RRHH Management

Its goals are identifying roles or responsibilities of the project’s group members, define people
who will work in the project and specify how long each person will work in the project. It has
processes like any other scrum management item.

Processes

1. Start
a. I should already have known which profiles are suitable for the project.
2. Planification
a. Plan RRHH
i. Identify roles and responsibilities for the project participants.
ii. Define abilities and characteristics suitable for the project.
iii. Define the Manual of Functions (MOF) which is the hierarchy of the
roles in the project (organigrams).

iv. Define the chronogram for the hiring and liberation of each
participant.
v. Entries:
1. Needs and communication methods between the interested.
vi. Tools:
1. Organigrams and role descriptions
a. There are three types of charts:
 2. RACI Matrix (Responsibility assigning matrix)

3. Theory of organization: it supplies information about how

people, teams and organizations behave.
vii. Outputs:
1. Plan of Human Resources
a. Support detail: Includes personal acquisition, calendar
of resources, plan to liberate personal, capacity needs,
rewards, accomplishment, and securities.
2. Calendar of resources
3. Execution
a. Acquire teams
i. It is already checked on the past processes.
ii. Interview potential participants of the project.
iii. Complete the team for the project.
b. Develop teams
i. Each participant of the group has abilities to develop.
ii. The project manager oversees giving the opportunities of improving to
each participant.
c. Manage teams
i. Control and monitor each participant’s development.
ii. If issues appear, the project manager should consider one-to-one
meeting to talk with the participant in trouble.
4. Monitoring and control
5. End