This document provides a status update on an information management project controls plan as of 9/21/07. It outlines key tasks, their estimated completion dates, and current status. The highest priority tasks involve moving project status tracking from Excel to a database for improved reporting, extending controls to all development projects, and establishing weekly reporting and milestone tracking for high impact projects to be used as a business scorecard metric.
This document provides guidance on factors to consider when selecting an ICT project. It outlines key subjects to examine regarding the product, partner, process, price, and post-implementation support. For the product, it suggests evaluating the functional scope, market fit, connectivity, customization options, and reporting functionality. For the partner, it recommends assessing culture, experience, vision, and employee structure. The process section covers project type, methodology, transparency, and change management. Price considerations include payment structure, licensing, and ongoing costs. Post-implementation reviews support, upgrades, and employee training.
CAPM Study Guide Communication Management,PMP Study Guide Communication Management,PMI PMBK Study Guide Communication Management,Higazi PMP CSM,Ahmed Higazi,PMBK4th, Communication Management ITTO
This document discusses time management processes for planning and controlling a project schedule. It defines key processes for planning a project schedule including defining activities, sequencing activities, estimating activity resources and durations. It also discusses developing a project schedule using techniques like critical path method. Finally, it discusses the process of controlling the project schedule by monitoring schedule performance and managing changes to the schedule baseline.
This document discusses how to define key performance indicators (KPIs). It provides steps for creating KPIs for a construction technician position, including defining objectives, identifying key result areas and tasks, determining work procedures, and creating measures. The document also discusses mistakes to avoid, such as creating too many KPIs or ones that do not change based on goals. Finally, it describes different types of KPIs like process, input, output, leading, lagging, outcome, qualitative, and quantitative.
This document provides a status update on an information management project controls plan as of 9/21/07. It outlines key tasks, their estimated completion dates, and current status. The highest priority tasks involve moving project status tracking from Excel to a database for improved reporting, extending controls to all development projects, and establishing weekly reporting and milestone tracking for high impact projects to be used as a business scorecard metric.
This document provides guidance on factors to consider when selecting an ICT project. It outlines key subjects to examine regarding the product, partner, process, price, and post-implementation support. For the product, it suggests evaluating the functional scope, market fit, connectivity, customization options, and reporting functionality. For the partner, it recommends assessing culture, experience, vision, and employee structure. The process section covers project type, methodology, transparency, and change management. Price considerations include payment structure, licensing, and ongoing costs. Post-implementation reviews support, upgrades, and employee training.
CAPM Study Guide Communication Management,PMP Study Guide Communication Management,PMI PMBK Study Guide Communication Management,Higazi PMP CSM,Ahmed Higazi,PMBK4th, Communication Management ITTO
This document discusses time management processes for planning and controlling a project schedule. It defines key processes for planning a project schedule including defining activities, sequencing activities, estimating activity resources and durations. It also discusses developing a project schedule using techniques like critical path method. Finally, it discusses the process of controlling the project schedule by monitoring schedule performance and managing changes to the schedule baseline.
This document discusses how to define key performance indicators (KPIs). It provides steps for creating KPIs for a construction technician position, including defining objectives, identifying key result areas and tasks, determining work procedures, and creating measures. The document also discusses mistakes to avoid, such as creating too many KPIs or ones that do not change based on goals. Finally, it describes different types of KPIs like process, input, output, leading, lagging, outcome, qualitative, and quantitative.
NCV 4 Project Management Hands-On Support Slide Show - Module 6Future Managers
This slide show complements the Learner Guide NCV 4 Project Management Hands-On Training by Bert Eksteen, published by Future Managers. For more information visit our website www.futuremanagers.net
This document discusses key performance indicators (KPIs) and how to develop them. It provides information on defining objectives and key result areas, identifying tasks and work procedures, and measuring results to create KPIs for specific job roles. It also discusses common mistakes to avoid, such as creating too many KPIs or not linking them to strategy. Finally, it outlines different types of KPIs, including process, input, output, leading, lagging, outcome, qualitative and quantitative metrics. The overall document provides guidance on establishing an effective KPI system for performance measurement and management.
This document discusses key performance indicators (KPIs) for transportation. It provides resources for transportation KPIs including lists of KPIs, performance appraisal metrics, job skills, and key result areas. It also discusses steps for creating KPIs for specific positions, common mistakes to avoid, how to design effective KPIs, and different types of KPIs such as process, input, output, leading, lagging, outcome, qualitative, and quantitative KPIs. The document recommends top resources including lists of 2436 KPIs, 28 performance appraisal forms, and 11 performance appraisal methods.
This document discusses key performance indicators (KPIs) and how to design them. It provides examples of different types of KPIs such as process, input, output, leading, lagging, outcome, qualitative and quantitative KPIs. The document also outlines steps to create KPIs for specific job roles and common mistakes to avoid, such as having too many KPIs or ones that are not clearly linked to strategy. Additional resources on KPIs are provided.
