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would want to know few evaluation parameters to judge if project managers are good people managers. Delivery managers are usually concenrned about meeting deadlines and lose focus on people management and employee engagement. We are trying to devise parameters which can evaluate these line managers as future people managers.. anyone with views on it?

From India, Mumbai

Dear Friends,
On 15th August it is Birth date of my Company. Earlier they were not having HR department , from me HR department has started.
So I want to do something special on this day ? 100+ Employees are there.
Can anyone give me any innovative ideas which can really help me out.
Hope to see good response. Plss reply...What can I do ?
Nidhi Shah

From India, Ahmadabad
Dinesh Divekar

Dear Nchalil,
You conduct the behavioural interviews of the candidates while selecting them as Project Managers. Through behavioural interviews, you will come to know surely, whether they have people skills or not.
For the existing delivery managers or project managers, you conduct the training programmes on concept of communication, interpersonal skills, conflict handling techniques etc. It will help you big way.
By the way I am into soft skills, behavioural and management training. To make you aware of my training activities, I have attached my Training e-Brochure to this post.

From India, Bangalore
Attached Files (Download Requires Membership)
File Type: doc Management and Behavioural Training e-Brochure (Revised).doc (209.0 KB, 471 views)
File Type: doc Training e-Brochure for Senior Management.doc (48.5 KB, 373 views)


You can get the feedback from the Project Team itself. The Personality Parameters for a leader is the same wether its HR or Projects or any other field apart from the specialized skills of Domain. How well did he complete his tasks? How many people have left his team? How is the team morale?...etc etc. I myself was a project coordinator before i was offered a HR role.
@Nidhi Shah & Pradeep Law: When someone asks for Apples, One must Not give them Oranges instead!!!!!!!

From India, Mumbai
Any Manager cannot accomplish things without a team. During the interview, you can ask them there team size and how many of them were reporting to the person, through which you can the minimum requirement of men management. During the discussion, if the person talks more about team , should be a good person manager.

From India, Madras

There is no need to change a project manager to a people's manager. If you are talking about task orientation & people orientation... a manager needs the appropriate mix of both. High on either of these orientations has flip sides. He/She must be able to change the leadership style based on follower readiness (refer to SITLEAD model). You may try tools like workplacebig5 to evaluate where your managers stand right now. Before administering the tool you should define the preferred level of competency for the identified roll. Say for example a manager for a retail outlet has to be high on detail orientation and relatively good on people orientation also. A negotiator should be high on detail orientation and low on people orientation.

If you can successfully define the preferred competency levels for identified roles then you can evaluate candidates using a profiling tool. Good luck :)

From India, Mumbai
Hi, Few things you can focus on are 1. Building & Enabling Trust 2. Understaning the importance of Growth of reportees 3. Assertive Communication Skills
From India, Pune
Depending on what projects your managers are working on, you first have to decide what mix of people skills and production orientation they should have. Then organize training (short and numerous workshops) to impart the required skills.
I am currently working on a similar project with a lot of success.
Do contact me if you want to discuss this in detail

From India, New Delhi
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