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Monday, May 19, 2008

Technology Project Planning - Too Much of a Good Thing

The Law of Diminishing Marginal Returns I recently had a bit of a debate with a technology consultant friend who knows I am big on content and detail within project planning and the contracts that support a technology deal. We found ourselves talking about that principle of economics called the law of diminishing marginal returns. His point was that for project owners who are in the midst of planning a new project, gathering requirements, fleshing out specifications, polling user preferences, etc. the law of diminishing marginal returns sets in much earlier than they realise. The resources spent during the initial planning stages produce some hefty returns. But soon after, spending the same amount of resources again, and the next time after that, will produce smaller and smaller chunks of benefit. When you are caught up in a planning process, it is often difficult to identify the point at which your cost-benefit curve has begun to flatten. What my friend was saying seemed plausible, and because I did not have any evidence to the contrary, I just accepted his theory. Then I thought of a possible consequence of his theory, and I said, "You're not going to go out and start spreading this thought around the technology community, are you?" Threatened Evangelist My fear was this. Here was I, this evangelist of content and detail, and across the table was a fellow who could undermine the past and future progress of my mission by telling folks they actually need less planning and critical thinking for their technology projects and not more. Project owners' planning and thinking are, after all, what generate the content and detail I crave and have come to respect. Well, we talked some more, and my friend added some clarification. As it turns out, he was suggesting mainly that project owners not waste time and money planning what cannot be planned effectively at a particular point in time. Made sense. I was still squirming, but now a bit relieved. Obvious Example You have decided to use a staged or iterative approach for your next project. You will buy some off-the-shelf software and customise it a fair amount. Phase 1 might involve extending a discrete element of existing functionality and then wiring up to a live database for some testing. In this example, there is really no point to thinking through the details of Phases 2 through 5 or estimating costs within those phases, except in either case at a very high level, because: 1) unless Phase 1 is completed smoothly and with an acceptable cost, you will never get to the subsequent phases; and 2) you have not yet tested your assumptions about costing within Phase 1. Indeed, you probably chose an iterative approach for this project because of your inability to plan your project effectively from start to finish. Less Obvious Examples My friend and I talked some more, and we moved beyond the obvious examples, the ones that are easy to accept. My natural reaction was to resist any further extension of his theory because I knew he would be cutting closer and closer to the bone, threatening the very foundation of my evangelist mission. However, sitting before me was a bright person and a clear thinker, with nearly two decades of experience with technology. I had to listen (nervously). "When the student is ready to learn, the teacher will appear."

Requirements gathering: A good thing, no doubt, and something the experts have been encouraging us to do more of over the last ten years. "Insufficient requirements development cited as leading cause of project failure." When it comes to requirements, we have been led to believe that more is not enough. Surely there is a point at which more requirements are not helpful (and may even be detrimental), but the experts have not told us how to determine just when we have turned the corner.

Specifications development: Same story. Develop specifications thoroughly now or risk project failure.

User preferences: Same story. Involve your users in your planning process. Otherwise, "If you build it, they won't come." We have heard so much preaching on these topics that each of us can rattle off a number of clichés for each topic. The advice has been mostly good, but we are hammered with it by speaker after speaker, in article after article. Reconciliation As much as I resisted the flow of this discussion with my friend, I have to admit that what he was saying made perfect sense to me. But now I had to find some way to reconcile two divergent concepts: on the one hand, my long-held belief that more project planning and critical thinking should always be one's aspiration, and on the other, my realisation that you truly can have too much of a good thing. Ultimately, I found the reconciliation I needed with just one insight. It occurred to me that, with all of the speakers and literature out there telling us to engage in more best practices for our technology projects and more often, we have become conditioned to believe that more is not enough, in fact, because of the nature of the beast, more can never be enough. We have been doing more and more, and the incremental improvements we have witnessed, together with the new articles we read, encourage us to keep doing more and more. Of course, our intention is good, but when can we stop doing more? When should we stop doing more? It's All Relative I think it all boils down to relativity, your relative sophistication as a technology buyer, and the relative nature of your particular project. If you started heeding the experts' advice many years ago, your approach to buying technology may be fairly sophisticated by now. You may be doing an appropriate level of planning for your projects, and maybe you occasionally do too much. Other organisations are just now opening their eyes to a better way, perhaps prompted by a recent problematic project.

Second, when enough is enough depends on your particular project. Your goal is to plan effectively and thoroughly for all aspects of your project, but be mindful that your present need or ability to plan certain elements may not yet exist. Further, even if you have the present need and ability to plan a certain aspect of your project, do not overdo it. For example, do not continue to add more and more requirements to your requirements basket as if quantity were your only goal. On this last point, remind yourself that requirements, specifications, user preferences, and every other item on your project-planning list have at least one thing in common. Once you have thought of them and cemented them into some spreadsheet, they have a way of hanging around for the duration of your planning process, and often through completion of your project. Instead of waiting to whack some of these hangers-on toward the end of a phase or at the end of your project ("backward creep" of scope or deliverables), attempt to prioritise them at an early stage of your project. You will not even open requirements container 2 until the high-priority requirements in container 1 have been exhausted (satisfied or deliberately discarded). A prioritisation approach could save you time, dollars and other resources. Conclusion For many of us, it may be best not to let go of our conditioned response to project planning and critical thinking, not just yet anyway. The conditioning represents an overall positive motivation, its underlying purpose is producing results, and our technology procurement process, including its planning element, may still have plenty of room for improvement. The more sophisticated technology buyers among us might want to put the brakes on the conditioned response a bit. Regardless of what camp you are in (and until further notice from the experts!), be at least mindful of the fact that there is such a thing as too much project planning. I, for one, am now a believer.

SMART Goals and Business Coaching

Leaders of all industries know the importance of setting achievable and effective goals for themselves. These goals are termed SMART goals. Goals are one of the most underutilised yet important tools that businesses have. Once the main outline of your project has been set, your attention needs to be turned towards developing certain goals that can help make your project a success. The SMART goals checklist can be used to evaluate the set of goals to be used. This process can help the employees as well as the employers share a certain understanding of how the goals have been set and how they are to be achieved.

SMART goals should be:

Specific: A precise goal has a greater chance of being accomplished than a general goal. When charting out a specific goal make sure to specify what needs to be done and within what time frame. In order to set a specific goal you should know what you want. You need to ask yourself certain questions like:

  • Who is involved?
  • What do I want to achieve?
  • Where do I need to do this?
  • When should I be able to complete it?
  • What are the requirements and constraints?
  • Why am I doing this?

An example of a specific goal would be some thing like "Join a Gym and workout 4 days a week."

