2012-03-08 PM Job Benchmark Webinar

presented by

Lou Russell, Russell Martin & Associates (317) 475-9311

[email protected]

[email protected]

www.russellmartin.com

PROJECT MANAGERS: USING

A HIRING MODEL

mailto:[email protected]



http://www.clker.com/clipart-2192.html

http://www.clker.com/clipart-2192.html

• Who would you hire?

• Who would you fire?

• The legs of the stool

• Defining the job

• Interviewing candidates

• Success rates

Agenda

© Developed by Russell Martin & Associates www.russellmartin.com 2

Who would you hire as a Project Manager?

3

Checks off tasks quickly

Motivated by making more money

Understands others

Personally accountable

Great at engaging project meetings

Loves to learn new things

Practical Thinker

Customer focused

“Team Mom”, keeps everyone united

Great at politics, loves power

Self Directed Good decision maker

Eye for detail work and quality

Lives by rules and structure

Out-of-the Box Thinker

Goal Oriented

© Developed by Russell Martin & Associates www.russellmartin.com

Who would you fire?

4

Checks off tasks quickly

Motivated by making more money

Understands others

Personally accountable

Great at engaging project meetings

Loves to learn new things

Practical Thinker

Customer focused

“Team Mom”, keeps everyone united

Great at politics, loves power

Self Directed Good decision maker

Eye for detail work and quality

Lives by rules and structure

Out-of-the Box Thinker

Goal Oriented


5

Can they do it?

Will they do it?


Blind Spots

6

DISC

WPM

ACUMEN

COMPETENCE

Unqualified

applicants

• Applicants applying

for multiple jobs

• Desperate job

seekers – applying

for anything

• 1/3 of all applicants

today apply for more

than 50 jobs


The Goal

7

Know the Job

Match the Candidates to the Job

Right Person,

Right Job

• Quicker, less costly

(rework)

• Ability to compare

Behaviors,

Motivators, Skills

and Acumen

requirements

against

benchmarked jobs.

• EEOC and OFCCP

compliance

• Ability to screen

applicants

• Comparison of top &

bottom people

against benchmark.


The legs of the stool: Job Related Behaviors

8

• Job Related Behaviors

• Job Related Motivators

• Job Related Competencies

/ Skills

• Job Related Acumen


Defining the job

9

• Gather experts on the job (have

had the job or work directly with

the job) BEWARE OF

CUSTOMERS!!!

• Facilitate a discussion of the

job, and boil it down to:

3 – 5 Key Accountabilities

ranked and with time

spent (80%)

• Take the assessment with the

JOB in mind

• Look at the summary report

and tweak inconsistencies if

needed. Test with high

performers.

KEY ACCOUNTABILITY is not

a COMPETENCY:

What are the things

(outcomes) this person must

do in this job for the business

to be successful?


Defining the job: Results for PM

10

DISC



11

Workplace Motivators (Culture)



12

Workplace Motivators (Job)



13

HIERARCHY OF COMPETENCIES

1 Customer Focus

2 Personal Accountability

3 Self-Management

4 Flexibility

5 Diplomacy & Tact

6 Goal Achievement

7 Interpersonal Skills

8 Written Communication

9 Resiliency

10 Planning & Organizing

Lowest…

22 Employee

Development/Coaching

23 Persuasion

24 Negotiation

25 Presenting



14

ACUMEN

World View

Self View


Interviewing candidates: The Gap Report

15 © Developed by Russell Martin & Associates www.russellmartin.com

The Gap: Results for PM

16

DISC



17

Workplace Motivators (Culture)



18

Workplace Motivators (Job)



19

HIERARCHY OF COMPETENCIES

1 Customer Focus

2 Personal Accountability

3 Self-Management

4 Flexibility

5 Diplomacy & Tact

6 Goal Achievement

7 Interpersonal Skills

8 Written Communication

9 Resiliency

10 Planning & Organizing


To Review…

21

• Know your stats - determine the average cost of hiring mistakes.

• Identify the JOB to be benchmarked.

• Identify the subject matter experts.

• Identify key accountabilities.

• Prioritize and weigh Key accountabilities.

• Have all stakeholders respond to the job assessment individually.

• Create a multiple respondent report to combine results (averages

individual job report results from all stakeholders to create the

benchmark). Tweak if needed.

• Compare the personal talent to the job benchmark.

• Track and debrief the results and implementation strategy. © Developed by Russell Martin & Associates www.russellmartin.com

How Can I Get More HELP?

22 © Developed by Russell Martin & Associates www.russellmartin.com

Find out more and get a free Gap Report:

… By email: [email protected]

You will receive a link to the recording and

PDF.

Next free webinars:

4/10 1:30 – 2:30 Leadership and PM: Twins

Separated at Birth (sponsored by the

eLearning Guild

4/12 1:30 – 2:30 The New World Of

Leadership

Join Lou at:

Learning Solutions 3/21-22 Orlando

Orlando (Central FL) ASTD Meeting 3/20

1Hour / 1 Tool

Quick & easy mini-

PM techniques

available as web

Learning NOW!

www.russsellmartin.com

Coming in April!


http://www.russsellmartin.com/

2012-03-08 PM Job Benchmark Webinar

Education

Transcript of 2012-03-08 PM Job Benchmark Webinar