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Best Practice: Allow project resources to bid on upcoming projects

Description

Capture descriptions and resource requirements of upcoming projects.  Allow project resources to view upcoming projects and express their interest in working on them.  When selecting resources for the project, review those who have expressed interest to determine if they are an appropriate fit prior to reviewing the entire resource pool.

Benefits

  • Improves employee retention
  • Aligns project staffing with career development
  • Increases quality of work through increased commitment & motivation

Implementation Considerations

  • Employee expectations must be carefully managed. Project resources must understand that bids are a consideration but not the sole factor in determining project assignments.
  • Monitor the process to assess whether employees are bidding on suitable projects.  If there appears to be a gap, work with employees to ensure that they understand what is required on the project they desire and develop an appropriate career development plan.

Metrics

  • Employee retention
  • Customer satisfaction results

Case Study: Improve Human Capital Allocation

Client: Global Management Consulting Firm

Project: Improve Consultant Resource Allocation

Overall Project Mission

The project mission was to improve resource management for a global management consulting firm by improving usage of the firm’s resource allocation system. System functionality to enter project assignments existed but a number of users were not entering data in a timely fashion and in some instances, were not entering assignments at all. Therefore, resource availability in the system was not accurate and the value of the application to the firm was in question.

The Challenge

The Intellilink team needed to identify the root cause behind the poor usage and implement changes before all users lost confidence in the system. Users were globally geographically dispersed and had little time to spend with the project team. Therefore, the Intellilink team needed to find alternate but accurate means of solving the problem.

The Solution

To analyze the situation, the team developed hypotheses behind the poor usage and collected data from the application to confirm them. Based on the data, the team outlined a set of conclusions and solutions to the issue. User interaction was kept to a minimum and the project progressed without visiting each office.

Develop hypotheses – From initial interviews the team believed that poor usage was mainly due to the difficulty of using the system. Too many steps were involved to enter and subsequently maintain a resource assignment. Also, all assignments followed the same complicated workflow regardless of assignment type. For example, the steps required to enter a vacation were as comprehensive as the steps required to enter a client engagement.

Collect data – To test the hypotheses, the team analyzed the assignments that were entered into the system.  The team mapped the actual data entered against the fields that were displayed in the multiple screens required to complete the entry. The team found that the most commonly used fields were dispersed across multiple screens. Additionally, the team analyzed the types of assignments that were entered and the frequency of the various assignment types. For each assignment type, the team reviewed the required fields and found that for certain assignment types the required fields were again dispersed across multiple screens. Finally, the team compared the data entered onto project assignments to those entered on the client engagement and found numerous fields that needed to be manually entered in both places.

Develop solutionsThe Intellilink team concluded that different screens should be developed for client vs. non-client assignments and the integration between the engagement management and the resource management modules needed to be improved. For each of the different screens, the required and most commonly used fields were grouped together to reduce user effort. For example, non-client assignments required fewer fields and could be entered with as little as three clicks. For the client assignments, the development of improved integration with the engagement management module allowed the defaulting of numerous fields, such as client industry, functional classification and location.

 

Case Study: Change Management for PPM Rollout

Client: Global Financial Services Firm

Project: Change Management for PPM Rollout

Overall Project Mission

A major financial services firm wished to implement an integrated, enterprise-wide information technology management system to improve IT effectiveness and efficiency. The approach was to perform an extensive pilot and then implement the software in the major lines of business (LOBs). Each LOB was very large and had its own IT organization and CIO. In addition, the extensive functionality of the software (project, resource, and portfolio management) necessitated a staged implementation to ease the burden on users and increase the likelihood of success.

The Communications & Change Management Challenge

The implementation of the new IT management system would affect over 12,000 people in several lines of business around the world. In addition, the breadth of functionality meant that the system would affect almost every IT management process, from IT portfolio management at the CIO level to time & expense entry at the project team member level. Further, the LOBs were decentralized; thus, the program’s core team had no direct influence over LOB decision making. In order to achieve success, the program core team had to persuade a diverse group of independent LOBs to embrace significant changes to their processes and systems.

