62 percent of IT projects fail. Why?

by Matt Asay

  March 21, 2008 7:03 AM PDT

CIO.com cites a Dynamic Markets survey of 800 IT managers, reporting that 62 percent of IT projects fail to meet their schedules. Other data:

• 49 percent suffered budget overruns
• 47 percent had higher-than-expected maintenance costs, and
• 41 percent failed to deliver the expected business value and ROI

This wouldn't be so bad, CIO.com notes, if it weren't for the fact that the numbers haven't appreciably improved over the past decade. In some cases, they've gotten worse.

Why? Why do 25 percent of all IT projects get canceled before completion? CIO.com cites two reasons:

1. IT departments don't take into account the time required between design and development and
2. QA is not adequately understood and budgeted into projects' timelines.

One other thing that I've seen fairly often is a disconnect between the IT department and the business owners who sponsor IT projects. The two often have very different ideas as to what they want.

From the business owner side, they are often more enamored of demos than technology. This is sometimes good but also just as often bad. One customer of mine has had its Alfresco implementation delayed by a year because a three-month project with a proprietary product has taken over 15 months. The proprietary software that IT is attempting to deploy looks great in demos, but is a pile of potty to deploy.

Other times, it's the IT department that leads with technology and overlooks business owners' requirements. I've had this early in my company's product lifecycle when it showed great promise but little polish. We had a customer attempt to deploy the product for something it was ill-equipped to do...and the business owner rejected it.

I'm not sure what the solution is for this disconnect, but I suspect it's the cause of more IT project failures than most others. Any suggestions?

Top Ten Online Project Management Tools

BY SOUMYA NALAM on e-ProjectManagers.com March 2012

Online project management tools have made the planning, managing and execution of resources possible by streamlining the entire process of virtual collaboration. These tools are ideal for project managers who would like to share resources, manage their team, and assign projects irrespective of where they team is located.

1.  Basecamp ( www.basecamphq.com )

This popular project management tool with its user-friendly interface offers a cool set of features such as dashboard, file sharing, to-do lists, message boards, milestones, time tracking, project overview, and comments on messages received/sent.

2.  Teambox ( www.teambox.com )

The interface of this tool closely resembles a Twitter page where you can share tasks, attach files, and receive email notifications. A free account enables users to manage up to 3 projects and it also comes with a secured data backup

If you like the way you interact with your fans in twitter, you’ll love this tool.  The interface looks like your usual twitter page, only that here, you can share tasks, get notices by email.  You can setup an account in just a minute and you can access it anytime, anywhere.  It also.  Their free account lets you and you can go unlimited for their paid premium plans.

3.  DeskAway ( www.deskaway.com )

This online project management tool that needs no installation and enables data access anytime and anywhere lets users manage, collaborate, and build a social community around their projects.

4.  Activecollab ( www.activecollab.com )

For those who would like to have full control of their data, they can set up their own server or local network for their team, clients, or contractors along with time tracking and invoicing features which makes this an all-in-one tool. The improved visual editor provides a drag and drop functionality for tasks.

5.  Teamwork ( www.teamworkpm.net )

With multiple language support and a custom view for information, this tools offers an easy way to create new projects, manage existing ones, check milestones while keeping everyone in the loop.

6.  Central Desktop ( www.centraldesktop.com )

Its WYSIWYG editor, simple layout, and central desktop that offers intranet and project collaboration solutions for small groups to enterprises is ideal for project managers who have anywhere between a hundred to a thousand people reporting to them.

7.  5pm ( www.5pmweb.com )

Using this tool, tasks can be accessed from a mobile phone and some of its features include managing projects, sharing notes or files, time tracking, customized reports, email integration, a customizable interface, and an interactive timeline.

8.  Wrike ( www.wrike.com )

Over 50 projects can be managed in a single workspace that saves up to 25 hours of work each month and doubles a team’s productivity

9.  Huddle ( www.huddle.net )

It offers a secured online space without the hassle of having to install an app on a pc.

10.  ProWorkFlow ( www.proworkflow.com )

A web browser or an iPhone is all that is required to use this tool that optimizes business processes, tracks projects, timekeeping, and manages staff resources.

Online project management tools have made the planning, managing and execution of resources possible by streamlining the entire process of virtual collaboration. These tools are ideal for project managers who would like to share resources, manage their team, and assign projects irrespective of where they team is located.

1.  Basecamp ( www.basecamphq.com ) - This popular project management tool with its user-friendly interface offers a cool set of features such as dashboard, file sharing, to-do lists, message boards, milestones, time tracking, project overview, and comments on messages received/sent.

2.  Teambox ( www.teambox.com ) - The interface of this tool closely resembles a Twitter page where you can share tasks, attach files, and receive email notifications. A free account enables users to manage up to 3 projects and it also comes with a secured data backupIf you like the way you interact with your fans in twitter, you’ll love this tool.  The interface looks like your usual twitter page, only that here, you can share tasks, get notices by email.  You can setup an account in just a minute and you can access it anytime, anywhere.  It also.  Their free account lets you and you can go unlimited for their paid premium plans.

