Clearly defined accountabilities are required as a foundation for successful information management.

The following key roles are involved with information management

Management roles include chief executive officer (CEO), chief information officer (CIO), corporate management, and information management architect and project managers

Business roles include business data owner (data guardian) and data steward.
 
Analysis roles include data modeler, data analyst and business intelligence analyst.

Architecture and design roles include data architect, data base administrator, data movement designer and business intelligence designer.

Development roles include data integration developer and business intelligence developer.

Quality assurance (QA) roles include test lead, QA tester and perhaps test scriptwriter.

Change management and release management roles include change manager, release manager and production support.

These roles may have different job titles in different companies but they all need to perform specific information management tasks and produce specific deliverables.

Is there an information management human resource strategy?
Does human resource policy account for information management policy for information technology jobs, information management resources and data warehouse experts?
Has a human resources job description been created for the following management jobs?

• Information management architect;
  
• Project management job.

Have human resources job descriptions been created for the following business roles:

• Business data owner (data guardian); and
• Data steward.

Are data guardians appointed for all information areas?
Are data stewards appointed?
Does the human resource planning process define roles, responsibilities and accountabilities for the following human resource staffing information management jobs?

• Business intelligence analyst;
• Business systems analyst;
• Change management jobs;
• Configuration management jobs;
• Data analyst jobs;
• Data architect jobs;
• Database administrator jobs (DBA);
• Database developer;
• Information management jobs;
• Information technology jobs;
• Lead developer;
• Management information system jobs;
• Project administrator;
• Project management job;
• Project manager;
• Quality assurance jobs;
• Software development jobs (ETL developer);
• Software testing jobs;
• Systems analyst;
• Technical lead; and
• Technical writer jobs.

Are these accountabilities clearly defined in corporate policy?
Are the accountabilities communicated to all stakeholders?
Does a R-Responsible, A-Accountable, C-Consult, I-Informed (RACI) matrix exist?
Are data warehouse roles and responsibilities clearly defined?
Are project management roles clearly defined?
Are meta data management roles defined?
Are quality assurance roles clearly defined?
Does project human resource management include standards and best practices for:

• Human resource planning?
• Managing human resources?
  
• Human resource management information?

Has the organization considered the benefit of outsourcing human resources such as:

• Business consultants;
• Business intelligence consulting;
• Consulting business intelligence;
• Consulting project management;
• Data warehouse consultants;
• Database consultant;
• Information management consultants;
• Information management consulting;
• Management information consulting;
• Outsource software development; and
• Project management consulting.

Does the organization have a clearly defined human resource outsourcing recruitment plan?
Do human resource management policies include provision for human resource management for human resources outsourcing?
Are there a sufficient number of trained professionals to handle the anticipated information management workload?
What training and/or additional support should we consider for the information management strategy?

Summary...

Information management projects are data centric and require highly skilled specialists early in the project, to define requirements, and thru-out the project to ensure adequate testing.

A clearly defined human resource strategy needs to be clearly defined to ensure information management success