1 ISKO. CAPÍTULO ESPAÑOL. CONGRESO (7º: 2005: BARCELONA) USING THE COMMUNITIES OF PRACTICE TOOLKIT TO MANAGE PROJECT TEAMS SET UP IN BUSINESS PROCESSES Petra BOROS, Budapesti Müszaki és Gazdaságtudományi Egyetemen / Budapest Technology and Economics University (Budapest, Hungary) Abstract Using the toolkit of Communities of Practice in managing project teams established by business processes is reasonable and effective concerning innovation and good business achievements. These project teams can be set up by different parties (e.g. consultants, project manager, clients, team responsible for delivery, subcontractors and partners, employees, etc.), where the project manager is the knowledge distributor. Therefore, it is necessary to emphasize the responsibility of project managers and the related project management methodology, focusing on the aspect of knowledge management. Leading a project team with a narrow scope and tight deadlines, while creating and sustaining the demands of motivated, professional, efficient and innovative atmosphere, is a great challenge, and many conflicts, and sometimes contradictions, need to be resolved. The paper focuses firstly on the features of traditional project team management, going on to detail the attributes of Communities of Practice. Finally, it addresses the combination elements of these two methodologies, with special consideration afforded to the key role of the project manager, the individual and team aspects of project team management, and the advantages of using them. Keywords communities of practice, project team management, knowledge management in companies 1 METHODOLOGY Based on the aforementioned experience of leading and participating in different project teams, such as a team of developers (or team responsible for delivery), or a team of consultants involving clients or workshops with management of the organizations in almost a hundred projects, case studies have been examined and a comparative analysis has been made on project results considering what the right tools were or could be to achieve both the business goals and client satisfaction. The target projects in the comparative analysis were selected from diverse projects of different type, size and scope to ensure the comprehen-
2 106 P. BOROS sive examination. In the first step the following project inputs and knowledge management, processes and team management methodologies were scanned: project preparation (e.g. project planning, project specification); process and performance management (e.g. continuous monitoring, providing feedback and iterative development); communication management (e.g. continuity, efficiency of information and knowledge sharing, in-house communication with the team responsible for implementation and with the management, communication with the Client and Partners); team management (e.g. selecting the right resources, assembling the team, motivation of the team members); knowledge management. The following project outputs were analyzed to obtain meaningful results: quality of the implemented and delivered solution; satisfaction of project members (internal, external, customers); if the project was on budget and on time; influence of the project for overall business environment and organization; deliverables concerning innovation; influence on knowledge management strategy. Consequences concluded as results of comparative analysis proceed from the examined inputs concerning realization. These are the following: Without appropriate, cautious and thorough project preparation the project will never suit the business purposes. Namely, the project will never be on budget or on time, and the delivered solution will not meet the requirements. Further, these basic expectations will not be realized if the process and performance management is not monitored and developed regularly or is not supported by quality standards and norms. The failed or inappropriate process management can have a bad effect on the operation of the organization as well, since it will probably be well embedded in its organizational procedures. An incorrect means of communication can cause a degradation of quality and can impede the innovation processes. It also has a big influence on satisfaction of the team members. Lack of information can result in a feeling of instability and fear of sharing knowledge. For this reason, the knowledge management aspect can also be damaged. Teamwork management is connected to all management issues that appeared in the project, such as planning, process, performance, communication and knowledge management. Thus it is proved that mishandled and misled teamwork can have serious effects on all the aforementioned outputs.
3 USING THE COMMUNITIES OF PRACTICE TOOLKIT TO MANAGE PROJECT TEAMS SET UP IN BUSINESS PROCESSES 107 Without a well-planned, consciously-used knowledge management strategy and methodology certain organizations can not be successful on the market. They can not promote competitive advantage ahead of their competitors. Because of this, knowledge management has an influence on all the examined outputs. See the summary of two case studies in the Appendix. Further consequences and research results focusing on team and knowledge management are discussed in this paper, in the following chapters. 2 SIGNIFICANCE OF USING THE COMMUNITIES OF PRACTICE TOOLKIT AT MANAGING PROJECT TEAMS SET UP IN TRADITIONAL BUSINESS PROCESSES It is generally agreed that the main purposes of a business environment can be described by the following key terms: quality, value creation, efficiency which brings forth satisfaction, long-term relationships with Clients and Partners and competitive advantage on the market. Moreover, well-structured, motivated and efficient project teams should have an indispensable role to achieve these results (particularly in a projectbased organization). 2.1 Features of the traditional project team management methodologies The following paragraphs do not detail the whole project management process. Only the knowledge management and project team management aspects of the project are discussed, with consideration of the project goals and the entire process. The process of the project is divided into three phases detailed in the following chapters Planning phase First of all, the project manager (or project management team) has to define the goals to be achieved, in addition to the scope and deliverables to be implemented during the project. Without these elements the project will not suit its true business purpose. Identification of the tasks and their appropriate assignment in this phase are also indispensable to deliver the expected results. As a rule of thumb, tasks and activities should be broken down into manageable sizes, so that they can be assigned, scheduled and completed well. As indicators of ongoing progress and success, milestones also need to be identified (IT TOOLKIT 2005). Project: The project management team has the responsibility of defining project success criteria, such as the definition of success and terms for acceptance, and then communicating them and establishing consensus among the project participants.