Measurable: Concrete evidence needs to be established in order to measure the progress you made towards attaining your goals. Measuring your progress enables you to stay on track, to meet your targets and to experience the excitement of achievement that encourages you. While setting up measurable goals you need to ask yourself questions like:

  • How much?
  • How many?
  • How will I know when it is done?

An example of a measurable goal is "Edit 12 articles by the end of each workday."

Attainable: If you have partial blindness and you think you can become a pilot then you might have to rethink this goal. You need to set goals for yourself that are attainable and not out of reach. Setting unattainable goals is a recipe for disappointment and failure. Even difficult, long-term goals can be made attainable by planning steps wisely and creating a time frame for yourself in order to carry out those steps.

Realistic: You need to be both willing and able to work towards achieving your goals. This would make it a realistic goal. By setting unrealistic goals for yourself you would probably give up very soon. A goal can be both high and realistic; you are the only one who can decide how high your goal needs to be. If you truly believe you can achieve your goal then it would be termed as a realistic goal. Another way of knowing if your goal is realistic is to think back and determine whether you have accomplished something similar in the past.

Timeline: All goals should have a set time in which you choose to achieve them. This ensures that you don't get lazy and keeps pushing you on further to meet your targets. Also you need to make sure that your timeline is realistic.

Business coaching focuses on helping a business owner create a business plan with its own identity. Business coaching involves teaching, helping, directing and encouraging individuals with their business problems. Business coaching is applicable to any field of commerce and it involves helping certain individuals with problems regarding business start-ups or with problems within the enterprise itself. Coaching enables you to gain clarity in your business planning which leads to progress towards your goals.

Your business coach can help you develop and achieve your SMART goals. Take the next step and contact a qualified business coach - in fact, make that a goal!

Leveraging Advantages of the Two Styles

Is it possible to successfully introduce the best bottom-up practices to an organisation by utilising traditional tools? Traditional project management software was originally designed with the top-down approach in mind. Traditional applications are not meant for bottom-up management. They are complex and hard to master. These applications are focused on the project manager and make him the major link in project communications. Team members very often do not have access to the project plan and cannot make contributions. The employees e-mail their updates to the project manager in disconnected files. The project manager then has to collect all the data and put the information manually into the project plan. Then he has to communicate the changes to the corporate executives. The misalignment between the bottom-up best principles and the old tools may cause situations when the project manager's talents are buried by the routine operations. Sometimes project managers just do not have time for leadership.

The old methods of how people share and receive information have been radically transformed in recent years. Now there are more means for the successful implementation of the bottom-up management best practices. These are Enterprise 2.0 technologies, such as wikis, blogs and collaboration tools. The new technologies come into organisations and change the old way of managing projects. They turn traditional project management into Project Management 2.0 and bring new patterns of collaboration, which are based on collective intelligence. Collective intelligence is a collection of valuable knowledge from different fields that each project team member is an expert in. This knowledge is now successfully collected and shared in a flexible, collaborative environment brought by second-generation project management software. The project manager is the one to conduct the work and choose the right direction for the project development, based on the information received from individual employees.

The role the project manager plays in the project changes. Project Management 2.0 software helps him create complete delegation. People become less dependent on the manager as a to-do generator. The project manager turns from a taskmaster into a project leader who facilitates the team communications, provides a creative working environment and guides the team. He becomes a visionary who can leverage the team strengths and weaknesses and adjust project development to the external changes.

The second-generation tools allow project managers to merge the advantages of the two initial management approaches. These applications let you combine control and collaboration, clarity of project goals and visibility of internal organisational processes.

Top Down Bottom Up Project Management Diagram

Thousands of companies now report that bottom-up project management, implemented with the help of Enterprise 2.0 tools, improved their business performance. Among them are Bell Canada, Sun and Yahoo. These corporations created their corporate blogs to streamline project communications. Even giants, such as IBM, realise the benefits of allowing contributors to have a more active hand in how collaborative work is organised.

Democratising project management is never an end in itself. The primary goal is always to find ways to make project management and project collaboration more efficient. New technologies applied to projects offer us the powerful ability to make projects more successful and teams more productive. With the help of new-generation tools, projects can be delivered much faster, and this is to everyone's benefit.

Resourcing Project Managers

Ironically, although resourcing production team members is a significant part of a project manager's role, very little focus is placed on resourcing the project managers themselves. Because of this, I've encountered many project managers that are overwhelmed, worn out, and in many ways, ineffective. Over time, I've developed some generic strategies to help directors allocate an appropriate amount of work to project managers. In this article, I'll discuss some simple ideas to help get started.

Base It On Budgets

As with any project team resource, a project manager's full work load should be based on the monies available in project budgets to support their work efforts. In other words, the hours allocated to project management within a project budget must dictate how many hours the PM dedicates to the initiative. As an example, if a project manager has 40 hours in a budget, and the project will be completed within four weeks, the PM should be averaging ten hours per week on that project. This is often how we resource production team members, and the project manager should be no exception to this very basic approach.

Portfolio Management

In this scenario, I am defining a portfolio as all projects associated to a single client. Allowing a PM to manage all initiatives for one client organisation may not follow any mathematical equation for total hours worked, but the benefits of a project manager becoming familiar with multiple facets of a client's business represent added value to that client over time. The project manager will develop a global view of the client's online business, putting them in a position to identify synergies in marketing or technical strategies. If this approach is used, it's critical that the project manager's direct supervisor monitors work load closely. If the portfolio grows past critical mass, it may make sense to bring on a second PM to share the work, as long as project budgets support that decision.

Ultimately, a project manager's workload must be measured and monitored like that of any other production team member. Project hours must be charted across project duration, to understand how the ebb and flow of project work will affect a PM's workload over time. Weekly meetings should be held with each PM on your team to discuss any anticipated issues and to determine contingency plans for busier periods. As I've said before, when a project manager drops a ball, it tends to have a ripple effect on all their projects, so this is a case where an ounce of prevention is worth a pound of cure in preserving the quality of all projects through productive project management.

Wednesday, May 14, 2008

Project Management Best Practices II: Work the Plan

Manage and Control
Once the project has been planned sufficiently, execution of the work can begin. In theory, since you already have agreement on your Project Definition and your work plan and project management procedures are in place, the only challenge is to execute your plans and processes correctly. Of course, no project ever proceeds entirely as it was estimated and planned. The challenge is having the rigor and discipline needed to apply your project management skills correctly and proactively.

Manage the Workplan

Review the workplan on a regular basis to determine how you are progressing in terms of schedule and budget. If your effort is small, this may need to be weekly. For larger projects, the frequency might be every two weeks.