This document discusses key performance indicators (KPIs) for evaluating job performance. It provides information on developing KPI systems, including defining objectives, identifying key result areas and tasks, and determining methods to measure results. The document cautions that KPI systems should include 3-5 KPIs focused on the most important goals and should change based on the evaluation stage. It also describes different types of KPIs such as process, input, output, leading, lagging, outcome, qualitative and quantitative.
This document discusses key performance indicators (KPIs) and how to develop them. It provides information on different types of KPIs, including process, input, output, leading, lagging, outcome, qualitative and quantitative KPIs. The document also outlines steps to create KPIs for specific job roles and common mistakes to avoid, such as having too many KPIs or ones that are not clearly linked to strategy. Additional resources on KPIs are referenced that can be accessed on kpi123.com.
This document discusses key performance indicators (KPIs) and dashboards in SharePoint 2010. It provides links to free resources on KPIs, including lists of KPIs, performance appraisal templates, and methods. It also outlines steps for creating KPIs for specific job roles, common mistakes to avoid, and how to design effective KPIs linked to organizational strategy and goals. Finally, it describes different types of KPIs such as process, input, output, leading, lagging, qualitative, and quantitative.
This document discusses key performance indicators (KPIs) and KPI dashboards. It provides information on developing KPIs, including defining objectives, identifying key result areas and tasks, and determining methods to measure results. The document discusses common mistakes in creating KPIs, such as having too many KPIs not linked to key result areas. It also outlines different types of KPIs like process, input, output, leading, lagging, outcome, qualitative and quantitative KPIs. Additional resources on KPIs and performance appraisal metrics can be found on the listed website.
This document discusses key performance indicators (KPIs) for production. It provides information on developing KPIs, including defining objectives, identifying key result areas and tasks, and determining methods to measure results. The document also discusses common mistakes in creating KPIs, such as having too many KPIs not linked to key result areas. Additionally, it describes different types of KPIs like process, input, output, leading, lagging, outcome, qualitative and quantitative KPIs.
This document discusses key performance indicators (KPIs) and how to develop them. It provides information on defining objectives and key result areas, identifying tasks and work procedures, and measuring results to create KPIs for specific job roles. The document also discusses common mistakes in developing KPIs, such as creating too many, and how KPIs should be linked to strategy and empower employees. Finally, it outlines different types of KPIs, including process, input, output, leading, lagging, outcome, qualitative and quantitative metrics.
This document discusses key performance indicators (KPIs) and how to develop them. It provides information on defining objectives and key result areas, identifying tasks and work procedures, and determining methods to measure results for each. The document notes that KPIs should be clearly linked to strategy and answer important questions while empowering employees. It also discusses different types of KPIs, including process, input, output, leading, lagging, outcome, qualitative, and quantitative KPIs.
This document discusses key performance indicators (KPIs) and how to develop them. It provides information on different types of KPIs, including process, input, output, leading, lagging, outcome, qualitative, and quantitative KPIs. It also outlines steps for creating KPIs for a specific position, common mistakes to avoid, and how KPIs should be designed to link to strategy and empower employees. The document recommends top materials for developing KPIs, including lists of KPIs, performance appraisal forms, and performance appraisal methods.
This document discusses key performance indicators (KPIs) and metrics for evaluating job performance. It provides information on developing KPIs, including defining objectives, identifying key result areas and tasks, and determining methods to measure results. The document also discusses common types of KPIs such as process, input, output, leading, and lagging KPIs. Mistakes to avoid when developing KPIs, such as having too many, are also covered. Additional resources on KPIs and performance metrics can be found on the listed website.
This document discusses key performance indicators (KPIs) and how to develop them. It provides information on defining objectives, identifying key result areas and tasks, measuring results, and creating KPIs. It also discusses common mistakes in KPI development, such as creating too many KPIs or not linking them to strategy. Finally, it outlines different types of KPIs, including process, input, output, leading, lagging, outcome, qualitative and quantitative KPIs.
This document discusses key performance indicators (KPIs) and compliance materials for creating and using KPIs. It provides information on defining objectives and key result areas, identifying tasks and work procedures, and creating metrics to measure performance. The document lists common types of KPIs such as process, input, output, leading, lagging, outcome, qualitative, and quantitative KPIs. It also provides links to download additional free resources on KPIs, including lists of KPIs, performance appraisal forms and methods.
This document discusses key performance indicators (KPIs) for evaluating job performance. It provides information on developing KPIs, including defining objectives, identifying key result areas and tasks, and determining methods to measure results. The document cautions against creating too many KPIs and notes that KPIs should be linked to strategy and empower employees. It also describes different types of KPIs, such as process, input, output, leading, lagging, outcome, qualitative and quantitative KPIs.
