The Project Manager needs to have a very effective tracking method, so that he/she can watch ‘burn’ rate real time. Otherwise there would authorized activities and purchases at a higher rate than expected or unauthorized activities within the budget. Just watching and approving of activity progress is not enough for the project manager. The manager should outline all the possibilities, assumptions and constraints before starting the actual implementation. An activity could actually require more effort or materials or there may be charges against the activity which shouldn’t be. Training and experience can add a lot to it. If you want […]

In project management the Earned Value management is used for measuring the performance of software and other development projects. Establish your baseline phase-by-phase, baseline for coding and testing before the design is available. Make sure that every project activity (task) has clearly defined completion criteria that allow you to objectively determine that it is “done.” From an agile view, while EVM focuses on plans versus actuals, the value delivered to the user. EVM people say that the project is a failure when it fails to deliver all of the specified functionality on time and budget. For agile developers the project is

Project management is a very important part of companies and involves organizing and managing the company’s resources for successful completion of projects. A project is a temporary and one time job needed to create a unique product or service apart from the daily operational activities of the company. Project management means completing a project successfully, on time, within budget and meeting customer’s acceptance criteria. It is applicable to big and small both type of projects. Once the project manager had set a project schedule, it is followed to know if the project is ahead of time or behind. He then

There are many reasons why a project manager suddenly starts micro managing his team. If the Project Manager does not trust a member of the team, then he/she needs to set realistic goals and provide feedback, instead of micromanagement. This can result in replacement of the non performing team member if he/she fails, depending on the nature of the project and organizational culture. Fear of the consequences of failure resulting from a valid or perceived lack of trust in their team would be the most common cause, but a desire to always be in control would be another. Generally people

Today most of the companies go through the leadership development and training programs.  The primary objective of these programs is overall development of senior members of the company so that they can contribute their best to achieve the company’s goals and objectives. But today these programs are conducted just because others are also doing so. To run the course they arrange training and development programs by internal or external trainers. But there are very little follow ups and measurement of the results. Because when people actually come up with innovation they are reluctant to accept it. The objective key results

It is the project manager’s responsibility to try to treat the team members equally even if their contribution in the project is not significant or equal. Sometime managers become moderators to the extent possible normalizers. While all team members are likely not equal, time spent mentoring and giving voice to less equal individuals pays dividends later. Respect and recognition are two different terms, yes all should be given equal respect but recognize – no you cannot recognize all, as the recognition becomes meaningless. Respect is not about an equality rating and it is earned in a work environment just like valued

Generally most of the people assume that the change being resisted is beneficial; that it’s the right thing to do. A “poorly design or inappropriate change and ineffective communication regarding need for the change” are the main reasons for its resistance. People love to remain in the comfort zone in life, so anything that disrupts it, creates unrest. That’s the reason people resist change, they feel insecure and dejected. Change managers always must look at the emotional ties to the thing they want to change. People only resist the pain of change, what about gain due to change. Below is