4 108 P. BOROS Executing the knowledge map is the next step in the process, in the following order: 1. Identifying the necessary knowledge for implementation or delivery of the project. 2. Mapping the knowledge gaps. 3. Identifying the knowledge owners and existing knowledge. 4. Acquiring the missing knowledge. 5. Making the knowledge available to future participants. 6. Preparing for sustaining and maintaining the knowledge and if needed, preparing for later acquisition of necessary knowledge. The next tasks of the project management team are identifying / assembling / allocating the necessary human resources and also organizing the project team for the implementation according to the business goals and knowledge map, considering the team dynamic and aspects of individuality. First, a resource pool analysis has to be carried out, examining factors such as resource type, source (internal and external), organizational scope, commitment, overlap and ad-hoc availability. Secondly, assembling the team means determining the project team structure reflecting the project structure and defining reporting relationships to ensure that information will flow smoothly among the participants providing a clear path to decisions and approvals. It is important to remark that composition of teams can be different, since application of diverse resource pools, or working with clients, subcontractors and partners are allowed and sometimes necessary. Allocation is the process of assigning prioritized tasks to the project team and members according to skills, expertise, and available resources while determining their roles, authorities and responsibilities. Due to the fact that individuals are attached to the project team, the following tasks must be completed as well: creating a roadmap for team participation and involvement, setting clear expectations for team members, structuring and aligning the project to suit staff circumstances and finally planning and assessing staffing capabilities and constraints. Before the project starts, the business purposes, objectives and guidelines, team structure and all of the project conditions need to be communicated to the participants. Sharing this knowledge is the common basis upon which the team will operate Implementation phase During the project implementation there are some key factors related with knowledge and team management: Process management: to establish and apply internal mechanisms for implementation, control and monitoring. These basic mechanisms have to be known to participants.
5 USING THE COMMUNITIES OF PRACTICE TOOLKIT TO MANAGE PROJECT TEAMS SET UP IN BUSINESS PROCESSES 109 Progress management: to establish criteria (which must also be communicated) for measuring progress, to review project progress continually and revise responsibilities as necessary. Knowledge management: to create, generate, acquire, store, share, sustain and communicate the knowledge continuously throughout the entire project. Communication: to ensure effective utilization of the information and knowledge through meetings, reporting, providing easy information flow and available, necessary knowledge for all participants. Documentation management: to save time and promote consistency by standardizing documents, storing and making all the information available as needed. Staff management: to maintain sufficient staffing levels, team participation, motivation and satisfaction while creating work efficiency. Risk and change management: to control change requests and risks, then to communicate the emerging issues to all participants on the necessary level Project closure and evaluation The evaluation of the project is critical to provide feedback and lessons learned for future projects. In this chapter the main focus is on evaluation of team performance. The study does not deal with the other aspects such as scope, budget, time and deliverables. During the evaluation phase the following questions need to be examined concerning project team performance: (IT TOOLKIT 2005). if the project was well defined and planned; if the work assignments were well structured; if the team was properly organized, the right resources were selected and allocated, and the skills were properly applied; if the team involvement and participation was sufficient and acceptable; if the communication was efficient for providing shared information and ensuring effective decision making; if the team cooperation was appropriate to minimize conflict possibilities and resolve problems by sharing information and following procedures; if the team and the individuals were empowered to make decisions and provided with authority according their required responsibility; if a positive, motivating and innovative work environment was provided for supporting successful team operation; if the project was continuously monitored and controlled; if management supported the project sufficiently. Once team performance evaluation results are known, the results must be applied, documented, approved and communicated to all proj-
6 110 P. BOROS ect participants according to the project management standards and best practices in order to ensure that quality performance is repeated and problem performance is avoided. If necessary the project has to be followed up according to: different types of training activities (professional and management) must be provided for the team and the individuals according to the requirements; communication and delegation strategy need to be revised; resource selection methodology has to be improved considering availability, skills, organizational boundaries and the use of external resources; the means of team organization must be considered; the existing and acquired knowledge has to be examined, future plans and knowledge maps need to be set; management support must be ensured to guarantee direction, validation, rewards and recognition for future projects. After reviewing the team performance and project management processes the evaluation can also discuss the analysis of project effectiveness, relevancy, consequences and results (such as quality of deliverables, innovation, documentation, customer satisfaction, fit within timing and budget, etc.) as consequences of the team performance. 2.2 Attributes of Communities of Practice The application of Communities of Practice methodology is attributable to the expansion of dynamic knowledge, and the permanent growth of demands for human capacity and continuous activity (GÉRÓ 2001). The goal of this practice orientated method based on human relationships is to ensure provision of fast, effective solutions for concrete problems and tasks arising during the operation of an organization and business processes. Using this method can also allow the delivered solution to be acceptable for all shareholders and can guarantee the common development and the right usage of the shared and applied knowledge, as well. According to Communities of Practice experts: «Communities of practice are groups of people who share a concern or a passion for something they do and who interact regularly to learn how to do it better.» (WENGER 2004) or «Communities of practice may be the most significant, tangible example of knowledge management at work in an organization. They are groups of people who are drawn to each other because of a common purpose. They get together to share their existing knowledge, create new knowledge, and apply their collective knowledge to either increase their own capabilities as practitioners or improve their practice» (SAINT- ONGE 2002). Communities of Practice are self-organized teams and according to the traditional approach these are mini-communities spontaneously created mostly in project based organizations and professional workshops.
