Fully develop an evaluation of the Human Resources (HR) Plan you have created for the project detailed in the Summative Assessment 1, that will contain a critical analysis and evaluation of the human aspects of managing the project, including, but not limited to, risk management, change management, and stakeholder management.

Human Resource plan (Summative Assessment 1)

A human resource plan in project managementoutlines the project's staffing needs, including identifying required roles, responsibilities, skills, and reporting relationships (Schwalbe, 2009). The HR determines the profile of personnel needed to start and complete within the timeframe and budget. Below is the HR plan.

• Assessment of Personnel Required

For such an international special construction project, experienced and technical professional would be needed.

• Project technical team:Project Manager, Architects, Structural and Civil Engineers, Biomedical Engineers, Project Manager, experienced Site Managers, Environment Health Safety Engineer, Material Engineers and Subcontractors (MEP, CSSD and HVAC), Quality Control Engineer.
• Finance, HR and Administration:Legal and contracting managers, Sourcing and Procurement managers, Project Financing expert.
• Low level personnel: Artisans and unskilled workers.
• Hiring

Recruitment can be done by assigning Renata existing technical staff to lead sections and outsource all other engagements from a recruitment agency. The HR strategy must have a developed job profiles for each portfolio to guide the selection and appointment.

• Onboarding

Orient new recruit on the company's values, Philosophy, vision and project objectives and respective section project SOPs to inform the work flow.

• Training

Train both existing and new staff to conform to SOPs on the projects.

• Role and Responsibilities

Issue job description for each team member especially the technical, finance and administration team to track performance and deliverables.

• Project Performance Management Meeting

Ensure weekly departmental meetings to debrief and track project progress and team performance. Develop and execute a project performance management system to track progress and provide feedback for continuous improvement.

• Incentives, Benefits and Rewards

Benchmark salaries and benefits with rivalry projects. Then develop a fair and performance-based incentives and benefits schemes to attract personnel. This will enhance retention and prevent poaching of team members. This strategy would contribute to timely project completion.

The benefit of human resource planning is to increase productivity, cope with changes, retain trained talent to sustain project continuity and complete within budget and schedules.

1. Potential Project Risks Evaluation and Mitigation Plan.

The table identifies potential risks, risk evaluation and possible mitigation strategy related to the construction of the 100 rooms bed special-purpose hospital:

Potential Risk	Description	Risk Evaluation	Mitigation Strategy
Budget overruns	Abnormal increase in inflation rate	Material prices spike leading resource overrun. Contractor's request for budget increase may halt project while seeking for client approval	Put in place control measure to control expenditure. Make savings through competitive bidding for supplies to compensate high inflation periods. Make provision for average yearly inflation in the budget.
Force Majeure	Occurrences of earthquake or flooding in community and project site.	Project would be stalled and new site may be offered. The is a complete disruption.	Set up committee for emergency review of the disaster
Safety Issues	Fatal accident on site	Inadequate safety measures or enforcement may cause client and investors to abrogated the contract with Renata SA	Document safety protocols. Ensure all staff signoff to comply with safety standards. Enforce and monitor compliance. Embark on monthly departmental safety performance review for immediate corrections.
Environmental issue	Cut tree and destruction of farm land	Indigens lost of livelihoods may caused community concerns and project stalled	Incorporate compensation packages in the budget to compensate affected residents.
Workforce inadequacy	High resignation and poaching of technical and unskilled staff	Unfair incentives and reward system. This could lead to missing deadlines.	HR to develop a fair incentives and reward packages. Benchmark periodical to offer better incentives to staff for retention.
Difference working culture	Contractor's culture is open, aggressive and flat system.	Unskilled workforce relaxed on the job and delays in finishing works assigned.	Re-orient staff and have group leaders to push team's productivity and performance.
Undefined priorities	Multiple tasking by key personnel	Technical team assigned multiple tasks and being unproductive.	Identify key tasks and assigned one at a time with deadlines.