants BlackRock and Disney, directly benefit from doing business with Beijing.

If enacted, Project 2025 could have a dramatic effect on how The Walt Disney Company does business in China, but also here in the United States.

Mickey Mouse and Minnie Mouse, in their iconic red and polka dot outfits, stand in front of a charming, vintage-style train station with a clock tower. The station entrance is flanked by greenery and colorful flowers under a bright blue sky.

You can read the entiretity of Project 2025 here.

What do you think of Project 2025?

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Project 2025 is a blueprint for business disaster.

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Whatever your politics, the extreme, ideologically driven policies being suggested for Trump's second term will undermine democracy, supercharge government corruption, and devastate the American economy.

A Race Few Wanted

Though it's only June, we're already back in presidential election season. This week saw the earliest-ever general election debate in our history, as President Joe Biden and former President Donald Trump squared off before their respective party had officially nominated either. One reason both men agreed to this June debate is because the (pre-debate) polls show a neck-and-neck race . For now, many Americans seem unenthused about either candidate , and interest in this election is lower than it's been in two decades .

All that said, I hope everyone – and especially my fellow business leaders – start paying close attention because these two candidates have vastly different visions for America's future, and one of them – Donald J. Trump – is essentially advocating for the end of our democracy and the economic prosperity it drives. Throughout this cycle, Trump has been doubling down on his usual brand of extreme rhetoric – he has called his political opponents "vermin," said immigration is "poisoning the blood of our country," and pledged to be a "dictator" on day one of his second term. It'd be natural to think that Trump is just mouthing off again, except, this time, he has a playbook in hand to accomplish his goals as soon as he gets into office.

Project 2025: A Road Map to Oblivion

That playbook is Project 2025 , a 900-page report developed by the Heritage Foundation and a large coalition of conservative groups to help a second Trump presidency hit the ground running. "If we are going to rescue the country from the grip of the radical Left," its authors opine, "we need both a governing agenda and the right people in place, ready to carry this agenda out on day one of the next conservative administration."

Unfortunately, this Project 2025 agenda is brimming with extremely outside-the-mainstream ideas that threaten to roll back many Americans' fundamental rights and cause grave and perhaps permanent damage to our democratic system of government. Even if you agree with the far-right ideology this report espouses, the policies it advocates will very likely plunge the American economy into a death spiral.

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A Litany of Terrible Ideas

Education: America's continued prosperity and competitiveness worldwide rests on its educated workforce, but Project 2025 would defund and dismantle public education purely for ideological reasons. The Project 2025 agenda calls for eliminating a huge number of federal bureaus and departments that offend the far-right worldview. Among them is the Department of Education, which they deem a " convenient one-stop shop for the woke education cartel," Title 1, which provides $18 billion in funding to support low-income students across America," and Head Start, which helps over one million kids gain access to early education. Anything involving diversity, equity, and inclusion is also out, even though studies show that companies with diverse leadership and workforces tend to be more profitable than those without.

Along with scaling back civil rights enforcement, Project 2025 calls for effectively eliminating federal oversight over education and converting federal funds into block grants and vouchers that families can use at private schools—an idea that has become a fraud-ridden boondoggle wherever it's been tried.

Climate: The National Oceanic and Atmospheric Administration, the federal department that tracks hurricanes, is also marked for deletion by Project 2025 because it's "one of the main drivers of the climate change alarm industry." (One would think the hurricanes are the driver, but nevertheless.) The report also argues that the Environmental Protection Agency should be gutted for similar reasons.

Climate change is already costing the US $150 billion a year , and those costs are expected to grow substantially in the years to come if left unchecked – which is what this report argues for. That's why the Sierra Club calls Project 2025 " a death sentence for federal climate and environmental protections " and "game over for climate progress." At this late date, a head-in-the-sand approach is not a serious response.