7 USING THE COMMUNITIES OF PRACTICE TOOLKIT TO MANAGE PROJECT TEAMS SET UP IN BUSINESS PROCESSES 111 The main objective of these communities is to connect the experts together and create knowledge islands on a common platform (WENGER 2002a) through providing an active, collaborative and cooperative learning environment. The nature of common knowledge is tacit. Therefore the teams have to be encouraged to change it into explicit knowledge. The method of knowledge sharing and transforming tacit into explicit knowledge is built up by different stages. First, explicit goals and objectives need to be defined, and the norms and standards to be followed must be determined. In the second stage, knowledge sharing, creating and re-usage takes place through debates, inquiries and research. It is important that these activities be led by peer coaching and continuously monitored in order to ensure efficiency. Creating explicit knowledge is the final step in the process, accomplished with the help of methods such as comparing, contrasting, evaluating, synthesizing and creating knowledge storages while also attaching knowledge maps, conceptual framework and taxonomies to help in re-usage. In Communities of Practice, sharing of responsibility among the members is significant. The team actors can be experts, internal or external sources, project members, thematic teams, active and passive knowledge owners. It is important to ensure that the members complement one another. Furthermore, the positions held and added values represented must be clear to everyone. There is another reason why using the Communities of Practice s methodology is effective. It creates a motivated and inspiring environment for members. There are possibilities to consider preferences, motivations, and objectives. Moreover, it is useful to ensure positive critical analysis and feedback, thus providing formative assessment, and structured and informal recognition of individual contributions. The application of this methodology has several advantages, such as ensuring continual renewal, permanently sustaining the learning process and concentrated problem solving. Nevertheless, there are also impediments. During the operation, contradiction can arise between belonging to the organization or to the group and conflicts can emerge among the various groups. Moreover, a fear of knowledge sharing can also weaken the efficiency of the group. These autonomous communities can be continuously reorganized according to their actuality. The evolution of these groups depends on certain issues, thus their operational life cycle is unique (GÉRÓ 2001). Fitting of the Communities of Practice into the organizational structure depends on the organization s type and leadership. According to the research, Communities of Practice can be embedded easily into project-based organizations, though it is necessary to ensure their operational conditions in companies structured otherwise. Network of practices (BROWN 2000; HILDRETH 2004) can be a solution for this, and management support and application of motivational tools can remarkably influence the embedding. According to the research, and as Communities of Practice can be drawn from different types of resources, these teams operate as a net
8 112 P. BOROS which covers all available knowledge resources. The network operates as a «fishing net», making it possible to select, pick and assemble the necessary team participants from different in-house departments or external resources. The net of Communities of Practice Different in-house departments, resource pools, teams according to the organizational structure Different outsources, experts and partners FIGURE 1: Communities of Practice as a net covering all knowledge resources 2.3 Combining Communities of Practice s and tradition team management tools. Foreseeable results The main goals of a business project are creating value, ensuring quality delivery and customer satisfaction in an innovative and motivating environment Key role of project manager The project manager has a significant job as the knowledge distributor to achieve these business project goals by correctly using the traditional and new project management toolkits. Consequently the project manager must have the right knowledge, skills and abilities to provide the necessary conditions for the project and the team work. The traditional and new project management methodologies must be known. Best practices need to be applied using the right tools and software properly. The required skills to fulfil the expectation are divided into two units. The first group consists of the hard skills which are related to the project management methodology. The second unit is made up of the soft skills, such as leadership, communication, negotiation, delegation, time management, psychology, human relationship management, conflict resolution, empathy and team motivation. Finally the project manager must have the ability of adaptation and adjustment. Furthermore, applying the knowledge and skills is aligned with the different project types. The project management tasks must be drawn towards increasing the likelihood of project success. For this reason the project manager has to make sure that the team produces the required deliverables according to
