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Managing By Project with Davis & Dean

Managing By Project with Davis & Dean

Practical project management experience is difficult to gain in a classroom. Ideally, we would like our project management teams to have prior experience however, this is not always possible.

Davis & Dean, project management training experts, have developed Managing By Project (MBP), an extensive workshop where students are able to navigate through online project management scenarios, combining both the science and art of project management.

i-Fundi has partnered with Davis & Dean to give students a holistic training experience when completing their Project Management NQF 5 qualification. The three-day workshop is built into the 12 month programme where students take the concepts and principles taught and put them into practice.

MBP is a simulation of actual management processes programmed in artificial intelligence allowing participants a complete, realistic experience. Projects unfold differently based on each learner’s decisions upon randomised situations. Learners have a realistic experience applying the principles of project management.

The MBP workshop achieves the following outcomes:

  1. Core Skills Integration: –
    Integration of leading, managing and team work as learnable soft skills that each student develops.

    • Leadership: Building strong relationship with relevant stakeholders to later leverage off;
    • Management: Planning, organising and controlling project approach with a time-phased and task-oriented approach;
    • Teamwork: Introduction to science of teamwork and develop teamwork skills for a high-performance team.
  2. Project Fundamentals: –
    Fundamental project planning tools.

    • Project definition: defining the scope of work;
    • Task List: tasks to achieve project objectives;
    • Work breakdown structure: List of tasks are grouped or ordered;
    • PERT: Relationships between the tasks are defined and the critical path found;
    • Gantt: project timeline developed from PERT diagram, start to finish.
  3. Analytical Techniques: –
    Applying analytical techniques during the iterative process of planning, executing and monitoring and control to overcome project deficits and take advantage of opportunities.
  4. Stakeholder Plan:
    Identifying stakeholders and their interest and influence to develop a stakeholder plan which then is implemented through workplace simulation.
  5. Communication Plan:
    Developed alongside stakeholder plan, followed through project implementation.
  6. Human Resource Planning: –
    Ensure optimal usage of available resources through a levelling exercise.
  7. Financial Plan: –
    The human resource plan together with additional budgetary items are developed into a financial plan using a bottom up and top down process.
  8. Project Implementation: –
    Planning reports are generated, results analysed and control tools updated on a weekly basis.
  9. Project Reporting: –
    Effective project reporting from task managers to projects teams, thereon to management.
  10. Project Controls: –
    Additional control tools are introduced for maximum effect.
  11. Risk Management and Contingency Planning: –
    Integrating risk management and contingency planning exercise.
  12. Project Management and Leadership: –
    Level, timing and influence of management and leadership principles.
  13. Project Monitoring and Control: –
    Key Performance Indicators established are used in managing the monitoring and control processes.
  14. Project Closure: –
    Complete necessary administrative duties and prepare final project report.

Proposed Changes to BBBEE Codes of Good Practice

The proposed amendments to the DTI Sector Codes were issued for public comment on the 29 March 2018. Many companies are struggling to maintain their existing scorecard levels under the amended codes, let alone now understand these proposed amendments. Join our next Community of Experts event led by Reabetsoe Nengwenani, Technical Specialist at the BEE Chamber to understand what these proposed changes mean as well as the resultant impact on your business if gazetted. You will also have the opportunity to ask questions to the BEE Chamber in this regard in order to clarify your understanding.

Programme outcomes

  • Introduction to Ifundi  and Ubuntu initiative ( 9.00-9.30am)
  • Discussion on the Proposed amendments to the BBBEE  codes(9.30-10.30am)
  • Q and A session with Industry Technical Expert (10.30-11.00)
  • Presentation by Anusha Mariemuthu on BEE Chamber ( 11.00-11.30)
  • Closing

Speaker's Details

Reabetsoe Nengwenani, Technical Specialist at The BEE Chamber holds a  B Com Accounting Degree (WITS), B-BBEE MDP (Unisa), Postgraduate Diploma in Business Administration (WBS). Reabetsoe has extensive experience in B-BBEE transformation with previous experience in consulting and Transformation lead at a IT multinational company and also serves as a Trustee Member  on a Board Based Black Empowerment Trust. She is passionate about contributing towards initiatives that driving Economic Development for South Africa & driving initiatives that will see economic participation and growth for those previously disadvantaged.

Anusha Mariemuthu holds a B Com(Hons)-Cum Laude from the University Of Durban Westville and is an expert in the Transformation space , specialising in skills Development. Anusha has 13 years of  specialised experience implementing  sustainable  BBBEE and Transformation strategies, Change Management and Learning and Development.

3 Preventable Reasons Why People Quit Their Jobs

The majority of reasons why people quit their jobs has to do with the company itself. There are some reasons that are out of a company’s control but these are the exception, not the rule.

An employee’s reason for leaving a company is usually something within the company’s control. It’s just a matter of seeing the company as a vessel for employees to flourish and not the other way around.

Here are 3 common and preventable reasons why people quit their jobs.

