摘要
项目经理是建筑施工企业的中坚力量,项目经理能力与素质的高低决定了建筑施工企业的兴衰成败,建筑施工企业所拥有的高素质项目经理人才是企业核心竞争力不可或缺的一部分。所以培养项目经理对整个建筑行业和相关企业至关重要。
建筑业项目经理的培养主要考虑三个方面的因素。首先,由于项目经理成长的时间较长,如何在这漫长时间中对项目经理进行无间断的培养;其次,在项目经理培养过程中,参与组织众多,如何将这些组织进行分工,确定各自的工作界面,使其发挥各自的作用;再次,如何确定项目经理培养的总体目标以及如何对培养方法和培养流程进行优化。
本文在综述了国内外对于项目经理培养的研究成果的基础上,首先分析了我国现阶段项目经理培养现状中培养目标、方法和流程存在的问题;然后利用全寿命集成管理和霍尔理论建立了项目经理全寿命周期培养模式。在该模式中通过引入项目经理全寿命培养周期的观念,对项目经理的培养过程进行了阶段划分,使项目经理能无间断的培养,并建立了项目经理“终生学习、动态考核”的机制。通过运用霍尔理论,解决了培养过程中组织管理混乱的情况,利用工作任务分工表确定了各个组织的工作界面,有效避免了指令冲突和资源浪费;最后,从《项目管理规范》入手,通过分析项目经理的职责和权限以及实际工程项目的需要,确立了基于胜任力的项目经理培养目标,并对培养流程和方法进行了优化。在对培养方法的优化中,着重阐述了学历教育、继续教育和在职教育的分工与协作,建立了项目经理培养效果动态监管机制。在对培养流程的优化中,增加了项目经理候选人选拔过程,并运用多层次灰色理论对企业选拔项目经理候选人的风险进行评价。
Project managers are always the hardcore of a construction company, whose capability and qualifications directly determine the firm’s rise and fall. Thus, high qualified project managers are an indispensable of company’s core competitiveness. That is to say, to foster excellent project managers is of critical importance for the entire building industry.
The cultivation of construction project managers is expected to focus on three main elements. Firstly is how to introduce uninterrupted train to project managers due to the comparative longer growth time. Secondly, how to divide the work load among anticipated organizations to confirm the respective workplace. Finally is how to ensure the overall objective and optimized training process for project managers.
This paper is based on the summarization of research results of the project managers training from domestic and overseas. Above all, analyze the problems of the objective methods and process for project managers training in our country. After that, establish the life cycle integrated management (LCIM) for project managers with the assistance of LCIM and Hall Theory.
Within this model, the entire training course can be divided into several phases so that project managers are able to obtain continuous training. With the help of Hall Theory, the organization management disorders can be successfully settled, meanwhile, to take the advantages of task division table to confirm the workface for each organization, which effectively avoid the confliction of instructions and wasting resources. At the last, proceeded with
and analysis of responsibilities and authority of project managers coupled with actual needs for work to make sure of the training goal that based on competency.
At the same time, the training process and methods are also being optimized, especially for the training methods, degree education, continuous education and the division and cooperation of labor are also highlighted through which the dynamic supervision mechanism for the effects of cultivation of project managers is finally set up. Moreover, for the optimization of training process, the selection process of candidates for project managers is added and also applied with the multilevel grey theory to the evaluation of the risks existed in the selection of candidates in a firm.
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