9 USING THE COMMUNITIES OF PRACTICE TOOLKIT TO MANAGE PROJECT TEAMS SET UP IN BUSINESS PROCESSES 113 plan. He/she has to use structured communication methods (meetings, status reports and related practices) to promote information flow, decision escalation, and problem solving. Making the project team fit into the organizational structure without obstacles is also a key task. As the project team can be built up from members of different departments and resource pools, this action has to be supported by company management, too. Encouraging cooperation and collaboration in work and in active, continuous learning is also a significant task. Treating all team members with respect is another responsibility. The project manager has to attempt to minimize redundancies and leverage main and complementary skills while ensuring that the team follows the assigned work responsibilities. Providing and promoting a positive work environment with common known norms and standards is also critical. These working conditions must be designed to create a conceptual framework for the project where open exchange of ideas, debates, inquiries, and positive critical analysis and feedback are not only allowed but encouraged. The project manager has to monitor a project s process throughout its course and evaluate the results by comparing, contrasting, synthesizing and finally documenting them. Motivation is one of the most important aspects of the project team management. Other research studies have already proved (TAKÁCS 2002) that motivation systems have significant influence on improving efficiency of organizational operation, the process of work socialization and on the effective application of knowledge management strategies depending on the company strategy and circumstances. According to my research, most process cognitive models, such as Vroom expectancy theory (performance reward satisfaction more efficient performance / valence, expectancy, instrumentality) and Locke s goal-setting theory (goal setting performance feedback) fit into the world of knowledge management since they are also process-based. Deployment of the motivation systems can be aimed at increasing performance, encouraging cooperation, implementing new knowledge applying existing knowledge, improving attitudes towards work and knowledge sharing, and then the enhancement of satisfaction. The motivation methods and tools could be the application of Communities of Practice s toolkit, added to performance evaluation, career path assurance, professional and social motivation, allowances, etc Team and individual aspects of the project team management The goals of the team work include establishing connections among experts, creating value, and delivering the project objectives by effectively creating and using knowledge. The team usually has structural, relational and cognitive dimensions (LESSER 2001). The structural dimension is described as a team that can be set up according to different rules, and thus divided into different subgroups. These organizing rules, such as expertise, level of authority and responsibility, positions in organization, types of the source (internal/external) and project hierarchy determine
10 114 P. BOROS the participating actors and their roles in a subgroup. Due to this mixture of the members, conflict prevention, avoidance or mitigation among them is important, and the project manager has the key role in creating a common foundation and understanding of the work, and communicating the represented values of the positions held (project structure map) among all participants, as the cognitive dimension requires. Maintaining and holding the team together is also a challenge. Experts (WENGER 2002b) have identified seven principles to avoid disintegration. They must be followed during the design and maintenance of effective teamwork: 1. Design for evolution. 2. Opening dialogue between inside and outside perspectives. 3. Inviting different levels of participation. 4. Developing both public and private community spaces. 5. Focusing on value. 6. Combining familiarity and excitement. 7. Creating a pace for the community. Relational dimension concerns the members of the team and their connections. All individuals have their own motivation, personality, commitment and attitude towards a project. Using Communities of Practice s toolkit can facilitate proper personal performance and knowledge management. In this case the role of project manager includes energizing the participants community work techniques, promoting inquiry-based practices and social capital (KIM 2003), which positively influences business performance and catalyzes innovation through interactions (LESSER 2001; WENGER 2002b). Inspiring the team through the members is a critical factor, considering the viability of the project team. The means of inspiring can be a time and space allowance for relationship-building among individuals (LESSER 2001), generation of excitement, relevance, and value in order to attract then engage members and also management support (WENGER 2002b). Promoting structured thinking, knowledge sharing and iterative feedback process during the project, whilst moderating the fear of knowledge sharing by enlightening members as to the possible gains, and applying a peer coaching method, where possible, are also very important factors. Finally, the structured and informal recognition of individual contribution can offer a basis of formative assessment which can also contribute to increased personal involvement Return on using mixed team management tools Return on knowledge management and combining traditional with Communities of Practice s tools in project management are difficult to measure as the results mostly appear indirectly in numbers. There are some methods for enhancing the efficiency of the measurements (WADDINGTON 2002):
