PROJECT MANAGEMENT
2008
DR GRAZYNA LESNIAK-
LEBKOWSKA
PROJECT MANAGEMENT
ORIGINS
ANCIENT PROJECTS
FIRST PROFESSIONAL
ATTITUDE TO PM
ADDING COMPUTER SUPPORT
TO PM
ANCIENT PROJECTS
FIRST PROFESSIONAL
ATTITUDE TO PM
ADDING COMPUTER SUPPORT
TO PM
CONTEMPORARY PROJECT
MANAGEMENT
CHANGED BUSINESS ENVIRONMENT
UNCERTAINTY
TURBULENCE
INTERCONNECTIVITY
COMPLEXITY
CONTINGENCY
RISKS
COMPETITIVENESS
CHANGED BUSINESS ENVIRONMENT
UNCERTAINTY
TURBULENCE
INTERCONNECTIVITY
COMPLEXITY
CONTINGENCY
RISKS
COMPETITIVENESS
CONTEMPORARY PROJECT
MANAGEMENT
CHANGING ORGANIZATIONS
VALUE BUILDING GROWTH
SEARCH FOR NEW COMPETITIVE
ADVANTAGES
AMBITIOUS GOALS
NEW TARGETS
COMPLEXITY OF IMPLEMENTATION
SEARCH FOR PRODUCTIVE RESOURCES
CHANGING ORGANIZATIONS
VALUE BUILDING GROWTH
SEARCH FOR NEW COMPETITIVE
ADVANTAGES
AMBITIOUS GOALS
NEW TARGETS
COMPLEXITY OF IMPLEMENTATION
SEARCH FOR PRODUCTIVE RESOURCES
WHY PROJECTS?
MANAGERS’ NIGHTMARE
THE END OF CENTRALIZED MANAGEMENT
NEEDED:
ACCOUNTABILITY
FLEXIBILITY
INNOVATION AND CREATIVITY
KNOWLEDGE BASED BEHAVIOR
RISKS MANAGEMENT
EVER LASTING ENTHUSIASM
LEADERSHIP
MANAGERS’ NIGHTMARE
THE END OF CENTRALIZED MANAGEMENT
NEEDED:
ACCOUNTABILITY
FLEXIBILITY
INNOVATION AND CREATIVITY
KNOWLEDGE BASED BEHAVIOR
RISKS MANAGEMENT
EVER LASTING ENTHUSIASM
LEADERSHIP
INERTIA-BASED DEVELOPMENT IN TURBULENT
ENVIRONMENT- RISKY
CONTINUOUS PROCESSES AND REPETITIVE GOALS,
TECHNOLOGIES, RESOURCES, METHODS AND
ASSUMPTIONS - DISFUNCTIONAL IN FRAGMENTED
MARKETS
CONSTRAINED IMPLEMENTATION - TIME AND
MONEY IS AN ISSUE
COMPLEX VENTURES - HEAVY TO MANAGE IN
TRADITIONAL SETTINGS
INERTIA-BASED DEVELOPMENT IN TURBULENT
ENVIRONMENT- RISKY
CONTINUOUS PROCESSES AND REPETITIVE GOALS,
TECHNOLOGIES, RESOURCES, METHODS AND
ASSUMPTIONS - DISFUNCTIONAL IN FRAGMENTED
MARKETS
CONSTRAINED IMPLEMENTATION - TIME AND
MONEY IS AN ISSUE
COMPLEX VENTURES - HEAVY TO MANAGE IN
TRADITIONAL SETTINGS
BUSINESS OPERATIONS
BUSINESS SUSTAINABLE
DEVELOPMENT
STRATEGIC RESPONSES TO NEW CHALLENGES:
COMPETITIVE, SOCIAL, ENVIRONMENTAL
STRATEGIC CHOICES AND VALUE PROPOSITION FOR
MAJOR STAKEHOLDERS
SUSTAINING ABILITY TO FINANCE ONGOING
BUSINESS AND NEW VENTURES
MASTERING ABILITY TO INTRODUCE CHANGES
CONSTRAINED AVAILABILITY OF NONRENEWABLE
RESOURCES, GROWING SOCIAL PRESSURES
NATURAL RESOURCES SUBSTITUTION BY
KNOWLEDGE BASED SOLUTIONS
ACCOUNTABILITY: NEED-PROMISE-DESIGN-FLEXIBLE
RELOCATION-RESPONSIBLE IMPLEMENTATION
STRATEGIC RESPONSES TO NEW CHALLENGES:
COMPETITIVE, SOCIAL, ENVIRONMENTAL
STRATEGIC CHOICES AND VALUE PROPOSITION FOR
MAJOR STAKEHOLDERS
SUSTAINING ABILITY TO FINANCE ONGOING
BUSINESS AND NEW VENTURES
MASTERING ABILITY TO INTRODUCE CHANGES
CONSTRAINED AVAILABILITY OF NONRENEWABLE
RESOURCES, GROWING SOCIAL PRESSURES
NATURAL RESOURCES SUBSTITUTION BY
KNOWLEDGE BASED SOLUTIONS
ACCOUNTABILITY: NEED-PROMISE-DESIGN-FLEXIBLE
RELOCATION-RESPONSIBLE IMPLEMENTATION
PROJECTS AS VEHICLES FOR
SUCCESFUL COMPETITION
COST AWARENESS
FOCUS ON VALUE CHAINS AND SITUATIONAL
CONTEXT
CUSTOMISED SOLUTIONS THROUGH
DIFFERENTIATION (QUALITY, TIME, PLACE, PRICE,
SERVICES) - UNIQUE VALUE FOR MONEY
DEFINING NICHES AND SETTING FLEXIBLE
MANUFACTURING SYSTEMS
UNIQUE CAPABILITIES IN EFFICIENT USE OF ALL
TYPES OF RESOURCES
COST AWARENESS
FOCUS ON VALUE CHAINS AND SITUATIONAL
CONTEXT
CUSTOMISED SOLUTIONS THROUGH
DIFFERENTIATION (QUALITY, TIME, PLACE, PRICE,
SERVICES) - UNIQUE VALUE FOR MONEY
DEFINING NICHES AND SETTING FLEXIBLE
MANUFACTURING SYSTEMS
UNIQUE CAPABILITIES IN EFFICIENT USE OF ALL
TYPES OF RESOURCES
PROJECTS AS INSTRUMENTS
OF STRATEGY IMPLEMENTATION
ENLARGE THE SCOPE
OF PRESENT ACTIVITY
INVEST IN NEW ACTIVITIES
COMPANY GROWTH LAGGING BEHIND THE
MARKET
RECOMMENDED STRATEGY
PRODUCTS
PROCESSES
PRODUCTS
PROCESSES
TYPES OF PROJECTS
• NEW INVESTMENTS IN PRODUCTION AND DISTRIBUTION CAPACITY INCREASE
• INCREASED EMPLOYMENT (EG. SALESFORCE)
• BROADER MARKET SCOPE, NEW SEGMENTS, NEW CUSTOMERS
• NEW IT SYSTEM, MORE EFFICIENT TECHNOLOGY
• MERGERS AND ACQUISITIONS
PROJECTS AS INSTRUMENTS
OF STRATEGY IMPLEMENTATION
WITHDRAW
DOWNSIZE
MARKET SLOWS DOWN, COMPANY CAPACITY EXCESSIVE
RECOMMENDED STRATEGY
TYPES OF PROJECTS
•ABANDONING LOW VALUE ADDED PRODUCTS, TECHNOLOGIES, MARKETS, CUSTOMERS GROUPS,CONTRACTS
•SALE OF NONEFFICIENTLY USED ASSETS, WHOLE COMPANY SALE
•FOCUSING ON SURVIVAL, RELOCATING RESOURCES TO BEST APPLICATIONS
•REDUCING THE SCOPE, FIREING PEOPLE,
•OUTSOURCING NON- CORE ACTIVITIES
PROJECTS AS INSTRUMENTS
OF STRATEGY IMPLEMENTATION-
LACK OF FIT
TYPES OF PROJECTS
•Designing new business model, new development strategy concept, new value
proposition
•Reorganization, new contractual and capital links, outsourcing, alianses
•New business processes map, reengineering (BPMS)
Innovatio
ns
Restructurin
g
Withdrawal
strategy
structure
processe
s
resources
relationships
RECOMMENDED
ACTIONS
PROJECTS IN THE CONTEXT OF STRATEGY
SOURCE: R.Buttrick „Project Workout”, FT/Prentice Hall, 2000
SOURCE: R.Buttrick „Project Workout”, FT/Prentice Hall, 2000
Strategic needs
Expected benefits
from new projects
Benefits from
current projects
Benefits from
regular operations
Select
criteria/priorities
for proposed
projects evaluation
Evaluate project
proposals and
select the best
ones for
implementation
Include approved
project proposals to
project portfolio
Portfolio of
projects and
programs
BENEFITS FOR ORGANIZATION
PROJECTS AS INSTRUMENTS OF
STRATEGY IMPLEMENTATION –
STRATEGIC FIT
Maintain strategic position,
consolidate resources,
strengthen competitive advantage
TYPES OF PROJECTS
• Costs rationalization, better process management (faster, simpler),
improved decision- making, training and developing people, analysis of
opportunities and threats, identifying new problems, bottlenecks
•Business plans for new projects
FOCUS ON OPERATIONS
Prepare new projects,
business plans, train
people, monitor
environment
MARKE
T
TRENDS
CLIENT
S
PROJECT TEAM
COMPLEXITY
OF PROJECTS
INTEGRITY
Solutions not
products
CUSTOMER FOCUS
new standards of
CRM
COMPETI
-
TIVENES
S
COMPETITION
Harvey Maylor, „Project Management”, Financial Times, Prentice Hall, 2 wyd., 1999
PROJECT EXTERNAL ENVIRONMENT
Project complexity dimensions
RESOURCES: TANGIBLE, INTANGIBLE, HUMAN
(DIVERSITY AND SPECIFIC FEATURES OF EACH
RESOURCE)
TECHNOLOGY AND KNOW HOW: PROFESSIONAL
