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How To Recruit A Project Manager
 

How To Recruit A Project Manager

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Basics to recruit a project manager

Basics to recruit a project manager

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How To Recruit A Project Manager How To Recruit A Project Manager Presentation Transcript

  • Recruiting a Project Manager - Boris Modestus
  • Agenda Terms of Reference (ToR). Recruitment and PM methods. Recruitment and Standards. Recruitment is a Process. Involve HR. Cowboys and Indians. Testimonial. Conclusions. 5 7 4 3 1 2 6 8
  • HR HR Engineering for the ICT market A business approach to Recruitment & Talent Acquisition IT Activities of Ulysses Headhunting Recruitment & Selection IT Recruitment Co-Sourcing Temporary IT Resources (SAP, Service Management, process improvement, J2EE, .NET,…)
  • Terms of Reference Authorized to act, to judge…Collection of knowledge, skills, experiences, personal attitudes and values . The process by which talent is recruited, selected, and transitioned into assignments in the organization. 2 Competence 1 Recruitment
  • Recruitment and PM Methods Starting up a project (SU): 1 Prince2
  • Recruitment and PM Methods Roles (CP) in Part II - Execution Tailoring 2 Hermes
  • Recruitment and Standards Organizational Planning / Staffing acquisition . 1 PMBOK 9.4 Team Mgt 9.1 Organizational Planning 9.2 Staffing Acquisition Project HR Management Planning
  • Recruitment and Standards IPMA Competences Baseline v3.0
    • Almost finished by the end of 2008
    • Ready for publication in February 2010
    2 IPMA 3 ISO 21500 Annex 3 Competency & Project personnel development Contextual competences Behavioural competences Technical competences
  • Recruitment and Standards 4 People Capability Maturity Model
  • Recruitment and Standards B Commitment to Perform: C Ability to Perform: A Goals: Goal 2: Candidates are recruited for open positions. Goal 3: Staffing and work assignment  assessment of work criteria Com.1: Establish and document policy for staffing activities Com.2: An organizational role is assigned to assist units on staffing activities Abi.2: Adequate resources are provided for performing staffing activities D Practices: Pra.2: Each unit analyzes its proposed work to determine the effort and skills required. 4 People Capability Maturity Model
  • Recruitment is a Process Recruitment is a Process P2 Sourcing P3 Interview P4 Selection P5 Closing P6 Transition P1 Job Description P input output Communicate , document
  • Recruitment is a Process Recruitment is a Process P2 Sourcing P3 Interview P4 Selection P5 Closing P6 Transition P1 Job Description
  • Recruitment is a Process P1.2 Roles et Responsabilities P1.3 Competences and Skills P1.4 Experiences P1.1 Background P1 Job Description P1.5 Compensation and Benefits SCORECARD Template P Projects Job desc HR Policy
  • Recruitment is a Process Background
    • JUSTIFY
    • INTEREST
    • PERSPECTIVES
    • MARKETING
    OBJECTIVES
    • DESCRIBE WORK ENVIRONMENT AND EXPECTATIONS
    HOW P1.1
    • HR, Supervisor (SUP): IT Manager, Program, Portofolio Manager
    WHO P1 Job Description
  • Recruitment is a Process Roles et Responsabilities
    • I DID IT OR I WOULD LIKE TO DO IT
    • ESTIMATE AUTONOMY
    • DETERMINE IF THE WORKLOAD IS MANAGEABLE
    OBJECTIVE
    • DESCRIBE THE SCOPE OF THE POSITION
    HOW P1.2
    • HR, Supervisor (SUP): IT Manager, Program, Portofolio Manager
    WHO P1 Job Description
  • Recruitment is a Process CONTEXTUAL TECHNICAL BEHAVIOURAL
    • HR,
    • Supervisor (SUP): IT Manager, Program, Portofolio Manager
    • Peers
    • PMO
    WHO Competences and Skills P1.3 P1 Job Description
  • Recruitment is a Process TECHNICAL Project management success Interested parties Project requirements & Objectives Risk & Opportunity Quality Project organization Teamwork Problem resolution Project structure Scope & deliverables Time & project phases Resources Cost & finance Procurement & contract Changes Control & reports Information & documentation Communication Start-up Close-out Competences and Skills P1.3 P1 Job Description
  • Recruitment is a Process BEHAVIOURAL Relaxation Self-control Reliability Negotiation Results orientation Problem resolution Consultation Values appreciation Conflict & crisis Ethics Openness Assertiveness Leadership Engagement & motivation Creativity Efficiency Competences and Skills P1.3 P1 Job Description
  • Recruitment is a Process CONTEXTUAL Personnel management System, product & technology Finance Legal Project orientation Programme orientation Business Health, security, safety & environment Leadership Portofolio orientation Permanent organization Project, programme, portofolio implementation Competences and Skills P1.3 P1 Job Description
