MSP Program Management

msp training course

Project management is probably the most misunderstood aspects of most companies.  The actual project process begins by creating a detailed project plan, then ensuring that any supporting processes are in place, and finally executing the project!  Project planning should never be considered a part of operations; it’s a crucial step in ensuring that all the project parameters are considered and prepared.  The true purpose of project planning is to avoid delays, costs and problems all around the process and ensuring that requirements are thoroughly accurate and understood.  This is best obtained from three-phase approach.  The first phase focuses more on defining the business need, establishing a realistic viability, ensuring technical expertise and developing a training program.  The second phase focuses on implementation, analysis and evaluation.  This document must be thoroughly understood by all parties involved.  It should be followed to the letter, executed in its entirety, reviewed, and revised as necessary.  The Training Plan should define all the implementation steps for project participants.  During the first week of project start, the Team Leader will take this process through a rigorous and intense program.  This includes an overview of the project at the beginning of the project and detailed review.  From here, team members will receive not only an overview of the entire project, but have a clear outline of their roles and responsibilities.  The Training Plan needs to be flexible and give project participants a chance to exercise their projects, making adjustments as necessary.  The Training Plan should also include all the assignments, Olympus advantages. A solid msp training course can help build this knowledge.

Project sponsoring must provide support to the training with individual meetings, one-on-one briefings, team meetings, pre- relaxing team building exercises, etc.  Relevant feedback and additional support is needed on a consistent basis to keep the team focused and on- task.  Post-training debriefing is a highly important step.  It is the ideal place for direct feedback on project improvements that should be implemented, specifically designed to diminish the disadvantages likely to be experienced during projects.

Formal and follow-up meetings will keep all team members held accountable, ensure everyone has their tasks completed by the due date, and provide a forum to clarify any problems that may arise.  Always review, evaluate and implement the post-training, you’re doing something great for your team.  There are several tools you can use to effectively evaluate the effectiveness of the project.  First, The Absolutely Fabulous Discoveries System for Training (ACDS) provides a integrity reporting system that uses scientific research to measure each team member’s values, behaviors and attitudes.  This integrity report can be reviewed and analyzed for a minimum of 12 months.  Secondly, the Reality Indicators refined assessment requires a team leader to develop an assessment instrument that measures each employee’s internalribed values, behaviors and attitudes, as opposed to the job tasks and assigned responsibilities.  The results of these evaluations are compared to the various projects and benchmarked with the advertised job requirements.  The important part is there is no preparation or data collecting.  This assessment will potentially revolutionize the effectiveness of most companies and provide an unbiased, methodical analysis of workforce effectiveness.

Selecting experienced and certified trainers is a critical step to a successful project.  Most times, a life-altering event impacts the life or career of another person, and unable decision makers can only use the training, as a means of “Transfer of The Experience.”  Therefore, there must be a contract between a trainer (T) and the supporting organization (S).  Like an alchemy, one promise must be honored or the trainee will suffer the consequences to the corporate image and/or corporate reputation.  The following elements will reduceation of your team’s training investment and maximization of the return-on investment (ROI)

The plan you create should include another challenge for the team and the organization.  Once you write your plan, the facilitator and the trainer should share it with everyone involved in the project.  These will be the answers to critical questions that will dictate the number of training sessions required, the amount of support needed, and the motivations from the individual team members.  The more questions you ask around the plan, the greater the chance of failure or success.  Let’s say you’ve brainstormed the purchase of 6 million square feet of product space and that will require 6 million square feet of space (your supply cost is $300 per sq. ft.).  If the plan has not incorporated a provision for capital investment, then the total number of training needs will increase by 15% and the cost will go up by $150 per sq. ft. of product space.  Remember, this list of equation is not inclusive, it is skewed by your anticipated meeting spaces and not inclusive.  The point is that the challenge is not about the number of training needs, it is about the actual opportunity and/or biographical is the challenge.