Process Details. Part – 2: Project Activity and Time Management #PMP – Project Management

Process:

Define Activities Required:

List all the activities, functionalities, modules, components you want to develop. When the project scope is defined, use it to decompose the work into activity list. Work breakdown structure will be useful at this stage. List what modules, components the project will handle. List all the functionalities/activities that are required for each of the modules/components. For each activity, define properties, assumptions, quality requirements, and output requirements.

Input: Project scope statement, Work breakdown structure
Output: Project activities [activity list], Activity attributes, milestone list, requested changes

Tools:

Decomposition: Decompose work into smaller activities. Project team or the functional manager may be of good use here.

Templates: The Company may have them, other project may have them, and some standards like IEEE may define some templates

Rolling Wave Planning: Many later aspects of the project may not be understood at the beginning. Hence, initially decompose as much as possible and later with the progress, improve the decomposition
Expert Judgment: Take help of other experts in the field. Project team or the functional manager may be of good use here.

Sequence Activities:

Find the order/sequence of the activities. Some activities may be dependent on the completion of another activity. Some modules may be dependent on the completion of another module. Sometimes, it may be the case; some activities/modules are not strictly dependent on another activity but may be preferable to start after another activity/module [Best Practice]. Note: module refers to a complete unit/component where each module may have many activities. In this step, you need to find the sequence and then create a project network diagram.

Input:

Mostly from the first step.
Project scope statement,
Activity list
Activity Attributes
Milestone List
Approved change requests

Tools:

Precedence Diagram Method (PDM): Activities are represented by the nodes where arrows represent the dependencies that exist between the activities.

Arrow Diagramming Method (ADM): Activities are represented using arrows where nodes represent the connection points. We can create dummy activities with dotted arrows [not possible in pdm].

Graphical Evaluative Review Technique (GERT): Like the PDM diagrams. Additionally, you can show dependencies among activities. Also, you can represent repeated processes.

Network Templates: Sub networks of another project in the organization may be useful.
Dependency Determination: like mandatory dependencies [you can not break the dependency], discretionary dependencies [best practices, the dependency is not strict], and external dependencies [out of the scope of the project].

Apply leads and lags:

Output: Project schedule network diagram.

3rd: Then you need to identify the resource requirements of each activity.

4th: Estimate duration for each activity. It may be experience based, practical examples based, another completed project based, mathematical analysis based.

5th: Develop the schedule; Project sequencing and time estimating will directly affect this. Several projects may require the same resource. Hence, the schedule should check when the resource is available and schedule accordingly.

6th: Monitor how the schedule is performing. From: http://sitestree.com/?p=11470
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Post Data:2017-10-17 15:21:18

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Project Activity and Time Management. Part – 1: Processes #PMP – Project Management

Project time management processes

1. Define Activities Required
2. Sequence Activities
3. Estimate Resources for the Activities
4. Calculate Duration of the Activities
5. Develop Schedule
6. Control Schedule

  From: http://sitestree.com/?p=11468
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Post Data:2017-10-17 15:15:10

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Constructive Team Roles . Part – 8: Human Resources management #PMP – Project Management

Constructive Team Roles

  1. Initiators
  2. Information seekers
  3. Information givers: not confidential information
  4. Encouragers:
  5. Clarifiers:
  6. Harmonizers:
  7. Summarizers:
  8. Gate Keepers:

From: http://sitestree.com/?p=11466
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Post Data:2017-10-17 15:11:23

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Conflict Resolution . Part – 7: Human Resources Management #PMP – Project Management

Conflict Resolution:

Methods of Conflict Resolution

Problem-solving: Solve the problem (root cause of the problem)
Compromise
Forcing: never good in the long run
Smoothing: not recommended. Does not solve the issue
Withdrawal: ignore the issue. not a resolution From: http://sitestree.com/?p=11464
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Post Data:2017-10-17 15:09:24

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Forms of Power. Part – 7: Human Resources Management #PMP – Project Management

Forms of Power
The project manager may enjoy the following forms of power

Reward: reward a team member
Expert: When the manager is an expert, people will listen to him[best form of power]
Legitimate: Power due to the position.
Referent: Example: A manager very close to the CEO may feel/enjoy higher power than he really has.
Punishment: worst type
Best Form: Reward and Expert

(Details will be added at a later time) From: http://sitestree.com/?p=11462
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Post Data:2017-10-17 15:07:12

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Achievement Theory. Part – 6: Human Resources Management #PMP – Project Management

Achievement Theory:

People need achievement, power, and affiliation.

achievement: Desire to accomplish something
Power: Desire to influence the behavior of others
Affiliation: Desire to belong to a group

(Details will be added at a later time) From: http://sitestree.com/?p=11460
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Post Data:2017-10-17 15:03:38

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Expectancy Theory. Part – 5: Human Resources Management #PMP – Project Management

Expectancy Theory:

Anticipation of a reward or good outcome is a motivation. But the motivation only works if the target is achievable/practical. If a person is told if he can sale 100,000 in 4 weeks, he will get 10000$ as bonus. The person will feel motivated only if he can think it is possible but if he feels it is impossible, no motivation will be there. From: http://sitestree.com/?p=11458
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Post Data:2017-10-17 15:01:28

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Herzberg’s Motivation-Hygiene Theory. Part – 4: Human Resources Management #PMP – Project Management

Herzberg’s Motivation-Hygiene Theory

Some factors are not directly motivating but their absence will make some people unsatisfied.

(Details will be added at a later time)

Hygiene Factors:
Supervision
Work Condition
Relationship with co-workers
Paycheck
Company Policy

Motivational Factors:
Achievement
Recognition
Work
Responsibility
Growth From: http://sitestree.com/?p=11456
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Post Data:2017-10-17 14:59:27

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Contingency Theory. Part – 3: Human Resources Management #PMP – Project Management

Contingency Theory:

(Details will be added at a later time)
Managers may be task oriented or relationship oriented. In stressful situations task-oriented managers become more successful. While in calm situations relationship-oriented managers perform better. From: http://sitestree.com/?p=11454
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Post Data:2017-10-17 14:57:15

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McGregor’s Theory X and Theory Y. Part – 2: Human Resources Management #PMP – Project Management

McGregor’s Theory X and Theory Y

(Details will be added at a later time)

Applicable to management approaches

X: People are selfish, unmotivated, dislike work, must be forced to work, constant supervision required

Y: People are naturally motivated to work, team members need very little external supervision required.

Assembly line organizations may benefit from X type of managers. From: http://sitestree.com/?p=11452
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Post Data:2017-10-17 14:55:18

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