TOOLS & TECHNIQUES USED FOR HUMAN RESOURCES PLANNING

WBS (WORK BREAKDOWN STRUCTURES) are organizational breakdown structures

primarily designed to show how project deliverables are broken down into work packages. They
provide a way of displaying high-level areas of responsibility.
ORGANIZATIONAL BREAKDOWN STRUCTURES (OBS) are primarily designed to show
an organization's existing departments, units, or teams, and the project activities or work
packages listed under each department. A department sees all of its responsibilities.
RESOURCE BREAKDOWN STRUCTURES (RBS) are organizational breakdown structures
designed to show project resources. For example: all welders and welding equipment used in
different areas, or excavation crews and dozers, backhoes etc. used by different crews. RBS
contains more resource categories than human resources.
MATRIX-BASED RAM (RESPONSIBILITY ASSIGNMENT MATRIX) shows relationships
between work to be done and team members. High-level RAM show project team groups or units
and what WBS component(s) they are responsible for. Lower-level RAM shows connections
within a group, such as roles, authority, and responsibilities for specific activities.
TEXT-ORIENTED FORMATS (also called position descriptions and role-responsibilityauthority forms) are usually outlines which provide team member responsibilities that require
detailed descriptions. They provide information about responsibilities, roles ,authority,
competencies & qualifications.
NETWORKING is a type of informal, interpersonal, and constructive interaction with others
within an organization that impacts the effectiveness of various staffing management options.
Proactive correspondence, lunch meetings, informal conversations, and trade conferences are
typical (informal) human resource networking activities.
ORGANIZATIONAL THEORY provides information about how teams and organizational units
react and behave. Proven principles are applied to shorten time needed to create human resource
planning outputs and to improve the likelihood that planning will be effective.
A PROJECT ORGANIZATION CHART may be formal or informal and graphically displays
project team members and their reporting relationships, based on the needs of the project.

THE STAFFING MANAGEMENT PLAN, which is a subset of the project management plan,
describes when and how human resource requirements will be met. It may be formal or informal,
detailed or broadly based on the needs of the project. It is continually updated during the project.
The staffing management plan includes necessary time frames for project team members and
acquisition activities.
SKILLS INVENTORY is a list of the abilities, qualifications, capacities and career goals of an
employee that identifies candidates that are suitable for promotions and internal recruiting.
The Skills Inventory is a feature of Job Mine that allows you to record a number of pieces of
important information in an accessible database. The Skills Inventory is designed to record your
technical and transferable skills, your employment interests, your geographic preferences for
employment as well as any crucial campus commitments you may have (i.e., final exam
timetable). The Skills Inventory is accessible to all CECA staff responsible for assisting with
your employment search.

Succession planning is a process for identifying and developing internal people with the
potential to fill key business leadership positions in the company. Succession planning increases
the availability of experienced and capable employees that are prepared to assume these roles as
they become available. Taken narrowly, "replacement planning" for key roles is the heart of
succession planning. Effective succession or talent-pool management concerns itself with
building a series of feeder groups up and down the entire leadership pipeline or progression
(Charan, Drotter, Noel, 2001).