KNOWLEDGE AND SKILLS, TECHNICAL
FACILITIES, INSTRUMENTS, STANDARDS
ORGANIZATION: SCOPE, BUDGET, TIME SPAN,
METHODS
PROJECT COMPLEXITY = RC x TC
x OC
RESOURCES: TANGIBLE, INTANGIBLE, HUMAN
(DIVERSITY AND SPECIFIC FEATURES OF EACH
RESOURCE)
TECHNOLOGY AND KNOW HOW: PROFESSIONAL
KNOWLEDGE AND SKILLS, TECHNICAL
FACILITIES, INSTRUMENTS, STANDARDS
ORGANIZATION: SCOPE, BUDGET, TIME SPAN,
METHODS
PROJECT COMPLEXITY = RC x TC
x OC
PROJECT DEFINITION
PROJECT IS A NONREPETITIVE TYPE OF ACTIVITY AIMED AT ATTAINING SPECIFIC
GOALS IN THE SITUATION OF CONSTRAINTS, ESPECIALLY THE TIME AND
RESOURCES. ITS RESULTS ARE MEASURABLE AND ALWAYS BRING SOME
INNOVATIONS INTO ORGANIZATION
(H.Maylor, 1999)
PROJECTS ARE THE INSTRUMENTS OF STRATEGIC MANAGEMENT AND IMMEDIATELY
BECOME CORE COMPETENCES OF THE MOST DYNAMIC ORGANIZATIONS. SINCE
APX 50% OF
ACTIVITY IS RUN IN PPROJECTS THEY CAN’T STAY THE COMPETENCE OF
ENGINEERS AND SPECIALISTS, THEY SHOULD BECOME THE METHOD USEFUL TO ALL COMPANY
STAFF MEMBERS (R. Buttrick, 2000)
PROJEKT
IS A SEQUENCE OF ACTIVITIES HAVING ITS START AND END PRECISLY
DEFINED, AS WELL AS RESOURCES AND EXPECTED RESULTS. PROJECT IS
ISOLATED FROM ROUTINE WORK, CAN BE RUN PARALELLY OR WITH FULL
DELEGATION OF TEAM MEMBERS FROM THEIR REGULAR DUTIES. ACHIEVED
RESULTS COULD RENOVATE THE COMPANY PERFORMANCE
(GLŁ)
PROJECT IS A COMBINATION OF SEQUENTIAL AND SITUATIONAL ACTIVITIES, BASED
ON MODELLING OF 4 ELEMENTS: COMMON PROJECT LANGUAGE, COOPERATION
OF THE PROJECT TEAM MEMBERS, PROJECT CYCLE, METHODS AND TECHNIQUES
OF MANAGING THESE ACTIVITIES
(K.Forsberg,H.Mooz, ,H.Cotterman”VISUALIZING
Project Management, WILEY,2000)
PROJECT
IS A NONREPETITIVE TYPE OF ACTIVITY AIMED AT ATTAINING SPECIFIC
GOALS IN THE SITUATION OF CONSTRAINTS, ESPECIALLY THE TIME AND
RESOURCES. ITS RESULTS ARE MEASURABLE AND ALWAYS BRING SOME
INNOVATIONS INTO ORGANIZATION
(H.Maylor, 1999)
PROJECTS
ARE THE INSTRUMENTS OF STRATEGIC MANAGEMENT AND IMMEDIATELY
BECOME CORE COMPETENCES OF THE MOST DYNAMIC ORGANIZATIONS. SINCE
APX 50% OF
ACTIVITY IS RUN IN PPROJECTS THEY CAN’T STAY THE COMPETENCE OF
ENGINEERS AND SPECIALISTS, THEY SHOULD BECOME THE METHOD USEFUL TO ALL COMPANY
STAFF MEMBERS (R. Buttrick, 2000)
PROJEKT
IS A SEQUENCE OF ACTIVITIES HAVING ITS START AND END PRECISLY
DEFINED, AS WELL AS RESOURCES AND EXPECTED RESULTS. PROJECT IS
ISOLATED FROM ROUTINE WORK, CAN BE RUN PARALELLY OR WITH FULL
DELEGATION OF TEAM MEMBERS FROM THEIR REGULAR DUTIES. ACHIEVED
RESULTS COULD RENOVATE THE COMPANY PERFORMANCE
(GLŁ)
PROJECT
IS A COMBINATION OF SEQUENTIAL AND SITUATIONAL ACTIVITIES, BASED
ON MODELLING OF 4 ELEMENTS: COMMON PROJECT LANGUAGE, COOPERATION
OF THE PROJECT TEAM MEMBERS, PROJECT CYCLE, METHODS AND TECHNIQUES
OF MANAGING THESE ACTIVITIES
(K.Forsberg,H.Mooz, ,H.Cotterman”VISUALIZING
Project Management, WILEY,2000)
PROJECT MANAGEMENT BODY
OF KNOWLEDGE (PMI)
1. Project integration management
2. Project scope management
3. Project time management
4. Project costs management
5. Project quality management
6. Project human resources management
7. Project communication management
8. Project risks management
9. Project procurement management
1.
Project integration management
2.
Project scope management
3.
Project time management
4.
Project costs management
5.
Project quality management
6.
Project human resources management
7.
Project communication management
8.
Project risks management
9.
Project procurement management
Source: PMI, 130 South State Road, Upper Darby, PA 19082 USA
PROJECT MANAGEMENT VS LINE
MANAGEMENT
LINE MANAGEMENT
Status quo control and
maintainance
Authority defined by the
structure
Functional competences
Relative stability of
structure model and
specialization
Focus on optimizing the
standard functions
Success consisting of
successes of separate
actions and coordination
schemes
Limited complexity and
change
LINE MANAGEMENT
Status quo control and
maintainance
Authority defined by the
structure
Functional competences
Relative stability of
structure model and
specialization
Focus on optimizing the
standard functions
Success consisting of
successes of separate
actions and coordination
schemes
Limited complexity and
change
PROJECT MANAGEMENT
Change management
Fuzzy split of power
Changing tasks
Interfunctional
responsibility
Temporary project structure
Innovative approach in
problem solving
Success can be achieved
only through ongoing
collaboration of team
members
Uncertainty as a rule
PROJECT MANAGEMENT
Change management
Fuzzy split of power
Changing tasks
Interfunctional
responsibility
Temporary project structure
Innovative approach in
problem solving
Success can be achieved
only through ongoing
collaboration of team
members
Uncertainty as a rule
SOURCE: P. Hobbs, Project Management, Amacom, Portugal
2000
1
FULL EGO
SELF CONFIDENT IN HIS OWN SKILLS,
EASILY PASSING ORDERS AND
REQUIRING EXECUTION
2
AUTOCRAT
CAN IMPOSE HIS DECISIONS
3
LEADER
HAS VISION, INSPIRES PEOPLE,
CRATES CONDITIONS
MANAGER
MICRO MANAGEMENT OF PROJECT
DETAILS
4
ACCEPTS AMBIGUITY
SEARCH FOR PRECISION HAMPERS
PROGRESS
OBSESSED FOR PRECISION
SOME TASKS REQUIRE PRECISE
DEFINITION- GOOD MANAGERS
KNOWS WHICH ONES
LACK OF EGO
LEADER SERVING OTHERS
DELEGATOR
ENCOURAGES OTHERS TO SHOW
INITIATIVE AND TAKE RESPONSIBILITY
According to Tom Peters, good project manager has to balance features from the left column
with features from the right one
EIGHT PARADOXES OF PROJECT
MANAGEMENT
EIGHT PARADOXES OF PROJECT
MANAGEMENT(c’d.)
SOURCE: P. Hobbs, Project Management, Amacom, Portugal
2000
5
EFFECIIVE IN FACE TO FACE
COMMUNICATION
Convincing in direct cntacts, builds
bridges with people
EFFECTIVE IN WRITTEN
COMMUNICATION
EVERYTHING HAS A PAPER COVERAGE
6
FASCINATED BY COMPLEXITY
BELIEVES THAT DIRECT ROAD IS NOT
ALWAYS THE BEST ONE
PREFERS SIMPLICITY
BELIEVES THAT SIMPLE RULES ARE
EASY TO COMPLY AND SIMPLE
SOLUTIONS ARE OFTEN EFFECTIVE
7
ALWAYS HAS AN OVERALL PICTURE IN
MIND
CAN TAKE INTO CONSIDERATION ALL
SITUATIONAL ASPECTS OF PROJECT
ENVIRONMENT
CONCENTRATES ON DETAILS
PAYS ATTENTION TO DETAILS AND
BELIEVES THAT THE SUCCESS AND
FAILURE DEPEND FROM DETAILS
8
IMPATIENT
FREQUENTLY BREAKS THE
STEREOTYPES AND OVERCOMES
RESISTANCE TO ATTAIN THE GOAL
PATIENT
SOMETIMES LISTENING IS MORE
IMPORTANT THAN SPEAKING.
