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In the "ready! fire! aim!" world of technology, what is the role of that staid discipline,
project management? The fact that if you perform by-the-book project management, you
will probably not be able to meet your competitive targets for the technology

The project manager has never been a highly touted position in information technology
industry. One reason might be that it requires far more discipline than creativity, much
like being a drill sergeant in the armed forces. Also, it can be detrimental to your career if
you're the manager of a project that fails.

According to Kerzner, management responsibilities include the following skills:

• Planning
• Organizing
• Staffing
• Controlling
• Directing (Kerzner p.226)

Like many organizations, an IT organization also have to follow the guidelines of project
management to have a successful project. There are a several steps that is involved in
keeping an IT project on track. This project will list out these steps.


Project management is a science that has a track record going back decades. Its core
concepts are as old as work itself. No matter how hard you try, you can't eliminate
planning altogether. So project management is being forced to adapt to the technology,
not the other way around.

The most important responsibility of a project manager are planning, integrating, and
executing plans. Planning can be best described as the function of selecting the enterprise
objectives and establishing the policies, procedures, and programs necessary for
achieving them. Planning is a required management function to facilitate the
comprehension of complex problems involving interacting factors.

The project manager is the key success to a good planning. There are nine major
components of the planning phase:

• Objective: a goal, target, or quota to be achieved by a certain time

• Program: the strategy to be followed and major actions to be taken in order to
achieve or exceed objectives.
• Schedule: a plan showing when individual or group activities or accomplishments
will be started and/or completed.
• Budget: planned expenditures required achieving or exceeding objectives.
• Forecast: a projection of what will happen by a certain time.
• Organization: design of the number and kinds of positions, along with
corresponding duties and responsibilities, required to achieve or exceed
• Policy: a general guides for decision making and individual actions.
• Procedure: a detailed method for carrying out a policy.
• Standard: a level of individual or group performance defined as adequate or

In order to have an effective total project planning the project manager must have all the
necessary information at project initiation. These information requirements are:

• The statement of work (SOW): a narrative description of the work to be

accomplished. It includes the objectives of the project, a brief description of the
work, the funding constraint, and the specifications and schedule.
• The project specification
• The milestone schedule: includes start date, end date, major milestones, written
reports (data item).
• The work breakdown structure (WBS): the breakdown of the statement of works
into smaller elements so that better visibility and control will be obtained.
(Kerzner p.535)


A key factor to good project performance is the project manager’s ability to integrate
personnel from many disciplines into an effective work team.

To get a good result the project manager must relate to:

• the people to be managed

• the task to be accomplished
• the tools available to perform the job
• the organizational structure and
• The organizational environment, including the customer community.

Projects are composed of processes. A process is a series of actions bringing about a

result. Project processes are performed by people and generally fall into project
management process category, which is concerned with describing and organizing the
work of the project. (PMBOK p.27)

Because project managers often work in a high-responsibility, low-authority
environment, they must know to elicit top performance from all members of the project
team. Before the staffing function begins, five basic questions are usually considered:

• What are the requirements for an individual to become a successful project

• Who should be a member of the project team?
• Who should be a member of the project office?
• What problems can occur during recruiting activities?
• What can happen downstream to cause the loss of key team members?

According to PMBOK, when the project management team is able to influence or direct
staff assignment, it must consider the characteristics of the potentially available staff.
Consideration include:

• Previous experience - have the individual or group done similar or related work
before? How did they perform?
• Personal interests - are the individuals or group interested in working on this
• Personal characteristics - are the individuals or groups likely to work well
together as a team?
• Availability - will the most desirable individuals or groups be available in the
necessary time frames?

A project manager is successful only if the project manager and his team are totally
dedicated to the successful completion of the project. This requires that each member of
the project team and office have a good understanding of the fundamental of the project


Controlling is a three-step process of measuring progress toward an objective, evaluating

what remains to be completed, and taking the necessary corrective action to achieve or
exceed the objectives. There are three steps included in controlling measuring,
evaluating, and correcting.

