A project manager needs to know how to manage and develop his project team. As project managers, you will have to work with these kinds of tools and strategies. This will help you manage your project about your people and not make mistakes, i.e., you must know how to assemble a profile that is technical and competent and even of feeling.
Knowledge must generate value in the project: it is not enough for project personnel to have the experience; they will have to demonstrate it. In some cases, we will have to train them, either because the project requires it or because the client demands it, in which case the money will have to come out of the project budget and, if it were not adequately contemplated, it would affect the project’s cost baseline.
The importance of training: for companies, training, and employability are motivational elements. These two aspects are essential for the project team to maintain its performance during the project’s life.
The Project Manager will have to define the profile and functionality of the position to match the place’s need to be filled. He/she will also have to define the technical shape: degrees + specific knowledge of work areas + participation in other projects + years of experience + requirements of the position + languages if the project is focused with multinationals + IT if the project requires it.
Define the competency profile, teamwork skills + communication and social skills + decision making + analytical skills.
HR must help us to monitor employee profiles that fit the project to choose the right staff. If there is no dedicated knowledge management within the company, it is the experience we have within the company that should provide us with an idea of who.
The project team has to see that the Project Manager cares about them. When the project is coming to an end, he should try to re-engage them in other projects. This way, he will gain the respect of his team, and his performance will be optimal.
What are the strategies for integrating the project team: training + growth in the company + emotional bonds + coaching elements where they are put in positions of responsibility + feedback + work talks.
The project team’s training: initially, there will be people in your team who do not have all the requirements; you will have to negotiate with the client of the project all that kind of training. If the client does not take charge, we have to look for people who can give us that kind of activity.
The project team’s responsibility: the Project Manager must train his people to make them responsible for their work and give them the possibility to meet with the stakeholders, that is to say, to delegate, and to be sure that what is done is done well. We have to establish the elements of control; this path has two intentions, to take some of the project’s burden off you and to look for a superior development for them.
All personnel selection starts from a demand: the first question that arises is the analysis and description of the job in question, what place it occupies in the company, what functions are assigned to it, what responsibilities it will have, etc.
Recruitment: project management recruitment is the process by which candidates are provided to the company. project management recruitment must be carried out in such a way as to attract a sufficient number of candidates to supply the selection process adequately. After a pre-selection phase, the actual selection phase takes place. Using tests and interviews will determine whether the candidates fit the characteristics required for the position. Candidates who pass this phase will be presented to those in the organization who will decide on their incorporation. Regardless of the size of the company, this process should be constantly active and not only be an action that is implemented when a selection process is carried out.
Personnel selection: a process whose purpose is to accurately predict a person’s success in his or her professional development.