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Uploaded by: euinvest100 on Feb 15, 2012
Titus Tossy - Develop Strategic Training and Mentoring Plans.
Part of your goal should be to develop strategic training and mentoring plans for the project management function. Some training may be to meet short-term goals. For example, if you determine through the assessment that individuals are not highly skilled in identifying and planning for risk and that is a key component of managing projects at the organization, you want to ensure that there is a plan in place to improve those skills in as short a time frame as
possible. This plan may include training focused specifically on project risk management, but may also include a mentoring component where individuals with stronger skills in risk management are paired with individuals who need to improve their skills in this particular area.
Some training may be to meet long-term goals and will likely be tied to career paths and formal mentoring and coaching programs. Such training programs should be focused on supporting and preparing for certification (CAPM®, PMP®, PgMP®) or credentials (such as Scheduling, Risk) and providing individuals with the skills needed to move into roles with more responsibility within the organization (such as from a Project Administrator role into a Project Scheduler role and, at some point, into a Project Manager or Program Manager role within the organization). Formal mentoring and coaching programs can be structured to ensure that individuals in the project management function get the support they need to continue to develop their skills and grow within the organization. Formal mentoring and coaching programs also provide senior level project/program managers with an opportunity to take on leadership roles in getting more junior members of the project management team up to speed and functioning effectively and successfully within the organization.
Regardless of the short- or long-term goals of the training, it is recommended that all training programs include an action planni
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