Thursday, 14 July 2016

What Should I Expect from Project Management Training?

If you're taking, or planning to take, project management training, you should expect to learn what is known as best practices. Best practices, in the project management field, are proven professional techniques that are solution-focused and relate to successful assignment outcomes. A project management training certificate may help you find a position in the management field because it can show prospective employers that you have qualifications in properly seeing through workplace assignments.





Proper management techniques are crucial on the job. Unless workplace leaders have professional training in working with projects, it can be difficult to execute the right balance between micro and macro management. Micro management relies too heavily on details and can miss the bigger picture of the overall project. Macro management can stress the concept over the details, leaving key parts of the project unattended or omitted. Project management training should teach you balanced techniques in overseeing and controlling assignments.

When taking project management training, you can expect to learn how to properly oversee and control objectives from beginning to end. Opening projects includes proper planning and assigning the right people to each task as well as estimating the time each step in the process should or will take. The middle part of project management includes making any needed changes to the original plan if a successful outcome is threatened. Sometimes an unexpected event or emergency situation can demand a project manager to use contingency planning.

Contingency planning means adjusting a leadership plan to each individual situation. When taking project management training, you can expect to learn contingency strategies. Dealing with unique situations in an effective manner can be a real benefit of taking project management courses. Unexpected threats to the original project plan can affect both workplace leadership and customer service. Good managers must keep control of the project despite any pressures or changes.

Good project managers also communicate with their team about any changes. They adjust the amount of project responsibility to each team member as required. In more advanced project management training, you can expect to learn how to effectively manage staff that may be geographically distributed. Working remotely with staff and clients on global projects also means that you're likely to learn cross-cultural communication tips in these project management classes.

Besides learning how to effectively open and manage projects, you can also expect to learn how to properly close assignments in your training. Project management training emphasizes the entire life cycle of a workplace assignment. In closing a project, outstanding payments must be made and all files must be stored efficiently.

How Do I Become an Interactive Project Manager?

Project management consulting is when an independent contractor with experience in project management is hired to perform a specific project. This contractor often holds project management (PM) designations that provide assurances of the level of education and experience at the appropriate level. All project management consultants have a minimum four-year undergraduate degree and at least two years industry experience.

There are different types of project management consulting, depending on the industry, the skill set required and the project to be completed. Consultants who work in construction must be professional engineers or architects, with many years senior project management experience in the construction industry. Extensive reference checking is standard before hiring a consultant.



In the software industry, consultants may be used to provide temporary support when implementing or migrating software. Their expertise and experience is typically with one particular product being used. The educational background is more varied with this type of project management consultant, with a minimum undergraduate degree in computer science or business.

In project management consulting, the consultant is responsible for the successful completion of the project within a specific time frame and on a specific budget. The firm defines the deliverable items, benchmarks and timelines. It is the responsibility of the hiring department to ensure that the scope is properly defined.

People who go into this field typically have a combination of expertise in the specific industry or software product and the ability to manage people. Excellent communication, negotiation, and administrative skills are necessary to successfully coordinate a group of people to achieve any goal. Project management consultants are usually hired for complex, large-scale projects and must have above average skills in these areas.

The project management professional (PMP) certification is an internationally recognized designation in the field of project management. In order to earn this designation, the applicant must have between 900 and 1,500 hours actual, verified, hands-on project management experience. All candidates are required to successfully pass an exam as well, which is a set of multiple choice questions based on the theory of project management, organizational behavior, scheduling, project life cycle, and accepted project management theory. There are many companies that offer exam preparation seminars to help applicants pass. A growing number of businesses are now requiring consultants to have this designation, as it provides assurances of their level of skill and experience.

What Is a Project Team?

A project team is a group of people who have been tasked with collectively completing a project. These individuals could come from the same or different departments or entities and may or may not be devoted to the project on a full-time basis. Each team member typically has a specific set of deliverable that will help the team complete the project. Project teams can exist within companies, non-profit organizations, or groups of stakeholders working toward a common goal.



The individual members of a project team might work for the same entity or could be drawn from various entities. One company might have a dedicated special projects department whose employees manage projects for all areas of the company; another company might form project teams by pulling workers with different necessary skills from a variety of departments. For example, a process improvement team might consist of a project manager from operations, an accountant from finance, and a programmer from IT.

