RESSOURCES

AND STAFF
SOFTWARE
MANAGEMENT
BY
1. GODWILL CHINEMEREM 210601296
2. MESCHACK BUKASA 200601233
 1. WHAT IS RESOURCE MANAGEMENT ?
2. IMPORTANCE OF RESOURCE MANAGEMENT ?
TABLE 3. PROBLEM AND SOLUTION OF RESOURCE
MANAGENT
OF 4. DIFFERENCE BETWEEN RESOURCE AND STAFF
CONTE MANAGEMENT.
5. STAFF MANAGEMENT
NTS
 Resource Management is the process of planning,

WHAT IS organizing, and utilizing resources such as time,

RESOURCE money, personnel, and materials effectively and
MANAGEM efficiently to achieve specific goals or objectives.
ENT:
It involves : Identifying Resources, Planning,
Implementation, Evaluation.
 IDENTIFYING
RESOURCES :
Recognizing what
resources are available
and needed.

PLANNING: Developing
strategies for resource
allocation and utilization
 IMPLEMENTATION:
Putting plans into action
while monitoring progress

EVALUATION: Assessing
the effectiveness of
resource use and making
adjustments as necessary.
  Efficiency: Optimizes the use of resources, ensuring that time,
money, and materials are utilized effectively, reducing waste
IMPORTAN and lowering costs.
TCE OF  Goal Achievement: Helps organizations meet their objectives
RESOURCE
by aligning resource allocation with strategic priorities.
MANAGEM  Risk Management: Identifies potential resource-related risks
ENT
and implements strategies to mitigate them, enhancing overall
project stability.
  Sustainability: Promotes responsible use of resources,
contributing to environmental sustainability and ethical
IMPORTAN practices.
TCE OF  Team Morale: When resources are managed well, team
RESOURCE members are less likely to experience burnout and
MANAGEM frustration, leading to improved morale and job satisfaction.
ENT  Competitive Advantage: Organizations that manage their
resources effectively are often more agile and responsive to
market changes, giving them an edge over competitors.
 1. RESOURCE OVER-ALLOCATION :
 Problem:
PROBLEM Employees or resources are overloaded, leading to burnout
AND and decreased productivity.
SOLUTION  Solution:
Implement workload balancing by redistributing tasks
OF among team members.
RESOURCE Use project management tools to visualize resource
MANAGEN allocation and identify bottlenecks.
T. Encourage open communication about workloads and
capacity.
 2. INADEQUATE TRAINING AND DEVELOPMENT
 Problem:
PROBLEM Underutilization of resources due to lack of skills or
AND knowledge.
 Solution :
SOLUTION  Invest in training programs to enhance employee skills
OF relevant to their roles.
RESOURCE  Implement mentorship programs to facilitate knowledge
sharing.
MANAGEN  Regularly assess training needs and adapt programs
T. accordingly.
 DIFFERENT
BETWEEN Staff management is about managing people, while resource
management encompasses a broader range of assets that
RESOURCE contribute to organizational success. Both are essential for
AND STAFF overall effectiveness but address different components of
MANAGEMEN management.
T.
 There are four main steps related to human
resource management in a project. :
STAFF 1. Define staff requirements.
MANAGEM 2. Select staff.
ENT
(refer to recruiting and 3. Manage staff.
motivating personnel) 4. Release staff
 1. DEFINE STAFF REQUIREMENTS.
This is the activity during which the project requirements, in
terms of human resources, are identified. It includes both
STAFF numbers and, more importantly, skills and competences.
MANAGEM 2. SELECT STAFF.
ENT This is the activity during which the people who will work in
(refer to recruiting and the project are selected. The selection process can include
motivating personnel) personnel already working in the organization or it might
require new resources to be hired.
 3. MANAGE STAFF.
During a project, the manager has three main
goals :
4. to make a team out of the individuals participating in
STAFF the project.
MANAGEM 5. to provide resources and motivations to the team so
ENT that it can perform well.
(refer to recruiting and 6. to ensure that people acquire skills and capabilities, so
motivating personnel) that the time they invest in the project is spent not only
in achieving project results but also in creating new
career opportunities and self-growth.
 4. RELEASE STAFF.