Immigration: Project 2025, as the Niskanen Center put it , "aims to demolish the American immigration system," even though immigration has always been one of the American economy's great sources of strength. (In fact, US GDP is estimated to gain $7 trillion over the next ten years because of immigrants.) Among the many harsh policies proposed are drastically reducing visas, suspending country lists for H-2A and H-2B temporary worker visas, blocking federal financial aid to states that allow immigrants access to in-state tuition, and ending the protections of the Dream Act.

Trump himself has gone even further, saying he would quickly deport 15-20 million undocumented immigrants , even though Pew only counts 10.5 million in the US . The moral dimensions of this purge aside, many economists have noted that these draconian policies will cause a rapid rise in unemployment and inflation , especially in industries like food service, construction, and agriculture.

Cronyism : One of Project 2025's most pernicious elements is its call to return America to a nineteenth-century "spoils system" of government. Under the so-called "Schedule F" plan , about 50,000 federal workers would lose their civil service protections and become at-will employees, meaning they can be fired if they are not sufficiently loyal to the President.

In practice, this would create what conservative Robert Shea has called " an army of suck-ups …if you told your boss that what he or she was proposing was illegal, impractical, [or] unwise they could brand you disloyal and terminate you." It would also mean " a massive exodus of competence " from Washington, as well-trained, knowledgeable civil servants who gather and report data on all kinds of issues leave and are replaced with conservatives chosen only for loyalty.

Fiscal Policy: Along with the usual slate of tax cuts for the wealthy, Project 2025 also calls for abolishing the Federal Reserve, ending its role as the lender of last resort, and letting the President weigh in on interest rate hikes . Trump has also called for a 10% across-the-board tariff on imported goods, which could kick off a global trade war , rapidly accelerate inflation , and cost the average family $1500 a year . It doesn't sound great for business.

On top of everything else , Project 2025 also aims to roll back protections for LGBTQ Americans, further reduce women's access to abortion, cut overtime protections for 4.3 million workers, slash food assistance for 21.6 million households, weaken Social Security and Medicaid, stop efforts to lower prescription drug costs, and much else. This is a remarkably ideological document and one that's far more concerned with putting far-right ideas at the center of government than doing right by families.

Ultimately, as Carlos Lozada put it , the goal of Project 2025 is "capturing the administrative state," so it becomes "a tool for concentrating power and entrenching ideology." In other words, Project 2025 threatens to undermine both our democracy and economy only to benefit a small cadre of far-right faithful at the expense of the vast majority of companies and workers. This could be our new reality in just a few short months unless Americans step up and be counted this November. Even if nobody is excited about this upcoming election, it will decide our future, and we must act accordingly.

Jeff Raikes

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Integrated strategy for human resources and pay Quarterly progress report: Spring 2024

The Government of Canada is changing the way it manages human resources ( HR ) and pay for public servants.

This report provides an update on our integrated strategy for HR and pay. It details how we’re improving and addressing challenges with the current pay system and our operations. It also highlights our work to explore a new modern HR and pay solution for Government of Canada employees.

Strategy health

To date, the integrated strategy is progressing within the established scope, cost and milestones. This progress report will provide details for each category, as well as featured projects, each quarter.

The strategy scope is divided into 2 components: current operations and transformation. Learn more about our featured projects for each component.

Current operations

Our continued efforts in maintaining and improving our current pay system and operations are required for the normal administration of pay and to reduce the number of outstanding transactions. Our goal is to reach steady state, which is defined as processing transactions within service standards 95% of the time and having no outstanding transactions over 1 year.

We're exploring opportunities to standardize and simplify our processes, practices and systems for managing pay and HR across the public service.

That includes reinforcing best HR and pay practices for:

  • employees to use self-serve functions
  • departments, agencies and employees to validate and keep their information up to date in HR systems
  • managers regarding hiring and HR

These are essential to make employees’ HR data more reliable and consistent, improve accuracy and timeliness of pay for employees and help prepare for the future of HR and pay.

Status: On track.

Roll-out across departments began in June 2024.

We’re working toward implementing a modern, fit-for-purpose HR and pay system that can automate transactions as much as possible. These efforts are happening at the same time as we work to reduce the backlog and better manage transactions sent to the Pay Centre.

