1. Learning and development - a global charity
The client had already produced a framework for project management and felt ready to
provide learning and development for staff in this new approach. The learning and
development was linked to an HR initiative to build a resource pool of skilled and trained
project managers.
Maven was asked to develop a competency assessment model to assess the staff and to
develop a training programme which reflected the model. As the client was a truly global
charity we needed to agree the most relevant project management skill and competences
that would apply across all of their offices. We reviewed models from the Project
Management Institute (PMI) and the International Association for Project Management
(IPMA) and agreed on the IPMA framework. In their entirety these models ask too many
questions and are too cumbersome to use, so we created a shorter version written in plain
English that could easily be applied globally.
We created a range of training courses for the different project roles (project sponsors,
project managers and team members) so that no time was wasted. Those working in a
project environment but not responsible for its management were given an overview of the
project management framework but were not given detailed training in project planning,
risk management or change management as this was not part of their role. A more
comprehensive training course for project managers was put together but the entry criteria
for this course were controlled so that only genuine project managers with current or
imminent projects were enrolled.
The training programme has been rolled out globally and has been well received. We have
now supported this by creating a set of internal web pages that provide access to all of the
course materials and project documentation and project management templates.
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