EXCESSIVE CONTROL SLOWS DOWN THE
PROGRESS
PROJECT CYCLE
SEQUENCE OF INTEGRATED ACTIVITIES PERFORMED
IN SUBSEQUENT STAGES LEADING TO FINAL
SUCCESS
CONSISTS OF SUBSEQUENT STAGES
HAS THREE PERSPECTIVES:
TECHNICAL, FINANCIAL AND
BUSINESS
AS A RULE IS DIVIDED INTO STAGES,
BETWEEN THEM THE GATES ARE SET
UP. THEY OPEN WHEN THE PROJECT
STATUS AT THE GATE IS
SATISFACTORY.
PROJECT STATUS EVALUATES
COMPLIANCE WITH: TIME
SCHEDULE, TECHNICAL STANDARDS,
PLANNED BUDGET, PROPER
RELATIONSHIPS WITH CUSTOMERS
AND SUPPLIERS IS MAINTAINED,
CURRENT PROBLEMS SOLVED, RISKS
UNDER CONTROL, AVAILABLE
RESOURCES FOR CONTINUATION
CONSISTS OF SUBSEQUENT STAGES
HAS THREE PERSPECTIVES:
TECHNICAL, FINANCIAL AND
BUSINESS
AS A RULE IS DIVIDED INTO STAGES,
BETWEEN THEM THE GATES ARE SET
UP. THEY OPEN WHEN THE PROJECT
STATUS AT THE GATE IS
SATISFACTORY.
PROJECT STATUS EVALUATES
COMPLIANCE WITH: TIME
SCHEDULE, TECHNICAL STANDARDS,
PLANNED BUDGET, PROPER
RELATIONSHIPS WITH CUSTOMERS
AND SUPPLIERS IS MAINTAINED,
CURRENT PROBLEMS SOLVED, RISKS
UNDER CONTROL, AVAILABLE
RESOURCES FOR CONTINUATION
PROJECT MANAGEMENT STAGES
INITIATION
PLANNING
EXECUTION
CONTROL
CLOSURE
Initiative
Priorities
Objectives
Project scope
Preliminary
analysis of
feasibilityi
Risks and
constraints
Proposed team
composition
WBS
Time scheme
Resources
planning and
budget scheme
Quality,
Communication
Contracts
Risks
Reserves
Project team
structure
Inauguration and
leadership
Team building and
development
Managment of the project
team and project cycle
Project operations and
tasks
Management of
communication and
decision-making
Introducing changes
Risk management and
learning
Integration and
coordination of project
activities
Managing contracts...
Achieved
intermediary
and final results
compared to
plan
Project status
at gates
Analysis of
deviations
Corrective
actions
Lessons learned
Transfer of
the project
results to
sponsor or
client
Project
closure
Dissolving of
the team
Integration of
project
results with
the
organization
MOST FREQUENT PROBLEMS WITH
MODELLING THE PROJECT LIFE CYCLE
LACK OF UNIVERSAL APPROACH TO MANAGEMENT OF
PROJECT TECHNICAL (SEQUENTIAL MODEL, SPIRAL
MODEL, CASCADE MODEL, V MODEL)
THE MAJORITY OF MODELS DO NOT DISTINGUISH
SEQUENTIAL FROM SITUATIONAL ASPECTS, WHAT
CAUSES THE INSUFFICIENT COORDINATION AMONG
ACTIVITIES OR THE LACK OF ADEQUATELY FAST
RESPONSE TO THREATS AND OPPORTUNITIES. THEY
ARE ESTIMATED PERIODICALLY AND NOT
CONTINUOUSLY
LACK OF UNIVERSAL APPROACH TO MANAGEMENT OF
PROJECT TECHNICAL (SEQUENTIAL MODEL, SPIRAL
MODEL, CASCADE MODEL, V MODEL)
THE MAJORITY OF MODELS DO NOT DISTINGUISH
SEQUENTIAL FROM SITUATIONAL ASPECTS, WHAT
CAUSES THE INSUFFICIENT COORDINATION AMONG
ACTIVITIES OR THE LACK OF ADEQUATELY FAST
RESPONSE TO THREATS AND OPPORTUNITIES. THEY
ARE ESTIMATED PERIODICALLY AND NOT
CONTINUOUSLY
Example: the spiral model of IT
project cycle
1.PROJECT DEFINITION
(CUSTOMER NEEDS,
REQUIREMENTS, MISSION)
2.RISKS ANALYSIS
3. SYSTEM
ANALYSIS
4. CONCEPT
5. REQUIREMENTS
DEFINITION
6.PLANNING OF
IMPLEMENTATION AND
SYSTEM INTEGRATION
7.
CONFIGURATION
MANAGEMENT
8.
TECHNICAL
CONTROL
9. WERYFIKACJA
I POPRAWKI
MISTAKES: 2.SITUATIONAL NOT SEQUENTIAL; 4. SHOULD BE AFTER 1.; 6.PLANNING SHOULD BE
AT THE BEGINNING WHILE INTEGRATION AT THE END; 6 AND 7 ARE CONTINUOUS ACTIVITIES,
NOT SEQUENTIALI
CASCADE MODEL OF IT PROJECT
CYCLE
ROYCE 1970
SYSTEM
REQUIREMENTS
SOFTWARE
REQUIREMENTS
DRAFT PROJECT
DETAILED PROJECT
ENCODING
TESTING
OPERATIONS AND
MAINTAINANCE
UNUSEFUL FOR COMPLEX
PROJECTS OF HIGH RISK
SUPPORTS UNREALISTIC TIME AND
COST ESTIMATIONS
CTREATES IMPRESSION OF AN
EASY SEQUENCE,
NEEDED COORDINATION OF
NONSEQUENTIONAL STAGES
(UNDERSTANDING, TECHNICAL
FEASIBILITY)
INITIATION PHASE
Initiative
Needs and Priorities
Project objectives
Project scope
Preliminary feasibility
Risks and constraints
Proposed team
Project placement within organizational
structure
Initiative
Needs and Priorities
Project objectives
Project scope
Preliminary feasibility
Risks and constraints
Proposed team
Project placement within organizational
structure
PROJECT IDEAS AND INITIATIVES
EVERY IDEA TO IMPROVE
ORGANIZATIONAL PERFORMANCE AND
BETTER USE OF RESOURCES
EVERY IDEA TO IMPROVE COMPETITIVE
POSITIONING AT THE MARKETPLACE
EVERY IDEA OF NEW PRODUCT, PROCESS,
VENTURE, RESPONSE TO EXTERNAL
CHALLENGES
TO PUT THEM INTO LIFE A PROJECT
INITIATOR HAS TO CONVINCE
SPONSORS/CUSTOMERS/USERS
EVERY IDEA TO IMPROVE
ORGANIZATIONAL PERFORMANCE AND
BETTER USE OF RESOURCES
EVERY IDEA TO IMPROVE COMPETITIVE
POSITIONING AT THE MARKETPLACE
EVERY IDEA OF NEW PRODUCT, PROCESS,
VENTURE, RESPONSE TO EXTERNAL
CHALLENGES
TO PUT THEM INTO LIFE A PROJECT
INITIATOR HAS TO CONVINCE
SPONSORS/CUSTOMERS/USERS
PRIORITIES SETTING
PRODUCTS
TARGET MARKETS
CUSTOMERS
COMPETITIVE POSITION
COMPETITIVE ADVANTAGE AND
UNIQUENESS
SCALE AND SCOPE OF ACTIVITY
PARTNERS
EFFECTIVENESS
PRODUCTS
TARGET MARKETS
CUSTOMERS
COMPETITIVE POSITION
COMPETITIVE ADVANTAGE AND
UNIQUENESS
SCALE AND SCOPE OF ACTIVITY
PARTNERS
EFFECTIVENESS
SELECTION OF PROJECTS TO BE
IMPLEMENTED
1. Identification of realized and
recommended new projects
2. Attributing to each project:
Weight
Time of implementation
Budget
Feasibility
Risk level
3. Selection of projects:
important
realistic
1.
Identification of realized and
recommended new projects
2.
Attributing to each project:
Weight
Time of implementation
Budget
Feasibility
Risk level
3.