When project teams draw from a variety of departments, it is referred to as a "cross-functional" team. A cross-functional project team is often called a committee, particularly in nonprofit settings. The intent of a cross-functional team is to strengthen the overall skill set of the team by bringing in members with varying skills, ideas, and areas of expertise.

In some industries, virtually every job requires the creation of a project team. This is especially true of construction and IT consulting. For every new project, a construction company will likely assign an estimator, a project manager, and a field supervisor. Large construction companies might also assign someone to manage the paperwork and permit applications, and someone else to track project costs and billing.

An IT consulting project team might be comprised of a sales person, a project manager, a developer, and a trainer. Depending on the complexity of the project, a graphic designer, web developer, or accountant may also be involved. In such a situation, the client might also have a project team committed to ensuring proper job completion on its end. This might include members of the client’s IT, operations, and accounting departments.

More complex collaborative efforts might involve team members from different companies or agencies. For example, a neighborhood beautification team might be comprised of individuals from local businesses, a homeowners’ association, and the local government. Regardless of where the project team members come from, the goal is the same: to complete the project successfully.

What Is Organizational Project Management?

Organizational project management refers to the utilization of projects to execute the strategies of an organization. This involves the use of portfolio management to translate an organization's corporate strategy into feasible goal-oriented projects. Organizational project management seeks to offer a solution to the ever-changing nature of business, and bridges the gaps that can occur in the business and its projects as a result of a change resulting from both internal and external factors. In this sense, organizational project management aims at both strategic and economic success by applying all available resources to projects that are designed to achieve the goals of the organization, something that can make a difference in the organization's longevity.



For any business to succeed, it must identify its short-term and long-term goals and develop projects and strategies to help it realize these goals. Even though most businesses strive to follow this business model, not all are successful. This may be due to factors like unrealistic expectations, lack of cohesiveness in the implementation of projects, or a lack of capability by the organization to implement the strategies.

Project based management allows an organization to develop a strategy whereby it treats all of its individual goals as projects to be individually managed but also as units of a larger collective project. The larger project manages the individual projects with the sole aim of supporting the goals of the organization. The ability to effectively translate the vision and goals of an organization into organizational success is vital in a competitive market.

One of the benefits of implementing organizational project management in an organization is the fact that it enables cohesiveness in the way that organization carries out its projects. It achieves this by removing the random application of projects and developing a more organized and better-managed system where such projects are geared toward achieving specific goals. These goals must also align with the long-term and short-term visions of the organization.

Usually, a project management system has an overall project manager who is in charge of the larger goal, which all of the mini-projects are working to achieve. It is the manager's job to ensure that the overall goals of these projects are achieved by identifying the issues, risks, solutions and requirements necessary to achieve the goals. Other smaller projects that make up smaller units within the larger project can also have managers who will collaborate with the project manager to achieve the organization’s goals.

How do I Choose the Best Project Management ???

There are four things to consider when looking for the best project management training course: appropriate level, qualified instructors, accreditation, and group interaction. Project management courses are available from both traditional universities and colleges, as well as dedicated online schools. A project management training course can help you to complete the Project Management Professional program, count toward a minor specialty as part of your degree, or improve your career opportunities. Project management is a skill in demand in a wide range of positions and disciplines, ranging from engineering to information technology.



The level of courses in project management will vary widely, depending on the institute and its target audience. Read the course description carefully, and make sure it provides the appropriate level of detail for your needs. If you are taking this type of course as part of your degree, make sure it has been accepted by the program registrar. People who are taking a project management training course to improve their career options should look for courses that are available part time or online. This flexibility will allow them to complete the coursework while working full time.

Project management training courses should be taught by qualified instructors who are experts in their field. The level of skill of the instructor has a huge impact on the depth of material that can be covered, as the instructor is responsible for writing the course notes, creating the recorded lectures, and facilitating discussions. Traditional schools offering online courses typically use the same instructors as their classroom courses. Read the biographies of the instructors with care to make sure that you are corresponding with the instructor and not a teaching assistant.

When reviewing the course options, it is important to ensure that the school is accredited. An accredited school has been reviewed by an independent agency to ensure minimum standards are met. If you decide to use an online school, verify the status of the school independently to make sure that it is valid. If not, the cost and time spent on the class is wasted, as you will have to repeat the class from an accredited school to receive credit for it.

