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How to find articles and the APA reference on the topic of management.
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Change Management is not easy. It is a painful process that requires the Project Manager to be both a warrior and a diplomat. You will need an arsenal of quality tools, and well honed soft skills to make it through managing a change with little or no collateral damage. I am sure you think I am exaggerating. Here’s why I am not:
1. You will have 3 factions to deal with:
A key group of stakeholders will think the change is vital to the success of the project (they may or may not be right) and will be unwilling to budge until the change is agreed upon and implemented.
Another group will have no capacity to absorb the change without additional funding and/or time.
Leadership. You are not likely to get more time. You may or may not get additional funding, but more funding is not likely to help without crashing the schedule anyway until new resources are brought up to speed.
It’s even more fun when the stakeholders who want the change are also leadership. I’m sure you’ve heard, “Just get it done” before.
2. Most people are naturally resistant to change:
Once headed in a particular direction, it’s at least irritating and often demoralizing to people who have to change direction or start over. Maintaining positive energy in the ranks is a challenge, especially if things keep changing.
3. Someone ultimately is going to be unhappy about the final decision.
In the end though, change is natural and will happen. You will be successful if:
You clearly set expectations about how change will be managed early in the project.
Decisions to make or not make a change are well informed decisions.
Key Strategies for Managing Change
Plan your butt off and define scope extremely well. Strong planning around solid scope definition is a key to minimizing unexpected change down the road.
Force quality requirements development. Don’t even think about design or engineering before you have a high level of confidence that requirements are solid and well understood. If you inherit requirements, make everyone review them and agree to them again before going too far into design. You will be pressured to run ahead because things will appear stagnant during requirements engineering. Trust me, stand your ground. It will pay off down the road.
Plan for change. It will happen regardless of how well you do 1-2 above. Developing a simple to follow process as part of your plan will help set the expectation for everyone and make it easy for you to act swiftly when the time comes.
Get the following key stakeholders to agree/sign-off on your project plan and requirements. This won’t always help when the rubber hits the road, but it does put everyone on a level playing field when that first change request comes in:
The Project Sponsor. This person will be like Dr. Jekyll and Mr. Hyde when it comes to change depending on which faction has his/her ear. If you can at least get agreement for your change management process, you will minimize snap decisions that can de-rail your project.
Engineering/Development Managers. This group will be moderately resistant to change without additional time or funding. They will be protective of their teams and will push back on requiring their people to work additional hours. Assuring them that no decisions will be made without their input will keep them from assuming a defensive posture and help drive collaboration when the time comes.
Quality Assurance or Test Managers. This group always gets screwed when it comes to change. No wiggle room in the schedule often means shortening of the QA cycle. They know it, and are already on the defensive. Incorporating quality considerations into your change management process will enable this group to describe risks to quality when certain decisions are made. While this may not ultimately change the final decision, at least this group will have been at the table with a voice.
The Change Management Plan
This section of your project plan needs to include the following:
Clear criteria for when the change management process is required
Roles and responsibilities
A simple step by step procedure that includes how to perform these key steps:
Requesting the change
Making the final decision
Drafting the tactical plan to incorporate the change and get back on track
In addition, you will need to have standard templates/tools in place ahead of time to help manage the change when the time comes.
A Change Management form or template.
A SWORD Analysis (a future article)
A Change Management Log
Change Management Criteria
The change management process is required when a requested change will likely have any impact on project scope, increase in schedule, increase in cost, or degradation of quality.
Other texts may say that ANY impact to schedule or cost require the change management procedure to be executed. I personally disagree, but you can decide for yourself.
Roles and Responsibilities
Every project should have a predefined Change Control Board (CCB) that includes at least the Project Manager, Project Sponsor, Development/Engineering Managers, and QA/Test Managers.
Your projects may require additional roles. Here are some quick guidelines:
Roles should be included if they have resources assigned to the project, human resources, HW/SW resources, financial resources, etc.
Roles should be included if they are managing projects that have dependencies on your project, or vice versa.
Roles should be included if they have oversight across multiple related projects, i.e. Program Managers or Release Managers.
Each member of the CCB will have different responsibilities. Here are some examples:
Document the change request
Manage the change request through the process
Facilitate the CCB meetings
Incorporate approved change requests into the project
Attend CCB Meetings
Make final decision to approve or reject each change request
HR managers for resources assigned to projects and System managers managing systems impacted by your project
Perform Impact Assessments as requested
Attend CCB Meetings
Participate in implementation planning for approved change requests
Drive Impact Assessment for dependent projects
Attend CCB meetings
Participate in implementation planning for approved change requests
This is the most important piece of managing a change request. A quality impact assessment will drive an informed decision and, when the change request is approved, will ensure smooth introduction of the change into the in-flight project. Do this well.
