Mathematical Model and Method of Analysis of the Personal and Group Competence to Complete the Project Task

Bachtadze, Natalya; Kulba, Vladimir; Nikulina, Irina; Zaikin, Oleg; Żyławski, A.

doi:10.1016/j.ifacol.2019.11.105

Cited by 3 publications

(4 citation statements)

References 6 publications

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“…Kettinger, Ryoo, and Marchand (2021) discuss the different categories of project managers and their connection to project performance. Among these studies, several demonstrate the precise significance of human skills (An, Qiang, Wen, Jiang, & Xia, 2019;Bachtadze, Kulba, Nikulina, Zaikin, & Żylawski, 2019;Nunes, Abreu, Bagnjuk, & Tiedtke, 2021;Robinson & Rose Munro, 2014) and soft skills (Ceh-Varela, Canto-Bonilla, & Duni, 2023;Tran et al, 2022;Zaman, Jabbar, Nawaz, & Abbas, 2019).…”

Section: Project Manager's Competencies and Project Performancementioning

confidence: 99%

Enhancing Project Performance through Effective Team Communication: A Comprehensive Study Integrating Project Management Quotient, Trust, and Management Information Systems

Zhang,

2024

J INFORM SYSTEMS ENG

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The aim of this study was to explore the relationship between project manager competence and project performance with the mediating role of team communication, employee trust, employee capability and team atmosphere. To achieve its objectives, this study used a quantitative research approach. Data was collected from 175 employees working on various projects in China. A structured questionnaire was used to collect the data from the respondents. All items were measured on a five-point Likert scale adapted from previous studies. Collected data was analyzed by using SPSS. The findings of the study showed that the performance of a project is significantly affected by the competencies of project managers. Moreover, the findings also showed that this relationship is significantly and positively mediated by team communication, employee trust, employee capability and team atmosphere. The findings show that the effectiveness of project manager competencies in enhancing project performance is influenced by these mediating factors which contribute to the success of the project. This research contributes to the theoretical understanding of project management by highlighting the multifaceted nature of project performance. It underscores the importance of holistic project management practices, where emphasis on both project manager competence and team dynamics is essential. Practically, the study offers insights for organizations and project managers, emphasizing the need for comprehensive skill development and fostering positive team environments. This study's originality lies in its comprehensive exploration of the mediating roles within the context of project manager competence and its implications in a globalized business environment.

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Section: Project Manager's Competencies and Project Performancementioning

confidence: 99%

Enhancing Project Performance through Effective Team Communication: A Comprehensive Study Integrating Project Management Quotient, Trust, and Management Information Systems

Zhang,

2024

J INFORM SYSTEMS ENG

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“…Bachtadze et al [17] present the competence modelling method and tools for project knowledge management. The group competence expansion algorithm is proposed based on this method.…”

Section: Related Workmentioning

confidence: 99%

An Approach to Changing Competence Assessment for Human Resources in Expert Networks

Petrov

2020

Future Internet

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An expert network is a community of professionals in a specific field, united by an information system, in which different tasks are solved. One of the main tasks in expert networks is the selection of specialists with specified competencies for joint problem solving. The main characteristic of an expert network member is a set of competencies, which includes both functional aspects and personal qualities. For this reason, the procedure for selecting specialists and ranking them is critical. Such a procedure uses specialists’ competence assessments from the expert network. If these assessments are out of date, the project results can be unsuccessful. This article proposes an approach aimed at automating the assessment of the specialists’ competencies based on the projects results. This approach consists of a reference model and an algorithm of competence assessment change for human resources. The paper also includes an algorithm evaluation on generated data.

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“…The question of an effective procedure for a project team creation is quite actively studied by many scientists. Some authors consider the team creation in terms of improving communication in the team [1][2][3][4][5], others explore the creation of an effective team in terms of a competence approach [6][7][8][9][10]. Some researchers focus on studying the characteristics of relationships in the team [11,12].…”

Section: Introductionmentioning

confidence: 99%

“…In [6] the authors present a method and tools for modeling competencies for project knowledge management. The model focuses on the cost of expanding the competence of the project team caused by the project development process.…”

Section: Introductionmentioning

confidence: 99%

Method of the It Project Team Creation Based on Maximizing It’s Competencies

Kononenko¹,

Sushko²

2021

SM3P

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The use of agile approaches in software development requires the project team to be multifunctional and self‑organized in order to respond effectively to changing project requirements. Therefore information technology project team creation requires a special method. The purpose of the work is to develop a method of IT-project team creation by maximizing it’s competencies taking into account the features of agile approaches to project management. The paper proposes the issue of team creation based on maximizing team competencies under conditions of budget and laboriousness constraints. A method of a project team creation is proposed, which takes into account the requirements of the project, the characteristics of individual candidates, and the general competencies of the team as a whole, as well as the project's limitations on the budget and laboriousness of the project. The proposed approach consists of three stages. At the first stage, a set of candidates is determined, whose competency assessments meet the requirements of the project. In the second stage, team options are formed in accordance with the requirements of the project. The project team creation can take place in several statements. The first statement is to solve the problem of minimizing the distance between the vector of team competencies and the vector of requirements. The second statement of the problem is to solve the problem of maximizing competencies in terms of time and project budget constraints.The third solves the issue of choosing a team according to the chosen setting. Two possible objective functions of the issue are offered. One target function is to create a team that will include candidates with maximum competencies. Such a team will best cope with the requirements that are known at the start of the project. The second target function maximizes the total competencies of the team that exceed a given threshold. As a result, the team will be able to better cope with the changing requirements of the project. The proposed method makes it possible to create an effective software development team that meets the requirements of the project, the values and principles of agile approaches.

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Mathematical Model and Method of Analysis of the Personal and Group Competence to Complete the Project Task

Cited by 3 publications

References 6 publications

Enhancing Project Performance through Effective Team Communication: A Comprehensive Study Integrating Project Management Quotient, Trust, and Management Information Systems

Enhancing Project Performance through Effective Team Communication: A Comprehensive Study Integrating Project Management Quotient, Trust, and Management Information Systems

An Approach to Changing Competence Assessment for Human Resources in Expert Networks

Method of the It Project Team Creation Based on Maximizing It’s Competencies

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