By Curt Finch
Why Project Accounting?
The era of manufacturing and farming is giving way to one of knowledge work. This is old news in the USA. But, in our lifetime, the changes that the developed world is undergoing will be visited on the vast majority of humanity. Nearly everyone will be some sort of knowledge worker.
Accounting for Knowledge Workers in the New Millennium
Out of the human race's 30 millennia history, only in the last 50 years have we seen the cost of knowledge workers rise to be a significant portion of the economy. In 2003, 48% of the U.S. workforce fell into the knowledge worker category. These numbers are growing and in our lifetime will encompass the majority of workers globally. Think about what your parents and grandparents did for a living. Chances are they were farmers or factory workers for at least a portion of their careers, not knowledge workers. Demand for project and portfolio management (PPM) solutions, which often incorporate some project accounting abilities, is growing at 11% annually.
Read the full text of How To Increase Profitability with Project Accounting
By Daniel Galorath
Reporting of project risks to management and project stakeholders should occur at a predetermined frequency based on priority, time to impact, and potential influence on the project should they transition to problems. Effective reporting results in timely mitigation of high priority risks. Project risks must be reported so that appropriate action can be taken. An effective reporting structure should focus on reporting problems so that they can be effectively resolved. The reporting structure should be actively maintained and regularly reviewed to allow the project staff to focus on the risks with the highest impacts.
Read the full text of Project Reporting - Risks vs. Problems
By Robert Posener
A feature of the IT industry is its high staff turnover in comparison to most other industries. Part of the blame for this can be attributed to the shortage of technical staff. However, a large proportion of the blame is attributed to poor management.
Many managers fail to recognise there is such a thing as a "Threshold of Pain". Employees do not leave their current employer just because they are asked to do something which they find distasteful. Nor do they leave just because they are asked to work in an environment which is distasteful. They leave because the cumulative effect of these items of pain pushes them over their Threshold of Pain. In other words... the manager expects the employee to survive more stress than he or she can handle.
Read the full text of Managing People's Threshold of Pain
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