Human Resource Strategy To Thank
Human Resource Cerifications, Human Resource Salary, Human Resource Traning
Long ago Human Resources (HR) was nothing more than a buzzword. The tyrannical boss was forever imposing deadlines, salary cuts, and unfair treatment onto their unsuspecting workers. This type of strategy planning could only fail when the blue-collar people of the world finally worked out that it was they, the meager and humble worker-bee, that truly made the world go round. In these current times, good employees are hard to come by and even harder to keep - strategy planning is essential. If you research an effective HR strategy ahead of time, that takes into account your most valuable assets, you'll be saving money, enhancing productivity and growing a more positive working environment!
Your Most Valuable Asset.
Believe it or not, it is not your product, nor is it your enormous brain or fantastic location – its your workers! Without them nothing happens – you can't do it all! Without strategic management, retention of your staff can be difficult. Going through the ordeal of replacing an unhappy staff member can cost up to three times their original annual salary.
What if you were to divert some of that proposed money into a HR strategy that addressed the needs of your current workers? On the people that already know your business and have a vested interest in seeing it succeed? Is it too much to ask to make them happy? If you took a chance and tried it, some problems that may occur could be excessive productivity, increased sales, more satisfied customers and lower staff turnover…hmm, sounds like a problem well worth having!
What Workers Really Want.
An unhappy employee feels like they aren't going anywhere fast, they feel bored and unchallenged by their roles and responsibilities. They may have coworker issues, or a socially ignorant manager, or bigger problems that are going on in the outside world. For some reason or another, the unhappy employee is just that… unhappy. And without intervention through strategic management they will leave or at least stop working!
A happy worker on the other hand, envisions a workplace where they are valued and feel appreciated, where they feel a shared ownership in the brand or company. Opportunities for professional advancement, training in and access to new technologies and a pay cheque that reflects their contribution to the business also helps! On a more human level, workers just want to communicate and feel heard once in a while. They'd love it if the boss would acknowledge that they have a life outside the office and be flexible for family and social commitments.
How You Can Deliver.
First and foremost, if you have a large company and are not trained in human resources yourself, get an expert in strategic management in to look after it. Whether on a contract basis, or a permanent addition to your team, an expert in HR strategy will ultimately save you time and money. Even if you don't have a huge number of employees in your own small business there are lots of ways to get your staff morale flying high above the bar and raise the stakes for your success! Try being more flexible, both with hours and job roles.
Why not let your employees delegate jobs to each other, sharing extra workloads and encouraging teamwork through lending expertise? Some successful business let their staff work a staggered workday; some starting at 5am and finishing by 2pm and others coming in when they wake up sometime in the afternoon! It's radical, but not everyone operates on a normal office day cycle. Try thanking your workers. Money is great, and bonuses never go astray but remember the power of the well-timed and genuine thanks. It's a rarity these days. And it will make your workers happy.
Long ago Human Resources (HR) was nothing more than a buzzword. The tyrannical boss was forever imposing deadlines, salary cuts, and unfair treatment onto their unsuspecting workers. This type of strategy planning could only fail when the blue-collar people of the world finally worked out that it was they, the meager and humble worker-bee, that truly made the world go round. In these current times, good employees are hard to come by and even harder to keep - strategy planning is essential. If you research an effective HR strategy ahead of time, that takes into account your most valuable assets, you'll be saving money, enhancing productivity and growing a more positive working environment!
Your Most Valuable Asset.
Believe it or not, it is not your product, nor is it your enormous brain or fantastic location – its your workers! Without them nothing happens – you can't do it all! Without strategic management, retention of your staff can be difficult. Going through the ordeal of replacing an unhappy staff member can cost up to three times their original annual salary.
What if you were to divert some of that proposed money into a HR strategy that addressed the needs of your current workers? On the people that already know your business and have a vested interest in seeing it succeed? Is it too much to ask to make them happy? If you took a chance and tried it, some problems that may occur could be excessive productivity, increased sales, more satisfied customers and lower staff turnover…hmm, sounds like a problem well worth having!