3.  DeskAway ( www.deskaway.com ) - This online project management tool that needs no installation and enables data access anytime and anywhere lets users manage, collaborate, and build a social community around their projects.  

4.  Activecollab ( www.activecollab.com ) - For those who would like to have full control of their data, they can set up their own server or local network for their team, clients, or contractors along with time tracking and invoicing features which makes this an all-in-one tool. The improved visual editor provides a drag and drop functionality for tasks.

5.  Teamwork ( www.teamworkpm.net ) - With multiple language support and a custom view for information, this tools offers an easy way to create new projects, manage existing ones, check milestones while keeping everyone in the loop.

6.  Central Desktop ( www.centraldesktop.com ) - Its WYSIWYG editor, simple layout, and central desktop that offers intranet and project collaboration solutions for small groups to enterprises is ideal for project managers who have anywhere between a hundred to a thousand people reporting to them.

7.  5pm ( www.5pmweb.com ) - Using this tool, tasks can be accessed from a mobile phone and some of its features include managing projects, sharing notes or files, time tracking, customized reports, email integration, a customizable interface, and an interactive timeline.

8.  Wrike ( www.wrike.com ) - Over 50 projects can be managed in a single workspace that saves up to 25 hours of work each month and doubles a team’s productivity

9.  Huddle ( www.huddle.net ) - It offers a secured online space without the hassle of having to install an app on a pc.  

10.  ProWorkFlow ( www.proworkflow.com ) - A web browser or an iPhone is all that is required to use this tool that optimizes business processes, tracks projects, timekeeping, and manages staff resources.

Top 5 Open Source Software for Human Resource Management

This article is from blogger Joy Maiywa, freelance writer.

In today’s global market, it is vital for companies to hold on to their most vital asset, which is the human resource, if they are to remain relevant in spite of the aggressive competition all around them.

This is because the success chart for any company not only depends on factors such as technology, strategies, and products, but also on its labor force to a large extent.

This makes it crucial for employers to handle and manage their human resource department in an effective manner if they are to retain them and get the best out of them.

By using modern, high-quality software technologies, companies can easily achieve effective human resource management, which will in turn lead to maximum workforce output.

Human resource software has largely grown and developed since the desktop computer was first put to use in the 1980′s and today, there are numerous applications available, some are free and while some not.

For those that are sold at a price, you might want to Google the internet for discounts.

The following is a list of some of the top five open source apps available for human resource:

OrangeHRM

www.OrangeHRM.com

This is a free and popular human resource management software that effectively improves communication within a company. Using the software, information from HR managers can be conveyed with ease to employees in every department in a company. When installed, OrangeHRM takes up minimal space of only 5.7 MB. In spite of its small size, it provides valuable features that cover all necessary functions in a company. Examples of modules available in the software include applicant module, employee self-service module, personal information management module, and benefit module.

WaypointHR

www.WaypointHR.com

Waypoint HR is one of the most highly rated open source human resource software among users. This is because it offers a flexible and stable interface that allows HR managers to store all the information concerning their employees in an easy-to-access manner. Since it is also user-friendly, managers with different technical knowledge and background can operate it with ease.

TimeTrex

www.timetrex.com

For certain organizations, it is important that employee attendance be accurately monitored. Such organizations can benefit from TimeTrex software, as it effectively handles the task of monitoring attendance. This is because it is a real-time app that supervises employee attendance from any global location. Companies can also customize the software to meet their budget and requirements.

LATRIX

www.sourceforge.net/projects/latrix/

Being a web application, any company can use LATRIX to manage and monitor its workforce. There are 17 different varieties that companies can choose from to configure the software according to their unique requirements. Other features in this open source software include shifts, time zones, public holidays, and block periods.

Open Applicant

www.openapplicant.org

This is the software of choice for streamlining a company’s recruitment process. The software effectively tracks applicant numbers and evaluates their performance. HR managers can also use the application to check each applicant’s background. Additional features in this software include customized assessments examinations, reporting, and email and resume screening.

Human resource software has largely grown and developed over time and today, and as seen from the selections above, there are various kinds available, some free and some not. For those that are sold at a price, feel free to use newegg coupon to search for a great discount from its sale.

If you use any of these applications, share your experience with us in the comments section below!

Five Ways To Make People Hang On Your Every Word

ThKristi Hedges, Contributor - The article below comes to use from Kristi Hedges

I knew it would be controversial when I wrote a post a few weeks ago stating that for most professionals, public speaking training is a waste of money. I heard from trainers around the globe that their way was different and uniquely helpful. Which may be true. My point was that the majority of public speaking training is focused on the mechanics of body language and speechifying that while interesting, isn’t what the average professional is being asked to do.

Professionals need to influence others and move groups to action, present to senior executives and boards, and inspire change operationally. Most rising executives want to be noticed and secure a seat at the table.

And yes, you can learn these skills in some presentation trainings — just not in most of them.