Check the online program description for information about system availability, communication methods, group projects, and tools for facilitating group discussion. Project management training courses should provide the same opportunities for interaction and discussion as would be available in a traditional program. All the technology required to do this is readily available and should be used to enhance the learning experience.

What is Project Management Consulting?

Project management consulting is when an independent contractor with experience in project management is hired to perform a specific project. This contractor often holds project management (PM) designations that provide assurances of the level of education and experience at the appropriate level. All project management consultants have a minimum four-year undergraduate degree and at least two years industry experience.



There are different types of project management consulting, depending on the industry, the skill set required and the project to be completed. Consultants who work in construction must be professional engineers or architects, with many years senior project management experience in the construction industry. Extensive reference checking is standard before hiring a consultant.

In the software industry, consultants may be used to provide temporary support when implementing or migrating software. Their expertise and experience is typically with one particular product being used. The educational background is more varied with this type of project management consultant, with a minimum undergraduate degree in computer science or business.

In project management consulting, the consultant is responsible for the successful completion of the project within a specific time frame and on a specific budget. The firm defines the deliverable items, benchmarks and timelines. It is the responsibility of the hiring department to ensure that the scope is properly defined.

People who go into this field typically have a combination of expertise in the specific industry or software product and the ability to manage people. Excellent communication, negotiation, and administrative skills are necessary to successfully coordinate a group of people to achieve any goal. Project management consultants are usually hired for complex, large-scale projects and must have above average skills in these areas.

The project management professional (PMP) certification is an internationally recognized designation in the field of project management. In order to earn this designation, the applicant must have between 900 and 1,500 hours actual, verified, hands-on project management experience. All candidates are required to successfully pass an exam as well, which is a set of multiple choice questions based on the theory of project management, organizational behavior, scheduling, project life cycle, and accepted project management theory. There are many companies that offer exam preparation seminars to help applicants pass. A growing number of businesses are now requiring consultants to have this designation, as it provides assurances of their level of skill and experience.

Friday, 1 July 2016

Assessment

For each occupation you wish to benchmark, list the key skill areas and levels to be covered.

Create custom assessments for specific jobs, and administer them to your highest-performing employees.

Have the rest of the employees take the same tests, and compare their results with the high scoring ones.

Use the resulting reports as a blueprint for designing your training program.

Employee Appraisals


Skill assessments are a necessary step in your ongoing employee appraisal process, to develop your staff.

A to Z Consultants helps you determine which employees have the skills to move up to a management position, for example, by testing the required soft skills, such as communication, leadership, management, and organizational skills.

We help you use the data from appraisal assessments to chart growth and support qualitative reviews.
We set specific improvement goals across different skill areas, to be tested again at regular intervals.
Assessment for Employability and Skills Testing

These skill assessments help in recruiting the right talent and supports competency development.

Learning Solutions

Our flexibility, depth, and breadth of expertise allow us to deliver top quality solutions that are directly tied to key business goals. A to Z Consultants brings in its experience and expertise to design, deliver, and evaluate learning solutions. Our solutions align and help support our core belief in the ‘Transfer of learning to the workplace’, and the required impact on the business through increased revenue, decreased costs and increased productivity.

Our Solutions


We understand that the most successful organizations develop and deploy the right people and talent leadership practices. Our leadership development solutions enables our clients to achieve alignment of strategic direction and risk, position the right people in the right roles, and effectively attract, deploy, develop, recognise and reward people. We focus on organizational capability development.

People and Change teams at A to Z Consultants  serve our clients across industries. Our professionals bring extensive experience and they work collaboratively with clients to support and establish a salable, optimum and repeatable way to assess and develop the ‘people’ and business skills, most and highly correlated with success. The focus is towards more engaged employee’s stronger leadership pipeline, and a learning-agile culture enterprise wide.


Our Methodology



We design programmes in five distinct steps Engage, Establish, Evolve, Ensure, and Enable. This approach allows for a deep understanding of the business issues and enables us to efficiently deliver a programme that brings about a lasting change in the organization and the participants.
A to Z Consultants employs a unique and researched model for learning solutions. We use E5 approach for the learning programmes:

Engage with the Stakeholders


Evolve Learning Solution

Ensure Learning

Enable Practical Application
Hom

Consulting Solutions

Our capability is enhanced by our deep industry expertise, intellectual capital in-depth domain knowledge, innovative approach, analytical rigor, hands-on, collaborative relationship and motivated teams. We see what others don’t, question conventions, and consistently deliver robust, customized and innovative solutions.

