Staffing problems

 

Staffing

Problem One

The best place to look for potential assistant project managers in the organization is within the active project team. In my evaluation process, I would consider the team members and functional employees for promotion. Once I have identified potential candidates, the right interview questions would be administered to them. These include an evaluation of the personal characteristics of the candidate such as persuasiveness, flexibility, and adaptability. Also, questions regarding the leadership skills and qualities possessed would be asked. Some of the leadership qualities I would be looking for are Judgment, positive thinking, Integrity, decisiveness, and determination. Leadership skills to watch out for are communication skills, diplomacy skills, integrative, and negotiation skills among several others. Also, an assessment of the interviewees’ project management skills such as entrepreneurship, organization, and planning would be included.

It is possible to find candidates who are qualified to be promoted vertically rather than horizontally, especially given the fact that the assistant project manager position is senior.

Problem Two & Three

All three strategies offer advantages as well as disadvantages. Offering the employee a pay and grade raise allows the employee to feel trusted with the project management position. However, in case she does not perform, the process of demoting her might be inconveniencing to the project. This is a likely scenario because she does not feel the pressure to perform. The second method of hiring involves a transfer of the employee without any salary or grade increase. Although there is a promise of these increments once the employee proves capable, the person might feel that they are doing more work for less pay hence a lack of motivation. Also, this method offers a fallback plan to the original position of work. Although this is an advantage to the employee in case of non-performance, it might lead to relaxation in the discharge of their duties. The third method of offering a small increase in salary or grade with future additional awards upon great performance is the best option. The employee is motivated by the small increases in the present and also future awards. Also, the management does not have to bother with demotions upon non-performance since the terms are clear from the beginning.