Incorporating employee resourcing requirements into deployment decision making

Employee resourcing is the process of matching human resource capabilities to the strategic and operational needs of the organization. This is exceptionally problematic in project‐based organizations due to the competing priorities of the project, the individual employee, and the wider succession needs of the organization. This article presents the findings of research examining the human resource management practices that form the key components of the resourcing process. These included, inter alia, human resource planning, recruitment and selection, team deployment, performance management, and human resource administration. Current practices were examined in seven leading construction firms, all of which faced dynamic resourcing priorities. Within an inductive methodology, semistructured interviews were carried out with senior executives, human resource management (HRM) specialists, senior operational managers, and project‐based staff. Based on a synthesis of the promising practices extracted from the case‐study organizations, an innovative approach to project resourcing was developed that aims to balance organizational, project, and individual employee requirements. Team deployment resides at the center of resourcing process for the project‐based organization as it determines the success of the project, which in turn determines the competitiveness of the organization. Long‐term planning and employee involvement enable team deployment to integrate with other elements of HRM effectively and thus help to balance the organizational strategic priorities, project requirements, and individual employee needs and preferences.     

Forecasting Success on Large Projects: Developing Reliable Scales to Predict Multiple Perspectives by Multiple Stakeholders Over Multiple Time Frames

Our aim is to develop a set of leading performance indicators to enable managers of large projects to forecast during project execution how various stakeholders will perceive success months or even years into the operation of the output. Large projects have many stakeholders who have different objectives for the project, its output, and the business objectives they will deliver. The output of a large project may have a lifetime that lasts for years, or even decades, and ultimate impacts that go beyond its immediate operation. How different stakeholders perceive success can change with time, and so the project manager needs leading performance indicators that go beyond the traditional triple constraint to forecast how key stakeholders will perceive success months or even years later. In this article, we develop a model for project success that identifies how project stakeholders might perceive success in the months and years following a project. We identify success or failure factors that will facilitate or mitigate against achievement of those success criteria, and a set of potential leading performance indicators that forecast how stakeholders will perceive success during the life of the project's output. We conducted a scale development study with 152 managers of large projects and identified two project success factor scales and seven stakeholder satisfaction scales that can be used by project managers to predict stakeholder satisfaction on projects and so may be used by the managers of large projects for the basis of project control.     

基于田口质量损失函数的SEA模型研究

介绍一种通过适当试验设计,运用试验结果数据近似模拟产品性能指标的均值模型和方差模型的双响应曲面建模方法(DRSM),将田口质量损失函数模型和容差—成本函数模型综合考虑,即提出一种基于田口质量损失函数的SEA模型设计方法,可以提高质量系统稳健性及其优化效率。最后通过实例证明该方法的有效性。     

Enablers for Organizational Project Management in the Chinese Context

This study aims at exploring the organizational enablers (OEs) for organizational project management (OPM) in the Chinese context. From the resource‐based view of firms, we conceptualize OEs as important drivers for the business value creation processes in project‐based organizations. The preliminary factor framework was constructed through literature review and expert interviews. Questionnaire surveys elicited 146 responses from Chinese project management practitioners; thereafter, factor analysis was performed to test the OE system empirically. The resulting final OE system contains 49 enablers in nine categories for three management hierarchies; this OE system, constructed by exploratory analysis and verified by confirmatory analysis, comprehensively clarifies the framework of OEs in the Chinese context; it facilitates further investigations into the interaction among OEs and their effects on organization performance. Firm managers may also find this system helpful in formulating identifiable, measurable, and manageable OE frameworks for their own firms, and enabling their organization's strategies with robust OEs.     

Organizing for modern technology and innovation: A review and synthesis

Classical and modern organization designs are reviewed and evaluated in terms of their capabilities for handling radical or major innovations. The choice of an effective organization design is shown to be related to the nature of the technological and market environments. Only Type IV organization designs, the modern-integrative organization designs, are shown to have the necessary qualities for handling all the phases in the life cycle of a major innovation. Though difficult- to implement and maintain, Type IV organization designs are shown to be a potent tool for those modern managers who fully understand how to use them.     

A systems approach to integrate manpower planning and operation

Manpower planning frequently involves aggregated planning. This paper addresses the importance of linking manpower planning with operational process. We developed a systems approach to integrate the gross level of manpower planning and the detailed level of policy execution. This integrated system could improve the effectiveness of policy making.     

Expect the unexpected: examining the shaping role of entrepreneurial orientation on causal and effectual decision-making logic during economic crisis

ABSTRACT

While many firms operate in dynamic environments, the competitive conditions faced by firms during an economic crisis are especially unstable and turbulent. We examine firm strategic decision-making in this distinctive context and investigate the question of whether causal and effectual logic provide similar paths to performance during such challenging economic times. Further, we examine the potential impact that a firm’s level of entrepreneurial orientation (EO) has upon the relationship between managers’ predominant decision-making logic and their firm’s overall performance in this crisis. To test these relationships, we employ a robust national random sample of 447 Russian small and medium-sized enterprises (SMEs) collected from 2015 to 2016 during a period of economic crisis. Our results indicate that EO plays an important moderating role, shaping the nature of the relationships between managers’ decision-making logic and financial performance. Moreover, additional analysis identifies the presence of a non-linear relationship between both logics and the performance of SMEs.     