In April 2024, the Pay Centre estimated that close to 112,000 transactions in the backlog will get processed this fiscal year either as part of the dedicated backlog commitment, or as part of the normal course of pay processing. We do not have control over intake which has historically increased year over year. In 2023, intake was 16% higher than in 2022, 38% higher than in 2021, 66% higher than in 2020. Because of this, there is a risk that additional transactions may enter the backlog, therefore we are forecasting a net backlog reduction of approximately 49,000 transactions in 2024-2025.

First, a total of nearly 19,000 backlog transactions deemed likely to have an important financial impact on employees will be prioritized for processing. These older transactions include high-complexity work types that require more time to process.

In parallel, Shared Services Canada ( SSC ) will be further testing the Dayforce HR and Pay solution. To support this testing, Public Services and Procurement Canada ( PSPC ) committed to process the 12,000 outstanding pay transactions that Shared Services Canada employees had on April 11, 2024. As a result, SSC will have no pay transactions older than 1 year old as of April 2025.

Our goal is to process all of these transactions by March 2025. To ensure we meet this goal as we work towards resolving all outstanding transactions over a year old, we assigned more than 200 compensation advisors to this project. Consult our Public Service Pay Centre dashboard for the overall number of transactions ready to be processed at the Pay Centre.

In addition to the backlog reduction commitment, the Pay Centre estimated that an additional 81,000 backlog cases will be processed as part of associated transactions for the backlog commitment or as part of normal course of business.

29% of the priority transactions have been processed.


In parallel, we're exploring replacement options for our existing HR & pay systems, prototyping artificial intelligence ( AI ) solutions and experimenting with various data management models.

We’re exploring options to leverage data, including the use of AI , to modernize the way we deliver HR and pay services. This will best identify how we can use new technology for the current systems and for a future system.

We will create a new, centralized place to store all employee data. This video explains the initiative: A central data hub to transform human resources and pay services. A key benefit for employees will be that when they change departments, their files will move with them and not require a manual transfer, which can be slow. This creates issues considering employees are often not paid at their new rates of pay until their file is transferred, which can lead to underpayments that have to be adjusted later. The central data hub will leverage AI, strong governance and advanced analytics reporting. We recently published a Data hub initiative Request for information to receive feedback from experts.

We're committed to supporting and encouraging departments to effectively manage their HR . We're shifting our approach to be more transparent and proactive with public servants. This includes:

  • putting the employee experience at the centre of how we do HR and pay
  • ensuring consistent HR management across the Government of Canada
  • sharing our plans for HR and pay with employees and the public

We want employees to know what to expect. This includes information about decisions on the future of pay within the federal public service. Transparency will be the rule, not the exception. This progress report, as well as the new GC Employee Pay and Benefits Facebook page , are part of our commitment to transparency by design. Through this, we'll provide guidance and information to employees and the public. The next step of the project will be to begin quarterly briefings with public service employees, unions, Parliament and the media. We'll also release documents on the Open Government portal .

The first quarterly progress report launched in July 2024.

It’s crucial that we invest in the current HR and pay systems and operations so the 430,000 current and former employees receive their bi-weekly pay. Investments are also needed to resolve backlog transactions from past years. At the same time, we’re testing a new, modern and integrated HR and pay system designed to meet the current and future needs of the public service.

Fiscal year 2024 to 2025

Current operations 2024 to 2025 bar graph, textual description below.

These are projections for this fiscal year. It's expected that amounts may move depending on requirements and priorities through the year.

  • this includes processing transactions like actings, new hires, transfers and promotions
  • this amount includes the contract with IBM Canada valued at $120.2 million (taxes included)
  • $101.3 million for pay administration, which is responsible for managing pay and benefits (bi-weekly pay) for over 430,000 current and former employees, ensuring data is accurate, implementing collective agreements, issuing tax slips, conducting audits, and more
  • $63.9 million for business support and internal services, including program oversight, training, reporting to management and other departments, and more
  • this funding also supports the MyGCPay application, which helps employees understand their pay and benefits

Transformation bar graph, textual description below.