This document discusses key performance indicators (KPIs) and provides information about creating and using KPIs. It includes lists of different types of KPI materials that can be downloaded for free, such as lists of KPIs, performance appraisal forms and methods. It also outlines steps for creating KPIs for specific job roles, common mistakes to avoid, how to design effective KPIs, and different types of KPIs including leading, lagging, qualitative and quantitative.
This document discusses key performance indicator (KPI) measurements. It provides information on developing KPIs, including defining objectives, identifying key result areas and tasks, determining work procedures, and creating metrics to measure results. The document also discusses common mistakes in creating KPIs, such as having too many KPIs not linked to key result areas. Additionally, it describes different types of KPIs, such as process, input, output, leading, lagging, outcome, qualitative and quantitative KPIs. Resources on KPIs can be found at kpi123.com.
This document discusses key performance indicators (KPIs) and how to develop them. It provides information on different types of KPIs, including process, input, output, leading, lagging, outcome, qualitative and quantitative KPIs. The document also outlines steps for creating KPIs for specific job roles and common mistakes to avoid, such as having too many KPIs or ones that are not clearly linked to strategy. Additional resources on KPIs can be found on the kpi123.com website.
This document discusses project integration management. It covers recent trends in IT projects like globalization, outsourcing, and virtual teams. It also outlines the five project management process groups: initiating, planning, executing, monitoring and control, and closing. Finally, it details the key processes of project integration management, which are developing the project charter and management plan, directing and managing project execution, monitoring and controlling work, performing integrated change control, and closing projects or phases.
The PMBOK 4th edition introduces several changes from the 3rd edition, including:
1) All processes are now named in verb-noun format for consistency.
2) Process descriptions are rewritten in a consistent format.
3) Data flow diagrams clarify sources and destinations for each process.
4) Project documents are differentiated from the project management plan.
5) Several processes were consolidated or renamed for clarification.
NCV 4 Project Management Hands-On Support Slide Show - Module 6Future Managers
This slide show complements the Learner Guide NCV 4 Project Management Hands-On Training by Bert Eksteen, published by Future Managers. For more information visit our website www.futuremanagers.net
This document discusses key performance indicators (KPIs) and how to develop them. It provides information on defining objectives and key result areas, identifying tasks and work procedures, and measuring results to create KPIs for specific job roles. It also discusses common mistakes to avoid, such as creating too many KPIs or not linking them to strategy. Finally, it outlines different types of KPIs, including process, input, output, leading, lagging, outcome, qualitative and quantitative metrics. The overall document provides guidance on establishing an effective KPI system for performance measurement and management.
This document discusses key performance indicators (KPIs) for transportation. It provides resources for transportation KPIs including lists of KPIs, performance appraisal metrics, job skills, and key result areas. It also discusses steps for creating KPIs for specific positions, common mistakes to avoid, how to design effective KPIs, and different types of KPIs such as process, input, output, leading, lagging, outcome, qualitative, and quantitative KPIs. The document recommends top resources including lists of 2436 KPIs, 28 performance appraisal forms, and 11 performance appraisal methods.
This document discusses key performance indicators (KPIs) and how to design them. It provides examples of different types of KPIs such as process, input, output, leading, lagging, outcome, qualitative and quantitative KPIs. The document also outlines steps to create KPIs for specific job roles and common mistakes to avoid, such as having too many KPIs or ones that are not clearly linked to strategy. Additional resources on KPIs are provided.
This document discusses key performance indicators (KPIs) for evaluating job performance. It provides information on developing KPI systems, including defining objectives, identifying key result areas and tasks, and determining methods to measure results. The document cautions that KPI systems should include 3-5 KPIs focused on the most important goals and should change based on the evaluation stage. It also describes different types of KPIs such as process, input, output, leading, lagging, outcome, qualitative and quantitative.
This document discusses key performance indicators (KPIs) and how to develop them. It provides information on different types of KPIs, including process, input, output, leading, lagging, outcome, qualitative and quantitative KPIs. The document also outlines steps to create KPIs for specific job roles and common mistakes to avoid, such as having too many KPIs or ones that are not clearly linked to strategy. Additional resources on KPIs are referenced that can be accessed on kpi123.com.
This document discusses key performance indicators (KPIs) and dashboards in SharePoint 2010. It provides links to free resources on KPIs, including lists of KPIs, performance appraisal templates, and methods. It also outlines steps for creating KPIs for specific job roles, common mistakes to avoid, and how to design effective KPIs linked to organizational strategy and goals. Finally, it describes different types of KPIs such as process, input, output, leading, lagging, qualitative, and quantitative.