Monitor the schedule. Identify activities that have been completed during the previous time period and update the workplan to show that they are finished. Determine whether there are any other activities that should have been completed, but have not been. After the workplan has been updated, determine if the project will be completed within the original effort, cost, and duration. If not, determine the critical path and look for ways to accelerate these activities to get you back on track.

Monitor the budget. Look at the amount of money your project has actually consumed and determine whether your actual spending is more than estimated based on the work that has been completed. If so, be proactive. Either work with the team to determine how the remaining work will be completed to hit your original budget or else raise a risk that you may exceed your allocated budget.

Best Practice – Look for Other Warning Signs
Look for other signs that the project may be in trouble. These could include

  • A small variance in schedule or budget starts to get bigger, especially early in the project. There is a tendency to think you can make it up, but this is a warning: If the tendencies are not corrected quickly, the impact will be unrecoverable.
  • You discover that activities you think have already been completed are still being worked on.
  • You need to rely on unscheduled overtime to hit the deadlines, especially early in the project.
  • Team morale starts to decline
  • Deliverable quality or service quality starts to deteriorate.
  • Quality control steps, testing activities, and project management time starts to be cut back from the original schedule.

If these situations occur, raise visibility through risk management, and put together a plan to proactively ensure that the project stays on track. If you cannot successfully manage through the problems, raise an issue.

Manage Scope
After the basics of managing the schedule, managing scope is the most important activity required to control a project. Many project failures are not caused by problems with estimating or team skill sets, but by the project team working on major and minor deliverables that were not part of the original Project Definition or business requirements. Even if you have good scope management procedures in place, there are still two major areas of scope change management that must be understood to be successful – understanding who the customer is and scope creep.

Best Practice - Make Sure the Sponsor Approves Scope Change Requests

In general, the Project Sponsor is the person who is funding the project. While there is usually just one sponsor, the project could have many stakeholders, or people that are impacted by the project. Requests for scope changes will most often come from stakeholders – many of whom may be managers in their own right. It does not matter how important a change is to a stakeholder, they cannot make scope change decisions and they cannot give your team the approval to make the change. In proper scope change management, the sponsor (or their designate) must give the approval since they are the only ones that can add additional funding to cover the changes and know if the project impact is acceptable.

Best Practice - Guard Against Scope Creep
Most Project Managers know to invoke scope change management procedures if they are asked to add a major new function or a major new deliverable to their project. However, sometimes the project manager does not recognize the small scope changes that get added over time. Scope creep is a term used to define a series of small scope changes that are made to the project without scope change management procedures being used. With scope creep, a series of small changes, none of which appear to affect the project individually, can accumulate to have a significant overall impact on the project. Many projects fail because of scope creep and the Project Manager needs to be diligent in guarding against it.

Manage Risk
Risks refer to potential events or circumstances outside the project team’s control that will have an adverse impact on the project.

Best Practice - Identify Risks Up Front

When the planning work is occurring, the project team should identify all known risks. For each risk, they should also determine the probability that the risk event will occur as well as the potential impact to the project. Those events identified as high-risk should have specific plans put into place to mitigate them to ensure that they do not, in fact, occur. Medium risks should be evaluated as well to see if they should be proactively managed. (Low-level risks may be identified as assumptions. That is, there is potential risk involved, but you are ‘assuming’ that the positive outcome is much more probable.)

Best Practice - Continue to Assess Potential Risks Throughout the Project

Once the project begins, periodically perform an updated risk assessment to determine if other risks have surfaced that need to be managed.

Manage Issues
In spite of your best efforts at risk management, all projects of any size and complexity will have issues arise that need to be dealt with and resolved. If you have not done as good a job managing risks, chances are you will have more issues to deal with than you might have otherwise.

Best Practice - Resolve Issues as Quickly as Possible

Issues are big problems. The Project Manager should manage open issues diligently to ensure they are being resolved. If there is no urgency to resolve the issue, or if the issue has been active for some time, then it may not really be an issue. It may be a potential problem (risk), or it may be an action item that needs to be resolved at some later point. Issues by their nature must be resolved with a sense of urgency.

Project Management Tips

Overview
You have heard the old adage – plan the work and work the plan. In essence, that is the key to successful project management. You must first plan out the project and then monitor and control the execution of the program work.

Planning
It’s hard to overestimate the importance of proper planning. In general, project failures can most often be traced back to deficiencies in the planning process. There are three major deliverables from the project planning process – the Project Definition, the work plan, and the project management procedures.

Project Definition
Best Practice – Plan the Work, Utilizing a Project Definition Document
There is a tendency for projects to shortchange the planning process, with an emphasis on jumping right in and beginning the work. This is a mistake. The time spent properly planning will result in reduced cost and duration, and increased quality over the life of the project. The Project Definition is the primary deliverable from the planning process and describes all aspects of the project at a high level. Once approved by the customer and relevant stakeholders, it becomes the basis for the work to be performed. The Project Definition includes information such as:

  • Project overview – Why is the project taking place? What are the business drivers? What are the business benefits?
  • Objectives – What will be accomplished by the project? What do you hope to achieve?
  • Scope – What deliverables will be created? What major features and functions will be implemented? What organizations will be converted? What is specifically out of scope?
  • Assumptions and Risks – What events are you taking for granted (assumptions) and what events are you concerned about? What will you do to manage the risks to the project?
  • Approach – Describe in words how the project will unfold and proceed.
  • Organization – Show the significant roles on the project. The project manager is easy, but who is the sponsor? Who is on the project team? Are any of the stakeholders represented?
  • Signature Page – Ask the sponsor and key stakeholders to approve this document, signifying that they are in agreement with what is planned.
  • Initial Effort, Cost, and Duration Estimates – These should start as best guess estimates, and then be revised, if necessary, when the workplan is completed.


Project Workplan
After the Project Definition has been prepared, the workplan can be created. The workplan provides the step-by-step instructions for constructing project deliverables and managing the project. You should use a prior workplan from a similar project as a model, if one exists. If not, build one the old-fashioned way by utilizing a work-breakdownstructure and network diagram.

Best Practice – The Planning Horizon
Create a detailed workplan, including assigning resources and estimating the work as far out as you feel comfortable. This is your planning horizon. Past the planning horizon, lay out the project at a higher level, reflecting the increased level of uncertainty. The planning horizon will move forward as the project progresses. High-level activities that were initially vague need to be defined in more detail as their timeframe gets closer.

Project Management Procedures
Best Practice - Define Project Management Procedures Up-Front
This document contains the procedures that will be used to manage the project. It will include sections on how the team will manage issues, scope change, risk, quality, communication, etc. It is important to be able to manage the project rigorously and proactively and ensure the project team and all stakeholders have a common understanding of how the project will be managed. If common procedures have already been established for your organization, utilize them on your project.