Each group/team represented in your project and dependent projects will need to complete an Impact Assessment. Simply put, this is an estimate of additional cost and/or duration that team will incur if the change is approved. This information is compiled from all teams and then brought to the Change Control Board meeting for discussion and decision.
Very often, a person requesting a change will be very focused on exactly what he/she wants for a solution, and will not clearly articulate what the problem is that needs to be solved. Because of this, you should always go through the exercise of exploring alternatives. A good branistorming exercise with key stakeholders almost always results in a creative solution that will result in less drama that the originally proposed solution. This is because everyone has had a chance to voice opinion, and will be more willing to compromise. Look for another article by me titled, “SWORD Analysis, SWOT with an Edge” where I discuss a great method for exploring alternatives.
Making the Final Decision
Now that you have all of the information compiled, the final decision is made. If you have done everything up to this point as described above, the decision is simply a formality. More often than not, the decision was already made during Exploring Alternatives. But in very rare cases, it’s not so simple. In cases like that, you will need to call upon your sponsor to make the final call.
Drafting the Tactical Plan
OK – so now you have an approved change request. The final step – implement the change. Simple? Not quite.
Think of a change as a small project within the project. As such, you will need to have a plan for how the change will be implemented. This plan should contain many of the sections of the project plan, but very simplified. Your plan to implement the change should be a single page document or less.
Here are the sections you will need:
Roles and Responsibilities
Tasks, including who is assigned, and when it is due
Status reporting plan – how people can expect to be notified of the progress
Finally, you will need to track the progress of all of your change requests so that you can manage several at once, as well as keeping everyone in the know about them. Your log should contain the following sections:
ID – Simple numbering suffices
Title – A short title describing the change
Description – a paragraph that describes the change in more detail
Requestor – The name of the person requesting the change
status – Requested, Assessed, Alternatives Explored, Accepted/Rejected, Implemented (if accepted)
Add more if you like, but these are the primary sections.
Phew! I know it seems like a lot, but trust me, you will need to get good at this. Strong change management skills are what will separate good project managers from great project managers.
Keep reading and I’ll keep writing!
Steve Yuhas is an accomplished project manager with a focus on efficient software engineering through data driven process improvement and simplification. He has applied his skills to a variety of industries, and has most recently begun some personal ventures like MarketCastle.com
In Human Resource (HR) and management circles these days there’s abundant speak about Strategic Human Resource Management and several expensive books will be seen on the shelves of bookshops. But what exactly is SHRM (Strategic Human Resource Development), what are its key features and how does it differ from traditional human resource management? SHRM or Strategic human resource management may be a branch of Human resource management or HRM. It is a fairly new field, that has emerged out of the parent discipline of human resource management. Abundant of the first or thus referred to as traditional HRM literature treated the notion of strategy superficially, rather as a purely operational matter, the results of that cascade down throughout the organisation. There was a reasonably unsaid division of territory between individuals-centred values of HR and tougher business values where company methods very belonged. HR practitioners felt uncomfortable within the war cabinet like atmosphere where company strategies were formulated. Definition of SHRM Strategic human resource management can be outlined because the linking of human resources with strategic goals and objectives so as to enhance business performance and develop organizational culture that foster innovation, flexibility and competitive advantage. In an organisation SHRM means that accepting and involving the HR perform as a strategic partner within the formulation and implementation of the corporate’s strategies through HR activities such as recruiting, choosing, training and rewarding personnel. How SHRM differs from HRM In the last two decades there has been an increasing awareness that HR functions were like an island unto itself with softer individuals-centred values way aloof from the onerous world of real business. In order to justify its own existence HR functions had to be seen as a lot of intimately connected with the strategy and daily running of the business side of the enterprise. Many writers in the late 1980s, started clamoring for a more strategic approach to the management of individuals than the standard practices of ancient management of individuals or industrial relations models. Strategic human resource management focuses on human resource programs with long-term objectives. Instead of focusing on internal human resource issues, the focus is on addressing and solving issues that effect people management programs in the long run and usually globally. So the first goal of strategic human resources is to increase employee productivity by focusing on business obstacles that occur outside of human resources. The primary actions of a strategic human resource manager are to identify key HR areas where ways can be implemented in the long run to enhance the general employee motivation and productivity. Communication between HR and top management of the corporate is important as without active participation no cooperation is possible. Key Options of Strategic Human Resource Management The key features of SHRM are ? There is an specific linkage between HR policy and practices and overall organizational strategic aims and the organizational surroundings ? There is some organizing schema linking individual HR interventions therefore that they are mutually supportive ? Much of the responsibility for the management of human resources is devolved down the line Trends in Strategic Human Resource Management Human Resource Management professionals are increasingly faced with the issues of employee participation, human resource flow, performance management, reward systems and high commitment work systems within the context of globalization. Older solutions and recipes that worked in a very native context do not work in a world context. Cross-cultural issues play a serious role here. These are some of the foremost problems that HR professionals and top management involved in SHRM are grappling with in the first decade of the 21st century: ? Internationalization of market integration. ? Increased competition, that may not be native or maybe national through free market ideology ? Rapid technological change. ? New ideas of line and general management. ? Constantly changing ownership and resultant corporate climates. ? Cross-cultural problems ? The economic gravity shifting from ‘developed’ to ‘developing’ countries SHRM additionally reflects some of the most up to date challenges faced by Human Resource Management: Aligning HR with core business strategy, demographic trends on employment and the labour market, integrating soft skills in HRD and eventually Knowledge Management.
