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The concept of sustainability has grown in recognition and importance. The pressure on companies to broaden their reporting and accountability from economic performance for shareholders, to sustainability performance for all stakeholders is leading to a change of mindset in consumer behaviour and corporate policies. How can we develop prosperity without compromising the life and needs of future generations? Sustainability in Project Management explores and identifies the questions surrounding the integration of the concepts of sustainability in projects and project management and provides valuable guidance and insights. Sustainability relates to multiple perspectives, economical, environmental and social, but also to responsibility and accountability and values in terms of ethics, fairness and equality. The authors will inspire project managers to be aware of these considerations, and to apply them to the role they play in projects, not just 'doing things right' but 'doing the right things right'.
Although management researchers have developed numerous frameworks for measuring the dimensions of employee and stakeholder performance, project professionals have rarely used these metrics to study--beyond hypothetical situations--the factors that influence a project manager's decision-making process while managing actual projects. This article examines a five-factor model--developed through the authors' intensive study of organizations working within the United Kingdom's (UK) social housing sector (SHS)--that project professionals can use to measure their performance, a model that gauges performance in relation to realizing project priorities. In doing so, it discusses the literature on measuring a project manager's performance, explaining the problems and the challenges involved in using the triple-constraint view to gauge actual performance. It also defines this study's two research questions and outlines its methodology for examining how UK SHS organizations have--as part of their agreement with the UK's Housing Corporation (HC) in pricing project contracts--implemented programs of continuous improvement. It then analyzes the survey results, identifying the five key performance priorities that the respondents perceived as important for working with the HC. It lists six changes that can help organizations improve their project performance.
No matter how perfect a project plan may be on paper, it is worthless if nobody actually uses it. This innovative guide shows you how to ensure that your team has the process capabilities needed to successfully carry out any project plan you put to paper. By using the SEI's Capability Maturity Model, The Project Management Maturity Model, and PMBOK Knowledge areas, you can baseline your team's process level to see how it measures up to those required by a project plan.
"The Farmer Field School (FFS) originated in the 1980s in the context of integrated pest management in Indonesian rice farming. With the hope that it is the remedy for agricultural extension system, FFS has been promoted as a tool for participatory learning and experimentation all over the world. This work results from a critical analysis of the introduction of the FFS concept into the agricultural innovation system in Uganda. Ideally, an FFS produces new technical knowledge in the context of application through the input of local human resources. The analysis, framed as a technography, shows that implementation and operation of an FFS is hugely complex. This detailed study of institutional factors, from the level of international donor organizations down to the level of local leadership and gender relations, and analysis of technical factors in different rural areas of Uganda makes clear that and FFS is more than a local tool for farmer participation in agricultural improvement. Implementation of a FFS requires adjustment of the agricultural innovation system at all levels and an integrated tackling of agricultural problems in order to meet its objectives. Isubikalu shows that it is imperative to 'demolish' existing organizational structures and create new ones, which align scientific with local structures to produce an appropriate people-centered system that is more responsive to agricultural and rural development. She provides stepping stones in redesigning FFS to fit the specific conditions in Uganda."
Project Management for Performance Improvement Teams (or, PM4PITs, for short) provides practical guidance based on innovative concepts for project teams -- especially Performance Improvement Teams (PITs)—and their Project Managers on how to successfully complete individual projects and programs using an ingenious and scalable framework based on an innovative foundation fusing together elements of Project Management, Innovation Management, and Continual Improvement. This book lays out how Project and Program Managers and their teams can "do those right projects the right way," one project at a time. It details what continual improvement, change, and innovation are, why they are so important, and how they apply to performance improvement—both incremental and transformative. The authors examine the four types of work and workforce management in organizations, Strategic, Operations, Projects, and Crises, using four common comparative variables: Proactive/Preventive versus Reactive/Corrective, Temporary/Unique versus Ongoing/Repetitive, Innovative versus Maintaining the Status Quo, and Schedule Focus: Fiscal Year versus Short Term versus Long Term. These comparisons set the stage for the uniqueness of the third type: Projects (and Programs) that are fundamentally change-driven.
Project management for oil and gas projects comes with a unique set of challenges that include the management of science, technology, and engineering aspects. Underlining the specific issues involved in projects in this field, Project Management for the Oil and Gas Industry: A World System Approach presents step-by-step application of project manag
Here is an effective, step-by-step plan for improving performance on a large-scale and getting the results and payoffs you desire. If you have a group, a group of groups or an entire organization that needs an intervention, you'll find this book invaluable. Implementation and Management of Performance Improvement Plans begins in the middle – in the implementation phase of performance improvement plans rather than the design or planning phases. This is because, according to the author, implementation is where something useful happens ... or doesn't. Performance improvement aimed at individuals and groups is different. Here you'll learn about common basic misconceptions and errors other leaders make when shifting focus from individual to group and how not to go down the same road. Covered in this cutting-edge resource are six key topic areas: How to approach improvement in a systematic way and "do it right"; How to bring the entire organization into an alignment that adds value over time and keep it there; How project management stitches everything together – from planning through implementation to value added; How to ensure every group being targeted by the plan is fully aware of what is intended and how it applies to them; How to achieve the "holy grail" of performance improvement – measurable improvements and the measurable increase of commitment.
Return on Investment (ROI) remains one of the most challenging and intriguing issues facing human resource development and performance improvement professionals. Drawing on their expertise in developing and implementing ROI programs in human performance and training, Jack J. Phillips, Ph.D., Timothy W. Bothell and G. Lynn Snead demonstrate how you can effectively apply ROI to project management. Today, almost every industry requires employees to manage multiple projects with competing priorities, critical deadlines, and unexpected interruptions—rendering everyone a project manager in some respect. Most employees feel the pressure of juggling any number of key projects simultaneously. Organizations have responded by investing large amounts of both time and money to improve project management, and most strive to justify the efforts and resources dedicated to improving this goal. 'The Project Management Scorecard' is a welcome relief for anyone managing a project or multiple projects, as well as the trainers, human resource development staff, or supervisors charged with measuring, evaluating, and managing project managers. Project Management is one of the hottest topics in business management today, affecting nearly every individual in any organization across the globe. Let three HRD experts show you how to apply the hugely popular ROI process to the key organizational issue of successful project management including: * Project management issues and challenges * Measuring reaction and satisfaction * How to calculate and interpret ROI * Capturing business impact data * Measuring skill and knowledge changes during the project * Monitoring the true costs of the project solution * Converting business measure to monetary values * Forecasting ROI The authors' step-by-step approach allows you to begin the ROI process immediately. Start measuring the success of your project management results today.