This document discusses key performance indicators (KPIs) and KPI dashboards. It provides information on developing KPIs, including defining objectives, identifying key result areas and tasks, and determining methods to measure results. The document discusses common mistakes in creating KPIs, such as having too many KPIs not linked to key result areas. It also outlines different types of KPIs like process, input, output, leading, lagging, outcome, qualitative and quantitative KPIs. Additional resources on KPIs and performance appraisal metrics can be found on the listed website.
This document discusses key performance indicators (KPIs) for production. It provides information on developing KPIs, including defining objectives, identifying key result areas and tasks, and determining methods to measure results. The document also discusses common mistakes in creating KPIs, such as having too many KPIs not linked to key result areas. Additionally, it describes different types of KPIs like process, input, output, leading, lagging, outcome, qualitative and quantitative KPIs.
This document discusses key performance indicators (KPIs) and how to develop them. It provides information on defining objectives and key result areas, identifying tasks and work procedures, and measuring results to create KPIs for specific job roles. The document also discusses common mistakes in developing KPIs, such as creating too many, and how KPIs should be linked to strategy and empower employees. Finally, it outlines different types of KPIs, including process, input, output, leading, lagging, outcome, qualitative and quantitative metrics.
This document discusses key performance indicators (KPIs) and how to develop them. It provides information on defining objectives and key result areas, identifying tasks and work procedures, and determining methods to measure results for each. The document notes that KPIs should be clearly linked to strategy and answer important questions while empowering employees. It also discusses different types of KPIs, including process, input, output, leading, lagging, outcome, qualitative, and quantitative KPIs.
This document discusses key performance indicators (KPIs) and how to develop them. It provides information on different types of KPIs, including process, input, output, leading, lagging, outcome, qualitative, and quantitative KPIs. It also outlines steps for creating KPIs for a specific position, common mistakes to avoid, and how KPIs should be designed to link to strategy and empower employees. The document recommends top materials for developing KPIs, including lists of KPIs, performance appraisal forms, and performance appraisal methods.
This document discusses key performance indicators (KPIs) and metrics for evaluating job performance. It provides information on developing KPIs, including defining objectives, identifying key result areas and tasks, and determining methods to measure results. The document also discusses common types of KPIs such as process, input, output, leading, and lagging KPIs. Mistakes to avoid when developing KPIs, such as having too many, are also covered. Additional resources on KPIs and performance metrics can be found on the listed website.
This document discusses key performance indicators (KPIs) and how to develop them. It provides information on defining objectives, identifying key result areas and tasks, measuring results, and creating KPIs. It also discusses common mistakes in KPI development, such as creating too many KPIs or not linking them to strategy. Finally, it outlines different types of KPIs, including process, input, output, leading, lagging, outcome, qualitative and quantitative KPIs.
This document discusses key performance indicators (KPIs) and compliance materials for creating and using KPIs. It provides information on defining objectives and key result areas, identifying tasks and work procedures, and creating metrics to measure performance. The document lists common types of KPIs such as process, input, output, leading, lagging, outcome, qualitative, and quantitative KPIs. It also provides links to download additional free resources on KPIs, including lists of KPIs, performance appraisal forms and methods.
This document discusses key performance indicators (KPIs) for evaluating job performance. It provides information on developing KPIs, including defining objectives, identifying key result areas and tasks, and determining methods to measure results. The document cautions against creating too many KPIs and notes that KPIs should be linked to strategy and empower employees. It also describes different types of KPIs, such as process, input, output, leading, lagging, outcome, qualitative and quantitative KPIs.
This document discusses key performance indicators (KPIs) and provides information about creating and using KPIs. It includes lists of different types of KPI materials that can be downloaded for free, such as lists of KPIs, performance appraisal forms and methods. It also outlines steps for creating KPIs for specific job roles, common mistakes to avoid, how to design effective KPIs, and different types of KPIs including leading, lagging, qualitative and quantitative.
This document discusses key performance indicator (KPI) measurements. It provides information on developing KPIs, including defining objectives, identifying key result areas and tasks, determining work procedures, and creating metrics to measure results. The document also discusses common mistakes in creating KPIs, such as having too many KPIs not linked to key result areas. Additionally, it describes different types of KPIs, such as process, input, output, leading, lagging, outcome, qualitative and quantitative KPIs. Resources on KPIs can be found at kpi123.com.
This document discusses key performance indicators (KPIs) and how to develop them. It provides information on different types of KPIs, including process, input, output, leading, lagging, outcome, qualitative and quantitative KPIs. The document also outlines steps for creating KPIs for specific job roles and common mistakes to avoid, such as having too many KPIs or ones that are not clearly linked to strategy. Additional resources on KPIs can be found on the kpi123.com website.
This document discusses project integration management. It covers recent trends in IT projects like globalization, outsourcing, and virtual teams. It also outlines the five project management process groups: initiating, planning, executing, monitoring and control, and closing. Finally, it details the key processes of project integration management, which are developing the project charter and management plan, directing and managing project execution, monitoring and controlling work, performing integrated change control, and closing projects or phases.