These are projections for this fiscal year. It's expected that amounts will move depending on requirements and priorities through the year.

  • this total includes $2 million of unspent funding from 2023-24
  • this includes expenses such as salaries for public servants, internal services, training, and more
  • $22.7 million for the Treasury Board of Canada Secretariat to pursue simplifying HR processes and procedures, as well as to support initiatives such as the new central data hub

The project milestones allow us to track and publicly report on our progress.

Checkmark = Completed; Circle = In progress

Spring 2024

  • Completed: Launch of the new GC Employee Pay and Benefits Facebook page to support employees
  • Completed: Budget 2024 provided funding for the exploration of a new HR and pay system
  • Completed: Launch of the Data hub initiative Request for information

Summer 2024

  • In progress: Publish the first quarterly progress report
  • In progress: Deployment of 4 new HR and pay best practices across departments, through the Unified actions for pay
  • In progress: Launch MyGCPay HR integration
  • In progress: Begin using an AI case advisor to support compensation advisors

Project spotlight

Each quarter, we put the spotlight on an element of work being done to improve HR and pay.

Screenshot of the May 31st post on the Government of Canada Employee Pay and Benefits Facebook page about myths around leave with incoming averaging

Government of Canada Employee Pay and Benefits Facebook page

On April 29, 2024, we launched the GC Employee Pay and Benefits Facebook page . The page provides compensation information and updates for employees, while supporting current and former public servants by responding to their general questions regarding pay and benefits.

Responses to these questions from employees are provided by our agents; however, employees are asked to contact the Client Contact Centre for specific questions about their personal cases.

This Facebook page is part of a broader strategy to better support current and former public servants, to be transparent with them and to build confidence in the next HR and pay solution. By communicating with public servants, it also helps us better understand their experiences.

The page already has more than 4,500 followers. We’ve answered dozens of questions from current and former public servants. Like and follow the GC Employee Pay and Benefits Facebook page today so you don’t miss a thing!

Related link

  • News release – The Government of Canada provides update on progress toward a new human resources ( HR ) and pay solution to replace the Phoenix pay system and its HR systems

From: Public Services and Procurement Canada

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New Zealand c.bank maintains cash rate, signals potential for future easing

New Zealand's central bank held the cash rate steady at 5.5% on Wednesday, but opened the door to monetary policy becoming less restrictive over time should inflation slow as expected.

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Why Nashville is ranked among top U.S. metros with best business climate

project on hrm of a company

The Nashville Metropolitan Area has been named as a leading metro for business, technology and corporate headquarter location by Business Facilities , as part of its 20th annual rankings report. Business Facilities is a media brand which specializes in site selection marketplace through a bi-monthly magazine, email newsletters, a news portal, and a business recruitment event.

The report, released on June 27, is comprised of state, metro, and global rankings. According to Business Facilities, the report is focused on over 60 factors "pertinent to site selection teams for business relocation and expansion investments."

“The annual Metro Rankings Report recognizes the strengths of metros and cities across North America, and our evaluations take into account a broad range of site selection factors," said Business Facilities Editorial Director, Anne Cosgrove.

"As companies seek the ideal location for their relocation and expansion projects, the 2024 rankings will provide valuable insight for site selection teams."

Nashville was included among the top 10 large metros ranked best for business climate, a tech talent leader with a small labor pool (less than 50,000) and a top corporate headquarters location. According to the Nashville Area Chamber of Commerce , corporate headquarters in the Nashville area include Dollar General Corp., HCA Healthcare Inc., Mitsubishi Motors, Nissan North America, Tractor Supply and more.

5 takeaways: Oracle, Tennessee leaders illuminate Nashville's rapidly evolving future

Top 10 large metros for best business climate

  • Austin/Round Rock, Texas
  • Raleigh-Cary, N.C.
  • Boise City, Idaho
  • Salt Lake City, Utah
  • Nashville/Davidson/Murfreesboro/Franklin, Tenn.
  • Provo/Oren, Utah
  • Dallas/Plano/Irving, Texas
  • Fayetteville/Springdale/Rogers, Ark.
  • Lexington, Ky.
  • Charlotte/Concord/Gastonia, N.C - S.C.

