Slide 1 THE EFFECT OF HUMAN RESOURCE COMPETENCIES ON PROJECT PERFORMANCE IN VIETNAMESE INFRASTRUCTURE PROJECTS By Cao Hao Thi Fredric W Swierczek OUTLINE OF PRESENTATION Introduction Literature review[.]
THE EFFECT OF HUMAN RESOURCE COMPETENCIES ON PROJECT PERFORMANCE IN VIETNAMESE INFRASTRUCTURE PROJECTS By Cao Hao Thi - Fredric W Swierczek OUTLINE OF PRESENTATION • • • • • Introduction Literature review Hypothesis Research methodology Conclusions and recommendations Introduction STATEMENT OF THE PROBLEM • Question: Does Human Resource Competencies effect on Project Performance? The answers are still debatable • Many academics and practitioners have agreed that HR Competencies is one of the most crucial elements project success • The results of the empirical studies conducted by Pinto and Prescott (1988) and Belout and Gauvereau (2004) contradict the above judgment Introduction OBJECTIVE OF THE STUDY • Attempts to respond to the controversial findings • Investigate the effects of human resource competencies on project performance of infrastructure projects in Vietnam • Consider key project factors of human resource competencies as they relate to project performance criteria Literature Review PROJECT PERFORMANCE CRITERIA • Criteria may differ according to the assessors Common criteria: + Cost + Time + Technical performance / Quality + Customer satisfaction Literature Review KEY PROJECT FACTORS • Belassi and Tukel (1996) grouped critical success factors into areas related to: + External environment + Project manager and team members + Organization + Project • Pinto and Prescott (1988) and Belout and Gauvereau (2004) concluded the ‘Personnel factor’ did not have an impact on project success Literature Review SUMMARY • Many studies in project management have presented HR competencies factors including two main components of manager and team members of project • There is limited research on the strength of the relationship between the human resource competencies and project performance • Some results of the empirical studies concluded the ‘Personnel factor’ did not have an impact on project success This contradicts the trend in project management in which the HR competencies usually plays important role in the success of organizations or in the performance of projects CONCEPTUAL FRAMEWORK Coordinate Make Decision Negotiate Customer Satisfaction Delegate Authority Human Competencie s Problem Solving Trouble Shooting Goal Commitment Technical Performance Manager Competencie s Member Competencie s Project Performance Cost Time Technical Background HYPOTHESIS In a project, the higher the competencies of the project human resource the better the project performance Research Methodology RESEARCH DESIGN Step Literature Review Interviews Initial Questionnaire Back Translation Revision First Draft Questionnair e Step Pilot Survey Reliability Analysis Exploratory Factor Analysis (EFA) Final Questionnaire Step Survey Reliability Analysis Exploratory Factor Analysis (EFA) Confirmatory Factor Analysis (CFA) The Research Process Structural Equation Modeling (SEM) 10 DATA ANALYSIS • • • • • Descriptive statistics Factor analysis Structural equation modeling Testing the conceptual model Hypothesis testing 14 Data Analysis DESCRIPTIVE STATISTICS • Project background characteristics + + + + + + + + Position of respondents Ownership of project Type of project Number of activities Total budget of project Work experience of professionals Organizational structure Stage of project 15 Data Analysis DESCRIPTIVE STATISTICS • Assessment of non-response bias Response from the survey were not significantly different from the pilot survey • Correlation between dependent variables and independent variables The project factors are significantly correlated with performance criteria 16 Data Analysis FACTOR ANALYSIS • 11 HR Competencies variables factors + Manager Competencies + Member Competencies ( 5) ( 6) Confirm factors developed by Belassi & Tukel (1996) • project performance variables factor (4 variables) Confirm project performance most used in previous research • Results of factor analysis confirm the appropriate scales for measuring the key projects factors of HR Competencies & 17 Project performance Data Analysis FACTOR ANALYSIS HR Competencies Member Competencies Manager Competencies Problem solving 884 Trouble shooting 859 Commitment 737 Teamwork 687 Communication skills 673 Technical background 630 Ability to make decisions 895 Ability to coordinate 824 Ability to negotiate 782 Ability to delegate authority 757 Ability to perceive role and responsibility Average of factor 5.099 5.214 Standard deviation of factor 0.966 Eigenvalues 6.579 1.174 Variance explained (%) 59.81 10.67 Cumulative variance explained (%) 59.81 Cronbach alpha 0.9001 0.9128 691 1.141 70.48 18 Data Analysis FACTOR ANALYSIS Project Performance Technical performance 828 Customer satisfaction 712 Cost 599 Time 505 Average of factor 4.916 Standard deviation of factor 0.955 Eigenvalues 2.313 Variance explained (%) 57.817 Cumulative variance explained (%) 57.817 Cronbach alpha 0.728 19 Data Analysis SEM ANALYSIS Overall Fit Index Critical values Chi-square χ2 Smaller is better p-value p-value > 0.05 Goodness-of-Fit Index (GFI) Range from to Close to 1: good Comparative Fit Index (CFI) Range from to Close to 1: good Normed Fit Index (NFI) Range from to > 0.9: acceptable RMSEA < 0.05 : good fit 0.05 - 0.08: reasonable 20 ... Survey Reliability Analysis Exploratory Factor Analysis (EFA) Final Questionnaire Step Survey Reliability Analysis Exploratory Factor Analysis (EFA) Confirmatory Factor Analysis (CFA) The Research... member competencies are considered as first order constructs; and HR competencies are treated as higher order construct 12 Research Methodology SURVEY • Empirical research with quantitative approach... (response rate: 24%) 13 DATA ANALYSIS • • • • • Descriptive statistics Factor analysis Structural equation modeling Testing the conceptual model Hypothesis testing 14 Data Analysis DESCRIPTIVE STATISTICS