What Workers Really Want.
An unhappy employee feels like they aren't going anywhere fast, they feel bored and unchallenged by their roles and responsibilities. They may have coworker issues, or a socially ignorant manager, or bigger problems that are going on in the outside world. For some reason or another, the unhappy employee is just that… unhappy. And without intervention through strategic management they will leave or at least stop working!
A happy worker on the other hand, envisions a workplace where they are valued and feel appreciated, where they feel a shared ownership in the brand or company. Opportunities for professional advancement, training in and access to new technologies and a pay cheque that reflects their contribution to the business also helps! On a more human level, workers just want to communicate and feel heard once in a while. They'd love it if the boss would acknowledge that they have a life outside the office and be flexible for family and social commitments.
How You Can Deliver.
First and foremost, if you have a large company and are not trained in human resources yourself, get an expert in strategic management in to look after it. Whether on a contract basis, or a permanent addition to your team, an expert in HR strategy will ultimately save you time and money. Even if you don't have a huge number of employees in your own small business there are lots of ways to get your staff morale flying high above the bar and raise the stakes for your success! Try being more flexible, both with hours and job roles.
Why not let your employees delegate jobs to each other, sharing extra workloads and encouraging teamwork through lending expertise? Some successful business let their staff work a staggered workday; some starting at 5am and finishing by 2pm and others coming in when they wake up sometime in the afternoon! It's radical, but not everyone operates on a normal office day cycle. Try thanking your workers. Money is great, and bonuses never go astray but remember the power of the well-timed and genuine thanks. It's a rarity these days. And it will make your workers happy.
Human Resource Development :Through Hr Training Classes And Seminars
Human Resource Schools,Human Resource Cerifications, Human Resource Salary, Human Resource Traning
Companies invest in Training and Development for its employees to capitalize on knowledge and skills according to their specific functions in the organization. HR training class and seminar is an essential part of optimization training, which helps companies and employees achieve group and individual goals. This also widens framework for developing HR functions in terms of behavioral or technical skills.
To choose the best institution that conducts HR training and seminar, it is important to know how they can provide support on personal development, which consequently affects the organization's objectives. HR functions have broader scope and are always subject to changes or adjustments based on industry trends, implementation of management line, operations development, etc. Its roles are mainly focused on administrative functions, employee concerns, expansion of company's affiliations and partnership and operation's implementation. To deliver competence in these areas, HR training class and seminar provides extensive resources and relevant continuing development programs that tackle on driving productivity, developing a healthy environment for the organization and employing updated tools for learning and skills enhancement.
This also includes areas in ensuring safety and health condition of the employees, building a competitive image for the company, increasing means of organization's profitability and conducting conferences and meetings that promote leadership, loyalty, and motivation to the members of the organization. What relevance means here is the measurement of the usefulness and the adaptability of methods and tools used to achieve these goals.
HR training center helps you in this mission, through comprehensive and interactive Hr training and seminars to assure you of more productive results. The center widely covers industry-related programs on Licensing, Designations and Certifications, Recruiting and Hiring, Business or Practice Management, Professional Development and Continuing education. Their services and products ranges from scheduling and conducting webinars, conferences, and seminars, as well as useful resources such as books, webcasts or audio materials. You are conveniently notified of schedules through Event calendar. For some who prefer onsite training, you can request for schedules and availability through online. You can put in desired specifications on the manner and frequency of the seminar or training, areas to be covered, number of attendees and location where it is going to be conducted. The company assures you maximum results of the program implementation or otherwise guarantees a complete refund.
The effectiveness of the HR training and seminars lies on the application of the acquired learning during and after the program. It is then essential to continuously monitor performance through metrics created, using the new method or tools acquired from the training.
