W17_Austin_Competencies-Based Development (CBD) Profile in Project Management

1.    Problem recognition, definition and evaluation

For effective and efficient implementation of RAM in Project management, it is important that job competencies requirements are added to individuals’ roles and responsibilities, matching an employee to a position based on his competence, behavioral characteristics, personality attributes and individual aptitudes.

Hence, the problem statement is to determine the best criteria for Roles and Responsibility Assignment in Project Management.

2.    Development of the feasible alternatives

From a responsibility assignment matrix perspective, there are two different kinds of core competencies: position-specific and organizational. However, individuals’ core competencies are determined by the following factors; skills, knowledge, technical qualifications, behavioral characteristics, personality attributes and individual aptitudes.

3.    Development of the outcomes and cash flows for each

4.    Selection of the acceptable criteria

Using core competencies such as behavioral characteristics and personality attributes to drive the roles and responsibility assignment matrix process will provide more relevant information upon which to base resource allocation decisions than matching roles and responsibility against skills, knowledge and technical qualifications only.

 

5.  Analysis and Comparison of the alternatives

While traditional responsibility assignment matrix focuses primarily on evaluating individuals skills, knowledge and technical qualifications, but a competency-based approach includes an analysis of individuals  behavioral characteristics as well as personality attributes.

6.    Selection of the preferred alternative

Competency-based approach is grounded in the identification of core competencies required for success and the subsequent evaluation of individuals’ demonstration of those competencies in their past experiences. We recommend using behavioral characteristics, personality attributes and individual aptitudes in assigning roles and responsibilities that may require a demonstration of specific competencies based on past experiences, on the premise that "past experiences predicts future excellence." Research and experience have found behavioral attributes to be a more effective way of gauging how each personnel has performed in certain types of situations and therefore how successful each may be in a certain role.

7.    Performance Monitoring and Post Evaluation of Results

Adopting a competency-based responsibility assignment model requires an investment of time and effort up front, but that investment is well worth the effort because it enables you to make more appropriate management decisions. Responsibility assignment based on core competencies such as behavioral characteristics and personal attributes continue to be useful in setting goals and positioning new roles for success, identifying areas for professional development, and making appropriate decisions about future promotions and raises. These factors lead to increased employee engagement and retention, two hallmarks of successful organizations.

8.    References/Bibliography

1.    Humphreys, G. C. (2011). Project Management Using Earned Value (2nd ed. Chap 4 P.91-P.110-Responsibility Assignment Martix Case study). Humphreys & Associates, Inc. Retrieved from: http://www.humphreys-assoc.com/evms/project-management

2.    Thomas, F. Lyons (2012). Levels in Organizations and Role Clarity.Role clarity, need for clarity, satisfaction, tension, and withdrawal. Retrieved from:

http://dx.doi.org/10.1016/0030-5073(71)90007-9, How to Cite or Link Using DOI

3.    A Guide to the Project Management Body of Knowledge (PMBOK Guide). PMI Standards Committee, Project Management Institute. 2010. ISBN 1-933890-66-5.

4.    Competency Based Pay Plans | Chron.com

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One option is a competency-based plan, which rewards individuals based on how well they perform in relation to general attributes, such their ability to multitask, ...

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