11 USING THE COMMUNITIES OF PRACTICE TOOLKIT TO MANAGE PROJECT TEAMS SET UP IN BUSINESS PROCESSES 115 surveys, questionnaires (led feedback); ad hoc feedbacks; focus groups (expedient surveys in groups); analysis of efficiency (saved costs and costs on saved time); profit and loss analysis (total evaluation of the project). The return analyses have two sides to be examined: costs and results. The costs have three dimensions: they are related to technology, human resources and opportunity costs. The costs related to human resources (both project team and organizational work) always express the change of efficiency and the time invested. The results of the analysis are split up into two groups: concrete and metastatic results. These results can be the following concerning the examined project team management issues: (WADDINGTON 2002; FIRESTONE 2002; SHEPHERD 1998): increase of competitiveness and productiveness; more effective organizational and process efficiency; efficient and more measurable business performance; development of research and development, and innovation; growth of knowledge capital; more effective maintenance and acquisition of knowledge; decrease of information loss and costs; enhancement of loyalty both of human resources and costumers; reinforcement of costumer relationship, cooperation and increasing satisfaction of customers; increase of satisfaction and engagement of employees. These consequences can supply convenient conditions for additional improving of the knowledge management strategies and methodologies, thus ensuring iterative development. 3 CONCLUSION This paper argued that the responsibility of the knowledge distributor, in this case the project manager, who gathers, shares and evaluates the knowledge in a project, involving and leading the team participants, is essential. The project manager has to recognize, use and analyze the relevant tools and best practices for team management, since team work significantly affects project efficiency, business and organizational performance, knowledge management and the relationships within and beyond the organization. This study concluded that this relevant toolkit is the combination of traditional team management and Communities of Practice s tools. Nevertheless, this way of managing a project team is not enough by itself; the management of a certain organization must provide the necessary conditions and support for it to ensure the main goal in the business processes, namely to maximize business efficiency and satisfaction.
12 116 P. BOROS REFERENCES (BROWN 2000) BROWN J. S.; DUGUID P. The Social Life of Information. Boston, MA: Harvard Business School Press, (FIRESTONE 2002) FIRESTONE, Joseph M. «Portal Progress and Knowledge Management». [Executive Information Systems, March 20, 2002]. (GÉRÓ 2001) GÉRÓ, Katalin. «A «gyakorlatközösségek» (communities of practice)» [electronic resource]. Tudástechnológiai Figyelõ, [Oct. 2001]. <www.tudasportal.hu/tanulmanyok/gero_gyakorlatk.pdf>. [Cited 9 March 2005]. (HILDRETH 2004) HILDRETH, Paul; KIMBLE, Chri. «Knowledge Networks: Innovation through Communities of Practice». [Idea Group Publishing, 2004]. (IT TOOLKIT 2005) IT Toolkit [electronic resource]. <http://www.ittoolkit.com/assess.htm>. [Cited 9 March 2005]. (KIM 2003) KIM, K.; ISENHOUR, P. L.; CARROLL, J. M.; ROSSON, M. B.; DUNLAP, D. R. «TeacherBridge: Knowledge Management in Communities of Practice». In: International Conference on Home Oriented Informatics and Telematics (2003: Irvine, California). (LESSER 2001) LESSER, E. L.; STORCK, J. «Communities of practice and organizational performance». IBM Systems Journal, v. 40, n. 4 (2001), p (SAINT-ONGE 2002) SAINT-ONGE, Hubert; WALLACE, Deb. «Strategic Communities of Practice: Leveraging Knowledge Capital», . (TAKÁCS 2002) TAKÁCS, Ildikó. Karriertervezés szeminárium. Budapest: Budapesti Müszaki és Gazdaságtudományi Egyetemen, (WADDINGTON 2002) WADDINGTON, P. «Realising the ROI of your Knowledge Initiatives». [Plain Text Ltd, KM Europe, Conference and Exhibition, 2002]. (WENGER 2002a) WENGER, Etienne. «Cultivating Communities of Practice». [KM Europe, Conference and Exhibition, 2002]. (WENGER 2002b) WENGER, Etienne; McDERMOTT, Richard; SNYDER, William M. «Seven Principles for Cultivating Communities of Practice». [Harvard Business School, March 25, 2002]. (WENGER 2004) WENGER, Etienne. Communities of Practice [electronic resource]. <www.ewenger.com>. [Cited 10 March 2005].