  • Recruitment is a Process Experiences
    • LIST REQUIRED EXPERIENCES
    • IDENTIFY EXPERIENCES YOU WANT TO ACQUIRE
    OBJECTIVES
    • PROJECT SCOPE
    HOW P1.4
    • HR, Supervisor (SUP): IT Manager, Program, Portofolio Manager
    • Peers, PMO
    WHO P1 Job Description
  • Recruitment is a Process Compensation & Benefits
    • DETERMINE SALARY PACKAGE ALIGNED WITH MARKET AND HR POLICIES (Salary groups).
    OBJECTIVE
    • HR POLICIES vs BENCHMARKING
    HOW P1.5
    • HR, budget owner + Stakeholders
    WHO P1 Job Description
  • Recruitment is a Process Recruitment is a Process P1 Job Description P2 Sourcing P3 Interview P4 Selection P5 Closing P6 Transition
  • Recruitment is a Process . WHO: HR, Resources Manager, Recruiters, … WHERE: internal candidates, fish-tank, community, Web 2.0,… TOOLS: Capitalize on previous searches P2 Sourcing Determine means and budget P2.1 Screen and select found CVs P2.2 Phone screening - Pitch P2.3 P Job Desc Longlist
  • Recruitment is a Process Recruitment is a Process P1 Job Description P2 Sourcing P3 Interview P4 Selection P5 Closing P6 Transition
  • Recruitment is a Process P3 Interview P3.3 What he/she wants to do P3.4 Present organization and background P3.5 Assess matching P3.2 What he/she has done P3.1 Prepare Sequence P Longlist Scorecard TESTS ASSESSMENT n INTERVIEWS
  • Recruitment is a Process What he did 1
    • Ask for examples
      • Templates
      • Charts
      • Presentations
    • Confront your problems with his experience.
    • Certifications
    • WHY ?
    • WHAT
    • WHY
    • HOW
    • Describe
    • His perception
    Attendees HR PEER PMO SUP. P3 Interview What he wants to do 2 Background 3
  • Recruitment is a Process Recruitment is a Process P1 Job Description P2 Sourcing P3 Interview P4 Selection P5 Closing P6 Transition
  • Recruitment is a Process Proposal P4 Selection P4.4 Champion election P4.3 Secure candidates P4.2 Top 3 based on scorecard, ranking P Scorecard Shortlist P4.5 Contract proposal P4.1 References check
  • Recruitment is a Process Recruitment is a Process P1 Job Description P2 Sourcing P3 Interview P4 Selection P5 Closing P6 Transition
  • Recruitment is a Process P Champion New Employee Shortlist P5 Closing P5.3 Contract signature meeting P5.2 Negotiate, adapt P5.1 Present contract proposal
  • Recruitment is a Process Recruitment is a Process P1 Job Description P2 Sourcing P3 Interview P4 Selection P5 Closing P6 Transition
  • Recruitment is a Process P Employee Project Manager New Employee P6 Transition P6.3 Involve newcomer P6.2 Provide adequate training P6.1 Introduce newcomer
  • Involve HR ! Key factor of success - right people for the right project
    • HR can assist in
    • Creating job descriptions
    • Selecting appropriate people
    • Selecting HR suppliers
    • Organization in Change Management
    • In conflict management
    • In team management
    • Providing tools to keep motivation up
    • Rewarding and recognition program
    • Projects might be good fish-tank for promotions
    • Retaining good employees
    Involve HR !
  • Cowboys and Indians No Cure No Pay: Success Fee (% of Annual Salary) Retainer: Retainer Fee (fix amount) + Success Fee Headhunting: Success Fee (3 x 1/3) Recruitment Co-Sourcing: Daily fee + success fee Contingency: Success Fee but no specific search Referral: Reward Pricing models of Recruitment Companies 5 6 4 3 1 2
  • Business Case - Background
    • Public Sector and Federal
    • ERP (SAP)
    • Reporting
    Integration Manager ? Program manager ? Company 2 Company 3 Holding Company 1 CEOh CFOh CEO 1 CFO 2, PM1 CEO 2 CFO 2, PM2 CEO 3 CFO 3, PM3 SAPh SAP1 SAP2 SAP3 GIS CEOg NO IT Sup1 IT Sup2 IT Sup1 P1 Started Scope 1 P2 Started Scope 2 P3 not started Scope 3 Ph not started Scope h CFOh –Project Sponsor Report to Payroll Project Manager Project Manager Assistant Our Mission General Management, Strong Financial Background, Project Management (SAP) NO ! Goodwill
  • Business Case - Evolution Company 3 Holding Company 2 Company 1 CEOh CFOh, PMh , PMah CEO 1 CFO 2, PM1 CEO 2 CFO 2, PM2 CEO 3 CFO 3, PM3 SAPh SAP1 SAP2 SAP3 IT Sup1 IT Sup2 IT Sup1 GIS CEOg P1 Started Scope 1 P2 Started Scope 2 P3 Started Scope 3 Ph Started Scope h IT Suph PMah
  • Conclusions Conclusions 5 Involved HR 6 Convince, thrill, tell the truth 8 Estimate the cost 4 Get it right the 1st time (Job Desc) 3 Take the time 1 Think process 2 Be proactive 9 Next step: keep people 7 Follow up and give feedback
  • For more information on how Ulysses can help your organization, please contact us Ulysses Consulting Luxembourg SA Rue Jean Engling, 12 L-1466, Dommeldange +352 27 04 25 1 www.ulysses-consulting.com
  • Thank you for your attention ! - Q&A session