STAFF When a project ends, it’s important to

prepare the team for their next tasks. We need to
MANAGEM make sure their work is recognized and that the
ENT knowledge gained is not lost.
(refer to recruiting and
motivating personnel)
 Defining staff requirements is crucial for project success. It
ensures the right people are in the right roles.
As soon as the goals of a project are clear it is necessary to
DEFINE STAFF start defining the requirements of the project team. One
approach identifies the hard and the soft skills that a project
REQUIREMENTSrequires.
.
 HARD SKILLS
Are specific, measurable abilities
or knowledge sets, such as
DEFINE programming or data analysis,
that acquire through education or
STAFF training
DEFINE STAFFREQUIREM
REQUIREMENTS ENTS.
SOFT SKILLS
. Are interpersonal qualities and
traits such as communication,
teamwork, problem-solving, that
enable effective collaboration and
interaction with others
 The Matrix is a table that lists, for each project
activity, the main hard and soft skills that are
required.
DEFINE
STAFF Activity Hard Skill Soft Skill
REQUIREME Coding C++ Problem-solving
NTS.
Testing QA tools Attention to detail
 PROJECT MANAGER
• Plans, executes, and closes projects.
• Manages the project timeline, scope, and
budget
• Facilitates communication among stakeholders.

ROLE-SPECIFIC DEVELOPERS
• Write, test, and maintain code.
REQUIREMENTS • Collaborate with designers and testers.
• Participate in code reviews and version control.

DESIGNERS
• Create prototypes
• Conduct user research and usability testing.
• Work with developers to ensure design feasibility.
 QUALITY ASSURANCE TESTERS
• Develop and execute test plans.
• Report bugs and ensure resolution.
• Validate that the software meets
DEFINE requirements.
STAFF
REQUIREME
NTS. BUSINESS ANALYSTS
• Elicit and document project requirements.
• Analyze business needs and provide
solutions.
• Act as a liaison between technical and
non-technical stakeholders.
 This is the activity during which the people who will work in
the project are selected. The selection process can include
personnel already working in the organization or it might
require new resources to be hired.
SELECT A. Selecting Internal Staff
STAFF  The skill matrix defines our main personnel requirements
to carry out the project. Once we have the requirements,
we can start individuating the personnel who fulfill these
requirements. The first step is to look for personnel
already available in the organization. There are three
elements that need to be taken into account.
 1. Policies Company: These may restrict resource
selection, as some organizations don't allow movement
between departments, limiting available resources.
2. Experienced Resources: Skilled personnel are often
SELECT limited, which might necessitate part-time involvement
STAFF for certain roles.
3. Timing and Project Priority: These can affect the pool
of resources, either limiting or expanding options based
on project needs.
Strong negotiation skills with peers and supervisors are
essential for securing the right people for your project.
 When the internal selection process does not yield the people
with the required characteristics or availability, it might be
necessary to hire personnel for the project. The hiring process
requires the following:
SELECT 1. Defining a job description
STAFF 2. Advertising the position
3. Waiting for an appropriate amount of time
4. Analyzing (CV)
5. Interviewing the candidates
 A range of soft skills, such as the capacity to motivate,
mediate, and solve conflicts, clearly helps one be a good
manager. Thus, we might be happy enough stating that good
managers have good soft skills and those who do not should be
doing something else.
MANAGING
STAFF
 We should keep in mind that effective resource and
staff management are key to successful software
development. By balancing skilled personnel, tools, and
CONCLUS workflows, organizations improve efficiency and foster
ION innovation. Strategies such as clear communication,
continuous training, and task allocation help optimize
resources, ensuring timely delivery and long-term team
growth.
THANK YOU ALL
FOR YOUR
ATTENTION