Companies invest in Training and Development for its employees to capitalize on knowledge and skills according to their specific functions in the organization. HR training class and seminar is an essential part of optimization training, which helps companies and employees achieve group and individual goals. This also widens framework for developing HR functions in terms of behavioral or technical skills.
To choose the best institution that conducts HR training and seminar, it is important to know how they can provide support on personal development, which consequently affects the organization's objectives. HR functions have broader scope and are always subject to changes or adjustments based on industry trends, implementation of management line, operations development, etc. Its roles are mainly focused on administrative functions, employee concerns, expansion of company's affiliations and partnership and operation's implementation. To deliver competence in these areas, HR training class and seminar provides extensive resources and relevant continuing development programs that tackle on driving productivity, developing a healthy environment for the organization and employing updated tools for learning and skills enhancement.
This also includes areas in ensuring safety and health condition of the employees, building a competitive image for the company, increasing means of organization's profitability and conducting conferences and meetings that promote leadership, loyalty, and motivation to the members of the organization. What relevance means here is the measurement of the usefulness and the adaptability of methods and tools used to achieve these goals.
HR training center helps you in this mission, through comprehensive and interactive Hr training and seminars to assure you of more productive results. The center widely covers industry-related programs on Licensing, Designations and Certifications, Recruiting and Hiring, Business or Practice Management, Professional Development and Continuing education. Their services and products ranges from scheduling and conducting webinars, conferences, and seminars, as well as useful resources such as books, webcasts or audio materials. You are conveniently notified of schedules through Event calendar. For some who prefer onsite training, you can request for schedules and availability through online. You can put in desired specifications on the manner and frequency of the seminar or training, areas to be covered, number of attendees and location where it is going to be conducted. The company assures you maximum results of the program implementation or otherwise guarantees a complete refund.
The effectiveness of the HR training and seminars lies on the application of the acquired learning during and after the program. It is then essential to continuously monitor performance through metrics created, using the new method or tools acquired from the training.
Human Resources Development
Human Resources Development, Human Resources Certifications, Human Resources Salary
If you're considering a career in the growing field of human resources (HR) development, you'll want to know the human resources training and credentials needed to land that all-important first job.
Most HR professionals have at least a bachelor's degree. While some make their way into HR via other fields, many of them majored or minored in human resources, labor relations or personnel administration.
Those interested in senior management or executive-level roles often elect to pursue graduate education, such as a master's degree in human resource development.
In either case, HR professionals at every level can gain advanced skills and a competitive edge through continuing professional education and specialized human resources training, such as an online HR certificate program.
There are a variety of career specialties that fall under the HR umbrella. Examples of job titles and salary ranges* include:
• Compensation, Benefits and Job Analysis Specialists: $34,960 – $86,540
• Compensation and Benefits Managers: $50,590 – $148,390
• Employment, Recruitment and Placement Specialists: $28,370 – $87,060
• Training and Development Specialists: $30,120 – $85,860
• Training and Development Managers: $49,560 – $146,820
• Human Resources and Labor Relations Specialists: $27,360 – $94,470
• Human Resources Managers: $58,490 – $164,270
Recent college graduates will typically start in entry-level positions toward the lower end of the range, while the top salaries generally go to HR professionals with more experience and advanced human resources training.
Once you've completed your bachelor's degree, here are a few ways you can break into the business and land your first job:
-Start Your Search With Entry-Level Positions-
Obviously, before you can work your way up the HR ladder, you first need to get your foot in the door. A realistic place to start is an entry-level HR assistant or administrator role.
While you may have to take on some fairly routine administrative duties, you'll gain critical HR experience that will prepare you for higher-level jobs.
-Gain Relevant Work Experience-
In addition to entry-level jobs, you can seek out an HR internship while earning your degree or contact temp agencies to see if they have any HR placements.
These are great ways to acquire practical experience in the HR field, and can potentially lead to full-time job offers. At the very least, working in the field gives you concrete experience to discuss in an HR job interview.