Selection of projects:
important
realistic
DEFINING PROJECT GOALS AND
OBJECTIVES
SPECIFIC
MEASURABLE
AMBITIOUS
REALISTIC
TIMELY
SPECIFIC
MEASURABLE
AMBITIOUS
REALISTIC
TIMELY
GLŁ
PRINCIPLES OF DEFINING THE PROJECT
SCOPE:
precIsion,, completness, responding to customer
needs and company capabilities
COMPONENTS
SCALE OF THE PROJECT
COMPLEXITY
TIME OF EXECUTION
ENGAGED RESOURCES
QUALITY LEVEL
EXPECTATIONS AND NEEDS OF
STAKEHOLDERS (IDENTIFIED AND
NOT IDENTIFIED)
AGREED VERSION IN WRITTEN AS
THE STARTING POINT FOR
PLANNING (PIP)
COMPONENTS
SCALE OF THE PROJECT
COMPLEXITY
TIME OF EXECUTION
ENGAGED RESOURCES
QUALITY LEVEL
EXPECTATIONS AND NEEDS OF
STAKEHOLDERS (IDENTIFIED AND
NOT IDENTIFIED)
AGREED VERSION IN WRITTEN AS
THE STARTING POINT FOR
PLANNING (PIP)
ORGANIZATIONAL CAPABILITIES
IN PROJECT MANAGEMENT
REFER TO: PROCESSES, BEST PRACTICES AND
ACTIVITIES BUILDING VALUE OF AN ORGANIZATION
LEADERS SHOULD BE CAPABLE OF TRANSFORMING
VISIONS INTO DECISIONS, OBJECTIVES INTO
STRUCTURED PROCESES
ORGANIZATIONAL CAPABILITIES ARE THE BASE OF
CORPORATE IDENTITY AND ITS DISTINGUISHING
FEATURE
REFER TO: PROCESSES, BEST PRACTICES AND
ACTIVITIES BUILDING VALUE OF AN ORGANIZATION
LEADERS SHOULD BE CAPABLE OF TRANSFORMING
VISIONS INTO DECISIONS, OBJECTIVES INTO
STRUCTURED PROCESES
ORGANIZATIONAL CAPABILITIES ARE THE BASE OF
CORPORATE IDENTITY AND ITS DISTINGUISHING
FEATURE
SOURCE: Sunny and Kim Baker „The Complete Idiot’s Guide to Project
Management”, Alpha Books, 1998
PLANNING PHASE
MODEL ICOMs OF PLANNING
PROCESS
PROCES PLANOWANIA
INFLUENCING FACTORS AND CONTROLS
standards/procedures
limitations
INPUTS
OUTPUTS
Informations
Plan
tools/techniques
project manager and
teamł
MECHANISMS
PLANNING PHASE THREE MAJOR
COMPONENTS
WORK BREAKDOWN STRUCTURE
TIME SCHEDULE
FINANCIALS + BUDGET
WORK BREAKDOWN STRUCTURE
TIME SCHEDULE
FINANCIALS + BUDGET
PLANNING TASKS
IDENTIFY ACTIVITIES
IDENTIFY CAUSE-EFFECT RELATIONSHIPS
ESTIMATE TIME AND RESOURCES
PREPARE PLAN IN PRESENTATION FORM
WorkBreakdownStructure
decomposition of project goal into
objectives, milestones and tasks, setting
up the hierarchy
Install new computer system
Define needs
Select suppliers
Start up of new system
Define
Business
Case
Map
Organizational
processess
Redesign
Processes
Before
automation
Set up short list
Train
users
Instal
Hardware
And
software
Use
system
Test
system
Identify potential suppliers
Compare their offers and
Select the best one
PROCESS MAPPING
Dimancescu, 1992
1. PROJECT TEAM
MEMBERS
2. PROJECT
STAGES
WITH
IN-OUT
CRITERIA
B
C
D
4. STANDARDS FOR
EACH TASK
3. TASKS
IMPLEMENTATION
STREAM
KEY COMPONENTS OF PLANNING
Scope
planning
Scope
planning
Scope
definition
Scope
definition
Defining
activities
Defining
activities
Resources
planning
Resources
planning
Cause-effect
vrelationships
Cause-effect
vrelationships
Estimating
time duration
of activities
Estimating
time duration
of activities
Estymacing
costs of
each activity
Estymacing
costs of
each activity
Scheduling
Scheduling
Budgeting
Budgeting
PIP
PIP
supportive processes of
planning
PLANNING SUPPORTIVE PROCESSES
QUALITY
PLANNING
PLANNING OF
PROJECT
ORGANIZATION
COMMUNICATION
PLANNING
IDENTIFYING
RISKS
MEASURING
RISKS
RESPONSES
TO RISK
EXPOSURE
PROJECT
STAFFING
PROCUREMENT
PLANNING
CONTRACTS
PLANNING
INCL. ADVISORY
EXAMPLE: SEQUENTIAL VS
CONCURRENT PLANNING OF NEW
PRODUCTS
marketing
project
preparing
production
production
marketing
project
Preparing
production
production
Saved time
time
Concurrent planning model:
advantages and disadvantages
SHORTER TIME TO
MARKET WITH NEW
PRODUCTS
LOWER ENGINEERING
COSTS (LESS
CORRECTIONS)
BETTER ADJUSTMENT
TO MARKET NEEDS
SHORTER TIME TO
MARKET WITH NEW
PRODUCTS
LOWER ENGINEERING
COSTS (LESS
CORRECTIONS)
BETTER ADJUSTMENT
TO MARKET NEEDS
HIGHER OVERHEADS
(ADDITIONAL
ADMINISTRATION)
REPLACEMENTS COSTS
AND ADDITIONAL
FURNISHING COSTS
CULTURAL RESISTANCE
METHOD NOT FITTING
TO TYPE OF PROJECT
HIGHER OVERHEADS
(ADDITIONAL
ADMINISTRATION)
REPLACEMENTS COSTS
AND ADDITIONAL
FURNISHING COSTS
CULTURAL RESISTANCE
METHOD NOT FITTING
TO TYPE OF PROJECT
+
-
+
PLANNING THE TIME SEQUENCE AND STRUCTURE
OF PROJECTS
PDM (precedence diagramming
method)
(A-O-N)
ADM (arrow diagramming method)
(A-O-A)
CDM (conditional diagramming
method)
PDM (precedence diagramming
method)
(A-O-N)
ADM (arrow diagramming method)
(A-O-A)
CDM (conditional diagramming
method)
A-0-N
EST
EFT
LST
LFT
Finish –to- start
Start-to-
start
Finish-to-
finish
Start-to-
finish
NAME/
SYMBOL
DURATIO
N TIME
Activity on nodes network example
S
T
A
R
T
F
I
N
I
S
h
A
5
0
0
5
5
B
4
0
7
4
11
D 4
8
1
2
7
1
1
E 6
C 3
G 5
H 6
F 4
J 4
I 6
5
5
11
11
5
8
8
1
1
8
12
1
1
1
5
1
7
21
1
7
2
1
1
2
18
15
2
1
12
1
6
1
5
1
1
17
12
15
1
1
ACTIVITY ON ARROWS NETWORK EXAMPLE
TASK
PRECEDENT
ACTIVITY
a
-
b
-
c
a
d
b
e
b
f
c, d
g
e
S
t
a
r
t
a
b
start
a
b
c
d
e
f
g
FINISH
FIRST STAGE
COMPARISON
A-O-A
SIMPLER TO PLAN AND
MODIFY
EASIER TO
UNDERSTAND BY NON
EXPERTS
MILESTONES BETTER
VISUALIZED
CLEARER ILLUSTRATION
OF MULTILATERAL
RELATIONSHIPS
A-O-A
SIMPLER TO PLAN AND
MODIFY
EASIER TO
UNDERSTAND BY NON
EXPERTS
MILESTONES BETTER
VISUALIZED
CLEARER ILLUSTRATION
OF MULTILATERAL
RELATIONSHIPS
A-O-N
EASIER TO ILLUSTRATE
COMPLEX
RELATIONSHIPS AS
START –TO-FINISH
NO DUMMY ACTIVITIES
ALL INFO ON NODES,
EASIER NUMBERING OF
ACTIVITIES
A-O-N
EASIER TO ILLUSTRATE
COMPLEX
RELATIONSHIPS AS
START –TO-FINISH
NO DUMMY ACTIVITIES
ALL INFO ON NODES,
EASIER NUMBERING OF
ACTIVITIES
DETERMINISTIC AND PROBABILISTIC
METHODS
CPM
TIME DETERMINED IN ONE
VERSION
CRITICAL PATH
DISTINGUISHED
CPM
TIME DETERMINED IN ONE
VERSION
CRITICAL PATH
DISTINGUISHED
PERT
TIME PLANNED IN THREE
VERSIONS: OPTIMISTIC,
PESIMISTIC AND MOST
LIKELY
EXPECTED TIME=
(OPT+4MOST
LIKELY+PES):6
ANALYSIS OF TIME
DURATION VARIATION
WARIANCJI =
[(P-O):6]2
CLOSER TIME
ESTIMATION BASED ON
EXPERIENCE CURVE
PERT
TIME PLANNED IN THREE
VERSIONS: OPTIMISTIC,
PESIMISTIC AND MOST
LIKELY
EXPECTED TIME=
(OPT+4MOST
LIKELY+PES):6
ANALYSIS OF TIME
DURATION VARIATION
WARIANCJI =
[(P-O):6]2
CLOSER TIME
ESTIMATION BASED ON
EXPERIENCE CURVE
CDM
EXAMPLES:
GERT (graphical evaluation and review technique)
System Dynamics
APPLICATIONS:
ModelLING OF NONSEQUENTIAL ACTIVITIES AND
LOOPS (E.G. REPETITIVE TESTS UNTIL POSITIVE
RESULTS OBTAINED),
CONDITIONAL ACTIVITIES (EG. MODEL
VERIFICATION IF CONTROL REVEALS DEFECTS)
EXAMPLES:
GERT (graphical evaluation and review technique)
System Dynamics
APPLICATIONS:
ModelLING OF NONSEQUENTIAL ACTIVITIES AND
LOOPS (E.G. REPETITIVE TESTS UNTIL POSITIVE
RESULTS OBTAINED),
CONDITIONAL ACTIVITIES (EG. MODEL
VERIFICATION IF CONTROL REVEALS DEFECTS)
COSTS ESTIMATES