1) Company Culture

Zappos CEO Tony Hsieh learned the hard way that establishing a company culture as early on as possible can make the difference between a happy place to work and a miserable one.

His former company LinkExchange was great when it was just him and his friends, but after beginning to hire outside of acquaintances, the company’s culture became directionless and dull.

So with Zappos, Hsieh was sure to establish the company culture of a fun, quirky, open, and generous place early on and it continues today. Their core values are a great reference for businesses looking to establish a company culture.

It’s not realistic for small to mid-size companies to have the resources that Zappos or Google or Facebook have to establish their company culture, but little things can be done that will go a long way.

Examine the company’s mission statement and look for ways to get your employees behind this. They don’t have to be significant, but they need to be consistent in order to avoid a loss of vision.

When an employee feels mismatched with a company culture, it can be for a variety of reasons.

According to Washington State University, some possible reasons are “how crises are handled, preferred communication style, how feedback is given, and amount of openness to be expected.”

During the interview process it’s important to see if a candidate fulfills skill requirements of the position, but just as important to see if the candidate will fit in the company culture.

2) Poor Relationship with Superior

A good salary will only go so far when it comes to employee satisfaction. According to the Huffington Post, along with many other articles, the number one reason why employees quit their jobs is a poor relationship with a superior.

In order to have a functioning employee/superior relationship, superiors need to have one-on-one meetings with subordinates that act as a forum for both parties to voice concerns.

Acknowledging those concerns will make the employee feel like their voice and opinion matter.

In order to harbor quality employee relationships, the requirements of a manager’s job need to allow them room to spend quality time with their employees. Overfilling a manager’s schedule only gives them time to be a drive-by manager.

An employee will in turn feel stuck and undervalued. Additionally, a freer schedule will allow a manager to give in-depth and quality feedback, which is basically a requirement for employee motivation.

This should go without saying, but within those one-on-one meetings, an emphasis should be placed on honesty. Make sure the line of communication between the two is an honest one.

If either individual lies about their job performance, the truth will eventually reveal itself, further putting strain on the relationship. Managers should set the example by laying all their cards on the table from the get-go.

3) Work is Un-engaging

According to Ohio University, only 29% of employees felt fully engaged in their work.

In order to bring this statistic up, employees need to feel a reason to be passionate about their job. A good way to do this is to show employees how their work directly affects the company, the client, and if possible, the greater community.

We spend a significant portion of our lives working so it’s a lot to ask of someone to work a job that they find mind-numbing and pointless.

Managers should try to find out through one-on-one meetings what an employee likes to do and what their skills and abilities are. Whenever possible, tailor an employee’s tasks to suit these skills and they will in turn feel valued and engaged.

Furthermore, encouraging employees to experiment and make mistakes can harbor innovation and a feeling of autonomy. When individuals feel they have at least some say in how their job is performed, they will do a better job than if virtually every decision is made for them.

There are some unavoidable reasons for losing an employee. For example, when they’re offered a job at Zappos (kidding, sort of). However, losing an employee for any of the three reasons mentioned is avoidable.

Establishing a company culture, ensuring managers have ample time to check in with their employees, and doing everything possible to make work engaging, will be worth a company’s efforts and reflect in improved employee loyalty.

Author: Reed Parker
Reed Parker writes about the culture and psychology of business. He enjoys playing banjo and telling bad jokes. He once stayed up all night waiting for the sun, then it dawned on him.

Article sourced from: The Real Success. Net 

14 Things Productive People Do In The First 15 Minutes Of The Workday

What are some of the actions that productive people take at the start of their workday?

Here’s a list of 14 things that productive people do to help them stay on top of things. You can learn from this list and start doing things today that will help you to become more productive at the office.

1. They stroll into the office at least 15 minutes before official working hours

Productive people know the importance of reporting to work early. Instead of rushing to work anxiously and hoping to be on time, they leave their house early and stroll into the office calmly. They set a relaxing tone right from the start of their workday and give themselves an extra 15 minutes to be ready for work.

2. They set up their workspace like professionals

Similar to a surgeon performing an operation and a chef working in the kitchen, productive people make sure their tools are in proper position before they begin their work. Every minute counts in the operating theater and kitchen, so too in your workspace! Productive people keep their workspace organized so that they don’t have to spend unnecessary time looking for what they need.

3. They review what they have done previously

It’s good to review what you have done previously, especially if you’ve just returned from the weekend or holidays. Productive people warms themselves up for work by reminding themselves where they left off previously. Instead of jumping straight into a task, they review past achievement to give themselves some direction on what to do next and a sense of accomplishment.

4. They review their to-do list and deadlines

Productive people have a to-do list. They review their to-do list at the start of their workday so that they can strategize and plan ahead. They remind themselves of important deadlines and meetings so that they can prioritize and schedule their work accordingly.

5. They identify no more than 3 important tasks for the day

Productive people know they will be overwhelmed if they plan too much for themselves. To stay focused at work and prevent themselves from multitasking they identify no more than 3 important tasks for the day. Leo Babauta, founder of the productivity blog Zen Habits, also sets himself 3 most important tasks (MITs) each morning to move himself forward.