• Measuring: determining through formal and informal reports the degree to which
progress toward objectives is being made.
• Evaluating: determining cause of and possible ways to act on significant
deviations from planning performance.
• Correcting: taking control action to correct and unfavorable trend or to take
advantage of an unusually favorable trend.( Kerzner p.227)

In the controlling function it is very important that the project manager understands the
organizational behavior in order to be effective and also must have strong interpersonal
According to Doering, the team leader's role is crucial. He is directly involved and must
know the individual team members well, not only in terms or their technical capabilities
but also in terms of how they function when addressing a problem as part of a group. The
technical competence of a potential team member can usually be determined from
information about previous assignments. The leader needs a tool to measure and
characterize the individual members so that he can predict their interactions and structure
his task team accordingly.


Directing involves seven steps:

Staffing: involves seeing that a qualified person is selected for each position.

Training: involves teaching the individuals and groups how to fulfill their duties and

Delegating: assigning work, responsibility, and authority so others can make maximum
utilization of their ability.

Motivating: encouraging others to perform by fulfilling or appealing to their needs.

Counseling: holding private discussions with another about how he might do better work,
solve a personal problem, or realize his ambitions.

Coordinating: seeing that activities are carried out in relation to their importance and with
a minimum of conflict. (Kerzner p. 228)


Most of the projects my organization handles are IT Projects. The project manager serves
only as the focal point for activity control, that is, a center for information. The main
responsibility of the project manager is to keep all level of management informed of the
status of the project and to attempt to influence managers into completing activities on
time. However, some project managers are not subject matter experts or they don't follow
the rules of a good project manager. As a result to this, some projects don't succeed. To be
a good project manager and to complete a project successfully, a project manager must
follow the guidelines of project management.

According to David Raths, there are a several steps involved in keeping an IT project on
track. These are some of the major steps.

• Get the user involved from the start.

• Choose your project team carefully.
• Keep the project information in one place.
• Set regular meeting.
• Look out for scope creep.
• Maintain quality standards
• Don't be afraid to call a time-out.
• Use a proven tracking system.

For more detail information on the above steps, please visit

The project managers objectives during the staffing are to acquire the best available
assets and try to improve them, provide a good working environment for all personnel,
and make sure that all resources are applied effectively and efficiently so that all
constraints are met. (Kerzner p.162)


Effective project communication is needed to ensure that we get the right information to
the right person at the right time and in a cost-effective manner. Proper communication is
vital to the success of the project. (Kerzner p.268)

A good project manager should be able to plan, organize, control, staff and direct. In an
IT industry such as Sprint, it is important that you get the user involved from the start.
Also, be careful when choose your project team. Make sure you keep the project
information in one place and set regular meeting to inform the status update. Watch out
for scope creep and maintain quality standards. If there is a need, don’t be afraid to call a
time-out and finally use a proven tracking system.

Senior Human Resource Manager – Global Staffing

Organization Overview

CHF International was founded in 1952 and serves more than 20 million people each
year. With programs in 30 countries worldwide, our reputation has been built on notable
achievements and strong relationships with the communities we serve. The results of our
work are impressive: improved quality of life, greater stability, increased prosperity - all
of the ingredients necessary for sustainable peace. Whether it’s developing infrastructure,
housing, agriculture, health, or one of the many other areas we support, our commitment
and dedication - like our organization - continues to grow.

Our mission is to be a catalyst for long-lasting positive change around the world by
helping to improve social, economic and environmental conditions. Our success is based
on bringing together people, organizations and resources necessary to ensure steady,
sustainable change. Our determination is to recruit highly talented individuals who are
equally committed to making a profound difference in the lives of those who need it

Executive Summary

As our Senior Human Resource Manager, you will play a critical role in the continued
success of CHF International and its ability to meet its mission objectives. You will lead
the transformation of our global staffing department and develop long range goals and
objectives. You will introduce process change and structure that vastly improves our
ability to serve at the highest level. You will strategically address our current and future
international staffing requirements and introduce systems and procedures that better meet
the needs of the organization. You will formulate and administer organizational policies
and will evaluate and document best practice. You will work with a staff of three
recruitment managers, and two HR coordinators on development and training, to
maximize their potential and develop skills and knowledge.