The Program

A Communications & Change Management program was launched to help ensure the success of the wider implementation effort. The program addressed issues and communications for two sets of stakeholders. The first set included core program stakeholders, e.g. LOB CIOs, program steering committee members, and pilot/implementation core team members. The second set of stakeholders was the LOB user community who would have to buy into the program to make it a success.

Program Communications – The team quickly implemented a plan to manage the messages communicated to influential program stakeholders, e.g. LOB CIOs, steering committee members, etc. The team met weekly to determine key messages and the medium of communication. In addition, the team developed and distributed a monthly newsletter to keep program team members and other interested parties apprised of project activities.

Stakeholder Analysis – The team worked with LOB representatives to define the key stakeholder groups and to identify how business processes would change. Next, potential barriers to change were identified, and the team developed mitigation approaches (e.g. communications and HR incentives) for each barrier. Finally, the team conducted a change readiness assessment to identify which stakeholders required the most attention.

Communications Planning – The team then developed a detailed communications plan that defined key messages, target audiences, information sources, communications channels, and delivery timing. In addition, generic e-mails and presentations were developed to provide a starting point for the LOBs who would be running their own change management efforts. Next, feedback mechanisms were designed to enable change management teams to track the effectiveness of their communications.

 HR Incentives – The team placed a strong emphasis on developing HR incentives to motivate users. The team worked with HR representatives to push for the development of a standard career path framework to reward proficiency in project management (PM). The team worked with a project management center of excellence in one of the LOBs to transform it into a firm-wide user community that supported PM certifications, forums, training, and peer mentoring.

Transition – The team delivered a complete package of communications and change management materials that could be tailored to meet the needs of individual LOBs. In addition, the team developed a detailed approach document describing how to implement the change management materials to guide the LOB teams through the process.

 

Best Practice: Develop a standard competency model

Description

Define a set of standard job roles.  For each role, define a set of standard skills (both hard & soft) and experience levels that are required.  Develop a competency model that includes these skills so that a clear definition of roles & career development path is available.

Benefits

  • Enhances the ability to assess the entire resource pool to identify potential gaps/excesses by ensuring consistent classification of resources.
  • Provides individuals with an understanding of where they fit in the organization & options for progressing their career.

Implementation Considerations

  • The competency model should be designed to ensure that it is at a granular enough level to clearly capture a individual’s profile while not so granular as to result in significant maintenance overhead.
  • Processes should be designed to ensure the competency model is reviewed & revised to reflect the changes in the labor market as well as changes in the organization’s resource needs.
  • Training should be provided to ensure that both individual resources and managers clearly understand the definition of the competencies.

Metrics

  • Number of competencies
  • Number of experience levels
  • Number of resources at each competency & experience level
  • Proportion of resources who have been mapped into the competency model

Best Practice: Promote a virtual collaborative environment

Description

Promote a collaborative environment by making virtual collaboration tools available to all individuals. The value added of such tools as web conferencing increases exponentially if the tools are used frequently across an organization. They should become part of every executive’s daily routine and treated no differently than telephones or email. Utilize suitable senior executives as role models.

Benefits

  • Increases creativity of teams resulting in better solutions.
  • Increases cooperative & collaborative behavior resulting in increased leverage of existing knowledge capital.

Implementation Considerations

  • Collaborative tools can reduce the need for face-to-face interactions.  However, it is important to identify the type of work that can be conducted remotely vs. the type that must be done face-to-face.
  • Many organizations reward & recognize individual performance.  However, to promote collaboration, team achievements need to be rewarded.  Consider implementing a scorecard that includes team-based achievements.  The input should include objective project metrics as well as qualitative feedback from key stakeholders.

Metrics

  • Number of collaborative tools
  • Frequency of usage per collaborative tool

Best Practice: Obtain the optimum balance of skill sets & experiences on a project team

Description

When allocating resources to a project, review the project team as a whole rather simply one individual at a time.  Final assignments to the project should consider the strengths & weakness of the team as a whole.  For example, if a project requires 3 developers with 5 years of experience but these types of resource are not readily available, consider using 2 senior developers and 1 junior developer.  Additionally, complementary behaviors could be taken into account as well.