Every day, across every sector we apply our knowledge, insight, experience, intelligence and resources to support clients make informed decisions. We do not exist without our clients – and we never lose sight of this fact. Our entrepreneurial spirit drives us to continually discover better ways to address clients’ needs, ultimately bringing positive and lasting change for them, for their industries and for the world.

Our solutions span across four main disciplines: enterprise improvement, corporate turnaround, and restructuring and advocacy services.

For over 15 years, we’ve measured our own success by a sole yardstick: our client’s success.

Our Solution Offerings Capabilities


Research and Operations


Talent Practices

HR Solutions by A to Z Consultants

A to Z Consultants is transforming the way talent is identified, acquired, deployed and lead. Our talent solutions integrate the most innovative practices to quickly and more effectively deliver engaged, performance-ready employees, ensuring better results.

We understand that the most successful organizations develop and deploy the right people and talent leadership practices. Our leadership development solutions enables our clients to achieve alignment of strategic direction and risk, position the right people in the right roles, and effectively attract, deploy, develop, recognise and reward people. We focus on organizational capability development.

The goal is to get more from less. And make it sustainable.

Our Human Resources consultants have successfully implemented HR Strategy and Operating Model projects around the world. We support you in developing a vision for HR leadership and the operating model to realize and enhance your goal.

Our focus is to align the HR strategy and operating model with the enterprise vision to deliver optimum solution. The goal is to offer an ‘HR operating model that reflects the ‘PEOPLE’ strategy delivered efficiently, optimally and seamlessly.

Our People Solutions

Core HR Solutions

Flexible HR Solutions

People Analytics and Know-how (PEaK) Solution

BPO Solutions

A to Z Consultant is led by the knowledge of professionals with extensive experience in the entire gamut of process outsourcing services. We draw on a wide range of unique skills and expertise to ensure that our clients get the highest quality solutions at tremendously competitive and cost effective levels.


Global Delivery Model


Proven acquisition of business and delivery for large Global clients

Ability to scale, design and deliver solutions for complex challenges.

We are leading how the world connects, interacts and transacts with business.

A to Z Consultant  is strategically poised between clients who demand fast, easy and convenient options, and businesses intent on increasing revenues, enhancing customer loyalty, reaching the contemporary consumer and optimizing their cost of operations.

Our leadership is built on deep consumer and industry expertise. Our people offer a broader perspective that enables our customers not only to achieve their goals, but to transform their business models. And our knowledge, insight, skills and stability instill confidence in the marketplace.

Our business process outsourcing allows our clients to focus on broader business issues while operational details and value drivers are left in the hands of expert.

Services and Solution Offerings


A to Z Consultant specializes in providing one of the world’s best regional dialects in voice services for our global clients. Our-Voice-based services are driven through HR and payroll processing and are technology-intensive in nature with online and offline platforms.

A to Z Consultant Non-Voice services encompass many disciplines including Call Quality Monitoring, HR Services, Finance and Accounting, and e-mail/Chat support.

Our BPO Services include

Customer Life Cycle Management

Technical Support Collections / Debt Consolidation

Customer Acquisition/Sales/Lead Generation

Market Research and Satisfaction Surveys

Consulting Services

Casey Flaherty is a lawyer who has worked both as a litigator at an AmLaw 50 firm and as in-house counsel for a Global 250 corporation. Casey is also a Lean Six Sigma Black Belt with a deep background in legal technology. Through Procertas, Casey offers the following consulting services:


Spend and resource-allocation analysis

Internal technology-needs assessments

External provider process and technology assessments

Convergence initiatives and panel reviews

Casey is the creator of the Service Delivery Review (“SDR”). The SDR approach changes the way law departments and law firms communicate. Instead of generic complaints about inefficiency and arbitrary reductions in invoices, the SDR uses value mapping, metrics, and benchmarking to foster structured dialogue, drive continuous improvement, and deepen integration.

 The SDR proceeds from the premise that lawyers are excellent at what they were trained to do: apply legal reasoning, critical judgment, and creativity to a complex mix of fact, law, and client objectives. Instead of legal acumen, the area that offers the most opportunities for improvement involve the mechanisms by which abstract legal insights are translated into concrete deliverables (e.g., memos, motions, contracts). That is, with people and price in place, process and technology present the most levers to drive continuous improvement.