Alastair Majury Councillor

Project Management: Variations in the Dynamics of Working


Today’s marketplace is teeming with technology-based products which is must in order to compete. Programs and programs have evolved into more dynamic arsenal for efficacy; and smarter devices have diminished the need for a mass and rigorous employee training. The result, small and medium size firms organizational infrastructure shifted from practical to more project-based. With the shift, the firm dynamics and procedures also had a makeover to adapt with the changes. The most obvious dilemma is how to make project supervisors or administrators of current to dynamically participate with the company’s change of organizational structure and, thus generating more successful project-based operation. Developing project managers requires training in project management to be able to facilitate a much better procedure, optimize efficiency, improve procedure as well as enhance in overall functionality.

Identify the problem:

The critical issue is to develop existing operational managers into project managers to be able to tackle projects or initiatives successfully that is now becoming the normal operational process for the provider. The way the company operated from years back of distinct functional departments working on specific endeavor of surgeries have transformed to more project-based initiatives, with work handled by a group of employees from several departments. This changed created an issue to where there are no procedures in place to follow, any form of scalable procedure or any succeeding measurements for any projects initiated. There are many occasions that projects and initiatives are completed but there’s no formal signs of successful or failed process or documentation of scalable steps. Thus, operationally – it’ll appear to be operating well but there are missed opportunities that can be beneficial for the organization.

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Analyze the tasks and conditions of the job:

The first task would be to assess what the current processes in place to make a baseline for measurement. Documenting how the initiatives or projects are obtained and delegated is a good place to get started. This ought to serve as the first job of analysis from the procedure. This involves documenting current boss’s success ratio concerning how many job have they successfully completed and how many projects are they managing at any given point. Assessing supervisor’s experience and skill sets in administering jobs is injurious to the project’s failure or success. This will also help in documenting a matrix of understanding to match different roles in a project management team. With the recent conditions such as an influx of multiple jobs there’s a clear constraint such as time to finish the deliverable as well as handling their current working hours. As the project requires in life cycle in the organization, continuous assessment is also needed to handle various areas of changes.

Identify the causes of the difficulty:

The change in organizational arrangement is inevitable; every firm at some stage will change management to drive profits. Company will change if the market demands a different provider, solution or product. Many brick and mortar businesses have now adopt the Internet and establish their strategies for internet presence. Other companies have completely changed to just online performance. The reason for the issue is that the company must stick with the project-based operation and to do that, managers and everybody that is involve from the procedure of handling projects needs to obtain knowledge of project management culture. Employees that possess prior knowledge in project management are excellent to have in creating a project team. However, with no supporting cast for a successful travel in accomplishing a job in time, within budget and a excellent output for deliverable, it becomes a very difficult job. Apart from this reality, there’s also a matter of performance evaluation. How will the company measure efficiency of the group in executing their task in a job without establishing a systematic as well as systemic approach in their procedure? How do the company locate any wiggle room for achievement if there is no baseline for procedure as a starting point in a road map to progress? Ultimately, the cause is that there is no training for procedures in undertaking a job and, there is no guidelines to follow for success.

Identify the desired performance outcome:

There are many performance results that the company desires to achieve in establishing project management training. The initial outcome is for all that is involved in any endeavor to well informed and knowledgeable in the aspect of project management. Familiarity of job management practices and processes is the first goal of the training; to be able to define and determine a project to be handled. Knowing the life span of the project is the second priority, and so that managers can prioritize time and schedules better so as to work with other existing jobs. In addition, it’s also very important to recognize the different phases and order arrangements of their life cycle to get much more clarity on the time line for projects. Allocating resources is next from the desired performance result. Project manager should develop a systematic procedure on allocation funds, scheduling time lines for employees to avoid overtime, hazard management to be better informed for unforeseeable expenditures and a systemic method of enhancing employee motivation. Most importantly, the business needs a performance baseline for the process in order to maximize efficacy in future job endeavors.

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