To be successful, projects need many different competencies and talents working together toward the goal. Often, a project can lack one or more of the competencies below. Each competency deficiency increases the risk the project will not stay within budget, will not implement on schedule or remain on track, or will fail altogether. By ensuring strength in all areas, you mitigate risks to the project from beginning to end and create a framework that is tried and tested through many project lifecycles.

HRPMO as a Service is an outsourced project management office providing a turnkey approach that includes project management structure, governance, analytics, staff augmentation, and project management to achieve successful project execution. Projects often demand knowledge, skills and abilities on a short term, intensive basis. Day to day operations may or may not require these competencies – so when you need them, you may not have sufficient talent or bandwidth.

HRPMO as a Service can fill that gap by providing the structure and talent you need on a project basis – with strong governance and service level agreements to ensure quality and delivery.

Project Program Managing a Group of Related Projects Portfolio Managing a Group of Programs
Defining Characteristics Scope has clearly defined objectives translated into specific tasks with a clear budget and timeline. A group of related projects managed in a coordinated way to improve outcomes, benefits and control. Scope may cross functional boundaries and projects may have similar or related attributes, but the program is intended to enhance current capabilities or develop new capabilities for the organization. Business Scope tied to strategic goals of the organization
Example #1
  • Integration of Human Resources Technology Systems
Integration of Human Capital Management Operations

  • Integration of Human Resources Technology Systems
  • Integration of HCM/HR Business Processes
  • Integration of Organizational Hierarchy / Jobs / Positions
  • Integration of Talent Management Strategy
  • Integration of Workforce Planning
Integration of acquired organization that will add to the product portfolio. Programs include:

  • Integration into Marketing/Sales
  • Integration Legally
  • Integration into Finance
  • Integration into Supply Chain
  • Integration of Technology
  • Integration of Human Capital Management Operations, Talent Management, and Workforce Planning
Example #2
  • Integration of Organizational Hierarchy / Jobs / Positions
Merging of HR Operations of Different Geographic Locations

  • Integration of HR Systems
  • Integration of HCM/HR Business Processes
  • Integration of Organizational Hierarchy / Jobs / Positions
  • Integration of Workforce Planning
  • Integration of Talent / Skills and Competencies
  • Integration of Scheduling
Reorganization / Consolidation of Field Operations to Increase Efficiencies and Economies of Scale

  • Reorg of Financial Structure/Cost Centers
  • Reorg of Reporting / Hierarchy
  • Facilities Evaluation and Disposition
  • Reorg of Client/Customer Relationships
  • Merging of HR Operations of Different Geographic Locations
Example #3
  • Implementation of HR Analytics
Workforce Planning Initiative

  • Talent Management Process Upgrade and Strategy
  • Implementation of HR Analytics
  • Upgrade of Talent Management Technology including LMS, Succession Planning, and Performance Management
Continuous Process Improvement Initiative

  • Business Process Re-engineering Initiative
  • Document Management Initiative
  • Technology Upgrade Initiative
  • Supply Chain Streamlining Initiative
  • Procurement Efficiency Initiative
  • Workforce Planning Initiative
Example #4
  • Recruitment Business Process Re-Engineering
Talent Acquisition Strategy

  • Organizational Talent Needs Assessment
  • Implementation of Skills Inventorying
  • Succession Planning
  • Recruitment Business Process Re-Engineering
Strategic Initiative to Increase Market Share

  • Marketing/Sales Strategy
  • Customer Relationship Improvement Strategy
  • Talent Acquisition Strategy