Enhancing Project Maturity at Ericsson (Mini-Case Study: 2.3)
Q1. Identify the project management maturity level against the 5-level maturity
model introduced above. Give reasons for your categorization.
To deliver projects successfully, the commitment of
time and resources is highly required. Project
management maturity models are designed to provide the framework that an
organization needs for developing its capabilities for delivering successful
projects. Therefore, to make a project management successful, a proper support
structure must be there. However, levels of support will vary based on the
level of PM maturity and other factors like project complexity.
The
three stages in meeting the project management maturity are:
§ Developing an efficient way of project
management.
§ Reaching the stage in which projects
perform well as an entirety.
§ It is a continuous selection of projects
which contributes to a sustainable competitive edge of the organization.
I might say that
the reason of categorizing Ericsson at level 5, is that Ericsson evaluates all
the information obtained through benchmarking and decides whether the information
will improve the remarkable methodology or not. Ericsson is also more committed
to benchmarking and to continuous improvement, and its project managers build
competency models in broad areas of scientific, technical skills, leadership
skills and process skills.
Q2. Discuss the special challenges a multinational corporation like
Ericsson faces in developing greater project management maturity.
I think that one of the
main complexities that might face multinational cooperation like Ericsson is
when employing workers from different national categories and backgrounds. Thus,
multinational organizations must differentiate the traditional HRM from an international
point of view, because the international processes include more concerns such
as managing expatriate employees and implementing different management practices.
In this case, my recommendation is to manage the
differences between countries by adapting organizational policies that deals
and copes with different national contexts, as some policies might be effective
here but not otherwhere. Also, the flexibility of people management policies is
essential to deal and observe demographic
and cultural change.