13 APPENDIX CASE STUDIES To exemplify the theories mentioned in the Methodology chapter, two case studies have been chosen to be summarized according to their complexity, relevance and lessons learned. CASE STUDY I Project attributes Description Client Axelero Internet PLC., a member of the MATÁV Group (Deutsche Telekom) - leading ISP in Hungary Project type External development and integration project in a business environment Project scope Launch of Axelero Klub portal (customer loyalty portal) Date Length of the project 6 months Actors Client as customer and developer at the same time Agency as developer and responsible for delivery Subcontractor as consultant Challenges concerning Project organization: project and knowledge Coordination of 5 parties (Client s management team, Client s demanagement velopment team, Agency development team, Agency Subcontractor, Content providers) to ensure efficient cooperation. Project and knowledge management: Wary project preparation mostly concerning the specification phase to meet the Client s requirements and adjust to the conditions given Organizing, supervising, monitoring and controlling the project team of approximately 30 members Maintaining project scope and efficiency Recording and sharing knowledge and information continuously while avoiding knowledge duplication or loss Providing proper conditions for all parties to work together Responsibility for leading the Client s development team without any authority Expertise: Balancing the mixed professional experience and expertise within the project organization Ensuring acquisition of necessary knowledge Knowledge sources: Mapping, acquiring and sustaining the necessary knowledge from internal and external sources Using different tools to record and share information: , extranet, reports, meetings, phone calls, fax
14 118 P. BOROS CASE STUDY I (CONT.) Project attributes Results Lessons learned Description The portal was launched successfully in compliance with the requirements, aside from the following concerns: Strained relations between the parties 2 months delay in delivery Further requirements were set to fulfil in post-projects The following activities are indispensable for future projects: Recording of all information Reporting all information to all parties Storing the information and all the necessary knowledge in one place, and making it available to all parties Ensuring meeting efficiency Defining milestones, dividing the project into reasonable and manageable parts Improving issue and communication management in alignment with the Client s organizational structures and policies Using CoP s toolkit is important
15 USING THE COMMUNITIES OF PRACTICE TOOLKIT TO MANAGE PROJECT TEAMS SET UP IN BUSINESS PROCESSES 119 CASE STUDY II Project attributes Client Description Kirowski PLC., Internet agency Project type Product development Project scope Development and introduction of Cosmos smart site server (Content Management Framework) Date Length of the project 1.5 years Actors Agency as customer and developer at the same time Challenges concerning Project organization: project and knowledge Project Manager and her main responsibilities management Coordination of the whole project process from planning to the product launch in the market Coordination of development team (7 members) Reporting to company management Developers and their main responsibilities Technical specification Delivery Company Management and its main responsibilities Definition of business purposes Sales responsibility Project and knowledge management: Cautious and detailed project preparation concerning specification in tight timeline Organizing, supervising, monitoring and motivating the project team Managing the continuously changing and increasing project scope while having the limited budget in sight Defining and tracking tenable milestones Recording and sharing knowledge and information continuously while having the standards, code reusability requirements and quality assurance principles in sight Task and responsibility assignment based on the expertise while providing an overall picture of the project scope and the project progress for all members Providing proper conditions for the developers and motivating them in spite of the stressful environment Reliable and foreshadowing progress reports for company management Expertise: Balancing the different levels of professional experience and expertise within the project organization Keeping the knowledge generated through the project in-house, avoiding knowledge loss despite natural fluctuation Sustaining the professional motivation among the developers
16 120 P. BOROS CASE STUDY II (CONT.) Project attributes Results Lessons learned Description Development and Innovation: Iterative development Introduction of a competitive, user-friendly product with a new approach and unique features Further development parallel to Client s business projects Project environment: Continuously changing business purposes according to the customers requirements, market trends Success factors: Competitive, innovative product, implemented 15 times in the first year After optimization and rationalization the sales efficiency can be enhanced Application of learned project experience concerning project management and knowledge management methodologies in business projects and general business processes Satisfied Clients after implementations of the product Concerns: Less scalable framework, need to be further developed Long bug fixing period due to the less detailed specification Strained relations between company management and delivery team In the early stage of the sales curve the implemented projects were delivered with budget loss Too-many over-hours were necessary to keep the deadlines due to unforeseeable issues The following activities are indispensable to be done considering future projects: Defining clear business purposes Creating more precise roadmap for the whole product development lifecycle, defining milestones more precisely, dividing the project into reasonable and manageable parts Allocating more time to the specification phase to correctly design the product avoiding continuous redevelopment during the development phase Iterative development Overall, detailed documentation of the project and product development for in-house use Ensuring meeting efficiency Storing, structuring and updating the information and all the necessary knowledge in one place, and making it available to all parties Besides the project manager, the role of the senior developer in task assignment and motivation is significant Improving issue and change management Using COPs toolkit is important
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Pharmaceutical Sales Certificate Target Audience Medical representatives Objective The objective of this program is to provide the necessary skills and knowledge needed to succeed as medical representatives.
