3 steps to building a project team

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3 steps to building a project team

Project management without people is impossible. The project is primarily people who, through a common goal and focus on the effect, strive to implement the project assumptions, conditioning the success or failure of the project.

 

The biggest challenge in project management is managing people in the project, i.e. building a cooperating project team, whose greatest added value is the synergy effect.

 

So how to build an effective and well-coordinated project team?

 

1. Identification of key hard competences, which will be the basis for the analysis of employee potential in terms of substantive skills.

2.  Identification of competency gaps, which allows for a sufficiently quick response in the form of developing and implementing training plans, allowing to exclude competency gaps in a potential team.

3. Analysis of soft skills and attitudes, because without assessing the so-called soft skills, we will not determine the willingness of potential team members to cooperate, the level of their commitment, communication skills, work organization abilities and many important skills and attitudes.

 

We will learn about the necessary skills and qualifications that project team members should have from the specifics of the project, but it is beneficial when project activities require raising / increasing competences. A team member who has achieved something and acquired new competences at the same time develops and experiences satisfaction with the tasks performed, which is strongly associated with commitment and motivation.

We mentioned that in the Competence Matrix, we can assess hard skills. Today we want to show that the SkillBox Competence Matrix allows you to determine the available employee potential in terms of skills and soft competences, plan the increase or development of competences, develop and implement a training plan and define competency gaps through the prism of the demand for a specific project. The report module contains lists of all employees subjected to a specific assessment for a specific skill and a list of all assessments held by an employee in a given or multiple areas. Thanks to the intuitive and clear form of matrices and modules, you can quickly and easily analyze competency gaps and bottlenecks. The SillBox Competence Matrix is ​​also a soft competence matrix. The behavioral scale allows you to evaluate specific behaviors and attitudes. It is a module that is great for periodic assessments as it is based on facts and regular assessments, eliminating common pitfalls in assessment interviews. In this case, the freshness effect and the priority effect disappear, because the SkillBox Competence Matrix collects all grades with the annotations issued, constituting the objective basis for the periodic assessment of an employee.