Jeff Patterson has been writing articles online for nearly 2 years now. Not only does this author specialize in Human Resources, you can also check out his latest website about Electric Garage Heater Which reviews and lists the best Gas Garage Heaters
Business Management Resume
A business management resume should include information in an organized way. Before drafting your own resume, research and collect information about the format and sections to be included in it. This will help you to draft a Sample Management Resume that would grab the attention of the employer and get you the job.
Tips for drafting an effective Business Management Resume are described below:
This resume should begin with the personal contact information such as your name, address, email address and telephone numbers. Besides this other sections that are to be included in the resume are objective section, skills, educational qualifications, work experience and reference.
An additional section about your personal information such as your name, date of birth, employment status and relationship status can be also included before the section of references in your resume.
The objective statement is a very important section in your resume. Your job objective should be precise and highlight your capabilities to the employer.
The work experience section should include information about the previous jobs and also list responsibilities undertaken by you. You can also include information about any serious issue handled by you and the method utilized for solving the problem.
The educational qualification section should begin with the highest qualification followed by others. You can also include information about certifications in it.
While formatting your business management resume, you should keep it as simple as possible. The content included in it should be easily readable. Use bulleted points while listing your skills, educational qualifications and work experience.
Include information about any special achievements and awards in your resume. The information such as skills, educational qualifications and work experience included should be related to the post you have applied for.
Use the keywords related to your profession in it. However, avoid using these keywords excessively.
Browse different websites and refer to the different business management resume sample which will give you an idea for drafting your resume. It will inform you about the format for drafting a resume.
Revise all the contents included in your resume and check for any grammatical or spelling errors in it. Make the necessary changes.
The content included in the resume should be simple and highlight your skills and capabilities. Avoid using long and complicated sentences in it.
Thus, the above mentioned tips will help you to draft an ideal business management resume and help you to get a dream job.
John Martin runs his website and provides important information on How to get success on Sample Management Resumes?. Also you get more information on Construction Management Resume.
Â Human resource management is one of the courses or subjects that are offered to business-oriented students in tertiary levels of learning. Â However, due to subsequent constraints in timing and other academic roles of the student, most student often fail to construct a formidable juggling of the various lives of a student. Hence it becomes easier to solicit the help of professional writers who prepare quality and customized human resources management papers. These business transactions are carried out online thus it could be risky business for the student as fraud and delivery of poor quality human resource management papers is a common phenomenon in the market.Â Therefore, it is important to note the qualities of a human resource management writing company which will guarantee one of equal treatment and availing high quality papers. This essay looks at some of the qualities of a genuine human resource management paper writing company.
The very first quality that will act as a weighing balance for high quality products from such companies is the nature of advert stat are placed on the website. Some companies are known to provide unattainable goals and papers such that they raise the expectations of the client so high but at the end of it all, the results are under quality. Therefore, the goals and nature of services offered must be realistic to avoid biased notions of the expected paper.
The human resource management papers are often based on real life situations hence application papers are regarded high as their occurrence is much higher. Thus the writing company has to ensure that the writers who are delegated to write the human resource management paper have been through the same program. This could be up to undergraduate or masterâs level where competence is not compromised. This reassurance of having graduates writing the human resource management paper creates a higher degree of professionalism in both sides as the client will rest assured that the paper which will be delivered to them will attain high grades.
The other quality of human resource management papers writing company is that the charges should be reasonable enough. This implies that prices for human resource management papers for various levels of learning such as undergraduate, masterâs doctoral and post-doctoral should be priced differently. This is carried out to ensure that lack of uniformity in price results in varying degrees of professionalism in each paper for the different levels of learning. Prices should not however be used by clients to determine the quality of human resource management papers which will be delivered as on several occasions the prices may be high but the paper quality very low.