-Seek Work in Recruitment-
Another path to a corporate HR career is through a recruiting job with a search firm or placement agency. You can parlay sales, account management or business development experience into a recruiting position, and then apply your recruiting skills to land a job within an organization's HR department.
-Additional Human Resources Training-
If your degree is in a field other than HR or if you're seeking advanced credentials to set your résumé apart, you can enroll in a continuing education program to enhance your HR expertise.
Consider an online certificate program from a reputable university, which will help you gain valuable knowledge and skills, gain valuable insights from industry experts and prepare for career-boosting HR certification.
-Network, Network, Network-
Connecting with professionals who are currently working in the HR field is an excellent way to learn about internship opportunities and job openings.
Join an HR industry organization, such as the Society for Human Resources Management, and attend local chapter events to expand your professional network.
If you pursue professional human resources training, reach out to your instructors and fellow classmates.
Through work experience, human resources training and networking, you can increase your odds of landing a sought-after HR job – and position yourself for advancement into a high-paying HR management career.
*Source: Occupational Employment and Wages, May 2009; U.S. Bureau of Labor Statistics.
If you're considering a career in the growing field of human resources (HR) development, you'll want to know the human resources training and credentials needed to land that all-important first job.
Most HR professionals have at least a bachelor's degree. While some make their way into HR via other fields, many of them majored or minored in human resources, labor relations or personnel administration.
Those interested in senior management or executive-level roles often elect to pursue graduate education, such as a master's degree in human resource development.
In either case, HR professionals at every level can gain advanced skills and a competitive edge through continuing professional education and specialized human resources training, such as an online HR certificate program.
There are a variety of career specialties that fall under the HR umbrella. Examples of job titles and salary ranges* include:
• Compensation, Benefits and Job Analysis Specialists: $34,960 – $86,540
• Compensation and Benefits Managers: $50,590 – $148,390
• Employment, Recruitment and Placement Specialists: $28,370 – $87,060
• Training and Development Specialists: $30,120 – $85,860
• Training and Development Managers: $49,560 – $146,820
• Human Resources and Labor Relations Specialists: $27,360 – $94,470
• Human Resources Managers: $58,490 – $164,270
Recent college graduates will typically start in entry-level positions toward the lower end of the range, while the top salaries generally go to HR professionals with more experience and advanced human resources training.
Once you've completed your bachelor's degree, here are a few ways you can break into the business and land your first job:
-Start Your Search With Entry-Level Positions-
Obviously, before you can work your way up the HR ladder, you first need to get your foot in the door. A realistic place to start is an entry-level HR assistant or administrator role.
While you may have to take on some fairly routine administrative duties, you'll gain critical HR experience that will prepare you for higher-level jobs.
-Gain Relevant Work Experience-
In addition to entry-level jobs, you can seek out an HR internship while earning your degree or contact temp agencies to see if they have any HR placements.
These are great ways to acquire practical experience in the HR field, and can potentially lead to full-time job offers. At the very least, working in the field gives you concrete experience to discuss in an HR job interview.
-Seek Work in Recruitment-
Another path to a corporate HR career is through a recruiting job with a search firm or placement agency. You can parlay sales, account management or business development experience into a recruiting position, and then apply your recruiting skills to land a job within an organization's HR department.
-Additional Human Resources Training-
If your degree is in a field other than HR or if you're seeking advanced credentials to set your résumé apart, you can enroll in a continuing education program to enhance your HR expertise.
Consider an online certificate program from a reputable university, which will help you gain valuable knowledge and skills, gain valuable insights from industry experts and prepare for career-boosting HR certification.
-Network, Network, Network-
Connecting with professionals who are currently working in the HR field is an excellent way to learn about internship opportunities and job openings.
Join an HR industry organization, such as the Society for Human Resources Management, and attend local chapter events to expand your professional network.
If you pursue professional human resources training, reach out to your instructors and fellow classmates.
Through work experience, human resources training and networking, you can increase your odds of landing a sought-after HR job – and position yourself for advancement into a high-paying HR management career.