Ten Guaranteed Ways to Screw Up Any Project

  1. Don’t bother prioritizing your organization's overall project load. After all, if there’s a free-for-all approach to your overall program management (i.e., “survival of the fittest”), then the projects that survive will be those that were destined to survive. In the meantime, senior management need not trouble themselves aligning projects with strategic goals or facing the logical imperative that people simply cannot have 12 number one priorities!
  2. Encourage sponsors and key stakeholders to take a passive role on the project team. Let them assert their authority to reject deliverables at random, without participating in defining project outcomes in a high-resolution fashion. And above all, don’t bother project sponsors when their constituents (such as key SMEs and reviewers) drop the ball and miss their deadlines.
  3. Set up ongoing committees focusing on management process (such as TQM groups, etc.) and make project team members participate in frequent meetings and write lots of reports… preferably when critical project deadlines are coming due.
  4. Interrupt team members relentlessly … preferably during their time off. Find all sorts of trivial issues that "need to be addressed," then keep their beepers and cell phones ringing and bury them in emails to keep them off balance.
  5. Create a culture in which project managers are expected to “roll over” and take it when substantive new deliverables are added halfway through the project. (After all, only a tradesperson like a plumber or electrician would demand more money or more time for additional services; our people are “professionals” and should be prepared to be “flexible.”)
  6. Half way through the project, when most of the deliverables have begun to take shape, add a whole bunch of previously unnamed stakeholders and ask them for their opinions about the project and its deliverables.
  7. Encourage the sponsor to approve deliverables informally (with nods, smiles, and verbal praise); never force sponsors to stand behind their approvals with a formal sign-off. (In other words, give ‘em plenty of room to weasel out of agreements!)
  8. Make sure project managers have lots of responsibilities and deadlines, but no authority whatsoever to acquire or remove people from the project; to get enough money, materials, or facilities; or insist on timely participation of SMEs and key reviewers.
  9. Describe project deliverables in the vaguest possible terms so sponsors and reviewers have plenty of leeway to reinvent the project outputs repeatedly as the project unfolds.
  10. Get projects up and running as quickly as possible – don’t worry about documenting agreements in a formal project charter, clearly describing team roles/responsibilities, or doing a thorough work breakdown analysis. After all, we know what we’re doing and we trust each other. So let’s get to it without a pesky audit trail!

Saturday, May 10, 2008

Negotiating for Project Benefit - Information

How and where to get it

Information is the first crucial component in negotiating because it is a big advantage to learn what the other side really wants, their limits and their deadlines. However, information is recognized as power, especially in situations where one side does not particularly trust the other. Consequently, it is often common strategy for one or both sides to conceal their true interests, their needs and priorities. So often we see that serious negotiations only get under way after sufficient pressure has built up “in the system” so to speak.

Obtaining information under these conditions, especially from an experienced negotiator in an adversarial situation, presents enormous difficulties. The chance of getting key information at this stage is very remote. So, the key is to start early because the earlier the start the lower the stress levels and the easier it is for information to be gathered. Once stress levels have risen in an acknowledged formal confrontation, attitudes become solidified, defensive and closed.


Some people assume that the more intimidating or flawless they appear to others, the more they will learn. Actually the opposite is true. The best approach is to quietly and persistently probe for information, not like a grand inquisitor but rather as a humble human being seeking genuine advice. The more apparently confused and defenseless the approach, the more the respondents are inclined to help, especially with information and advice. With this approach too, it is easier to listen more than talk, to ask questions rather than give answers. In fact, you should ask questions even when you know the answer because this way you can test the credibility of the other side.

Who are the best sources of information? Anyone who works with or for the other side, anyone who has dealt with them in the past, or third parties and even competitors. This includes secretaries, clerks, engineers, janitors, spouses, technicians or past customers and suppliers. They will typically be willing to respond if approached in a non-threatening way.

Is there more to it?

In most instances, there is more to gathering information than just described. It may be necessary to give information in order to get some in return. Perceptive people will not communicate with you beyond the chit chat level until reciprocal risks are established. That is, until you share commensurate information with them. However, by giving carefully worded and controlled information during this stage, you may be able to lower the expectation level of the other side.

Conversely, if you introduce new information late in the negotiation you may stall the proceedings because of the element of surprise. Instead, by introducing the same issue early and then raising it several more times at adroitly spaced intervals, it becomes familiar to the other side. As it becomes familiar, it somehow becomes more acceptable.

Remember that change and new ideas are only acceptable when presented slowly in bite
sized fragments. Keep that in mind when trying to alter someone's viewpoint, thinking, perceptions and expectations. For most people it's easier and more comfortable to stay in a familiar groove.

When it finally comes to the negotiating event, practice effective listening techniques. By carefully concentrating on what's going on it is possible to learn a lot about what the other side is really feeling, their motivation and their real needs. Of course attentive listening and observation mean not just hearing what is being said, but also understanding what is not being said.

More to follow ...

Adout - Project Management Professional (PMP)

Project Management Professional (PMP) is the most globally recognized certification in project management. It is managed by the Project Management Institute and is based on the PMP Examination Specification published by PMI in 2005. Most exam questions reference to PMIs ANSI standard A Guide to the Project Management Body of Knowledge, abbreviated to PMBOK Guide

The PMI (Project Management Institute) has three levels of certification, starting with the CAPM (Certified Associate in Project Management) which is the basic level and is intended as certification for project team members. The PMP (Project Management Professional) is the second, higher, level of project management. Individuals who have passed the PMP certification test successfully and have met the PMI requirements for documenting their professional experience are entitled to use the abbreviation PMP with their names. A new certification, PgMP (Program Management Professional) has also been introduced by the PMI, for Program Managers.

Benefits of becoming PMP

Getting a PMP Certification would help you in many ways.

* The PMP designation following one's name demonstrates to employers and other stakeholders that the individual possesses a solid foundation of experience and education in project management.
* PMP Certification is used as a screening tool by companies that have to fill their Project Management positions.
* PMP certified person applies Project Management methodologies in a standardized way. You get to know the best project management practices worldwide and your project management methodologies are not limited to hard work and organizational skills. And that is why employers are willing to pay more money for a PMP-certified professional.

Eligibility for PMP Exam

Certification by the Project Management Institute (PMI) as a project management professional (PMP) demonstrates that you have mastered essential project management skills and knowledge. To earn PMI’s PMP designation, you must demonstrate the required "long-term commitment" to project management professionalism as well as pass a rigorous, 200-question exam covering the five project management processes and ten knowledge areas in PMI’s project management body of knowledge (PMBOK). To receive the PMP certification, each candidate must satisfy PMI's qualifications for experience and education and pass the Project Management Professional Certification Examination. To qualify for the PMI exam applicants must have:

1. A Bachelor degree and 4,500 hours of relevant project management experience in the past 6 years OR
2. A high school diploma or equivalent and 7,500 hours of relevant project management experience in the past 8 years.