The PMBOK 4th edition introduces several changes from the 3rd edition, including:
1) All processes are now named in verb-noun format for consistency.
2) Process descriptions are rewritten in a consistent format.
3) Data flow diagrams clarify sources and destinations for each process.
4) Project documents are differentiated from the project management plan.
5) Several processes were consolidated or renamed for clarification.
This document provides errata for the first and second printing of the PMBOK® Guide—Sixth Edition. It lists minor editorial corrections made to text and figures in Part 1 and Part 2 of the guide. Notable corrections include removing or adding bullets to inputs and tools/techniques in process diagrams and figures, changing labels, and moving or adding bullets in process descriptions. The errata is intended to verify the print run of copies of the PMBOK® Guide.
This document provides corrections to the first and second printings of the Project Management Body of Knowledge (PMBOK® Guide) – Sixth Edition. It lists minor editorial changes made to text and figures in Part 1 and Part 2 of the guide. Notable corrections include:
- Removing an input bullet from figures
- Adding input, tool & technique and output bullets to several figures
- Changing labels and moving bullets between sections for clarification.
The continuous progress in the profession always driving changes and updates necessary to improve the practice among all the cultures. The Project Management Body of Knowledge (PMBOK® Guide) is a collection of processes and knowledge areas accepted as a best practice for the project management profession and it has to remain relevant to most projects, most of the time, for most of practitioners. (PMBOK® Guide) is being updated this year. This session shall provide insights into the new Sixth Edition, including a brief look at the new chapter on role of the project managers.
For each Knowledge Area, there are new sections too, describing key concepts, emerging trends, and different considerations.
Besides that, by attending this session you will be able to explore what are new, the main changes and understand how the new (PMBOK® Guide) will better fasten with the PMI Talent TriangularTM.
The document discusses project monitoring and control processes focused on integration and scope. It describes monitoring and controlling project work, which involves tracking progress against the project management plan. It also discusses performing integrated change control, which involves reviewing all change requests, approving changes, and updating project documents. Additionally, it covers validating and controlling the project scope, which involves formalizing acceptance of deliverables and managing changes to the scope baseline.
130625 How to boost your PMO with the right information?- Tue 25th of June i...Thibaut De Vylder
The document discusses how to boost a project management office (PMO) with the right information. It outlines a 5-step process for creating a data-driven PMO: 1) capture relevant project data, 2) add data from other systems, 3) transform the data into key performance indicators, 4) build a historical record of the data and KPIs, and 5) visualize the information differently. Real-world examples are provided of PMOs in the financial sector that have implemented this approach.
This document contains a 100+ slide presentation template for building business presentations. The slides cover various topics like executive summaries, models, project management templates, and frameworks. The author has 15 years of experience in consulting, particularly in the financial services industry. Users are encouraged to copy, modify, and reuse slides from this template to easily build presentations.
Here is the Project Time Management Part 1 as a part of PMP Training by SKillogic Knowledge Solutions. Other slides will upload soon.
If you are looking for PMP Certification training classes in Bangalore, Chennai, Delhi, Hyderabad, and Mumbai visit http://in.skillogic.com/
Here are the steps to draw a network diagram:
1. Find all activities that start at Node 1. Draw their finish nodes and arrows between Node 1 and each finish node. Write the activity letter/name on each arrow. Include any duration estimates.
2. Continue drawing from left to right, looking for bursts (where multiple arrows point to the same node). Draw the finish nodes for those activities and connect with arrows.
3. Repeat step 2, working through the network until all activities are drawn. Be sure each activity only has one start and finish node.
4. Check that the logic and sequencing of activities makes sense per the dependencies identified in the activity list. Adjust as needed.
5. Add
Project plan for ISO 9001 Implementationtechnakama
This document outlines the plan for a project to implement ISO 9001 quality management standards in an organization. It includes defining goals to apply ISO 9001 requirements, meet regulations, and achieve certification by a target date. Key results will be quality management system implementation and certification. The project schedule is divided into milestones, and roles of the project sponsor and manager are defined. Risks like delayed phases are identified, and measures like monitoring activities are planned to reduce risks. Shared documents and regular reports by the project manager will be used for documentation and reporting.
The document discusses several key aspects of project execution including directing project work, managing project knowledge, quality assurance, resource management, communications management, risk management, procurement, and stakeholder engagement. It provides examples of important outputs during project execution such as deliverables, work performance data, issue logs, change requests, and lessons learned. The importance of execution in ensuring project success is emphasized.
Unicom Conference - Delhi, July 2012. Data Center Automation by creating Center Of Excellence. How to radically improve Data Center efficiency? How to go about proceeding with Automation. Is it easy for Automation projects to succeed? The process, people, and technology of Automation explained in brief.