*Source: Occupational Employment and Wages, May 2009; U.S. Bureau of Labor Statistics.
Human Resource Schools: The Difference Between HR MBA & Masters
Human Resource Schools,Human Resource Cerifications, Human Resource Salary, Human Resource Traning
Learn about human resources schools and the difference between a HR MBA and masters degree.
Many people are confused about the differences between an HR MBA and a human resource management masters degree. I will explain the differences between the two and highlight some of the pro's and cons of each. In general, it comes down to your specific career goals, past experience, and how confident you are that human resources is your long term career of choice.
An MBA in human resources is a program that provides you with all the same curriculum of a general MBA program, but then allows you to focus more on the principles and practices of HR management. You can expect to take courses in business management, financials, business law, and all the courses you would expect from a typical MBA program; however, you will also get to take a set of courses in topics such as human capital management, organizational psychology, and employment laws.
A masters degree in human resource management is different than an HR MBA because it is designed to delve into much more depth and cover a more comprehensive set of topics pertaining to human resources. A masters degree in HR management will get into topics such as collective bargaining, compensation and motivation theory, employee and workplace psychology, talent acquisition, and managing organizational change. While these are merely a sampling of courses you will be taking, the main point to be made is that the masters in human resource management is a much more focused, on-topic, program, while the HR MBA is more comprehensive in nature.
If you have already been working in a human resource role and feel confident that this is a career path that is aligned with your long term goals, then it might be best to get the most thorough and specific education via a human resource masters degree. If; however, you are unsure exactly where you fit into the business world long term, an HR MBA may be the better option because if you change your mind about working in an HR capacity down the road, you will still have the MBA education and curriculum to fall back on, which will enable you to take on a variety of other roles in the business world, including other management roles.
The great news for working professionals who don't want to disrupt their current jobs is that online human resources degrees are now readily available through many reputable schools. In fact, online programs are now preferred by both employers and employees because of the flexibility and low impact on their current work schedules. Many companies also have tuition reimbursement programs in an effort to support the further education and growth of their workforce.
Start by researching the specifics on HR MBA and other masters level programs and find human resources schools offering online or campus based programs. Your HR management career is waiting for you.
Learn about human resources schools and the difference between a HR MBA and masters degree.
Many people are confused about the differences between an HR MBA and a human resource management masters degree. I will explain the differences between the two and highlight some of the pro's and cons of each. In general, it comes down to your specific career goals, past experience, and how confident you are that human resources is your long term career of choice.
An MBA in human resources is a program that provides you with all the same curriculum of a general MBA program, but then allows you to focus more on the principles and practices of HR management. You can expect to take courses in business management, financials, business law, and all the courses you would expect from a typical MBA program; however, you will also get to take a set of courses in topics such as human capital management, organizational psychology, and employment laws.
A masters degree in human resource management is different than an HR MBA because it is designed to delve into much more depth and cover a more comprehensive set of topics pertaining to human resources. A masters degree in HR management will get into topics such as collective bargaining, compensation and motivation theory, employee and workplace psychology, talent acquisition, and managing organizational change. While these are merely a sampling of courses you will be taking, the main point to be made is that the masters in human resource management is a much more focused, on-topic, program, while the HR MBA is more comprehensive in nature.
If you have already been working in a human resource role and feel confident that this is a career path that is aligned with your long term goals, then it might be best to get the most thorough and specific education via a human resource masters degree. If; however, you are unsure exactly where you fit into the business world long term, an HR MBA may be the better option because if you change your mind about working in an HR capacity down the road, you will still have the MBA education and curriculum to fall back on, which will enable you to take on a variety of other roles in the business world, including other management roles.
The great news for working professionals who don't want to disrupt their current jobs is that online human resources degrees are now readily available through many reputable schools. In fact, online programs are now preferred by both employers and employees because of the flexibility and low impact on their current work schedules. Many companies also have tuition reimbursement programs in an effort to support the further education and growth of their workforce.