Human resource management paper writing firms should be in a position to warrant their clients of the endless modification options that are extended to them until they get their customized papers. Such is made possible especially where instructors make changes on the original copy thus the same must be incorporated in the most formidable way possible. In line with modifications are editing and formatting which is rendered uniquely to every client as most of them present diverse needs which cannot be replicated to others. Human resource management papers should thus be written in the most original and customized criterion present to ensure that the client gets value for their money.
If you are on the verge of completing high school and are very much concerned about what career option to follow to become successful in your life then you have a pretty good option of going for the business management accounting schools. As the demand for the educated business professional is on the rise, the following programs in business management can be really helpful in brightening your career.
Even if you’re already employed and are looking for some change in your career and want to enhance your skill and knowledge then you will find plenty of vocational colleges, schools and universities that will offer you programs in business management.
As a student you can focus your career in business administration by choosing one of the degrees mentioned below. These are a few of the degrees that you can pursue in different business management schools:
Associate of Science
It is a degree program in which you will study various subjects so that you can gain information and knowledge about business studies. You can apply such knowledge and information in your profession so that you can perform your work in a better fashion.
Bachelor of Science
It is basically a three year degree course that has to be studied from an accredited and approved university with business administration as your main subject. In your degree course you will be taught different managerial skills so that you can work as a professional and bring profit for your business or employer.
Masters of Science
In order to take admission in Masters of Science degree course you will have to attain a Bachelor of Science or at least Bachelor of Arts degree so that you have the basic knowledge of the subject and can gain advanced and professional information.
Masters of Business Administration
MBA programs are widely reputed and all of us are equally aware of how people with MBA degrees are being called up by variety of small, large and multinational companies to run their business in a rightful manner. An MBA degree with a major in Accounting will help you in establishing a strong career in the accounting field and also earn you a handsome salary every month. After completing your MBA degree you can work for a company or can even start your own business.
You can also go for the PhD degrees in business administration that will help you focus on different accounting and finance subjects. These degree courses will also teach you about risk management which will prove to be very effective in meeting the different goals of the business you are involved in.
All these degree programs can be done through any business management accounting schools. You also have a choice of taking up the different online programs in business management or you can also go for the offline colleges if you can attend full time classes at the university.
AccountingProgramsU.com provides the opportunity to research and request free information top accounting schools and top accounting programs for potential students looking to start or expand their career in accounting.
The modelling and fashion industry is booming all over the world and these companies have to deal with global sourcing problems which need to be regularly evaluated their material sourcing strategies. The key factors in determining the place of production will be the labour and transportation costs as the production takes place across different places some times the factory would be located in different states or countries. Setting up various agreements, material transportation along with the synchronization of raw material supply, all includes a very tedious process.
In the modelling market it will take long time to launch a new fashion product as it involves many pre-production stages and steps. Supply chain which is the most complicated and complex nature, along with the global production styles and methods are the main reasons which add to the industry’s long lead times. This includes yarn fabric selection, garment development specification notes and the sampling methods followed in the industry.
This ever shifting seasonal trend in the fashion and modeling industry shows that the product life styles are really very short. Even in case of the cyclic demands there are at times small changes to the apparel’s design and the colour or size combinations might undergo remarkable changes. It has to be given due consideration with respect to the logistics aspects and the difficulties in managing the large number of styles along with the necessity to maintain enough stock keeping units.
It is essential that fashion and modelling companies must manage an optimum product mix. It will take more time between the initiation of any process of production and the completion, which will be a great burden for the fashion producers to design and develop new product lines in an effort to maintain and retain the retailer’s interest which will increase the product sales. It had become a very challenging aspect for the producer to maintain maximum speed, flexibility which is necessary to satisfy the ever changing customer demands. They have to identify and check out the people’s needs and have to come out with such type of fashion accessories and products. In the past, the straight forward fashion trend directs what the general consumers wore, but now everything had changed as lot of new styles are made available and with a greater rise in globalization aspects consumers are aware of the latest fashion news through some of the latest media tools as well.
In short fashion items undergo changes very rapidly starting from the hosiery items and basic underwear stuffs, from high street products to some of the exclusive high end fashion brands. For the business to be retained in the ever changing fashion and modelling world every producer or manufacturer should be able to manage the brand values and loyalty of the product which will be the serious marketing task enabling to withstand the competition prevailing in those creative industries.
The author is a copy writer and is working for a model agency.To know more about Replay models and replay modelling visit://www.replaymodels.com/