We require a confident, strategically minded, organized individual with demonstrated

leadership and communication skills; an expert project manager, who is excited and
motivated by challenge and by the opportunity to build on our success. This unique
opportunity requires skill, diplomacy and outstanding communication skills to navigate
the complexities of working in ever changing environments within the developing world.
In this position, you will have the opportunity to drive change, make a positive impact
and take pride in knowing that your work will be in direct service to the committed
efforts of CHF International.

Goals for Your First Year:

• In support of new and existing programs, lead the placement and recruitment of
highly talented individuals to fill positions throughout the world. Build capacity to
increase staffing levels and fully engage with managers and proposal teams to
understand objectives and assist with needs.

• Develop long term candidate sourcing strategies, create a process to track current
and potential candidates and formulate a system that enables the organization to
access the skill sets and the availability of CHF staff already assigned to programs
around the world.

• Take a pro-active approach to employee engagement; work with recruitment

managers and HR coordinators on development and training with a view to
helping each staff member build knowledge and skills. Implement individual
plans that include progress and performance evaluation.

• Develop organizational policies and document all systems and procedures. Draw
attention to issues and ideas that can further enhance the work environment at
Essential Experiences and Attributes


• Prior experience designing processes to recruit top candidates. Ability to think

strategically about recruiting and use pro-active approaches.
• Demonstrated ability to understand the needs of the organization and confidently
engage in defining expectations and requirements. Excellent team builder; able to
develop skills and knowledge.
• Proven ability to analyze a situation and lead transformation and change by
identifying and framing problems as well as a strong understanding of strategic
change management.
• Demonstrated strong leadership.
• Experience implementing and structuring HR programs and processes.


• Highly organized and thoughtful in approach, analytical with the ability to make
critical assessments. Excellent project management skills. Business minded and
able to see the entire picture.
• Assertive and persuasive and not easily deterred.
• Able to thrive in a writing intensive environment. When making policy changes,
able to make decisions based on sound research.
• Facilitator and team builder.
• Articulate and able to drive change.
• Understands the need for accurate assessment and documentation as well as
consistent equitable approaches; willing to stand firm when necessary.
• Committed to providing the highest level of service.

Required Skills/ Qualifications:

• International development experience; lived or worked overseas preferred

• Familiarity with USAID rules and regulations preferred
• Demonstrated ability to create business partnerships with senior management
• Ability to travel independently
• 6+ years experience of policy writing and international recruiting.

What’s Attractive to the Right Candidate?

• A mission driven workplace and an organization intent on providing long-lasting

positive change
• Your work helps others to provide critically important resources in some of the
hardest hit areas around the world
• An opportunity to travel and gain first hand experience of the positive impact
your efforts will have in some of the developing countries
• You’ll have goals and you’ll know how they fit into our strategic plan
• You’ll be working for a financially sound organization
• We’re proud of the work we do and you will be too

Employee Benefits

CHF International offers a generous benefits package: Medical, dental and vision
insurance; retirement plan options; disability; 15 days vacation and 10 paid holidays per
year; free parking. We are easily accessible to the Metro (Red Line) and offer some
reimbursement towards travel costs.

To Apply:

Search conducted by Staffing Advisors.

Please send resume to Gina Schurman /or/ apply online.

For each position listed on your resume, please be sure to include both the month and
year you started and stopped work – no “2001-2003” ambiguities, please.

Relevant Key Words: Senior HR Manager, Senior Staffing manager, International

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experience, HR Manager, HR Generalist, HR Supervisor, Manager of Recruitment,
Payroll and Benefits Manager, HR Specialist, HR Associate, Employee Relations
Specialist, Employee Relations Advisor, Benefits and Payroll Specialist, Recruitment
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Resources Specialist, Recruiter, Senior HR Generalist, Internal HR Consultant, Human
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Generalist, HR Supervisor, Manager of Recruitment, HR Specialist

• Location: Silver Spring, MD

• This is at a non-profit organization.
• Principals only. Recruiters please don't contact this job poster.
• Please, no phone calls about this job!
• Please do not contact job poster about other services, products or commercial