Is project supervision Certification Valuable?

Is project supervision Certification Valuable?

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Good Day All What I said. It isn't the final outcome that the true about Managers Limited. You read this article for home elevators what you want to know is Managers Limited. Managers Limited Introduction "Certification is a must!" "Certification is valuable!" "Certification nice but does not add vital value!" "Eliminate the accidental task owner - certify them" "Certification is required" There are too many arguments and positions on the value of certifications so what is reality, if there is one? The reality is microscopic to one fact: there is no business transaction on the value of certification; at least in the domain of task management. What Do We Know What we know is that there are numerous task supervision certifications, such as Pmp, Rmp, Prince2, Msp, Ipma (four levels), Ccc/Cce, Psp, Evp, Cpm, and numerous others with all kind of acronyms. We also know that some are specialized in a topic; some are more popular; and some are more valuable. Which is which and how do we define value? Here is where the debate starts. A few more questions: Should human reserved supply managers and executives use expert certification as a filter to screen candidates? Is certification an indicator of excellence or a proof of expertise? Are the 'certified' individuals able to play an active role in transforming organizational performance? At least is task supervision certification contributing to improving organizational performance? We can post many more questions here and to rejoinder them effectively and fairly, we are likely in need of a large volume instead of a short narrative and we need numerous contributors to make the case for-and-against. Once again, what is clear is that there no consensus in the task supervision expert society on the value of certification, or at least on the value of some of the coarse and even favorite certifications. What Are The coarse Views? We can categorize the most coarse views per the following: Some professionals, training providers, and even expert associations will defend the varied preliminary certifications and continue to promote them as "expert" level certifications and use terms such as "best practices" and "master task management"... The level of promotion is directly link to the benefit of the promoter and can often border the unethical behavior; or at least misguided. Other professionals will charge these preliminary certifications as worthless, or use terms such as: "paper certifications", "technical ___", and my favorite "can enumerate the suitable verbatim but cannot manage a hot dog stand. Here again, this institution can be unethical if the attackers have competing products and/or have private agendas; so they try to lift their products by attacking the competing products. Other professionals are in in the middle of and will offer a somewhat balanced view, with open and clear position and transparency of their affiliations. It is quite difficult and might be inappropriate to judge the varied expert certifications and we will not do so; this is a huge topic and we are not distinguished to offer such judgment. However, in the area of task supervision we do have overall global expertise to allow us to offer a expert understanding although likely controversial. What Is Our Position? We will state the following: Most, if not all, certifications requires vital exertion to accomplish and do effect in gained knowledge. For those with proper experience, a certification may add vital value since these professionals can put a formal knowledge structure to what they have been practicing on the job. We think that most will not argue with this statement: some certifications have vital value, others do not, and it is prominent to realize the difference. Some certifications have had good value but have lost it or are losing their value although their numbers continue to grow. Sound like a contradictory statement and maybe it is but we will argue otherwise. There is a huge gap in institution and awareness on the value of certifications in the market. This is commonly the effect of overzealous marketing, and as we mentioned earlier on bordering unethical behaviors. Unfortunately, some expert associations are more concerned with growing their numbers rather than clearly communicating the true value of each certification they grant or spend the vital screening exertion to ensure distinguished individuals earn the right certification. Some certifications are preliminary or early work but they are 'sold' as expert level. Some are general certifications for man with task supervision perceive (although limited) but are 'sold' as task manager's certification. Most preliminary certifications have good value as preliminary level but not they are necessarily an indicator that the holder of such certification is an experienced task manager. The question of Value Due to some of the factors that we mentioned earlier, many technical professionals with microscopic or no experiences in task supervision are obtaining these certifications. Some of them do not even know the contrast in the middle of a task life span and process groups, or a task plan and a schedule, or even the contrast in the middle of a convert and a variance. The above scenario is prominent to contradictory shop perceptions: On one hand, quite a few recruiters, human resources managers, and executives are using certification as a filter for screening employment candidates since they believe that these certifications are of a "great value" and indicators of "expert task managers." On the other hand, for those of us who truly understand the value and limitations of these certifications, the performance of expert associations granting these certifications generate a situation of "mistrust" in the shop and in the credential. We also lose respect for these market practices and lack of responsibility. Our Recommendations For human resources and recruiting managers and executives, we offer the following advice: Do not take certification as proof of expert level performer Check into the certification requirements to help you understand if this is a basic level or a senior level or an expert level Do not take the certification holder for granted... enumerate the Cv, challenge the person, ask the difficult questions, go beyond soft skills and ask the hard task supervision core questions (if you are hiring for a task supervision position) Does the certificate holder have task supervision perceive or technical perceive working on project; do not trust the expert connection to verify this for you since they mostly depend on online applications with microscopic audit or verification The Action It is prominent to recognize that some expert associations might not be in the best position to address these concerns and we need an alternative. The alternative is to focus on educating the global community, educating recruiters and executives on the value of certifications. How can we do that? Through this article, we urge professionals and task supervision understanding leaders to join us and get underway an initiative under the title "Protecting task Management: What Executives Need to Know"; this is like a consumers security initiatives. What do you think? Can we play a role here? How can we be effective in creating the vital awareness in as unbiased arrival as possible? More in hereafter articles! Mounir A. Ajam 26 September 2011 I hope you will get new knowledge about Managers Limited. Where you may put to use in your day-to-day life. And most importantly, your reaction is passed about Managers Limited. Read more.. Is project supervision Certification Valuable?.