Candidates who do not meet the minimum requirements for the PMP certification can apply for the Certified Associate in Project Management (CAPM) examination.

PMP EXAMINATION INFORMATION

PMP examination is a computerized test of 4 hours duration, with 200 multiple-choice questions, each with four choices. Out of the 200 questions, 25 questions are pretest questions. These 25 pretest questions are randomly placed throughout the examination to gather statistical information on the performance of these pretest questions. This strategy is followed to determine whether the pretest questions can be used in future PMI examinations as actual questions. The pretest questions, included in the 200-question examination, are not considered for pass/fail determination. Hence, candidates are evaluated on basis of the remaining 175 questions.


To pass the PMP examination, out of the 175 questions, candidates must correctly answer a minimum of 106 questions. Which means the minimum percentage score to be obtained should be 60.6%.

All of PMI’s credential examinations are administered in English. Examination language aids are available to assist candidates for whom English is a second language. The aids provide a translation of exam questions and answers and are available in 10 languages – Chinese (Simplified), French, German, Hebrew, Italian, Japanese, Korean, Portuguese (Brazilian), Russian, and Spanish.

Examination Content - Percentage Of Questions

* Initiating the Project - 11%
* Planning the Project - 23 %
* Executing the Project - 27 %
* Monitoring and Controlling the Project – 21 %
* Closing the Project – 9 %
* Professional and Social Responsibility - 9 %

PMP Exam Registration
You can apply Online or use the paper form. Your payment to PMI is normally by credit card or mailed check. You should plan on joining as a member of the Project Management Institute to save money now and in the future

http://www.pmi.org

For candidates who need to apply via a paper application, please download the following documents (as needed).
PMP Handbook and Application Forms
CAPM Handbook and Application Forms


Fees for PMP Exam


Project Management Professional (Fee in USD)
Initial Certification Fee - member of PMI in good standing ($405.95)
Initial Certification Fee - non-member of PMI ($555.95)
Re-Examination Fee - member of PMI in good standing ($275.95)
Re-Examination Fee - non-member of PMI ($375.95)


Some of Popular PMP Training providers in India

* Prologic systems (P) Limited, 16/2A, 401, Ansal forte, Rupene Agrahara, Hosur Road, Bangalore – 560068, Karnataka, India., Phone : +91 80 51114915 Mobile : +91 9845178851, url : www.prologic.in

* KnowledgeWorks IT Consulting Pvt. Ltd.,197, E-5, 2nd Floor,8th “B” Main 27th Cross, Jayanagar 3rd Block, Bangalore – 560011, Landmark : Near to G.K.Vale Photostudio / Pizza Hut, General email: training@knowledgeworksindia.com , Phone: +91-80-26630622 / +91-80-22459941 (O)

* PMTI-India, No. 337/2RT, Opp. to Metro Water Tank, Sanjeeva Reddy Nagar, Hyderabad, Andhra Pradesh - 500038

* Quality Solutions for Information Technology Pvt. Ltd., A-706 & 707, 7th Floor, Mittal Towers, M.G. Road, Bangalore - 560 001 INDIA, Tel: +91-80-2558 5386 / 4113 4334, Fax: +91-80-2559 7445, email: contact(at)qsitglobal.com

* AstroWix Corporation, A-53/54 Sector 16, NOIDA - 201 301, UP, India, TEL:+91 (120) 431 5760, FAX: +91 (120) 431 5766; 484, 25th Main, 2nd Cross, 2nd Stage BTM Layout , Bangalore 560076, INDIA, TEL:+91 (80) 5120 1679, Fax:+91 (80) 2678 5916, Email : info@astrowix.com

Some of popular PMP preparation forums

* Pmhub
* Head First
* Tcqaa
* Phpbb2
* Ecademy

Negotiating for Project Benefit - Time

Time is the second crucial element when you negotiate for anything. Most people think of negotiating as if it is a task with a fixed start and finish. If that were true, the time frame would be fixed so when would most concession behavior take place? In very public negotiations, such as trade deals, you will have observed that all the action takes place at the eleventh hour or even the thirteenth, fourteenth and fifteenth hours!. So, in any negotiation, expect the most significant concessional behavior and settlement actions to take place close to the deadline.

The party with the tightest deadline experiences the most time pressure as the deadline approaches. They come under increasing stress and are therefore at a disadvantage. Who sets deadlines? Driven by the demands of the project's sponsors, the project manager is often the most vulnerable. The lesson here is to start as early as possible and endeavor to put the other party under their own deadline first. The best tactic is to design a flexible deadline well in advance. Remember the old saying: “Never enough time to do it right the first time, but always
time enough to do it over?”

So, the way time is viewed and used can be crucial to success. Time may even affect the relationship. A delayed arrival may be seen as evidence of confidence or hostility, whereas an early arrival may be considered as anxiety or a lack of consideration for others. Time can favor either side depending on the circumstances and how it is applied.

Negotiating for Project Benefit - Power

What is power? It is the ability to get things done by exercising leadership and/or control over people, situations and events. Yet power is mostly based on perception. If the leader thinks he's got it, then he's got it. If he doesn't think he has it, even if he has, then he doesn't have it. For the project manager, power is the perception that project goals are realistic, achievable and beneficial, and that those working on the project will benefit as a result.

Consider the following fifteen aspects of power:

The Power of Planning

Just as the life cycle of a professionally-run project is based on the concept of first planning and then accomplishing, the art of negotiating anything can be viewed in the same way. The two phases in this case are "preparation" followed by the "negotiation". By understanding these two phases the crucial components of time and information can be used to develop a superior position. The more crucial the negotiation, the more important it is for you to invest time in preparation.


The Power of Investment


There appears to be a direct relation between the amount of time you invest and evident willingness to compromise. In other words, at the beginning of each encounter approach the other side collaboratively. You have plenty of time later to become competitive or to give an ultimatum, bearing in mind that you will only do this near the end – after the other side has made a significant investment of time and energy.

For example, suppose there is something difficult to negotiate, whether an emotional issue or a hard item like the explicit price for goods or services. Lead into it near the end of the negotiation when all other items have been disposed of and the other side has made its investment of time.

What if the emotional issue or quantifiable item surfaces at the beginning of the negotiation? Acknowledge it, chat about it then put it off until later, returning to it only after the other side has spent more time. It is remarkable how the other side's investment will cause them to become more flexible near the end of the negotiation.

Negotiating for Project Benefit - Power (contd.)

