Khasiat Fadhilat (Isnad) Doa Haikal - Majmu' Syarif

5 Criteria For Assigning Tasks: One of the main things that a project manager is responsible for is allocating work to the correct resources. But how do you define who is the ‘correct’ resource for the job? If you give a task to someone who can’t do it you run the risk of it not being completed on time (or at all). If you give the task to someone who thinks it is not their job then they might not even make an effort to do any of the work. And worse, in both those situations, the individuals concerned might not make you aware that they aren’t working on the task until it is far too late in the project. This can cause problems with the schedule and workload for other team members. So, working out who to delegate the project activities to is important. Normally it will be quite obvious, especially if there is an element of specialist knowledge required and only one or two people on the team who could actually do it. But sometimes tasks are more generic and could be completed by a number of people – you have to select the person who would be best placed to do the work. Here are 5 criteria to use when delegating tasks to your project team. You can use them to make sure that you make the best decisions when it comes to assigning work. 1. Cost Sometimes you’ll have the choice between assigning work to an internal member of staff or to an external contractor. When you’re doing project expense tracking you’ll be able to see how much those two people cost you and take the money side of things into consideration for your resource allocation. Normally it’s cheaper to allocate work to an internal resource, so if your project budget is under pressure you can check your expense reports and make sure that the more costly pieces of work are allocated to internal staff where possible. 2. Location This doesn’t always matter, but sometimes location is important. If you are selecting someone to travel to a client site then choosing someone who lives locally could be an advantage. The travel time will be lower and the cost will also be lower. If your team is completely virtual, make a note of where everyone lives so that if you do have to organize meetings or send team members out to visit customers you have a good idea of who is where and can take this into account when allocating tasks. 3. Availability Who is free to do the work? Use resource reports to see available who is currently under-utilized and could pick up some more tasks. You can also check the calendars to see who has time off planned for during the project as that could affect your ability to assign work to them (and their ability to do it!). If you really don’t have anyone available to do the work you’ll have to think again about the schedule. You could look at changing the order of some tasks or moving other resources around on to different tasks so that you can use the resource you want to do this particular task. 4. Match To Task Try to avoid giving a task which involves lots of detail and the ability to work alone for long periods of time to someone who gets the best results when they work as part of a small group. This is partly about cultural fit and partly about personality. For example, don’t put people to work together when you know that is likely to cause fireworks and arguments! Of course there will be some times when you don’t have the luxury of being able to make this kind of decision. Sometimes people will have to work together whether they get on at a sociable level or not. And if they don’t get on, they’ll have to find a way to complete their tasks professionally without letting personalities disrupt the work. Most of the time you’ll be able to do this, but from time to time you may come across situations that need you to intervene because team members are not capable of working together professionally, and putting aside their differences. You’ll have to deal with this as and when it happens, but if you are able to foresee trouble and do something about it in advance this could help your project continue to move forward. 5. Skills Finally, can the person do the task? It sounds skills obvious but there isn’t any point allocating deeply technical tasks to the developer on the IT team who is fresh out of college as they won’t have the skills. If your project management office keeps a skills register you can use this to find out who excels at what and who would therefore be a good fit for the tasks in hand. Remember not to assume that just because someone doesn’t already have the skills that they won’t be capable of doing the work. Think about how you could support that individual, perhaps through training or coaching. Then they’ll not only be able to contribute to this project but they will also have built skills that will help them on future projects too. Assigning work to team members isn’t rocket science but it does take a bit of skill. Ideally, as a project manager you should know the strengths and weaknesses of your team members so that you can make the right choices when it comes to delegating work to them. Without that knowledge and some criteria to use when assigning work you run the risk of making the wrong choices and delegating tasks to people who aren’t capable of completing their assignments, so think carefully before you choose team members for your project work!