INITIAL based on rough figures,
uncertain, not precise nor
detailed, used for first
orientation before feasibility
study (25%)
GENERAL based on major
contingencies and quantitative
data, used for presenting
proposals (15%)
DETAILED based n precise project
and contingencies analysis, used
for offers (10%)
FINAL used to obtain additional
funds necessary to complete
project (5%)
INITIAL based on rough figures,
uncertain, not precise nor
detailed, used for first
orientation before feasibility
study (25%)
GENERAL based on major
contingencies and quantitative
data, used for presenting
proposals (15%)
DETAILED based n precise project
and contingencies analysis, used
for offers (10%)
FINAL used to obtain additional
funds necessary to complete
project (5%)
Costs components
BASE ESTIMATE
TOTAL COST OF ALL ACTIVITIES PLANNED
Salaries+ purchases of goods and
services
SCOPE RESERVE
Reserve for not undentified but likely
scope changes
CONTINGENCY RESERVE FOR NOT
IDENTIFIED RISKS
Released when the risks appears. Not
used for compensation of wrong
forecasts and plans
BASE ESTIMATE
TOTAL COST OF ALL ACTIVITIES PLANNED
Salaries+ purchases of goods and
services
SCOPE RESERVE
Reserve for not undentified but likely
scope changes
CONTINGENCY RESERVE FOR NOT
IDENTIFIED RISKS
Released when the risks appears. Not
used for compensation of wrong
forecasts and plans
PROJECT BUDGETING METHODS
COST PLUS
BOTTOM-UP
COST PLUS
BOTTOM-UP
LUMP SUM
TOP-DOWN
LUMP SUM
TOP-DOWN
DIRECT COSTS:
LABOUR+MATERIA
LS AND SERVICES
PURCHASED
COMPANY
OVERHEADS
PROJECT
OVERHEADS
TOTAL COSTS
OF PROJECT
PLANNED
PROFITS
TOTAL
COMPETITIVE
COST OF PROJECT
-DIRECT COSTS
-OVERHEADS
-PROFIT
CHANGES IN COST STRUCTURE
INPUTS : THE LONGER PROJECT DURATION THE MORE
CHANGES IN INPUTS
CONTINGENCIES: THE LONGER THE PROJECT DURATION THE
MORE CHANGES AFFECTING PROJECT COMPLETION (BANK
RATES OF CREDITS, CASH AVAILABILITY, TRUST OF
INVESTORS
MECHANISMS: CONINUOUS CHANGE OF STAFF AND
TECHNOLOGY
INPUTS : THE LONGER PROJECT DURATION THE MORE
CHANGES IN INPUTS
CONTINGENCIES: THE LONGER THE PROJECT DURATION THE
MORE CHANGES AFFECTING PROJECT COMPLETION (BANK
RATES OF CREDITS, CASH AVAILABILITY, TRUST OF
INVESTORS
MECHANISMS: CONINUOUS CHANGE OF STAFF AND
TECHNOLOGY
FINANCIAL PLANNING METHODS AS BASE
FOR AUTHORIZING FUNDS FOR PROJECT
RUN
VALUATION OF INVESTMENT PROJECTS (CF)
PREFERRED (DCF)
INTERNAL PROJECTS: LEASR COST METHOD, NPV
EXTERNAL PROJECTS (IRR)
SCENARIO PLANNING
SENSITIVITY ANALYSIS
COST-BENEFIT ANALYSIS (WHEN ALSO NON FINANCIAL GOALS)
VALUATION OF INVESTMENT PROJECTS (CF)
PREFERRED (DCF)
INTERNAL PROJECTS: LEASR COST METHOD, NPV
EXTERNAL PROJECTS (IRR)
SCENARIO PLANNING
SENSITIVITY ANALYSIS
COST-BENEFIT ANALYSIS (WHEN ALSO NON FINANCIAL GOALS)
IMPORTANT ISSUES RELATED TO
PROJECT TEAM CONSTRUCTION
COMMON LANGUAGE
EVERY PROJECT NEEDS ITS OWN LINGO
THERE IS NO UNIVERSAL TERMINOLOGY FOR PROJECTS
THE MAJORITY OF FIRMS DO NOT HAVE COMMON LANGUAGE (SILOS)
THE SAME WORDS HAVE DIFFERENT MEANINGS IN DIVERSE
PROJECTS, FIRMS, INDUSTRIES
PROJECT MANUALS ARE NEITHER PRECISE NOR COMPLETE
ATTENTION PAID TO TERMINOLOGY IN PROJECT IS NOT SUFFICIENT
EVERY PROJECT NEEDS ITS OWN LINGO
THERE IS NO UNIVERSAL TERMINOLOGY FOR PROJECTS
THE MAJORITY OF FIRMS DO NOT HAVE COMMON LANGUAGE (SILOS)
THE SAME WORDS HAVE DIFFERENT MEANINGS IN DIVERSE
PROJECTS, FIRMS, INDUSTRIES
PROJECT MANUALS ARE NEITHER PRECISE NOR COMPLETE
ATTENTION PAID TO TERMINOLOGY IN PROJECT IS NOT SUFFICIENT
TEAM WORK
EFFECTIVE TEAM WORK DEPENDS
FROM MANY FACTORS:
„CHEMISTRY”, ATTITUDE,
MOTIVATION
BUT
THREE COMPONENTS ARE CRUCIAL:
GATHERING THE GROUP OF
PEOPLE CAPABLE TO TRANSFORM
INO TEAM
CREATION AND SUSTAINING THE
ENVIRONMENT FACILITATING
TEAM WORK
INSPIRING THE TEAM WORK BY
LEADERSHIP
EFFECTIVE TEAM WORK DEPENDS
FROM MANY FACTORS:
„CHEMISTRY”, ATTITUDE,
MOTIVATION
BUT
THREE COMPONENTS ARE CRUCIAL:
GATHERING THE GROUP OF
PEOPLE CAPABLE TO TRANSFORM
INO TEAM
CREATION AND SUSTAINING THE
ENVIRONMENT FACILITATING
TEAM WORK
INSPIRING THE TEAM WORK BY
LEADERSHIP
FRIENDLY ENVIRONMENT FOR TEAM
WORK
COMMON GOALS AND OBJECTIVES (GOALS – COMMITMENT –
RESPONSIBILITY)
EACH TEAM MEMBER IS INTERDEPENDENT FROM OTHERS IN ATTAINING
GOALS AND DESERVES RESPECT (1.define functions, tasks, individual
scope of responsibility2. design organizational structure and define
interdependencies 3. define job descriptions and decision power of
each team member
COMMON CODE OF CONDUCT (ethical principles and legal regulations
covering all potential sources of conflicts and unclear situations. Main
cathegories of issues to be regulated: attitude toward customers, way
of using company / project resources, presence and time of work,
safety, sexual harassment, drinking, smoking, gambling, cheating,
corruption, stealing, quality standards, behavior standards)
COMMON GOALS AND OBJECTIVES (GOALS – COMMITMENT –
RESPONSIBILITY)
EACH TEAM MEMBER IS INTERDEPENDENT FROM OTHERS IN ATTAINING
GOALS AND DESERVES RESPECT (1.define functions, tasks, individual
scope of responsibility2. design organizational structure and define
interdependencies 3. define job descriptions and decision power of
each team member
COMMON CODE OF CONDUCT (ethical principles and legal regulations
covering all potential sources of conflicts and unclear situations. Main
cathegories of issues to be regulated: attitude toward customers, way
of using company / project resources, presence and time of work,
safety, sexual harassment, drinking, smoking, gambling, cheating,
corruption, stealing, quality standards, behavior standards)
CONTINUED
TEAM SPIRIT AND ENERGY depends
from individual attitude and
company culture. The following
issues should be agreed on:
Sharing of resources
Interdependence not independence
of each team member (role of
assertiveness, avoiding dominance,
subtle leadership techniques if
strong individuals)
Undertaking any possible efforts
needed to succeed
Team needs are more important
than individual in the project
Unwanted individual tasks shouldn’t
be transferred to team (avoiding
individual responsibility)
TEAM SPIRIT AND ENERGY depends
from individual attitude and
company culture. The following
issues should be agreed on:
Sharing of resources
Interdependence not independence
of each team member (role of
assertiveness, avoiding dominance,
subtle leadership techniques if
strong individuals)
Undertaking any possible efforts
needed to succeed
Team needs are more important
than individual in the project
Unwanted individual tasks shouldn’t
be transferred to team (avoiding
individual responsibility)
TECHNIQUES OF BUILDING AND
SUSTAINING THE PROJECT TEAM.