6. They ask themselves good questions

Productive people gain clarity on what they want to achieve each day by asking themselves good questions. They identify problems clearly and assess if these problems need to be solved. They don’t waste time during their day solving unimportant issues. Asking good questions also motivates during the day. For example, Ron Friedman, an expert on human motivation, suggests to ask this question at the beginning of your workday:

The day is over and I am leaving the office with a tremendous sense of accomplishment. What have I achieved?   

7. They check their emails only if they absolutely have to

Productive people like Tumblr founder David Karp don’t check or read their emails in the first 15 minutes of their workday. They know they will get distracted easily. If they anticipate important emails from their superiors and customers, they will scan their inbox for these emails and schedule replies accordingly. They don’t read emails in chronological order and reply to emails immediately.

8. They put their mobile phone on silent

Productive people know they get the most work done in the morning, so they prioritize what is important and plan their work first. They put their mobile phone on silent and do not have their schedule dictated by incoming messages and notifications.

9. They close their eyes and visualize what their workday is going to be like

Similar to athletes who use visualization techniques for training and competition, productive people run through positive images of success and achievement in their mind. They mentally rehearse and practice what they have to do for the day and program their subconscious mind. When it’s time for them to actually perform the task, they find it much easier.

10. They take a moment to breathe and be present

After visualizing the future, productive people take a moment to be present. They know they may get too busy during the day so they take a break even before they start their work. Breathing deeply provides oxygen to your brain. It makes you think clearer and allow you to be calmer. Successful people like Oprah Winfrey and Arianna Huffington take time to mediate in the morning too.

11. They do some light stretching

Productive people know they have to sit in front of the computer all day. They know that being inactive for too long would bring them health problems in the long run. To combat this they do some light stretching in the first 15 minutes of the workday and schedule time to stretch throughout the day.

12. They give their colleagues space and time to warm up for work

Productive people don’t talk to their colleagues about work issues first thing in the morning. They respect other people’s time and they know their colleagues need time to get ready for work. Unless you want others to find you early in the morning, don’t go into your office and ask others for favors straightaway.

13. They serve their own needs before helping others

Productive people know the importance of fulfilling their own needs before helping others. They determine their own priorities first and slot in other people’s requests later. They don’t try to be supermen or superwomen and help everyone in need. They respect their 15 minute routine in the morning and will politely reject or delay requests if they are approached by others.

14. They are grateful for work and challenges ahead

Productive people remind themselves each morning how blessed they are to have a job and be of value to others. They see challenges as opportunities to grow and stretch themselves. They look forward to work each day. When you feel good about your work, it removes any negative feeling or procrastination you may have that prevents you from being productive.

***Article sourced from: http://www.lifehack.org/

The regional BPeSA award ceremony highlights industry excellence

The BPESA Gauteng Regional Awards Ceremony took place on July 25, in Sandton.
The awards recognize talent and excellence in the Business Process Outsourcing industry. Awards categories include best customer service representative; team leader; manager; in- house training; technology solution and best captive (local) and non-captive (foreign) contact centres.
The awards also launched BPESA’s new national structure. Funded by the Rockefeller Foundation, BPESA has now national body that will co-ordinate for the promotion of the Business Process Outsourcing (BPO) industry, with regional offices in Cape Town, Johannesburg and Durban.
As a first of its kind in South Africa, the new state of the art BPO park in Hammerskral which eventually will employ up to 4000 people, was introduced. Construction will start in 2016. It will be ready to operate in 2017.
The evening was an ideal opportunity for people to network. “We are exited to have BPESA back in Gauteng. As South Africa is recognised as a premier outsourcing destination, a large number of jobs are being created. Gauteng with its large pool of talent is ideally an ideal location for outsourcer to set up their operations. They also benefit from the experience and skills of a large number of first class domestic contact centres that are in Gauteng, the hub of South Africa’s economy. “All will derive great value from the leadership that BPESA will provide to the industry,” said Stefan Lauber, the CEO of i-Fundi.
Since it inception i-Fundi has established itself as a leader in the development of talent for the BPO sector.
For more information on i-Fundi’s BPO offerings, click here.
The winners of the BPESA awards in Gauteng are:

We would like to congratulate all the winners and wish them well going forward to Nationals.

Company Awards

· Absa – Best Captive Contact Centre (Less than 150 seats)
· Sage Pastel Accounting – Best Captive Contact Centre (150 seats and above)
· Aegis – Best Non Independent Contact Centre (Less than 150 seats)
· Digital Solutions Group – Best Outsourced Contact Centre (150 seats and less)
· Merchants SA – Best Outsourced Contact Centre (150 seats and above)
· Merchants SA – Community Spirit Award
· Merchants SA – Skills Development Award
· Merchants SA – Wellness in the Workplace
· Advance Call – Innovation Award – Technical (Internal)
· BSV Integrated Solutions – Innovation Award Non-Technical (Internal)

Individual Awards

· Merchants SA – Best Support Trainer %E