The document summarizes a consulting plan for a project to upgrade Nine West's systems to SAP. It develops objectives for the project across five levels: reaction, learning, application/implementation, impact, and return on investment. Objectives are outlined for each level, focusing on improving customer service and order processing. An implementation timeline is proposed along with training programs and metrics to measure performance improvements from the new system. A V model is used to link objectives to project benefits and ensure the upgrade meets its goals of increased efficiency, reduced chargebacks, and improved customer satisfaction.
This literature review examines project controls and their importance in project management. It discusses the key bodies of knowledge and nature of project control, highlighting planning, scheduling, cost control, change management, and performance measurement. Existing project control processes are outlined along with multi-dimensional and 4D/5D visualization approaches. The review establishes the background and context for the research into improving project controls in the UK construction industry.
The document discusses enterprise portfolio management and provides information on several topics:
- It introduces the concepts of enterprise portfolio management and presents a specific business case.
- It shows a network of enterprise portfolio management business partners and discusses project and enterprise environments.
- It also mentions project portfolio management, people, projects, companies, and various applications and reporting and analysis functions.
Intranets with benefits: A practical framework for benefits realisationFelicity Brown
This document discusses the benefits management framework used for VicRoads' intranet redevelopment project. It introduced benefits management as identifying, defining, tracking, realizing, and optimizing benefits to deliver the strategic objectives of the organization. The framework aligned project objectives to VicRoads' strategic goals of customers & community, journeys, wellbeing, and productivity. Metrics like user satisfaction, content, costs, and uptime were used to track benefits. Lessons included having accountability for measures, setting targets, informing future phases, and aligning with change management. The framework provided success promotion and focus, though benefits management requires resources and flexibility.
The document discusses the deployment approach for Six Sigma from initialization to self-sufficiency. It describes establishing the necessary infrastructure, which includes developing guidelines for human resources, finance, information technology, communications, and projects. It also discusses determining goals and metrics, implementing process management, and planning the deployment sequence over multiple years to eventually reach self-sufficiency.
ChangeDirector is a connected strategy, project portfolio, and benefits management tool that enables organizations to improve how they plan and execute strategy. It provides pre-configured views and templates to manage the strategy lifecycle from planning to performance management to project and portfolio management. ChangeDirector implementations typically take 2-4 months and provide high adoption rates and ROI through automation and insights that save time for stakeholders.
The document provides templates for project status reports. The first template shows the overall project status as green and on track, with planning, scoping and analysis, and build 50% complete. Testing has started with some defects found. The second template provides a more detailed status for each phase, showing phase 4 (UAT) as amber due to a high number of defects found, with tasks to complete UAT and address defects before sign off. Phases 5 and 6 are on track.
Discover timeless style with the 2022 Vintage Roman Numerals Men's Ring. Crafted from premium stainless steel, this 6mm wide ring embodies elegance and durability. Perfect as a gift, it seamlessly blends classic Roman numeral detailing with modern sophistication, making it an ideal accessory for any occasion.
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NIMA2024 | De toegevoegde waarde van DEI en ESG in campagnes | Nathalie Lam |...BBPMedia1
Nathalie zal delen hoe DEI en ESG een fundamentele rol kunnen spelen in je merkstrategie en je de juiste aansluiting kan creëren met je doelgroep. Door middel van voorbeelden en simpele handvatten toont ze hoe dit in jouw organisatie toegepast kan worden.
Anny Serafina Love - Letter of Recommendation by Kellen Harkins, MS.AnnySerafinaLove
This letter, written by Kellen Harkins, Course Director at Full Sail University, commends Anny Love's exemplary performance in the Video Sharing Platforms class. It highlights her dedication, willingness to challenge herself, and exceptional skills in production, editing, and marketing across various video platforms like YouTube, TikTok, and Instagram.
Dive into this presentation and learn about the ways in which you can buy an engagement ring. This guide will help you choose the perfect engagement rings for women.
Best Competitive Marble Pricing in Dubai - ☎ 9928909666Stone Art Hub
Stone Art Hub offers the best competitive Marble Pricing in Dubai, ensuring affordability without compromising quality. With a wide range of exquisite marble options to choose from, you can enhance your spaces with elegance and sophistication. For inquiries or orders, contact us at ☎ 9928909666. Experience luxury at unbeatable prices.
Zodiac Signs and Food Preferences_ What Your Sign Says About Your Tastemy Pandit
Know what your zodiac sign says about your taste in food! Explore how the 12 zodiac signs influence your culinary preferences with insights from MyPandit. Dive into astrology and flavors!
4 Benefits of Partnering with an OnlyFans Agency for Content Creators.pdfonlyfansmanagedau
In the competitive world of content creation, standing out and maximising revenue on platforms like OnlyFans can be challenging. This is where partnering with an OnlyFans agency can make a significant difference. Here are five key benefits for content creators considering this option:
Garments ERP Software in Bangladesh _ Pridesys IT Ltd.pdfPridesys IT Ltd.