THE ROLE OF PROJECT MANAGER
CLEAR DEFINITION OF RESPONSIBILITY,
WHEREVER POSSIBLE
DEFINING AND COMMUNICATING THE
ORGANIZATION OF PROCESS AND
MANAGING STYLE
EMPOWERMENT WHEREVER POSSIBLE
TEACHING THE TEAM THE
RESPONSIBILITY
BALANCED SUPPORT AND DIRECTION
TRAINING PEOPLE ON THE JOB, IN TEAM
WORK AND BY PERSONAL EXAMPLE
PAYING MORE ATTENTION TO
UNDERPERFORMERS (PACE, QUALITY) IN
TEAM WORK
SETTING UP TEAM REWARDS
WORK PACKAGES FORMULATED IN A WAY
ENCOURAGING FOR COOPERATION
CLEAR DEFINITION OF RESPONSIBILITY,
WHEREVER POSSIBLE
DEFINING AND COMMUNICATING THE
ORGANIZATION OF PROCESS AND
MANAGING STYLE
EMPOWERMENT WHEREVER POSSIBLE
TEACHING THE TEAM THE
RESPONSIBILITY
BALANCED SUPPORT AND DIRECTION
TRAINING PEOPLE ON THE JOB, IN TEAM
WORK AND BY PERSONAL EXAMPLE
PAYING MORE ATTENTION TO
UNDERPERFORMERS (PACE, QUALITY) IN
TEAM WORK
SETTING UP TEAM REWARDS
WORK PACKAGES FORMULATED IN A WAY
ENCOURAGING FOR COOPERATION
CAREFULL PLANNING OF THE FIRST
MEETING OF A PROJECT TEAM
OCCASION FOR PRESENTING THE VISION OF
PROJECT AND WINNING THE BRAINS AND HEARTS
FOR JOINT STRIVING TO ATTAIN PROJECT GOALS
FIRST MEETING AGENDA. COMPONENTS:
-presentation of team members
-project definition (goals, objectives,
intended
strategy of execution)
- key requirements, milestones,
contingencies,
opportunities and threats
-links with other teams, reporting lines
-information channels and interfaces
-draft project implementation lan
-major risks and most likely problems
-responsibility split and sharing
-needed commitment and contribution
OCCASION FOR PRESENTING THE VISION OF
PROJECT AND WINNING THE BRAINS AND HEARTS
FOR JOINT STRIVING TO ATTAIN PROJECT GOALS
FIRST MEETING AGENDA. COMPONENTS:
-presentation of team members
-project definition (goals, objectives,
intended
strategy of execution)
- key requirements, milestones,
contingencies,
opportunities and threats
-links with other teams, reporting lines
-information channels and interfaces
-draft project implementation lan
-major risks and most likely problems
-responsibility split and sharing
-needed commitment and contribution
PLANNING THE TEAM WORK AND
SOLVING PROBLEMS
PLANNING IS A CONTINUOUS
ACTIVITY, NOT A ONE TIME
ONE
Communication patterns
such as „papers on the
wall”, e-mails, team
agreements, updates,
corrections facilitate team
development and raises
motivation.
Problem solving- algorythmic
and heuristic techniques.
Talents appear, different
approaches. Joint solutions
lead to team integration
PLANNING IS A CONTINUOUS
ACTIVITY, NOT A ONE TIME
ONE
Communication patterns
such as „papers on the
wall”, e-mails, team
agreements, updates,
corrections facilitate team
development and raises
motivation.
Problem solving- algorythmic
and heuristic techniques.
Talents appear, different
approaches. Joint solutions
lead to team integration
DEFINING AND COMMUNICATING STYLE AND
DECISION MAKING PROCESS ORGANIZATION
THREE MODELS
TIME TO
ACHIEVE
RESULTS
TOTAL TIME
TIME FOR
DECISION
EXECUTION
TIME FOR
DECISION
MAKING
AUTHORITARIAN
MODE
MUTUAL
AGREEMENTS
MODE
UNINIMITY
MODE
DECISION MAKING THROUGH
CONSENSUS AND MUTUAL
AGREEMENTS
MAY REQUIRE COMPROMISE BUT
NEVER THROUGH VOTING,
AVERAGING, BARGAINING,
EXCHANGE OF FAVOURS,
RANDOM CHOICE WITH THE
COIN
IS THE MOST EFFECTIVE IN
THREE TYPES OF SITUATIONS,
WHEN:
NO ONE IS AN EXPERT IN THE
FIELD
INSUFFICIENT DATA SUPPORT
AND TEAM JUDGEMENT IS
NEEDED
STRONG TEAM SUPPORT IS
NEEDED AT IMPLEMENTATION
PHASE
MAY REQUIRE COMPROMISE BUT
NEVER THROUGH VOTING,
AVERAGING, BARGAINING,
EXCHANGE OF FAVOURS,
RANDOM CHOICE WITH THE
COIN
IS THE MOST EFFECTIVE IN
THREE TYPES OF SITUATIONS,
WHEN:
NO ONE IS AN EXPERT IN THE
FIELD
INSUFFICIENT DATA SUPPORT
AND TEAM JUDGEMENT IS
NEEDED
STRONG TEAM SUPPORT IS
NEEDED AT IMPLEMENTATION
PHASE
OTHER CONDITIONS FOR EFFECTIVE
TEAM WORK
CREATION OF PROJECT INFO CENTER
the need for information evolves
alongside the project cycle. Information
has to be constantly updated to keep
project on track and people oriented and
motivated
UNDERPERFORMERS SHOULD BE
ELIMINATED FROM THE TEAM ASAP NOT
TO RUIN THE HARD WORK OF OTHERS.
Standards of expected results or
behavior are important to create the
clear situation of compliance or
noncompliance. Fireing a person from
the team should be clearly
communicated to others with arguments.
CELEBRATING SUCCESSES AT
MILESTONES integrates the team, allows
to forget problems and supports
optimistic expectations as to the future
LEADER keeps training people, rewards
them and strengthens the team
members self confidence (you can do it!)
CREATION OF PROJECT INFO CENTER
the need for information evolves
alongside the project cycle. Information
has to be constantly updated to keep
project on track and people oriented and
motivated
UNDERPERFORMERS SHOULD BE
ELIMINATED FROM THE TEAM ASAP NOT
TO RUIN THE HARD WORK OF OTHERS.
Standards of expected results or
behavior are important to create the
clear situation of compliance or
noncompliance. Fireing a person from
the team should be clearly
communicated to others with arguments.
CELEBRATING SUCCESSES AT
MILESTONES integrates the team, allows
to forget problems and supports
optimistic expectations as to the future
LEADER keeps training people, rewards
them and strengthens the team
members self confidence (you can do it!)
INDICATORS OF HIGH QUALITY OF
TEAM WORK
POSITIVE
CLIMATE FOR COOPERATION
FREE INFORMATION FLOWS
AMONG TEAM MEMBERS
ALL TASKS ARE COVERED,
NOBODY THROWS ITS OWN
TASKS ONTO OTHERS,
INITIATIVE IN UNDERTAKING
DIFFICULT TASKS
SPONTANIC AND POSITIVE
INTERPERSONAL
INTERACTIONS
HIGH LEVEL OF POSITIVE
ENERGY IN THE TEAM
POSITIVE
CLIMATE FOR COOPERATION
FREE INFORMATION FLOWS
AMONG TEAM MEMBERS
ALL TASKS ARE COVERED,
NOBODY THROWS ITS OWN
TASKS ONTO OTHERS,
INITIATIVE IN UNDERTAKING
DIFFICULT TASKS
SPONTANIC AND POSITIVE
INTERPERSONAL
INTERACTIONS
HIGH LEVEL OF POSITIVE
ENERGY IN THE TEAM
NEGATIVE
CLIMATE OF SUSPECTION
AND LACK OF TRUST
INFORMATION FLOW
BLOCKED
AVOIDING UNWANTED
TASKS (WHY ME? WHY NOT
HE/SHE? NOT- MY-JOB
SYNDROM)
ANTIPRODUCTIVE GROUPS,
COLLUSIONS
THE FAILURE AWARENESS
HAMPERS ACTIVITY AND
PARALYSE THINKING
NEGATIVE
CLIMATE OF SUSPECTION
AND LACK OF TRUST
INFORMATION FLOW
BLOCKED
AVOIDING UNWANTED
TASKS (WHY ME? WHY NOT
HE/SHE? NOT- MY-JOB
SYNDROM)
ANTIPRODUCTIVE GROUPS,
COLLUSIONS
THE FAILURE AWARENESS
HAMPERS ACTIVITY AND
PARALYSE THINKING
KEY SUCCESS FACTORS OF
PROJECT TEAM WORK
COMMUNICATION
COOPERATION
COORDINATION
COMMUNICATION
COOPERATION
COORDINATION
„7 S” OF PROJECT
MANAGEMEN(McKinsey)
STRUCTURE of organizing project activities
SYSTEMS covering: methods of planning and
organizing the work of a project team, progress
monitoring and controlling of final results
STAFF - recruitment, manahement, leadership
SKILLS– tools and techniques of management
available to project manager and team members
STYLE – way of shaping interactions within a project
team and with a mother company
STAKEHOLDERS – individuals or groups interested or
affected by a project having influence on its
development
STRUCTURE
of organizing project activities
SYSTEMS
covering: methods of planning and
organizing the work of a project team, progress
monitoring and controlling of final results
STAFF
- recruitment, manahement, leadership
SKILLS
– tools and techniques of management
available to project manager and team members
STYLE
– way of shaping interactions within a project
team and with a mother company
STAKEHOLDERS
– individuals or groups interested or
affected by a project having influence on its
development
HOW TO ORGANIZE PROJECT
ACTIVITIES
Type of project
and goals
Context (internal
and external
situation)
Type of project
and goals
Context (internal
and external
situation)
Three types of projects
External client
Internal client
Project pro
publico bono
External client
Internal client
Project pro
publico bono
EXTERNAL CLIENT
ORGANIZATIONAL
PROBLEM:
HOW TO MEET
EXPECTATIONS OF
THE CUSTOMER AT
LOWEST POSSIBLE
COSTS
ORGANIZATIONAL
PROBLEM:
HOW TO MEET
EXPECTATIONS OF
THE CUSTOMER AT
LOWEST POSSIBLE
COSTS
INTERNAL CLIENT
PROBLEM OF
MANAGER-
ORGANIZER:
How to maximize
organizational
benefits from existing
resources in short
term (operational
effectiveness) and in
long-term (strategic
effectiveness)
Where to allocate
resources
PROBLEM OF
MANAGER-
ORGANIZER:
How to maximize
organizational
benefits from existing
resources in short
term (operational
effectiveness) and in
long-term (strategic
effectiveness)
Where to allocate
resources
INNOVATIONS MAP
New clients
Slow
evolution of
existing
products and
operations
Fundamental
changes in a
few areas of
activity
Revolution
in product
range and
operations
Old clients
ORGANIZATIONAL STRUCTURES FOR
PROJECT
MANAGEMENT
TEAM STRUCTURE
IMPOSED ON
FUNCTIONAL STRUCTURE
MATRIX STRUCTURE
PURE PROJECT
STRUCTURE
AMBIDEXTROUS
STRUCTURE
TEAM STRUCTURE
IMPOSED ON
FUNCTIONAL STRUCTURE
MATRIX STRUCTURE
PURE PROJECT
STRUCTURE
AMBIDEXTROUS
STRUCTURE
TEAM STRUCTURE IMPOSED ON
FUNCTIONAL STRUCTURE
Example of project:
How to supply client
with desired
products
and services at
competitive time, price,
quantity, quality, place,
Interfunctional team
has to decide on the
most effective way.
