What does that mean?
That means the enterprise PMO aligns projects with corporate strategy. Strategy is the organization’s game plan. Strategy reflects an organizations awareness of how, when, and where it should compete; against whom it should compete; and from what purpose it should compete; it is the integrated vision and direction of the organization as well as the manner in which it derives, articulates, communicates, and implements that vision and direction ( Crawford, K. J. pg1 ). The link between strategy and projects is to improve the organizations project management maturity and to link the organizations projects to its strategic plans. However, there must be a career path for project managers and PMO. Currently in many organizations they have a retention / succession plan tool or methodology called Talent Management. Talent Management (TM) identifies employees and places them into cells or a category that support the organization. In addition, TM opens a career path conversation with each manager’s direct reports. If an employee’s cell or category placement, and career path align with PM and corporate strategy the organization places that individual on a fast track program to PM. Human Resources will ensure the fast track program is complete with competitive salaries and opportunities for professional development and promotion.
Projects often times require resources from many areas of the organization and each project will need a certain skill set. With that being said how do you identify the skill set that is needed for each project?
1. Compile a skills set inventory of all the people in the organization and compile it in your organizations Human Capital Management System
2. Create a code system for example, by levels of employees potential PM success ratings and competencies :
a. Level I – Technical Savy, Driver, Creative, Intellectual Horsepower
b. Level II – Has all of Level I , and has dealing with ambiguity, business acumen, composure, managing diversity, effective communication
c. Level III – Has all of Level I & II, and has Customer Focus, Organizational Agility, Perspective (Global), Strategic Agility, Managing Vision and Purpose
3. Once you have identified potential PM success and competency conduct a review of the proposed project and see what success rating and competency will work best for that internal or external project
4. The project will need to take into consideration all visible people concerns such as planned vacation, company holidays, and any other scheduled time off. Thus, the strategic PMO and HR are a cross-functional group that when operating at a high level of efficiency; accomplishes projects and programs on time, on budget, and with the right employee(s); who has the right skill set for the project. Subsequently, strategic HR lets organizations make the leap from tacticians executing standalone task to strategic business partners helping to make critical business decisions.