The Power of Professionalism

The project manager's negotiating ability will be increased immeasurably when others are persuaded to identify with him or her. How can this be achieved? By not pulling rank or overplaying authority. You can gain people’s cooperation, loyalty and respect simply by acting as a reasonable person and dealing professionally. By identifying with project participants and approaching them on a human level and speaking to their needs and aspirations.

The Power of Expertise

Why is it that highly qualified technical specialists are often made project managers, even though they may not have project management know-how? That is because technical knowledge, specialized skill and technical experience is perceived as providing a power base for leadership, even though experience on many projects shows that this is not necessarily true.

For the project manager this means establishing his/her background and credentials early in any negotiation. Take advantage of the fact that in complicated egotiations, participants often lack specialized knowledge of certain aspects of the matter being discussed. Whenever possible, obtain that expertise by preparing ahead of time.
On the other hand, don't be over-impressed by the "expert" on the other side. Keep in mind that if the other side didn't need what you have to offer, they wouldn't be there. Try an occasional "I don't follow", or "Can you explain that in layman's language" A dose of irreverence, plus a dash of innocence, when combined with polite persistence and the asking of questions will often change the attitude and behavior of a so-called expert.

The Power of Precedent

The project manager should not act as if his or her limited experience represents universal truth. Start by testing basic assumptions. Don't get locked into time worn ways of doing things by the argument "Don't make waves. You can't argue with success and we've always done it this way".

To justify what is being done or asked for, refer to other situations similar to the current one where others did so-and-so and the required result was achieved. If it suits, but only if it suits, try using the overwhelming logic of folklore, or popular tradition, even though such tradition may actually be illogical. Few are willing to pursue a philosophical debate during a negotiation, it wastes too much time.

Negotiating for Project Benefit - Power (contd.)

The Power of Risk Taking

When negotiating, be prepared to take risks by mixing courage with common sense. Not to do so may result in being out-negotiated. That means avoid becoming emotionally attached to a position wherein the other party can manipulate you with ease. Intelligent risk taking involves a knowledge of the odds plus a philosophical willingness to walk away and absorb a manageable loss without worry.

The Power of Competition

Successful negotiators develop options. By creating competition, what you have to offer moves up in value. The more people who want to participate competitively in a project, the further the budget will go. This applies not only to products or services, but also to ideas. The more competition that is generated for creative ideas in support of the project, from whatever source, the more commitment there is likely to be towards the project and the more successful it will turn out.


The Power of Rewarding or Punishing


The perception that one party can help physically, financially or psychologically gives that party muscle in a relationship. The actual reality of the situation is immaterial, it is the perception that counts. Here are two things to remember:
1. No one will come to the negotiating table in any significant way unless they are convinced that their adversary might help them or hurt them.
2. In this adversarial relationship, never diffuse this perception of power, unless something is obtained in return. This might be a concession or a repositioning on their part that is truly beneficial.


The Power of Legitimacy


Another source of power for the project manager is the power of legitimacy. In Western society, people are conditioned to regard the printed word, documents and printouts as having authority. Most people tend not to question them. By all means use the power of legitimacy but you should challenge that power when it is to your advantage to do so.

Negotiating for Project Benefit - Power (contd.)

The Power of Morality

Inhabitants of the Western world are imprinted with similar ethical and moral standards, learned from school, church or simply from family situations. Concepts of fairness tend to be very much alike and few walk through life without believing that what they are doing is for the good of mankind. That's why by laying morality on people in an unqualified way often works.

By throwing oneself on their mercy, without defense or pretense, there is a chance that they may succumb. Why? Because they can relate and are hesitant to take advantage of someone who is truly defenseless. If they do take advantage, ask if that was fair and reasonable. That sort of question shakes up even the most worldly and self seeking.

Will this type of appeal work with people who have different values and other cultures? Not necessarily. Will it work with those whose imprinting is entirely different? No. People who are programmed in ways alien to us, often cannot comprehend Western concepts of forgiveness, cheek turning and extended olive branches. What they may understand much better is power, opportunism and revenge.

The Power of Persistence

Most people are not persistent enough when negotiating. They present something to the other side and if the other side doesn't buy it right away, they shrug and move on to something else. Many times, persistence eventually pays off.

The Power of Persuasion

Many project managers, especially those with technical backgrounds, rely too heavily on reasoning capacity to achieve their goals. Engineers and scientists learn to believe that logic must prevail. Yet logic by itself rarely influences people and, most often, simply does not work.

If you want to persuade people to believe, do, or buy something, consider these three factors:

1. Develop analogies that relate to their experience
2. Produce evidence that is so overwhelming that it cannot be disputed
3. Make a convincing case that what is being sought will meet their existing needs and desires.

Of these three factors, the third is by far the most important. Why? Because even if
overwhelming evidence is presented and understood, if the conclusion proves to be
depressing to the listener, he or she will remain unconvinced. The facts and logic may be unassailable, but without connection to needs and desires their acceptance will be only a remote possibility.

Bottom line – If you want to persuade people, then show them the immediate relevance and value of what you are saying and Do it by presenting the information in terms of fulfilling their needs and desires.

Model Theory of Goal Setting and Task Performance

Performance of employees and whole organizations is affected by the goals they set themselves. although the goal setting process is a tedious and complex one, the effort is not only worthwhile, but becoming essential in todays organizations.
Organizations introducing a goal-based management – also known as “Management by Objectives” – report performance increases of 25% or more. But there are bad examples as well.

The most important reasons for having goals are:

* Goals guide and direct behavior of individuals and groups
* Goals provide challenges and indicators for assessing the individual and whole groups
* Goals define the basis for the organizational design
* Goals serve an organizing functions.
* Goals reflect what management and employees find important

Goal setting is the process of developing, negotiating and establishing targets that challenge the individual.

Individuals and Organizations strive to achieve their goals, thereby if goals are set up correct, their performance should increase.

Ed Locke and Gary Graham developed a sophisticated model in their “theory of goal setting and task performance”, also known as “Goal Setting Theory” – developed / published in 1968 and 1990.

The basic idea ts that a goal serves as a motivator because it allows people to compare their current performance with that required to achieve the goal. To the extend they believe they will miss the goal, they feel dissatisfied and strive to improve their performance to meet it.

They describe different components and aspects in their motivation model

The Challenge

is defined through goal difficulty, goal clarity and self-efficacy
More difficult goals – as long as they are reachable – motivate more and avoid that one gets too lazy because the goal seems too easy to achieve. Unrealistically high goals are not accepted and have no effect on the performance of the individual.

Goals enhance performance by clarifying what type and level of performance is expected or required.

Self-Efficacy (Confidence) refers to the level of confidence that one feels about their ability to achieve their goal.

