Point 6 – Job/task-related training

A quality organization understands the value of the people who work in it. The same goes for project management. Training project managers, analysts, and everyone else who regularly works on projects in the company methodology, soft skills, etc. can bring significant rewards.

Many companies use the cop-out of “on the job training” to sidestep any responsibility to have a formal system in place to ensure their people are constantly learning how to do their jobs better. I am not saying that OJT isn’t valuable, but it can’t be the only training “effort” put forth by the powers that be.

The companies I have experience with that get this have the following resources and programs in place:

A project resource center with books, periodicals, and other materials
Time specifically scheduled for training and learning each month
Presenters, either from the team or externally, giving a talk monthly to the whole group
A significant amount of funds in the budget earmarked for training
Sending a few people each year to seminars and events like the PMI Global Congress, etc. –And then those people present what they learned to the whole group when they get back
A formal mentor program whereby new employees are paired with a vetran
Company methodology and process training

There are many other ways to show commitment to project management training and education, these are just a few. Please leave your ideas and experience about best practices as a comment below.