Start by researching the specifics on HR MBA and other masters level programs and find human resources schools offering online or campus based programs. Your HR management career is waiting for you.
Pass The PHR Or SPHR Certification Exam On The First Try
Human Resource Cerifications, Human Resource Salary, Human Resource Traning
You've taken the first step to become a PHR or SPHR certified human resources professional and have registered for the exam. Now it's time to prepare, so that you'll pass the test on your first try.
Preparing involves more than just studying for the PHR or SPHR knowledge exam. It involves ensuring that you have broad-based business knowledge and making sure that you are mentally ready for the exam.
Studying for the PHR or SPHR exam.
Consider your grasp of the human resources field. In areas where you feel your knowledge may be a bit weak or out of date, read internet articles from different sources. It's simple to find these articles through internet searches. Reviewing different thoughts or opinions about a human resources issue will round out your knowledge.
At least once a week, take time to read non-HR financial publications such as the Wall Street Journal, Barron's or the Financial Times, either online or in print. The Wall Street Journal's Tuesday edition focuses on workplace issues but with a financial focus. This type of study will enhance your mergers and acquisitions knowledge and serve as good background for the strategic management and total rewards section of the exam. In addition, it's excellent knowledge for human resources professionals to possess.
Take practice tests for the PHR or SPHR exam.
Practice tests are valuable because they expose you to the test format and the manner in which the actual exam questions will be asked.
The Human Resources Certification Institute has practice tests, for which there is a fee. These are very good, almost a mirror image of test questions. You can also find several free practice tests online, presented in various formats:
practice quizzes arranged by exam section
a 200 question self-study quiz
a 20 question practice test
A last minute, intensive review based on a practice test is very helpful. Focus on the sections that are your lowest scoring areas on the practice tests.
Get mentally ready for the PHR or SPHR exam
Ensuring that you are in the right frame of mind on exam day will help you succeed on the PHR or SPHR exam. If practical, eliminate all outside distractions for a full day prior to the exam. Shut off your cell and don't look at email from the afternoon prior to exam day until the time you leave the testing center.
The exam is especially grueling because of the length. Make sure you are well fed and hydrated before you begin. Although you are allowed bathroom or water breaks, make an effort to minimize these, since any break may compromise your focus. On the other hand, if you feel frustrated, tired, or can't concentrate and think a break will clear your head, take one.
Plan to take the whole day off from work. You'll be tired, no matter how well you do. You owe yourself a little reward for all that studying. Take yourself to your favorite restaurant, or just head home and put your feet up.
Make a dry run to the testing center before exam day. Know precisely where you are going, where to park and how to access the building. The last thing you need on exam day is the stress of a wrong turn or inaccurate directions. Going to someplace that is familiar instills a calming influence.
Arrive early, since there is no penalty for doing so, but being late could cause you to be turned away. You can sit in your car and scan a few questions before going in. In some cases, the testing center will allow you to enter even if you are a bit early.
You can pass the PHR or SPHR certification exam on the first try if you take time to prepare. Careful study and thoughtful personal preparation are important steps toward successfully completing your PHR or SPHR certification exam.
You've taken the first step to become a PHR or SPHR certified human resources professional and have registered for the exam. Now it's time to prepare, so that you'll pass the test on your first try.
Preparing involves more than just studying for the PHR or SPHR knowledge exam. It involves ensuring that you have broad-based business knowledge and making sure that you are mentally ready for the exam.
Studying for the PHR or SPHR exam.
Consider your grasp of the human resources field. In areas where you feel your knowledge may be a bit weak or out of date, read internet articles from different sources. It's simple to find these articles through internet searches. Reviewing different thoughts or opinions about a human resources issue will round out your knowledge.