Get to Know My RE Observe Collect Evidence Mentor Moments Reflect Review Respond Tailor Support Provide Provide specific feedback specific Feedback What does my RE need? Practice Habits Of Mind Share Data
Engineer Position Description February 9, 2015 Engineer Position Description February 9, 2015 Page i Table of Contents General Characteristics... 1 Career Path... 2 Explanation of Proficiency Level Definitions...
PROJECT MANAGEMENT PLAN Outline VERSION 0.0 STATUS: OUTLINE DATE: Project Name Project Management Plan Document Information Document Title Version Author Owner Project Management Plan Amendment History
Position Description February 9, 2015 Position Description February 9, 2015 Page i Table of Contents General Characteristics... 2 Career Path... 3 Explanation of Proficiency Level Definitions... 8 Summary
JOB PROFILE CONTACT CENTRE MANAGER OVERVIEW It s about you Are you able to juggle competing priorities while ensuring that clients are served well and the organization is represented in the best possible
MEASURING EMPLOYEE EXPERIENCE TO DRIVE POSITIVE EMPLOYEE ENGAGEMENT A FORESEE WHITE PAPER 2014 ForeSee 2 MEASURING EMPLOYEE EXPERIENCE TO DRIVE POSITIVE EMPLOYEE ENGAGEMENT TABLE OF CONTENTS All Employee
Client Company Performance Appraisal Review for Exempt Employees Employee Name Department Title Date Started Current Position Date of Review Current Supervisor Instructions Review employee s performance
Employee Engagement Survey Toolkit Acknowledgements This document and this effort is the product of collaboration among a number of departments and individuals at Organization including: Placeholders Placeholders
JOB TITLE Promotion Criteria Position Overview Statement: Principal Duties and Responsibilities IT Consultant I (may be Support or Admin) Entry level little or no IT experience required; however, experience
EXPERIENCE SADLOUSKOS CONSULTING SERVICES March 2006 to present FOUNDER, PRINCIPAL CONSULTANT Dianna Sadlouskos is a management consultant with twenty years experience supporting higher education institutions
Banking Technical Systems Specialist Schematic Code 10723 (31000241) I. DESCRIPTION OF WORK Positions in this banded class plan, examine, analyze, administer and monitor banking processes, operation systems
Appendix A-2 for respective categories A2.1 Job Category Software Engineering/Software Development Competency Level Master 1. Participate in the strategic management of software development. 2. Provide
Position Title: Business Development Manager (BDM) Department: Business Development Reports to: Vice President, Business Development Overall Responsibilities The Business Development Manager is responsible
SOA governance and organizational change strategy White paper November 2007 Enabling SOA through organizational change Sandy Poi, Global SOA Offerings Governance lead, associate partner, Financial Services
Inter-American Development Bank KNOWLEDGE AND LEARNING SECTOR (KNL) TECHNICAL NOTES AFTER ACTION REVIEW No. IDB-TN-421 June 2012 AFTER ACTION REVIEW Inter-American Development Bank 2012 http://www.iadb.org
Making the Case for Executive Coaching: the most effective development process for creating a high performance culture Guidelines and ideas for clients Oakview CCM Ltd trades as occm, and is registered
Opportunity Profile Vice President, Information Technology THE ORGANIZATION COAST CAPITAL SAVINGS CREDIT UNION Coast Capital Savings (CCS) is Canada s largest credit union by membership, owned by its 522,000
Building and Sustaining a Strong Organization Amid Challenge And Change KPMG LLP The Issue Today s market realities offer businesses little choice but to embrace change. Companies in almost every industry
Strategic Executive Coaching: An Integrated Approach to Executive Development A new concept in executive coaching is leading companies to fully utilize the talent they have to drive organizational strategy
Social Project Management: Engaging the Social Network to Deliver Project Success A Trilog Group Whitepaper August, 2012 Copyright 2012 Trilog Group. All rights reserved. Executive Summary Project teams
Management and Leadership Level 5 NVQ Diploma in Management and Leadership (QCF) 2014 Skills CFA Level 5 NVQ Diploma in Management and Leadership (QCF) Page 1 Level 5 NVQ Diploma in Management and Leadership
WHITE PAPER Data Governance in the B2B2C World Today s empowered consumers and their demand for product data have given rise to challenges in product data management. Manufacturers and retailers more than
Leveraging CMMI framework for Engineering Services Regu Ayyaswamy, Mala Murugappan Tata Consultancy Services Ltd. Introduction In response to Global market demand, several OEMs adopt Global Engineering
Campus Network Planning and Technical Assistance Overview WHAT IS THE PURPOSE OF A NETWORK? Networks are part of the California College Pathways (CCP) Initiative s strategy to expand college and career
PMO Starter Kit White Paper January 2011 TABLE OF CONTENTS 1. ABOUT THE PMO STARTER KIT...3 2. INTRODUCTION TO THE PMO STARTER KIT WHITE PAPER...3 3. PMO DEVELOPMENT ROADMAP...4 4. PLAN PHASE...5 4.1 CREATE
Equal Opportunity Employer Job Description Job Title: Executive Director of Organizational and Professional Learning Reports to: Chief Academic Officer Department: Teaching and Learning Number of Days:
User Experience () Specialist Position Description February 9, 2015 User Experience () Specialist Position Description February 9, 2015 Page i Table of Contents General Characteristics... 1 Career Path...