Identifying,Enabling and Managing Dynamic Capabilities in the Public Sector*

abstract In this paper, we examine how a public sector organization developed a new strategic approach based on the identification and use of an internal dynamic capability (learning through experimenting). In response to the need for continual performance improvement in spite of reduced financial resources, this organization engaged in three overlapping phases as they shifted to this strategic approach. First, managers identified appropriate latent dynamic capabilities. Next, they used their leadership skills and built on established levels of trust to enable the use of these dynamic capabilities. Finally, they managed the tension between unrestricted development of local initiatives and organizational needs for guidance and control.     

DESIGNING SIMULATORS FOR STRATEGIC MANAGERS

The activity of strategic management is important because it is the activity through which the structure of an organization is developed and adapted in relation to its environment. The activities within an organization are systematized within structures because they enable the organization to ensure the effectiveness of those activities, and there already exist teaching methods appropriate for training managers in the operation of such structures. Few teaching methods exist however for teaching managers about structure itself. This paper initially discusses what structure is, and then goes on to describe an approach to the support of managers' learning about structure: how structure can be related to the activities of managers, and how managers can explore the implications of adopting alternative structures within their organization. The paper puts forward symbols for describing structure. It is then shown how the symbols can be combined by a manager to describe a particular organizational context in the form of a simulator, and how the resulting design can be transformed into the form of a computer program. This enables the resulting simulator to be used by the manager to explore the implications of adopting particular structural choices as he has defined them within the organization. Finally, the nature of the teacher's role is considered when supporting the learning of managers using this approach.     

The Logical Framework Approach–Millennium

The Logical Framework Approach (LFA) has proved to be a valuable tool for project approval, design, and evaluation. However, a few pitfalls make it hard to use within today's project management framework and to integrate with other project management tools. This article proposes an updated version of the LFA to improve its compatibility with today's corporate culture, project management framework, and tools. We propose to call the updated tool the Logical Framework Approach–Millennium (LFA‐M). The LFA‐M is a seven‐step approach leading to the development of the Logframe‐Millennium (LF‐M), a five‐column and four‐line matrix describing major project commitments and providing an overall understanding of the project. It was successfully implemented at the Canadian Space Agency and the Canadian Nuclear Safety Commission. The LFA‐M fits well within today's project management framework and corporate culture and leads easily to other project management tools.     

A formal set of algorithms for project scheduling with critical path scheduling/material requirements planning

A hybrid model combining the critical path method (CPM) with material requirements planning (MRP) has been suggested (Aquilano) as a more robust method for scheduling projects and resources. The primary advantage of this technique is that resource acquisition lead times as well as inventory records are integrated into the process of computing the project schedule. This paper presents a set of formal CPM/MRP algorithms that may be used to compute the early and late start schedules as well as the critical sequence. A number of modifications have been incorporated into the CPM/MRP technique to improve the viability of CPM/MRP as a tool for application to actual project scheduling problems. A simple example project is used to demonstrate the CPM/MRP model.The CPM/MRP technique is designed to overcome a basic shortcoming of previously suggested project scheduling methodologies. CPM was initially designed to schedule projects subject to technological constraints only. Later, additional techniques were introduced to consider constraints upon various aspects of resource availability (Davis). None of the suggested techniques attempted to integrate resource acquisition lead time with the generation of requirements for resources. Obviously such a technique would require the integration of inventory records into the scheduling technique.The combination of CPM and MRP provides a possible vehicle for overcoming this drawback in CPM. Both CPM and MRP are linear models that generate schedules based upon precedence relationships. An integrated approach is useful since activities could be scheduled subject to information about the inventory position. An activity may be scheduled as soon as all resources are on hand. It is only delayed by those resources which must be acquired and activities which proceed it in the project network.CPM/MRP also shows promise as an aid to constrained resource scheduling since computations regarding resource availability are an integrated part of the technique. The effect of resource allocation decisions is immediately evident in the MRP-type time phased records.Results of the tests run on short projects of up to 300 activities and resources have shown that the program does work satisfactorily. Execution time for a 300 item network tested was approximately ten seconds on a CYBER 175.     

Rethinking ‘Top‐Down’ and ‘Bottom‐Up’ Roles of Top and Middle Managers in Organizational Change: Implications for Employee Support

In this study we integrate insights from ‘top‐down’ and ‘bottom‐up’ traditions in organizational change research to understand employees’ varying dispositions to support change. We distinguish between change initiation and change execution roles and identify four possible role configurations in which top managers (TMs) and middle managers (MMs) can feature in change. We contend that both TMs and MMs can play change initiation and/or change execution roles, TMs and MMs have different strengths and limitations for taking on different change roles, and their relative strengths and limitations are compounded or attenuated based on the specific configuration of change roles. We subsequently hypothesize employee support for change in relation to different TM‐MM change role configurations. Our findings show that change initiated by TMs does not engender above‐average level of employee support. However, change initiated by MMs engenders above‐average level of employee support, and even more so, if TMs handle the change execution.     