Benefits

  • Increases the flexibility of resource allocation by increasing staffing options.
  • Improves the performance of the project team.

Implementation Considerations

  • Consider utilizing a methodology, such as Myers-Briggs to predict team dynamics.  It is important to note that such tests are merely indicators and should not be treated as definitive predictors.
  • An alternative to behavioral indicators is to track the success of the team.  For successful teams, attempt to put the same individuals together on future projects.
  • To increase the value added by the resource manager, he/she should provide feedback on the strengths & weaknesses of the team, which will enable the manager to proactively manage the team.

Metrics

  • Number of potential teams per project

Best Practice: Reward managers who have achieved higher retention rates for high performing employees

Description

Track the retention rates of high performing individuals.  For those that have remained with the organization longer than the average tenure, determine the managers with whom the individual worked in a predetermined time period, i.e., annual.  Recognize & reward those managers.

Benefits

  • Reduces recruiting costs through the increased retention.
  • Ensures managers are focusing on developing talent in the organization.

Implementation Considerations

  • For high performing individuals, providing opportunities across the organization is important.  Yet in many instances, managers wish to keep these individuals in their own group and do not expose the individual to better opportunities that are outside the group.  Thus, tracking retention within the organization, rather than in the manager’s group, should encourage managers to allow for mobility.
  • In some cases, managers may attempt to “game” the process through inappropriate performance reviews.  Consider periodic audits by an independent party.

Metrics

  • Proportion of managers who receive the reward
  • Retention of high performing individuals

Case Study: Project Reporting

Client: Financial Services Institution

Project: Develop IT reporting capability

Overall Project Mission

A global financial services firm with over 10,000 IT staff worldwide lacked an integrated system to generate reports on its internal information technology projects. As a result, significant manual effort was expended to collect information on a monthly basis. Frequent fire drills would occur to provide ad-hoc management reports, and real-time information was nearly impossible to access. Even for these manual reports, the company lacked firm-wide standards for project reports, procedures, and reporting taxonomy.

The overall project mission was to create reports to facilitate IT project management and oversight. Reports were created for project execution, project tracking, portfolio management, resource management, resource deployment, financial management, and other key activities. Intellilink facilitated the reporting requirements documentation, development of reporting taxonomy, and created firm-wide standardized reports to satisfy end-user information needs.

The Reporting Challenge

Many challenges needed to be overcome to improve IT reporting capability. First, the client was implementing an integrated IT portfolio management system; however, the standard reports provided by the system did not fully satisfy the end users’ reporting needs. The development team would need to customize many of the standard reports and develop new ones to close the gap. The second challenge was that the existing systems did not share the same data sources, nor did they allow for seamless information sharing across lines of business (LOB). This required users to leverage multiple systems to generate project management reports. In addition, lines of business used group-specific reporting tools that hindered firm-wide knowledge sharing. The third challenge was that the firm has varied reporting requirements, making it difficult to standardize reports across the company. The fourth challenge was the decentralization of the firm’s lines of business. Because LOBs’ IT organizations were decentralized, some groups did not buy in to the need for firm-wide oversight and were not willing to have common definitions or reports.

In order to overcome these challenges, the reporting effort documented firm-wide user requirements, developed reports that could be used across all lines of business, and established universal reporting language. Reports provided project-level views of IT activities and aggregate level views for CIO level executives and senior IT oversight committees.

The Program

The reporting effort was organized into several phases, each with distinct activities and deliverables.

Scope Project – The project lead worked closely with client leadership to develop the project scope and establish parameters around the short and long term project objectives, project approach and timeline, the key deliverables for each project phase, and the key stakeholders involved in the effort. The team also developed data collection and communication templates to enable efficient and effective usage of the stakeholders’ time.

Assess Current Report Inventory – The team issued requests to each stakeholder group to submit samples of existing project-related reports. The team developed a preliminary list of standardized reports based on a combination of these submissions and Intellilink’s best practice database. The preliminary list of reports utilized a standardized reporting taxonomy based on system data definitions.