To achieve these professional feats, they need presence, credibility, and passion.

My advice to anyone out there who is considering honing their presentation skills: if you opt for training, make sure your instructor will be able to show you how to do the following.

1. Get comfortable.

It’s stating the obvious, but for most people, presenting is difficult when it’s uncomfortable. Staring down a board of directors with bad news, for example, might be one of those times. Or proposing a new business line to the senior team.

You’ll do better if you can find a way to be as calm as possible, given the stressful situation. For many people, this means practicing so you feel you have the information down pat. For others, it’s figuring out what gets you in the zone — deep breathing, music, laughter, warm-up conversations in the room, etc. I recommend setting a situational intention to focus your conscious thoughts behind the emotion you want to impart to others.

2. Accept discomfort.

If the stakes are high, no matter how much you try to get comfortable, some butterflies are going to remain. Instead of trying to eradicate the feeling or letting it spiral, accept the anxiousness. Acknowledge it, and realize that it has no bearing on your performance. At all. You can physically perform just as well, nervous or not.

Plus, nerves can even help you emote and show energy. After all, nervousness is excitement directed inward.

3. Speak to the individuals, not the group.

Common public speaking advice is to know your audience. But in typical corporate presentations, which are to groups and teams, you do know them. The problem is that they are all over the map in what they care about so it can be hard to tailor comments. A frequent misstep is to try to cover everyone’s concerns or speak to the middle.

Learning to top-line your points to hit the right ones is a critical skill. For mixed groups, my general advice is to speak to the highest level in the room in the level of detail they care to know. Let the others ask questions to fill in the gaps or clarify specifics. Meetings gravitate to the highest level naturally.

Remember, you are speaking to individuals with individual concerns. Don’t litter your comments with what you care about the most, and beware of falling in love with your content. It’s about the other person, not about you.

4. Bring double the passion, and half the content.

Corporate presentations generally have too much detail, slides, and content and are delivered flatly. Now we do this with good intent. We want to make sure we cover any questions and show that we know our stuff. Unfortunately though, well-cited research shows that people forget about 90% of what they learn within 3-6 days. So while it’s smart to get your content down, we generally over steer on the amount of it. (Hint: Put non-essential slides in an addendum to have just in case.)

If you want to be memorable, put equal focus on bringing energy and passion to your presentation. Show how much you care through stories, examples, imagery, and dialogue. People forget what you said but remember how you made them feel. Your presence plays a large role in that.

5. Ignite discussion, don’t replace it.

Plus, there’s power in a passionate purpose. We invest psychically in people we feel have the wherewithal to make change happen.

Most corporate presentations aren’t speeches at all — they’re discussions. You’re aim is not to use up the air time with your points, but to incite discussion and facilitate outcomes. If people are talking then they’re engaged.

Any presentation can be constructed as facilitation. Create your main points, ask a pointed question, and manage comments. Then repeat. This skill takes practice, so learn it any way you can, whether through a training or observation of others.

People will feel far better about your ideas if they felt that you wanted and accepted their input. Plus, any idea that feels like it’s ours we’re more likely to buy into. And isn’t buy-in of our ideas the ultimate goal?

20 Common HR Metrics

Below are some basic and standard metrics that we find many organizations using to help you get started measuring HR:

Metric	Formula
Absence rate	# days absent in month ÷ (average # of employees during a month x  # of workdays)
Benefit or program costs per employee	total cost of employee benefit/program ÷ total # of employees
Benefits as a percent of salary	annual benefits cost ÷ annual salary
Compensation as a percent of total compensation	annual salary ÷ total compensation (salary + benefits + additional compensation)
Compensation or benefit revenue ratio	compensation or benefit cost ÷ revenue
Cost per hire	recruitment costs ÷ (compensation cost + benefits cost)
Engagement or satisfaction rating	percent of employees engaged or satisfied overall or with a given aspect of the workplace
Percent of performance goals met or exceeded	# of performance goals met or exceeded ÷ total # of performance goals
Percent receiving performance rating	# of employees rated under a given score or rating on their performance evaluation ÷ total # of employees
Revenue per employee	revenue ÷ total # of employees
Return on investment (ROI)	(total benefit – total costs) x 100
Time to fill (average)	total days taken to fill a job ÷ number hired
Training/development hours	sum of total training hours ÷ total # of employees
Tenure	average # of years of service at the organization across all employees
Turnover (annual)	# of employees exiting the job during 12 month period ÷ average actual # of employees during the same period
Turnover costs	total costs of separation + vacancy + replacement + training
Utilization percent	total number of employees utilizing a program/service/benefit  ÷ total number of employees eligible to utilize a program/service/benefit
Workers’ compensation cost per employee	total workers compensation cost for year ÷ average number of employees
Workers’ compensation incident rate	(number of injuries and/or illnesses per 100 full-time employees ∕ total hours worked by all employees during the calendar year) x 200,000
Yield ratio	percentage of applicants from a recruitment source that make it to the next stage of the selection process