Moderators

The moderators Ability, Goal Commitment, Feedback and Task Complexity represent the factors that moderate the strength of the relationship between the goals and the performance.

Ability describes the orientation of the individual towards the goals – either it’s a learning goal where he wants to acquire new competencies and learn from it or it’s performance oriented where he avoids placing himself in situations that could lead to a negative evaluation.

Goal commitment is enhanced when goals are public and when goals are self-set.

Feedback makes the goal setting and evaluation process dynamic as it must provide timely response to the individual. It enables him to evaluate himself in respect to his goals.

Task Complexity finally effects the direct relation most. Goals for more trivial tasks lead to a more effective performance, whereas for more complex tasks goals do not lead to direct performance increases – at least we cannot measure it that way.

Mediators

The factors called “mediators” support the achievment of the individuals goals.

“Direction of attention” focusses on keeping the individual away (for the goal) irrelevant activities.

“Persistence” describes the duration the person is willing for work for the goal – the sustainability in reaching it’s goals.

The moderator “Effort” is the greater the more complex and the more difficult the goal ( in realistic boundaries) is.

Task Strategy is the way in which the individual approaches it’s tasks to approach the goal.

Performance

Performance is likely to be high when the challenging goals have been set, the moderators are present and the mediators are operating.
Rewards

Rewards are important to keep an employee at the high performance level he reached. Theory says that the rewards can be external (money etc.) or internal (like feelings of success) – which more accurately referes to the resulting extrinsic or intrinsic motivation. The latter cannot be influenced by an employer directly.

Satisfaction

The Locke-Latham model primary focusses on the employees satisfaction with his own performance.
Employees with too high goals may experience less satisfaction than others, that lower their goal. That does not mean a better performance at all.

Other factors like satisfaction with good working conditions, interesting colleagues etc are not discusses in detail, altough they seem to be the major component for many satisfactory situations for employees nowadays.

Sub-Summary for goal-setting

Goals affect people’s motivation because they have to develop plans to reach these goals and focus on goal-relevant actions mainly. It also spurts people to persist in their way, even when facing obstacles.

Limitations

Goal setting has shown to improve performance, but can fail if

a) the employee lacks the skills to perform the actions necessary to achieve the goals

b) these actions need a considerable amount of learning, which increases the time and resources considerably needed to achieve the goals

c) the goal setting system is just misused (as every system can be misused) or leads to appraising the wrong behavior (like mis-use)

Team vs. Individual Goals

Setting goals and measuring performance against individuals is an expensive method which costs often outweighed the potential gain in productivity. Some cases even report of individuals of a company fighting private wars to reach their goals – with a totally negative effect on the overall company performance. A typical system misuse.

In such cases the development of team goals should be selected with rewards for achievement allocated among the team members on a predetermined-share basis. In general this utilizes what I call “team-dynamics” for the goals’ effect. Something that’s missed for individual goals.

Model Theory of Goal Setting and Task Performance

Performance of employees and whole organizations is affected by the goals they set themselves. although the goal setting process is a tedious and complex one, the effort is not only worthwhile, but becoming essential in todays organizations.
Organizations introducing a goal-based management – also known as “Management by Objectives” – report performance increases of 25% or more. But there are bad examples as well.

The most important reasons for having goals are:

* Goals guide and direct behavior of individuals and groups
* Goals provide challenges and indicators for assessing the individual and whole groups
* Goals define the basis for the organizational design
* Goals serve an organizing functions.
* Goals reflect what management and employees find important

Goal setting is the process of developing, negotiating and establishing targets that challenge the individual.

Individuals and Organizations strive to achieve their goals, thereby if goals are set up correct, their performance should increase.

Ed Locke and Gary Graham developed a sophisticated model in their “theory of goal setting and task performance”, also known as “Goal Setting Theory” – developed / published in 1968 and 1990.

The basic idea ts that a goal serves as a motivator because it allows people to compare their current performance with that required to achieve the goal. To the extend they believe they will miss the goal, they feel dissatisfied and strive to improve their performance to meet it.

They describe different components and aspects in their motivation model

The Challenge

is defined through goal difficulty, goal clarity and self-efficacy
More difficult goals – as long as they are reachable – motivate more and avoid that one gets too lazy because the goal seems too easy to achieve. Unrealistically high goals are not accepted and have no effect on the performance of the individual.

Goals enhance performance by clarifying what type and level of performance is expected or required.

Self-Efficacy (Confidence) refers to the level of confidence that one feels about their ability to achieve their goal.

Moderators

The moderators Ability, Goal Commitment, Feedback and Task Complexity represent the factors that moderate the strength of the relationship between the goals and the performance.

Ability describes the orientation of the individual towards the goals – either it’s a learning goal where he wants to acquire new competencies and learn from it or it’s performance oriented where he avoids placing himself in situations that could lead to a negative evaluation.

Goal commitment is enhanced when goals are public and when goals are self-set.

Feedback makes the goal setting and evaluation process dynamic as it must provide timely response to the individual. It enables him to evaluate himself in respect to his goals.

Task Complexity finally effects the direct relation most. Goals for more trivial tasks lead to a more effective performance, whereas for more complex tasks goals do not lead to direct performance increases – at least we cannot measure it that way.

Mediators

The factors called “mediators” support the achievment of the individuals goals.

“Direction of attention” focusses on keeping the individual away (for the goal) irrelevant activities.

“Persistence” describes the duration the person is willing for work for the goal – the sustainability in reaching it’s goals.

The moderator “Effort” is the greater the more complex and the more difficult the goal ( in realistic boundaries) is.

Task Strategy is the way in which the individual approaches it’s tasks to approach the goal.

Performance

Performance is likely to be high when the challenging goals have been set, the moderators are present and the mediators are operating.
Rewards

Rewards are important to keep an employee at the high performance level he reached. Theory says that the rewards can be external (money etc.) or internal (like feelings of success) – which more accurately referes to the resulting extrinsic or intrinsic motivation. The latter cannot be influenced by an employer directly.

Satisfaction

The Locke-Latham model primary focusses on the employees satisfaction with his own performance.
Employees with too high goals may experience less satisfaction than others, that lower their goal. That does not mean a better performance at all.

Other factors like satisfaction with good working conditions, interesting colleagues etc are not discusses in detail, altough they seem to be the major component for many satisfactory situations for employees nowadays.

Sub-Summary for goal-setting

Goals affect people’s motivation because they have to develop plans to reach these goals and focus on goal-relevant actions mainly. It also spurts people to persist in their way, even when facing obstacles.