Tech talent leaders with small labor pools (less than 50,000)

  • Orlando, Fla.
  • Sacramento, Calif.
  • Pittsburgh, Pa.
  • Cincinnati, Ohio
  • Nashville, Tenn.
  • Cleveland, Ohio
  • Indianapolis, Ind.
  • Milwaukee, Wis.
  • San Antonio, Texas
  • Virginia Beach, Va.
  • Richmond, Va.
  • Hartford, Conn.
  • Inland Empire, Calif.
  • Jacksonville, Fla.
  • Madison, Wis.

Top corporate headquarters locations

  • San Jose/Sunnyvale/Santa Clara, Calif.
  • New York City/Jersey City, N.J./White Plains, N.Y.
  • Dallas/Fort Worth, Texas
  • Houston/The Woodlands/Sugar Land, Texas
  • Atlanta/Sandy Springs/Alpharetta, Ga.
  • Chicago/Naperville/Evanston, Ill.
  • Minneapolis/St. Paul/Bloomington, Minn.
  • Nashville/Davidson/Murfreesboro, Tenn.
  • Denver/Aurora/Lakewood, Colo.

Diana Leyva covers trending news and service journalism for The Tennessean. Contact her at [email protected] or follow her on X, the platform formerly known as Twitter, at @_leyvadiana

What is Project 2025? The conservative road map is raising a lot of eyebrows, on both sides of the aisle.

  • Project 2025 is a road map for the next Republican president.
  • The Heritage Foundation, a prominent conservative think tank, authored the plan.
  • It calls for eliminating the Education Department, among some other surprising things.

Insider Today

Well before the disastrous presidential debate during which President Joe Biden may have handed the keys to the White House back to former President Donald Trump, conservative thinkers were assembling a game plan.

In January 2023, The Heritage Foundation began promoting Project 2025, a 922-page "playbook" assembled with input from dozens of other conservative organizations to guide the next Republican administration.

"The time is short, and conservatives need a plan," reads the website for the right-wing presidential transition plan . "The project will create a playbook of actions to be taken in the first 180 days of the new Administration to bring quick relief to Americans suffering from the Left's devastating policies."

Related stories

Some of Project 2025's priorities include:

  • Slashing employment in the federal government and muzzling "woke propaganda at every level of government"
  • Eliminating the Department of Education and its "woke-dominated system of public schools"
  • Prohibiting the FBI from fighting misinformation and disinformation
  • Ending the "war on fossil fuels" and allowing further development on Native American lands
  • Ending active FBI investigations that are "contrary to the national interest"

The plan is so extreme that even Trump has distanced himself from it, writing on Truth Social this week that he knows "nothing about Project 2025."

"I have no idea who is behind it. I disagree with some of the things they're saying and some of the things they're saying are absolutely ridiculous and abysmal. Anything they do, I wish them luck, but I have nothing to do with them," Trump wrote.

A spokesperson from Project 2025 told Business Insider that the playbook "does not speak for any candidate or campaign."

"We are a coalition of more than 110 conservative groups advocating policy and personnel recommendations for the next conservative president. But it is ultimately up to that president, who we believe will be President Trump, to decide which recommendations to implement," the spokesperson said.

Watch: Donald Trump announces 2024 presidential run amid legal woes

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  1. Project Human Resource Management: Its Stages, Examples & More

    In essence, a human resources management plan offers guidance on staffing, management, forming teams, controlling all the stages of development, and finally, project release. A well-planned human resources management plan conveys: Project roles and responsibilities. Authorities to monitor various tasks or persons.

  2. 80+ HRM Project Topics For Your Next Assignment

    Human Resource Management, often abbreviated as HRM, is like the heart of a company. It takes care of the people who work there. Whether you're in school or working, doing a project about HRM can help you learn a lot. That's why we have great 80+ project topics for you.