Pridesys Garments ERP is one of the leading ERP solution provider, especially for Garments industries which is integrated with
different modules that cover all the aspects of your Garments Business. This solution supports multi-currency and multi-location
based operations. It aims at keeping track of all the activities including receiving an order from buyer, costing of order, resource
planning, procurement of raw materials, production management, inventory management, import-export process, order
reconciliation process etc. It’s also integrated with other modules of Pridesys ERP including finance, accounts, HR, supply-chain etc.
With this automated solution you can easily track your business activities and entire operations of your garments manufacturing
proces
Part 2 Deep Dive: Navigating the 2024 Slowdownjeffkluth1
Introduction
The global retail industry has weathered numerous storms, with the financial crisis of 2008 serving as a poignant reminder of the sector's resilience and adaptability. However, as we navigate the complex landscape of 2024, retailers face a unique set of challenges that demand innovative strategies and a fundamental shift in mindset. This white paper contrasts the impact of the 2008 recession on the retail sector with the current headwinds retailers are grappling with, while offering a comprehensive roadmap for success in this new paradigm.
Profiles of Iconic Fashion Personalities.pdfTTop Threads
The fashion industry is dynamic and ever-changing, continuously sculpted by trailblazing visionaries who challenge norms and redefine beauty. This document delves into the profiles of some of the most iconic fashion personalities whose impact has left a lasting impression on the industry. From timeless designers to modern-day influencers, each individual has uniquely woven their thread into the rich fabric of fashion history, contributing to its ongoing evolution.
HR search is critical to a company's success because it ensures the correct people are in place. HR search integrates workforce capabilities with company goals by painstakingly identifying, screening, and employing qualified candidates, supporting innovation, productivity, and growth. Efficient talent acquisition improves teamwork while encouraging collaboration. Also, it reduces turnover, saves money, and ensures consistency. Furthermore, HR search discovers and develops leadership potential, resulting in a strong pipeline of future leaders. Finally, this strategic approach to recruitment enables businesses to respond to market changes, beat competitors, and achieve long-term success.
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The APCO Geopolitical Radar - Q3 2024 The Global Operating Environment for Bu...APCO
The Radar reflects input from APCO’s teams located around the world. It distils a host of interconnected events and trends into insights to inform operational and strategic decisions. Issues covered in this edition include:
Best practices for project execution and deliveryCLIVE MINCHIN
A select set of project management best practices to keep your project on-track, on-cost and aligned to scope. Many firms have don't have the necessary skills, diligence, methods and oversight of their projects; this leads to slippage, higher costs and longer timeframes. Often firms have a history of projects that simply failed to move the needle. These best practices will help your firm avoid these pitfalls but they require fortitude to apply.
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2. Agenda
Introduction
Why it’s important
What’s Changed
Change Details
Process Details
Summary
Q&A
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Reference:
Project Management Institute. (2013). A Guide to the Project Management Body of Knowledge (PMBOK® Guide)- Fifth Edition.
Newtown Square, PA: Project Management Institute, Inc.
3. Introduction
Juha Salenius
BS – New York Institute of Technology
PMP earned in 1998
PMI-ACP earned in 2013
Business background
NCR
Intel
Kontron
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4. Why it’s important
Culmination of lessons learned since 2008.
State of the art – PMI perspective
Baseline for the PMP and CAPM cert. exam
Presentation can augment Edition 4 training
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5. What’s Changed
Significant changes between Edition 4 & 5
One Knowledge Area added
Seven new processes
Two moved processes
Twelve name changes
Eleven new process definitions
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6. What’s Changed
Project Management Plan is an input
All Knowledge Areas have subsidiary plans
Every KA but HR have control processes
New Process flow
Work performance data
Work performance information
Work performance report
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7. What’s Changed
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Direct and Manage
Project Work
Control Processes (9)
Monitor and Control
Project Work
Develop Project
Management Plan
Work Performance Data
Work Performance Reports
Work Performance Information
Plan Updates
8. What’s Changed
Major changes to the Glossary
Sections, not chapters
Project Communications split
Stakeholder Management added
Added Annex A1
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9. Change details
Seven new processes
Plan scope management
Plan schedule management
Plan cost management
Plan stakeholder management
Control stakeholder management
Manage communications
Control communications
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10. Change details
Two processes deleted
Distribute information – in communications
management
Report performance – in communications
management
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21. Process details
Annex A1
The Standard for Project Management of a
Project
A stand-alone ANSI-approved standard
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22. Summary
The changes
One Knowledge Area added
Seven new processes
Two moved processes
Twelve name changes
Eleven new process definitions
Compare, contrast & change if necessary
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I’ve been a member of the PMI since 1998 and served on the board. Continued as an active member as an adjunct instructor at Midlands Tech teaching the PMI PMP prep class.Kontron, four business units, all different products and volumes. Key indicator from one, single board computers “the spec is never signed off until just before launch.” What type of environment are we looking at? Agile. Other BUs were waterfall agile hybrids. Four types of project life cycles:Predictive, Iterative, incremental, and adaptive
PMBOK rev 4 released 2008It’s difficult to communicate lessons learned to future PMs so PMI uses this document to encapsulate learning and present it to future practitioners.