Design and implementation in major investments — A project network approach

Many investments in modern society take place in project networks. This article proposes a project network approach for describing the design and implementation processes in major investments. The design process of major projects is “fuzzy”, takes a long time, and is hard to capture. The implementation process, on the other hand, takes place in “semi-hierarchical” networks, and is easier to plan and control. The actor that controls the transformation of the political design process into the implementation process has a unique strategic position in the dynamically changing network. This means linking processes that are characterized by separate logic and network structures. Data from processes of design and implementation of three shopping malls illustrate the theoretical framework.     

客户管理与供应链管理的数字化忠诚系统研究

论述了企业需要建立数字化忠诚系统来整合客户关系管理（CRM）能力和供应链管理（SCM）能力，从而科学合理对待每位客户，将给企业带来新的数字经济效益。阐明了建立数字化忠诚系统模式的一些基本假设。并提出了理解客户价值与需求以及供应链成本、系统设计、系统管理与执行、效果评价等“四步法”。通过建立数字化忠诚系统，企业能够创造一种有效的管理循环和竞争优势，从而将之成为企业的核心竞争力。     

Facilitating conditions for boundary-spanning behaviour in governance networks

This article examines the impact of two facilitating conditions for boundary-spanning behaviour in urban governance networks. While research on boundary spanning is growing, there is little attention for antecedents. Combining governance network literature on project management and organizational literature on facilitative and servant leadership, we examine two potential conditions: a facilitative project management style and executive support. We conducted survey research among project managers involved in urban governance networks in order to test these relationships. We found positive relationships between facilitative project management and boundary-spanning behaviour, while executive support indirectly, via facilitative management, contributed to boundary-spanning behaviour.     

Aligning Misaligned Systemic Innovations: Probing Inter‐Firm Effects Development in Project Networks

Implementing systemic innovations in a project network can significantly improve its performance; however, implementing systemic innovations is difficult if project network structures misalign to the innovation. Little research has examined how project network structures can align to systemic innovations. To address this research gap, we studied an advanced building information modeling tool implemented in a Finnish design and development project network. We found that misaligned innovations are aligned through a process of task sequence alignment, knowledge base alignment, and work allocation alignment. Our findings are important; they suggest that implementing systemic innovations in project networks is a multistage inter‐firm process.     

Health care system redesign: a strategic management framework

The current health care environment can best be characterized as uncertain, unfamiliar, ambiguous, unexpected, untraveled, and amorphous. All administrators and managers are facing a tremendous challenge in managing available human, technological, materiel, and fiscal resources to accomplish their organization's mission. They must be able to assess organizational environments, identify strategies to align the organization and the environment, implement these strategies, and continuously evaluate the outcomes of those strategies. Therefore, health care administrators and managers must adopt a management perspective that is responsive, dynamic, comprehensive, systematic, and both process and outcome oriented. Such a perspective is strategic management.     

Middle Management’s Strategic Influence and Organizational Performance

This study investigated relationships between middle managers’ formal position, their strategic influence and organizational performance. Among the 259 middle managers represented in the study, managers with formal positions in boundary–spanning sub–units reported higher levels of strategic influence activity than others. At the organizational level of analysis, the study found that firm performance was associated with more uniform levels of downward strategic influence, and more varied levels of upward influence among middle management cohorts. The findings suggest that middle managers’ strategic influence arises from their ability to mediate between internal and external selection environments. In addition, positive effects on organizational performance appear to depend on: (1) whether the overall pattern of upward influence is conducive to shifts in the network centrality of individual managers; and (2) whether the pattern of downward influence is consistent with an appropriate balance between the organization’s need for control and flexibility.     

实验教学法在自动控制原理“校正原理”中的应用探讨

实验教学是自动控制原理课程的重要教学方法,是一个复杂的系统工程,教师需要在课前准备、课堂组织、课后总结等多个环节精心准备和设计。本文根据作者从事自动控制原理核心课程教学工作的实践,以自动控制原理这门课程中的校正原理为例,从实验的组织与实施、实验教学的总结与提升三个阶段出发,探讨了实验教学法在自动控制原理课程中的应用。     

Termination and Coordination in Partnerships

It is common practice for firms to pool their expertise by forming partnerships such as joint ventures and strategic alliances. A central organization problem in such partnerships is that managers may behave noncooperatively in order to advance the interests of their parent firms. We ask whether contracts can be designed so that managers will maximize total profits. We characterize first best contracts for a variety of environments and show that efficiency imposes some restrictions on the ownership shares. In addition, we evaluate the performance of two termination contracts that are widely used in practice: the shotgun rule and price competition. We find that although these contracts do not achieve full efficiency, they both perform well. We provide insight into when each rule is more efficient.