Develop To-Be Report Inventory – The team met with key stakeholders to vet the preliminary list of standardized reports and review drafts of report templates. The team defined critical reporting factors for each including end users, data elements/attributes, business purpose, delivery method, report generation method, and frequency.

Assess Report Delivery Feasibility – The team documented the final reporting requirements and delivered them to the report development technical team. Reports were organized into logical groupings such as project management, financial management, and resource management. The reporting team worked closely with developers to assess the ease of implementation of each report based on data availability, estimated development hours, and user priority. The end result was prioritized list of reports and a rollout plan.

Develop Reports – The team created scripts for developers and end users to test reports, as the technical team developed the custom reports. Reporting guidelines and other user documentation was developed to facilitate report usage post-implementation.

Implement/Rollout Reports – The team released reports to the end user community. A continuous improvement tool was created to capture future change requests and improvement opportunities.

Best Practice: Review performance of contractors

Description

Collect performance reviews similar to employees for contractors.  The purpose of the assessment is not career development for the contractor but to collect information on the skills & performance level to aid decisions in the future as to whether that contractor should be utilized again.

Benefits

  • Prevents ‘bad’ resources from being repeatedly brought into the organization.
  • Leverages organization’s buying power / improve negotiation position with vendors.

Implementation Considerations

  • The benefits of collecting performance feedback on contractors increase as performance reviews are collected throughout an organization into a centralized information repository.
  • Requires tight process integration between VMO & managers.
  • The performance feedback on the contractor should also be used to assess the performance of the vendor.

Metrics

  • Portion of contractors for whom reviews have been completed
  • Average performance rating of contractors

Case Study: Talent Management

Client: Financial Services Institution

Project: Employee Exit Process Redesign

The Challenge

A large financial services institution lacked consistency and clear HR roles for their termination process.  The existing termination process lacked control and did not provide a ‘single employee experience.’  HR did not have answers for the important questions from the business; why are people leaving, where are they going and what are we doing to minimize non-managed attrition?  As a result, HR could only provide answers with inaccurate data and with limited insight into the termination process.

Other problems existed – the internal processing of resignations was inefficient, the client had not historically collected on the financial obligations of the exiting employee, nor was there any rigor around rehireability at the termination point.

The Solution

Conduct Process Review and Optimization Sessions – Using the existing documentation, Intellilink led a comprehensive review effort with 15+ SMEs from all affected functions.  The first step was to bring current the exit process – Intellilink gained consensus and the entire exit process was captured in an as-is state.  The next step was to analyze the process from scratch.  Using a cascading role method, Intellilink began the process with a clean slate by asking what needs to happen for an employee to exit.  From that point, Intellilink and the process team assigned tasks and roles to functions.  Once functions were assigned, the workflow of the process, and controls and SLAs were put in place.  This framework allowed the process team to essentially recreate the exit process while maintaining the integrity of ancillary processes affected by the Exit Process. Intellilink led the team’s effort in revising the termination codes that could be assigned to an employee as they exited, ensuring that proper codes were in the proper place system-wise, and defining when they should be used.  The team also captured all tools, process changes (current and future), and procedure needs during the sessions.

Develop Tools and Procedures – Using the process and controls specified by the SME group, Intellilink created tools and procedures to aid in the adoption of the process and ensure the easy completion of certain imperative tasks.  The team drafted master procedures taking an employee through the lifecycle of an exit, role based procedures linked to the master procedures for each affected role, and job aides to ensure form consistency.  Once the master procedures were reviewed by the functions and the job aides agreed upon – the team was ready to rollout the new process.

Rollout and Change Management – Comprehensive process change like this required comprehensive change management and training planning.  Enterprise wide, a web training guide was made available for managers wishing to learn the specifics of the exit process.  HR Business Partners would also conduct training with managers in their lines, using material developed by Intellilink.  Intellilink conducted all HR specific training (HR Business Partners, HR Service Center, and Payroll), while also working with communications to update the company intranet with relevant documents and procedures.  Once the process was rolled out, Intellilink worked with the compliance team to conduct compliance testing at the 3 and 6 month post rollout period.  This holistic process change was deemed by HR Management the “finest and most thorough process redesign in their tenure in HR.”

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