Twelve name changes:Direct and Manage Project Execution to Direct and Manage Project Work.Verify Scope to Validate ScopePlan Quality to Plan Quality ManagementPerform Quality Control to Control QualityDevelop Human Resource Plan to Plan Human Resource ManagementPlan Communications to Plan Communications ManagementDistribute Information to Manage CommunicationsReport Performance to Control CommunicationsMonitor and Control Risks to Control RisksPlan Procurements to Plan Procurement ManagementAdminister Procurements to Control ProcurementsManage Stakeholder Expectations to Manage Stakeholder Engagement
The Project Management Plan is the major central planning document for guiding further project planning and execution. It’s connected to all knowledge areas. For all subsidiary plans (xxxx) the project management plan is listed as the key input. For control processes, the key input is “project management plan’ rather than specific subsidiary plans and the output of the control processes is “project management plan updates” rather than an update to a specific subsidiary plan.
Work performance data – raw observations identified during activities. Examples – percent of work completed, start/finish dates, number of change requests.Work performance information – data collected from controlling processes. Examples – status of deliverables, status of change requests, forecasted estimates to complete.Work performance reports – physical or electronic representation of work performance information compiled in project documents, to be used for generating decisions, raise issues, actions or awareness. Examples – status reports, memos, electronic dashboards, recommendations, & updates.
Glossary harmonizes all terms between all PMI documents e.g., PMI Lexicon of Project Management Terms, Organizational Project Management Maturity Model (OPM3), etc. Removed all terms not used on PMBOK Fifth Edition.Communications Management focuses on communications needs of the project.Stakeholder Management focuses on their expectations, their project impact, strategies in dealing with the stakeholders, maintaining continuous dialog, addressing issues and foster appropriate stakeholder engagement in project decisions and activities (PMI, 2012). Aligns with the new ISO 21500 standard – “Guidance on project management.” 01/09/2012Annex A1 was chapter 3 in PMBOK version 4. It’s a foundational reference for PMI’s project management professional development programs.
The last two processes replace two older processes
These were replaced with manage communications & control communications
Direct and manage project execution was changed to direct and manage project work to better align with its definition and reinforce that this process applies beyond the execution processes.
Plan Scope management was added to ensure consistency across all project planning processes and to reinforce that subsidiary plans are developed to plan the details for each major Knowledge Area. Verify scope changed to validate scope to show that this is not just about accepting deliverables but also validate that the deliverables will deliver value to the business & will fulfill project objectives.
We’ve already discussed adding the subsidiary plans to Knowledge Areas. Some process definitions were revised for clarity in Define Activities, Estimate Activity Resources, Estimate Activity Durations, and Control Schedule. Agile concepts were incorporated into the Develop Schedule process.
The same for Cost plan addition.Added Knowledge Area emphasis on reserve analysis including contingency and management reserves. Added new figure for project budget components, fig. 7.8Added a new table listing all Earned Value calculations. Table 7.1
Renamed processes to be consistent.Quite a few changes to this Knowledge Area. Expanded discussion on various tools and techniques in Quality Management.An excellent figure 8.2 comparing IPECC (Initiate, Plan, Execute, Control. & Close), PDCA (Plan, Do, Check, & Act), Cost Of Quality (COQ), Quality Assurance (QA) and Control Quality over the five Process Groups. A new input to tie Collect Requirements to Plan Quality Management.
Added Plan renaming for consistency.No significant changes to Knowledge Area.
Re-focused to the activity of communications performed in projects to ensure efficiency.
No significant changes other than the renaming of Control Risks.Minor change from “positive risks” to “opportunity.” Expanded concepts of risk attitude, risk appetite, risk tolerance , and risk thresholds.
Renaming to support consistency.
Not only about managing stakeholders expectations but actively working to ensure an appropriate level of engagement in decision making and activities in a project.Stakeholder engagement is one of the keys to overall project success.Alignment between “PMBOK Guide” and “The Standard for Project Management.”Better aligns with ISO 21500 – “Guidance on project management”Differentiates between stakeholder and project communications to collect, store, organize and distribute project information.
This section was chapter 3 in PMBOK version 4.Section 3 is now transitions section 2 and the Knowledge Area of the PMBOK.
Now is the time to review your own company’s processes and see if there is anything that needs to be improved based on the latest learning. This is what the change to the PMBOK is all about, distributing learning throughout the industry.