Limitations

Goal setting has shown to improve performance, but can fail if

a) the employee lacks the skills to perform the actions necessary to achieve the goals

b) these actions need a considerable amount of learning, which increases the time and resources considerably needed to achieve the goals

c) the goal setting system is just misused (as every system can be misused) or leads to appraising the wrong behavior (like mis-use)

Team vs. Individual Goals

Setting goals and measuring performance against individuals is an expensive method which costs often outweighed the potential gain in productivity. Some cases even report of individuals of a company fighting private wars to reach their goals – with a totally negative effect on the overall company performance. A typical system misuse.

In such cases the development of team goals should be selected with rewards for achievement allocated among the team members on a predetermined-share basis. In general this utilizes what I call “team-dynamics” for the goals’ effect. Something that’s missed for individual goals.

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# Number Episode Title
-- 00.00 Welcome
-- 00.01 Interview with Cornelius Fichtner, PMP
1 01.01 PMP Exam Overview
2 01.02 PMP Study Tips
3 01.03 The day of the exam
4 01.04 Introduction to Project Management
5 01.05 The PM Processes
6 01.06 The Project Life Cycle
7 01.07 The Role of the Project Manager
8 01.08 Overview of the Knowledge Areas
9 01.09 Code of Ethics & Professional Conduct
10 02.01 Interview with Arlene Trimble
11 02.02 Interview with Duncan McIntyre
12 02.03 Interview with Ron Holohan
13 03.01 Q&A 1
14 03.02 Q&A 2
15 04.00 Project Management Integration Overview
16 04.01 Develop Project Charter
17 04.02 Develop Preliminary Project Scope Statement
18 04.03 Develop Project Management Plan
19 04.04 Direct and Manage Project Execution
20 04.05 Monitor and Control Project Work
21 04.06 Integrated Change Control
22 04.07 Close Project
23 05.00 Project Scope Management Overview
24 05.01 Scope Planning
25 05.02 Scope Definition
26 05.03 Create WBS
27 05.04 Scope Verification
28 05.05 Scope Control
29 06.00 Project Time Management Overview
30 06.01 Activity Definition
31 06.02 Activity Sequencing
32 06.03 Activity Resources Estimating
33 06.04 Activity Duration Estimating
34 06.05 Schedule Development 1
35 06.06 Schedule Development 2
36 06.07 Schedule Control
37 07.00 Project Cost Management Overview
38 07.01 Cost Estimating Inputs
39 07.02 Cost Estimating Tools and Techniques
40 07.03 Cost Estimating Outputs
41 07.04 Cost Budgeting
42 07.05 Cost Control
43 07.06 Earned Value
44 07.07 A Bagful of Cost Terms
45 08.00 Project Quality Management Overview
46 08.01 Quality Planning
47 08.02 Perform Quality Assurance
48 08.03 Perform Quality Control Inputs and Outputs
49 08.04 Perform Quality Control Tools and Techniques
50 09.00 Project Human Resources Management Overview
51 09.01 Human Resource Planning Inputs
52 09.02 Human Resource Planning Tools and Techniques
53 09.03 Human Resource Planning Outputs
54 09.04 Acquire Project Team
55 09.05 Develop Project Team
56 09.06 Manage Project Team
57 09.07 HR Theory 1
58 09.08 HR Theory 2
59 10.00 Project Communications Management Overview
60 10.01 Communications Planning
61 10.02 Information Distribution
62 10.03 Performance Reporting
63 10.04 Manage Stakeholders
64 11.00 Project Risk Management Overview
65 11.01 Risk Management Planning
66 11.02 Risk Identification
67 11.03 Qualitative Risk Analysis
68 11.04 Quantitative Risk Analysis
69 11.05 Risk Response Planning
70 11.06 Risk Monitoring and Control
71 12.00 Project Procurement Management Overview
72 12.01 Plan Purchases and Acquisitions Inputs
73 12.02 Plan Purchases and Acquisitions Tools, Techniques and Outputs
74 12.03 Plan Contracting
75 12.04 Request Seller Responses
76 12.05 Select Sellers
77 12.06 Contract Administration
78 12.07 Contract Closure
79 80.01 Applied Concepts - Authority
80 80.02 Applied Concepts - Project Monitoring
81 80.03 Applied Concepts - Risk Attitudes
82 80.04 Applied Concepts - Team Development
83 80.05 Applied Concepts - The Communications Plan
84 80.06 Applied Concepts - The Value of Quality
85 80.07 Applied Concepts - Earned Value
86 80.08 Applied Concepts - Critical Chain
87 80.09 Applied Concepts - Virtual Team Management
88 80.10 Applied Concepts - Requirements Gathering
89 80.11 Applied Concepts - Culture Shock
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Future of Operations Management

Opportunity: Techno-Business Managers

Excellence in the management of business operations and technology provides a competitive advantage in today's fast-paced business environment. The ideal mix of technology and management skills creates Techno-Business Managers who are equipped with technology, farsighted management practices, and leading-edge knowledge.

Operations Management as a Career

To strengthen the position in the globally competitive market, where rules are re-written every second, companies are striving to improve productivity, quality, cost and supply chain cycle times while still maintaining supreme quality standards of products and services.

In this aggressive situation opportunities are opening up to create an identity in a variety of sectors such as product manufacturing and transportation industries that deliver goods as well as the service sector companies including banking, insurance and government agencies. The following is an illustrative list of sectors open for careers in Operations Management
· Manufacturing
· Retail
· Consulting Firms
· Financial Institutions
· Transportation and Logistics
· Construction
· Information Technology
· Hospitality
· Insurance

The specific areas where the Operations Management Students would find opportunities to contribute include
· Operations Planning, Scheduling and Control
· Purchasing and Materials Management
· Distribution and Supply Chain Management
· Customer Service Support
· Project Management
· Quality management
· Operations Process Consulting
· Forecasting
· Traffic Management
· Inventory Planning and Control
· Process and Methods Planning
· Plant Engineering Management
· Warehouse Management and Distribution
· Six Sigma
· Lean Manufacturing

OM Skills in demand:
· The ability to lead and manage business processes & utilize the power of technology for all business applications
· A comprehensive knowledge of Basic, user level and consulting level competency in ERP (SAP R/3 & SCM)
· Interpersonal skills that enhances the ability to work as part of a team, strong analysis and applied learning skills
· The ability to adapt to rapid change and the ambiguity that is created by change
· Developing planning, organizing and time management skills

In addition to these you should be able to
· Be sensitive to the of shifts in economic, technological and management trends
· Develop a matured vision to foresee the range of possibilities and a highly evolved imagination to create solutions
· Strike and confront newer challenges and be alert to adjustments required in new directions
· Develop a flexible approach towards making adjustments and being steadfast in the face of misunderstandings and mistakes
· Remain committed to the ambition that they have set out to achieve