  3. HR Project Management: A Practical Guide

    The role of an HR project manager is to plan, direct, and implement various HR programs related to HR management, employee development, and customer service. Key responsibilities: Driving the execution of HR-related projects and programs. Ensuring that HR projects are delivered on time, within the scope and budget.

  4. Human Resource Management Key Importance Project Organization

    Exhibit 4: A simple model of HRM processes for the project-oriented organization. Companies 1 and 2: Assignment to projects and the development of new competence areas are important. Company 3: Assignment has the added complexity of assigning people from the large network of peripheral workers.

  5. How To Craft an Effective HR Transformation Project Plan in 11 Steps

    Summarize your findings and include them in your project plan. 3. Assess current HR processes. Before embarking on an HR transformation journey, you need to understand where you currently are as an HR organization. Thoroughly evaluate existing HR processes, systems, and practices.

  6. How Project Human Resource Management Drives Successful Teams

    A formal HR management plan includes an introduction explaining the purpose of the plan, what it includes, and how the team can use it to inform its decision-making process and keep the project on ...

  7. Project Human Resource Management: A Complete Primer

    hiring. deploying. managing. remunerating. developing. looking after the health, safety, and welfare. of an organization's employees. In the context of a project, therefore, I would define Project Human Resources Management as: Project Human Resource Management (project HRM) is the management of project team members.

  8. Project Human Resource Management Beginner's Guide in 2024

    Project human resource management is the process of managing company resources and individuals on a project team. Project human resource management covers everything from hiring to training and ...

  9. HR Project Management: The Ultimate Guide for 2023

    An HR project management plan may be used for the purposes of the HR department project or it may be a part of a larger project management plan. In any case, running an HR project includes 4 steps: Draw up a human resource plan, Gather the project team, Develop the project team, and. Manage the project team.

  10. An Introduction to Project Management for HR

    Some of the benefits of project management for HR include: Creating a standardized, recorded hiring process. Establishing productivity and performance measures for the team. Organizing, documenting, and storing information on employees and potential hires. Tracking hiring costs against budgets and forecasts.

  11. Managing human resources in project management

    Managing projects involves overseeing several vital organizational components: budgets, schedules, materials acquisition, and human resources. To manage these components successfully, researchers and practitioners have developed numerous types of methods. But most methods were usually mechanistic and based on the assumption that if budgets and schedules were met, then project success was imminent.

  12. HR Project Management: The Ultimate Guide

    The HR Project Manager is responsible for the management of HRÂ projects to include managing project budgets, resources (internal and/or external), timelines, risks and third party vendors. Responsible for overall direction, coordination, implementation, execution, control and completion of specific projects ensuring consistency with company ...

  13. Free HR Project Plan Template [2024] • Asana

    Fortunately, a work management tool like Asana can help HR teams track work progress, scale processes, and stay aligned with less effort. Try our HR project plan template—and the following tips-to get started: Streamline recurring work. Establish repeatable processes for common HR workflows—such as quarterly planning or review cycles—so ...

  14. HR Strategy: What is it and How to Create One

    To drive HR strategic planning and any HR transformation initiatives, follow these five steps to create an effective human resources strategy that supports enterprise business goals:. Understand your organization's mission, strategy and business goals.; Identify the critical capabilities and skills.; Evaluate the current capabilities and skills of your talent and the HR function, and ...

  15. Human resource management and project management

    Human resource management and project management. PM Network, 10 (4), 34-40. The project manager must organize, lead and manage people to achieve success. The majority of project management problems—schedule delays, differing priorities, poor client interface, poor communication—are behavioral rather than technical in nature.

  16. 11 Exciting MBA HR Project Ideas & Topics For Beginners [2024]

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    10. Quitting Bonuses. Quitting Bonuses are a good example of creative HR project ideas. This activity is a strategic, creative, and innovative method organizations use to differentiate between vision-driven and cash-oriented employees. This exercise is also a means of determining which employees to retain or let go of.

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  22. Project Management: Five Steps To Manage Your Human Resources ...

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  26. Integrated strategy for human resources and pay

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  29. What Is Project 2025?

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