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This is invariably a big mistake to make, because people deliver a project, so being able to understanding their interest and motivation is critical to your success. By committing sufficient time to produce an HR plan, and its associated management plans of communications and stakeholder, will minimize conflict and get things done. An essential section of your HR management plan must be the documenting team member roles and their associated responsibilities. There are several methods that can be utilized, the objective is to ensure that each work package has an unambiguous owner and that everyone involved in the project has a clear understanding of their responsibilities. One of the most useful formats is the responsibility assignment matrix (RAM). This is used to illustrate the connections between work packages or activities and project team members.
13 | P a g e One of the most useful formats is the responsibility assignment matrix (RAM). This is used to illustrate the connections between work packages or activities and project team members. Other names for this type of matrix are: RAM - Responsibility Assignment Matrix RACI - Responsible, Accountable, Consulted & Informed ARCI - Accountable, Responsible, Consulted & Informed LRC - Linear Responsibility Chart These can be developed at various levels, for example a high-level RAM can define which particular team is responsible each component of the work breakdown structure. This can then be decomposed within the group to designate roles, responsibilities, and levels of authority for specific activities. The benefit of the matrix format is that it shows all of the activities associated with each team member and all team members associated with each activity. This also ensures that there is only one person accountable for any one task to avoid confusion.
14 | P a g e At its simplest the RAM diagram can indicate who is responsible for what (as above), or it can be produced in a format referred to as RACI as shown below. These designations are used to indicate who in the team has which specific function for each deliverable. R - Responsible for doing the work A - Accountable for the work being done
15 | P a g e C - Must be consulted for input I - Must be kept informed of progress and results This example chart shows the work to be done in the left column as activities with the assigned resources along the top. The RACI is useful when the team consists of internal and external resources to ensure clear divisions of roles and expectations. Traditional organisation charts like the one shown below can be used to show positions and relationships in a graphical, top-down format. It is usually a good idea to draw up an organisational break down structure (OBS) and a chart specifically for each individual project and to show only those departments and functions that are relevant. This will help to make responsibilities and reporting structures clear to everyone involved.