Example of project
:
How to supply client
with desired
products
and services at
competitive time, price,
quantity, quality, place,
Interfunctional team
has to decide on the
most effective way.
MKTG
PROD.
SALES
FINANC
E
ADM.
& HR
P
CEO
MATRIX STRUCTURE
CEO
F
2
F1
F3
F4
P1
P
2
P
3
Stable part of the structure: functional
Changing project teams employ specialists
from the stable permanent units or from
outside
PURE PROJECT STRUCTURE
TOP
MGT
P1
P2
P3
P4
Finance Finance Finanse
Finance
Operations Operations Operacje
Operations
Mktg and sales Mktg &sales Mktg & Sales
Mktg & Sales
HR HR HR
HR
Investments and
Purchasing
Investments
Purchasing
Purchasing
R&D Legal Designing
Technical service techn.
Project structures may differ from project to project
AMBIDEXTROUS STRUCTURE
FUNCTIONAL CORE, PROJECT
DAUGHTER
ceo
Production Sales
R&D
EXISTING BUSINESS
EMERGING BUSINESS
Production Sales
R&D
Ch. O. Reilly III, M. L. Tushman, The Ambidextrous Organization, HBR April
2004
BENEFITS FROM AMBIDEXTROUS
ORGANIZATION
Strategic benefits
more retained customers
higher market share
strategy
implementation capability
capability to expand on new markets
Market benefits
lower prices
higher customer satisfaction
differentiated offer
closer links with customers
more efficient performance
Operational benefits
lower fixed costs
better use of resources
shorter materials cycles
increased value added
simplified processes
Ch. O. Reilly III, M. L. Tushman, The Ambidextrous Organization, HBR April
2004
BUILDING THE PROJECT TEAM
NOMINATING THE PROJECT MANAGER
RECRUITING PROJECT TEAM MEMBERS
INTEGRATION
NOMINATING THE PROJECT MANAGER
RECRUITING PROJECT TEAM MEMBERS
INTEGRATION
PROJECT TEAM FUNCTIONING
ACTIVE ROLE PLAYING
LEARNING
TAKING RESPONSIBILITY
ACTIVE ROLE PLAYING
LEARNING
TAKING RESPONSIBILITY
PROJECT TEAM INTERNAL STRUCTURE
Steering committee or project
board:
sponsor, project manager,
other project management
team members
External
consultants
managers
Project team members
specialists
Project team management structure
Company
Manageme
nt team
lub
Project
manageme
nt team
Program
manageme
ntteam
Sponso
r
or
Client/user
coach
External
consultant
s
Project
manage
r
Managers and team members
o
r
PROJECT LIFE CYCLE MANAGEMENT
EXECUTION PHASE
PROJECT
IMPLEMENTATION PLAN
(pip)
PROJECT IMPLEMENTATION PLAN
executive summary
project goals and objectives
assumptions for design and risk areas
milestones
WBS
schedule
project resources
draft budget
project organization and management
operational procedures
key performance indicators
contact persons, info
signatures of persons responsible for project acceptance
executive summary
project goals and objectives
assumptions for design and risk areas
milestones
WBS
schedule
project resources
draft budget
project organization and management
operational procedures
key performance indicators
contact persons, info
signatures of persons responsible for project acceptance
Example: assessing leadership
effectiveness in GE
Vision
Customer and quality focus
Integrity
Accountability/commitment
Communication and influence
Responsibility sharing/borderless
Team building/empowerment
Knowledge/experience/intellect
Initiative/Speed
Global mindset
Vision
Customer and quality focus
Integrity
Accountability/commitment
Communication and influence
Responsibility sharing/borderless
Team building/empowerment
Knowledge/experience/intellect
Initiative/Speed
Global mindset
D. Ulrich, J. Zenger, N. Smallwood, Results-Based Leadership, Harvard Business School Press, Boston, USA
1999
Project human resources
management issues
Planning of organization:
identification, formalization, design,
job descriptions, responsibility,
relationships
Project staffing
Leadership, communication,
negotiations
Coaching, mentoring, HR
development, motivation
Team building, integration,
coordination, conflict management
Performance appraisal, employees
retention, complementary staffing,
relationships with trade unions, job
safety precautions,etc.
Planning of organization:
identification, formalization, design,
job descriptions, responsibility,
relationships
Project staffing
Leadership, communication,
negotiations
Coaching, mentoring, HR
development, motivation
Team building, integration,
coordination, conflict management
Performance appraisal, employees
retention, complementary staffing,
relationships with trade unions, job
safety precautions,etc.
Team processes
leadership
Decision-making
Problem-solving
Communication
Meetings
Planning
Feedback and evaluation
Conflicts management
leadership
Decision-making
Problem-solving
Communication
Meetings
Planning
Feedback and evaluation
Conflicts management
IMPLEMENTATIONPHASE
COMPONENTS
Official project
inauguration and
activation pf plan
Setting up of leadership
by project manager
Creating the project
structure
Starting up operational
procedures
Staring up information
and decision-making
procedures
Management according
to plan
Official project
inauguration and
activation pf plan
Setting up of leadership
by project manager
Creating the project
structure
Starting up operational
procedures
Staring up information
and decision-making
procedures
Management according
to plan
Leadership style in project
management
planning
organizing
motivating
controlling
Manag
erial
functi
ons
interpersonal
informational
decisional
Manag
erial
roles
Leadershi
p style
LEADERSHIP ROLE DESCRIPTION
Sunny and Kim Baker „The Complete Idiot’s Guide
to Project Management”, Alpha Books, 1998
Delineates direction
(vision, mission, values,
aspirations, future, clients,
partners, etc.)
Mobilizes people
- recruits
- inspires
- designs roles
- empowers
Builds
organizational
capabilities
- creats teams
- manages change
- builds
infrastructure
Demonstrates personality
Analytical thinking,
integrity, trust,
honesty,solidity,etc.
CONFLICTS AND PERFORMANCE
IN PROJECTS
Conflicts stemming from the search for best solutions
can be used to accelerate project implementation, cost
reduction or attaining more ambitious goals
Conflicts based on negative premises lower the
discipline and commitment, can lead to project failure.
There are no people who cannot be replaced but
loosing rare specialists may lead to failure too.
TYPICAL CONFLICT SOURCES IN
PROJECTS
objectives inconsistent
no focus on tasks
ineffective administrative procedures
roles uncertainty
technical uncertainty
inadequate staffing and positioning
unproportional resources to tasks
unrealistic work time assumptions
interpersonal problems
CONFLICT MANAGEMENT IN
PROJECTS
withdrawal from unimportant
conflicts through agreeing on common
interests of parties involved
compromis but priorities secured,
concessions reduced
forcing the solutin beneficial for one
party
confrontation of forces but joint
formulating and solving of problem
Additional persons and project time
managemet
Number of persons
czas
1
2
3
4
Introducing one additional personbrings important shortening of
activity completion time , the next – less effective improvement
while fourth- extending the time of completion as more time is
needed for learning and team management.