EMERGENCY MANAGEMENT BRITISH COLUMBIA A STRATEGY TO ADVANCE SUPPORT FOR LOCAL AUTHORITY EMERGENCY MANAGEMENT PROGRAMS OCTOBER 14, 2015 1 MESSAGE FROM THE ASSISTANT DEPUTY MINISTER I am pleased to introduce
2013 2014 Baldrige Criteria for Performance Excellence Category and Item This commentary provides brief summaries of the Criteria categories and items. It also includes examples and guidance to supplement
Chapter 2 Anatomy of an Enterprise Software Delivery Project Chapter Summary I present an example of a typical enterprise software delivery project. I examine its key characteristics and analyze specific
Human Resource Management Overview of PMBOK Basics Michael R. Williams Ph.D. Professor - College of Business Administration Director Professional Sales Institute Illinois State University Campus Box 5590
In this chapter Learn what comprises a successful project Understand the common characteristics of troubled projects Review the common characteristics of successful projects Learn which tools are indispensable
PEOPLE INVOLVEMENT AND THEIR COMPETENCE IN QUALITY MANAGEMENT SYSTEMS * Jarmila ŠALGOVIČOVÁ, Matej BÍLÝ Authors: Workplace: Assoc. Prof. Jarmila Šalgovičová, PhD., Prof. Matej Bílý, DrSC.* Institute of
REPUBLIC OF RWANDA NATIONAL CAPACITY BUILDING SECRETARIAT- NCBS P. O. Box 7367 Kigali Rwanda Email: email@example.com Web site: www.ncbs.gov.rw REQUEST FOR EXPRESSION OF INTEREST FOR HIRING THREE(3) EXPERT
ADEPT Performance Standards for Classroom-Based Teachers Revised ADEPT Performance Standards for Classroom-Based Teachers Introduction Central to the ADEPT system is a set of expectations for what teaching
February 9, 2015 February 9, 2015 Page i Table of Contents General Characteristics... 1 Career Path... 3 Typical Common Responsibilities for the ure Role... 4 Typical Responsibilities for Enterprise ure...
1 360º of Teamwork: How Meetings and Travel Professionals Can Build Strategic Synergies to Drive Results A Position Paper from Meeting Professionals International s Global Corporate Circle of Excellence
Competency Management at Its Most Competent Competencies That Work for Business A recent survey by Human Resource Executive found that two of the top five challenges facing organizations today are aligning
Would I Follow Me? An Introduction to Management Leadership in the Workplace This dynamic program clearly shows the right and wrong ways to deal with the very important human dimension of team performance.
The Performance & Learning Plan and Year End Performance Evaluation Process Overview: Employee Guide The Performance & Learning Plan (PLP) and Year End Performance Evaluation (YEP) Processes together form
From Body of Knowledge to Embodied Knowledge: Leveraging the Project Management Professional (PMP) Certification By Jennifer Tucker, PMP OKA (Otto Kroeger Associates), firstname.lastname@example.org Abstract. The
High Performance Culture Change by Curt J. Howes Organization Performance Strategies What is Culture Culture is to the organization what personality is to the individual. It is the pattern of shared beliefs,
Partnersmith A Partnersmith Case Study The Challenge: Managing and maintaining a collaborative relationship to realize the full value of a complex outsourcing arrangement The Solution: Partnersmith Outsourcing
IT Management Advisory A Privacy Officer s Guide to Providing Enterprise De-Identification Services Ki Consulting has helped several large healthcare organizations to establish de-identification services
HUMAN RESOURCES AND KNOWLEDGE MANAGEMENT Brikend Aziri South East European University, Republic of Macedonia email@example.com Nexhbi Veseli South East European University, Republic of Macedonia firstname.lastname@example.org
The document in this file is adapted from the IEEE standards for Software Project Management Plans, 1058-1998, which conforms to the requirements of ISO standard 12207 Software Life Cycle Processes. Tailor
USDA Virtual University School of Talent Management Leadership Essentials Certificate Program Leadership Competency Self Assessment Building Blocks for Workforce Development Based on OPM Competencies Updated:
Global Account Management for Sales Organization in Multinational Companies * Tino Canegrati ** Abstract A Global Company is not just a Multinational Company, but on top it has developed an organizational