PMP People — Leading Projects Practice Question
During a project transition, a key team member resigns unexpectedly. The project manager needs to ensure knowledge transfer and minimize impact. Which THREE actions should the project manager take? (Choose three.)
⚠ Common exam trap
Test-takers frequently confuse 'immediate hiring' (Option D) as a quick fix, overlooking the reality that hiring takes time and does not solve the immediate knowledge gap, or they may assume 'absorbing tasks' (Option C) is a simple solution without considering team capacity and risk of overload.
Answer choices
Why each option matters
Answer the question above first, then reveal the full breakdown to understand why each option is right or wrong.
Correct answer & explanation
✓
Redistribute the departing member's tasks among the team based on capacity and skills, and update the work breakdown structure
Option A is correct because redistributing the departing member's tasks according to team capacity and skills ensures work continues efficiently, and updating the work breakdown structure keeps the project plan accurate and reflects the new task ownership. Option B is correct because having the departing member document key processes and create a handover document captures critical tacit knowledge before they leave, directly supporting knowledge transfer and reducing project disruption. Option E is correct because an exit interview documents the departing member's knowledge, insights, and lessons learned, which helps preserve institutional knowledge and informs future project decisions. Option C is not appropriate because simply asking remaining members to absorb tasks without assessing capacity or skills risks overload and quality issues. Option D is not appropriate because immediately hiring a replacement is not always feasible and does not by itself ensure knowledge transfer or minimize short-term impact.
Answer analysis
Option-by-option breakdown
For each option: why learners choose it and why it is or isn't the right answer here.
- ✓
Redistribute the departing member's tasks among the team based on capacity and skills, and update the work breakdown structure
Why this is correct
This is a proactive and structured approach to managing resource changes. Redistributing tasks based on current team capacity and individual skills minimizes disruption and prevents overload, maintaining project momentum. Updating the Work Breakdown Structure (WBS) and associated activity lists formally reflects these changes, ensuring project documentation remains accurate and providing clarity on new responsibilities for all stakeholders. This action directly supports project continuity and scope management.
- ✓
Arrange for the departing member to document key processes and create a handover document
Why this is correct
Securing a handover document and process documentation from a departing team member is crucial for knowledge management and continuity. This action captures explicit knowledge, including critical procedures, decision logs, and ongoing task statuses, preventing loss of institutional memory. Such documentation facilitates a smoother transition for new or reassigned team members, reducing the learning curve and mitigating risks associated with key personnel changes.
- ✗
Ask the remaining team members to absorb the departing member's tasks
Why it's wrong here
Simply asking remaining team members to "absorb" additional tasks without a structured assessment of their current workload, capacity, or relevant skills is a significant risk. This approach often leads to team overload, decreased morale, burnout, and potential quality issues or missed deadlines due to an unmanaged increase in individual responsibilities. Effective project management requires a deliberate redistribution strategy to maintain productivity and team well-being.
- ✗
Immediately hire a replacement with similar skills
Why it's wrong here
While hiring a replacement is a necessary long-term solution, prioritizing immediate hiring is often impractical and not the most effective first response during an unexpected resignation. The recruitment process, including sourcing, interviewing, and onboarding, typically takes significant time, leaving an immediate resource gap. The primary focus should instead be on immediate knowledge transfer and task redistribution to maintain project progress and mitigate short-term risks.
- ✓
Conduct an exit interview with the departing team member to document knowledge
Why this is correct
Conducting a structured exit interview is a valuable practice for capturing both explicit and tacit knowledge from a departing team member. Beyond formal documentation, these interviews can uncover critical insights into project challenges, process inefficiencies, and unwritten rules that are essential for future project success. This knowledge transfer mechanism helps preserve valuable organizational learning and provides feedback for continuous process improvement.
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