K. Lockyer, J. Gordon, Project Management and Project Network Techniques, wyd. 6, Financial Times – Prentice Hall, 1996, s. 65
Project implementation- supporting
processes
Information distribution
Team development
Consulting
Choice of suppliers
Management of contracts
Quality assurance
Project scope verification
Information distribution
Team development
Consulting
Choice of suppliers
Management of contracts
Quality assurance
Project scope verification
QUALITY MANAGEMENT IN PROJECTS
•Quality assurance through systematic
evaluations and controls
•Planning of quality standards and
assurance systems
•Quality deviations immediately
corrected
•Important qualitative issues in project
management:
–Customer satisfaction (matching
with specification and real value
–Prevention is much cheaper than
compensation of demage
–Project manager overall
responsibility
–Logic of commonly used methods
(DEMING, CROSBY, TQM, ISO...),
continuous improvement
COMMUNICATION MANAGEMENT IN
PROJECTS
PLANNING OF
COMMUNICATION SYSTEM
DISTRIBUTION OF
INFORMATION
REPPORTING
IMPORTANT PROJECT
DOCUMENTS
PLANNING OF
COMMUNICATION SYSTEM
DISTRIBUTION OF
INFORMATION
REPPORTING
IMPORTANT PROJECT
DOCUMENTS
CONTROLLING::
IDENTIFYING DEVIATIONS FROM PLAN
ANTICIPATING PROBLEMS
PREVENTIVE ACTIONS OR COMPENSATING
ACTIVITIES
WHAT IS CONTROLLED:
DEADLINES OF TASKS COMPLETION (LATE OR EARLY DELIVERY)
COSTS AGAINST PLENNED (HIGHER, LOWER)
CHANGE MANAGEMENT ALONGSIDE PROJECT LIFE CYCLE
ACTIVITIES COMPLETENESS
PROJECT SCOPE CHANGES
PROJECT SCHEDULE CHANGES
BUDGETARY CHANGES
QUALITY CHANGES
RISKS REPORTING
REACTING TO RISKS
LESSONS LEARNED
DEADLINES OF TASKS COMPLETION (LATE OR EARLY DELIVERY)
COSTS AGAINST PLENNED (HIGHER, LOWER)
CHANGE MANAGEMENT ALONGSIDE PROJECT LIFE CYCLE
ACTIVITIES COMPLETENESS
PROJECT SCOPE CHANGES
PROJECT SCHEDULE CHANGES
BUDGETARY CHANGES
QUALITY CHANGES
RISKS REPORTING
REACTING TO RISKS
LESSONS LEARNED
CONTROLLING DEVIATIONS
FROM PLANNED TIME AND
COSTS OF PROJECT
COST VARIANCE [BCWP-ACWP]
DEVIATION OF REAL COSTS VS PLANNED
(WITHOUT REFERENCE TO PROJECT
PROGRESS)
SCHEDULE VARIANCE [BCWP-BCWS]
DEVIATION OF REAL PROJECT PROGRESS VS
PLANNED
(ALLOWS TO CALCULATE THE COST OF
DELAY)
3 MEASURES OF DEVIATIONS:
BCWS (BUDGETED COST OF WORK
SCHEDULED)
BCWP (BUDGETED COST OF WORK
PERFORMED)= EARNED VALUE (IF TASKS
COMPLETED AT PLANNED COST)
ACWP (ACTUAL COST OF WORK PERFORMED),
CUMULATED SALARIES IN SPECIFIED PERIOD
COST VARIANCE [BCWP-ACWP]
DEVIATION OF REAL COSTS VS PLANNED
(WITHOUT REFERENCE TO PROJECT
PROGRESS)
SCHEDULE VARIANCE [BCWP-BCWS]
DEVIATION OF REAL PROJECT PROGRESS VS
PLANNED
(ALLOWS TO CALCULATE THE COST OF
DELAY)
3 MEASURES OF DEVIATIONS:
BCWS (BUDGETED COST OF WORK
SCHEDULED)
BCWP (BUDGETED COST OF WORK
PERFORMED)= EARNED VALUE (IF TASKS
COMPLETED AT PLANNED COST)
ACWP (ACTUAL COST OF WORK PERFORMED),
CUMULATED SALARIES IN SPECIFIED PERIOD
PROJECT STAGES AND CONTROL
GATES
Cooper, 1990
CONCEPT
G1
STAGE 1
G2
STAGE S
STOPPING PROJECT AT GATE WHEN::
Main benefits already achieved
Initial plans and estimations not
sufficiently accurate
New more attractive opportunity appeared
Company strategy changed
Key project team members left the
company
Project requires much more advanced
capabilities than available
Project continuation may ruin company
finance
Main benefits already achieved
Initial plans and estimations not
sufficiently accurate
New more attractive opportunity appeared
Company strategy changed
Key project team members left the
company
Project requires much more advanced
capabilities than available
Project continuation may ruin company
finance
BCWS curve
J. P. Lewis, Project Manager’s Desk Reference, wyd. 2, McGraw-Hill, 1999, s. 200
C
u
lu
m
a
ti
v
e
L
a
b
o
r
C
o
s
t
Time
D
e
a
d
lin
e
BCWS
Labor Budget
Cumulated planned expenditures
J. P. Lewis, Project Manager’s Desk Reference, wyd. 2, McGraw-Hill, 1999, s. 201
6
2
0
0
1
0
8
0
0
3
8
0
0
4
6
0
0
8
0
0
8
0
0
5
4
0
0
1
6
2
0
0
5
4
0
0
2
1
6
0
0
2
4
0
0
2
4
0
0
0
2
4
0
0
2
6
4
0
0
2
4
0
0
2
8
8
0
0
TaskA
TaskB
TaskC
Weekle
expenditur
es
Cumulated
expenditure
s
(40 H/T)(20$/H)=$800/T
(100 H/T)(30$/H)=$3 000/T
(60 H/T)(40$/H)=$2 400/T
Budgeted Cost of Work Scheduled
(BCWS) curve
J. P. Lewis, Project Manager’s Desk Reference, wyd. 2, McGraw-Hill, 1999, p. 202
0
C
u
m
u
la
te
d
e
x
p
e
n
d
it
u
re
s
i
n
t
h
o
u
s
a
n
d
s
Working time in weeks
1
2
3
4
5
6
7
8
0
5
10
15
20
25
30
BCWS Curve:
Project Behind Schedule and Overspent
J. P. Lewis, Project Manager’s Desk Reference, wyd. 2, McGraw-Hill, 1999, p. 203
60k
Time
D
e
a
d
lin
e
BCWS
Labor Budget
40k
20k
Date of Analysis
SV
CV
CV – Cost Variance
SV – Schedule Variance
ACWP
BCWP
BCWS curve:
Trends for the Project if Nothing Changes
J. P. Lewis, Project Manager’s Desk Reference, ed. 2, McGraw-Hill, 1999, sp
205
60k
Time
D
e
a
d
lin
e
Labor Budget
40k
20k
Date of Analysis
SV
CV
CV – Cost Variance
SV – Schedule Variance
ACWP
BCWP
Project
Delay
Project
Overspen
d
BCWS curve:
Project Ahead of Schedule, But Spending
Okay
J. P. Lewis, Project Manager’s Desk Reference, ed. 2, McGraw-Hill, 1999, sp 207
CV – Cost Variance
SV – Schedule Variance
ACWP
BCWP
60k
Time
D
e
a
d
lin
e
BCWS
Labor Budget
40k
20k
Date of Analysis
SV
BCWS curve:
Project Behind Schedule, But Spending
Okay
J. P. Lewis, Project Manager’s Desk Reference, ed. 2, McGraw-Hill, 1999, p 209
CV – Cost Variance
SV – Schedule Variance
ACWP
BCWP
60k
Time
D
e
a
d
lin
e
BCWS
Labor Budget
40k
20k
Date of Analysis
SV
BCWS curve:
Project Ahead of Schedule and
Underspent
J. P. Lewis, Project Manager’s Desk Reference, ed. 2, McGraw-Hill, 1999, p. 203
60k
Time
D
e
a
d
lin
e
BCWS
Labor Budget
40k
20k
Date of Analysis
SV
CV
CV – Cost Variance
SV – Schedule Variance
ACWP
BCWP
PROJECT TERMINATION (CLOSURE)
PHASE
ACTIVITIES BEFORE PROJECT CLOSURE:
EVALUATION OF RESULTS FOR DIVERSE
STAKEHOLDERS
FINAL REVIEW (POST IMPLEMENTATION
REVIEW-PIR): EVALUATION OF ACHIEVED
BENEFITS VS PLANNED, ADDITIONAL
BENEFITS, RECCOMMENDATIONS OF
CHANGE, LESSONS LEARNED
ACTIVITIES CLOSING THE PROJECT:
FINAL REPORT
DECISION TO FINISH THE PROJECT
CLOSING PROJECT BOOKS, CONTRACTS,
DISSOLVING PROJECT TEAM
ACTIVITIES AFTER PROJECT COMPLETION
INTEGRATION OF RESULTS WITH MOTHER
ORGANIZATION OR TRANSFER OF PRODUCT
TO CLIENT
MANAGING PROJECT RESOURCES
PROJECTS FILES STORAGE
PROJECT RECYCLING (IN CASE OF PARTIAL
SUCCESS)
ACTIVITIES BEFORE PROJECT CLOSURE:
EVALUATION OF RESULTS FOR DIVERSE
STAKEHOLDERS
FINAL REVIEW (POST IMPLEMENTATION
REVIEW-PIR): EVALUATION OF ACHIEVED
BENEFITS VS PLANNED, ADDITIONAL
BENEFITS, RECCOMMENDATIONS OF
CHANGE, LESSONS LEARNED
ACTIVITIES CLOSING THE PROJECT:
FINAL REPORT
DECISION TO FINISH THE PROJECT
CLOSING PROJECT BOOKS, CONTRACTS,
DISSOLVING PROJECT TEAM
ACTIVITIES AFTER PROJECT COMPLETION
INTEGRATION OF RESULTS WITH MOTHER
ORGANIZATION OR TRANSFER OF PRODUCT
TO CLIENT
MANAGING PROJECT RESOURCES
PROJECTS FILES STORAGE
PROJECT RECYCLING (IN CASE OF PARTIAL
SUCCESS)