At least once a week, take time to read non-HR financial publications such as the Wall Street Journal, Barron's or the Financial Times, either online or in print. The Wall Street Journal's Tuesday edition focuses on workplace issues but with a financial focus. This type of study will enhance your mergers and acquisitions knowledge and serve as good background for the strategic management and total rewards section of the exam. In addition, it's excellent knowledge for human resources professionals to possess.
Take practice tests for the PHR or SPHR exam.
Practice tests are valuable because they expose you to the test format and the manner in which the actual exam questions will be asked.
The Human Resources Certification Institute has practice tests, for which there is a fee. These are very good, almost a mirror image of test questions. You can also find several free practice tests online, presented in various formats:
practice quizzes arranged by exam section
a 200 question self-study quiz
a 20 question practice test
A last minute, intensive review based on a practice test is very helpful. Focus on the sections that are your lowest scoring areas on the practice tests.
Get mentally ready for the PHR or SPHR exam
Ensuring that you are in the right frame of mind on exam day will help you succeed on the PHR or SPHR exam. If practical, eliminate all outside distractions for a full day prior to the exam. Shut off your cell and don't look at email from the afternoon prior to exam day until the time you leave the testing center.
The exam is especially grueling because of the length. Make sure you are well fed and hydrated before you begin. Although you are allowed bathroom or water breaks, make an effort to minimize these, since any break may compromise your focus. On the other hand, if you feel frustrated, tired, or can't concentrate and think a break will clear your head, take one.
Plan to take the whole day off from work. You'll be tired, no matter how well you do. You owe yourself a little reward for all that studying. Take yourself to your favorite restaurant, or just head home and put your feet up.
Make a dry run to the testing center before exam day. Know precisely where you are going, where to park and how to access the building. The last thing you need on exam day is the stress of a wrong turn or inaccurate directions. Going to someplace that is familiar instills a calming influence.
Arrive early, since there is no penalty for doing so, but being late could cause you to be turned away. You can sit in your car and scan a few questions before going in. In some cases, the testing center will allow you to enter even if you are a bit early.
You can pass the PHR or SPHR certification exam on the first try if you take time to prepare. Careful study and thoughtful personal preparation are important steps toward successfully completing your PHR or SPHR certification exam.
Human Resource Cerifications - Pmp Certification: An Important Career Move
As a project manager with many years experience under your belt, still you will find many circumstances which challenge your abilities and skills to mange projects successfully. As the projects come in all sizes and shapes, it makes your job all the more challenging and tough. With some of them having no past history the job as a project leader becomes more daunting as the learning and gathering information phase extends. This brings a lot more pressure to perform within the timelines and budget. For a project manager the responsibility delivering quality results with limited resources often builds up stressful working situation. Importantly as a good project manger you are expected to work against all these odds and still perform.
Some of the challenges that project mangers come across in projects can be listed as:
• Unrealistic deadlines
• Change in project scope
• Failure to manage risk
• Insufficient team skill
• Customers and end users are not engaged during the project
• Lack of well defined vision and goals
• Ineffective communication
So much at hand necessitates a tool, an approach that provides project manager with the right knowledge and skills. Project Management is the answer and obtaining a PMP® certification would be the right move for your career. Project management not only equips project individuals with skills to mange projects but also provides value to organizations. Project Management Certification Exam (PMP) is a globally recognized and most respected certification. PMP® Certification is offered by Project Management Institute (PMI), which addresses the requirements of project managers in communication management, integration, quality, cost, human resources, risk and time. For PMP® Certification in India, AstroWix a Registered Education Provider of PMI provides Project Management training to help professionals with the PMP® Certification, USA.
The buzz of project management is going around and in coming times there would be a very high demand for certified professionals. To acquire a PMP® certification for you would certainly be a decision that will pay off. Moreover, there are likely to be tens of thousands of qualified professionals who will pursue and gain their PMP® certification in the coming years. The impact of these newly certified Program Managers would see a strengthened link between programs, initiatives and organizational strategy in both the public and private sector. No competitive project professional or an organization should miss this train!