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Sometimes you get what other departments don't want, so how do you know what's coming? Do you feel this particular issue makes any sense? How do you do it without making questions? How do you do it discretly?
it happens all the time, they always give you unwanted resources
but it is also unfair to get the best resources as well,
from experience , as project manager you should know the resources requirements and the skills you need for the project, discuss with the dept manager the importance of geting the right resources, negotiate. you can also interview and assess the nominated resources. if you end up with unskilled resource, plan for training etc...
There are a lot of factors contributing to selecting and hiring the perfect candidates which includes handling any kind of background, work, education, criminal, and certifications investigation. Then if you found out that you selected the perfect candidate but still confused for the selection, for this case, you can offer a short term temporary employment, between3 -12 months, and based on this temporary period you can judge on the performance of the selected candidate and make him/her permanently after that.,
Maybe none of the above answers reflects the question. In this case, there isn't a recruitement or screening process as 'you get what others don't want' and there's no time to wait for the yearly appraisal as we're talking about 'projects'. A delay on the scedule because of poor ressource performance will still reflect poorly on the project and project manager overall.
On the other hand, I'd recommend to immediately request the CV of the new member from the HR department in order analyze qualifications. If the member qualifies then meet with them to communicate clearly on expectations. You can also provide a 'test drive' assignment and see how they fare before getting them involved more deeply.
Why don’t you speak to that person and make your own mind up? Maybe this person would like to know you too. Maybe e/she is the perfect addition to your team? Could you try to understand where you are coming from and where you want to be, how you can support each other going forward for the best of the project?
I do not agree with getting feedback from people, as they are their opinions and may not reflect the truth, and worst is that you may start noticing these things rather than having your own observations. If there is a yearly performance feedback report, use that to identify strengths and weaknesses, and try to get input from that person on why (s)he wants to be in this team, and what are his/her expectations.
There is no bad worker, if you know how to motivate him/her.
The most important issue during staff acquiring is negotiation, project manager has to negotiate with functional managers and with other project managers.
In case of the manpower resources not available as favor of the human resource plan, Staff improvement should be done (on job training, short courses…etc). Which maybe affect project human resource plan, schedule ,and cost.
There are many ways on how to do that. But, since there is a term discretely ,meaning you don't want him and others to know that you are profiling him/her. In my opinion, you can do that, for the meantime by just being observant of the newcomer (if he/she is in the other department), as time pass by, and if you need something from the newcomer, just be being friendly and polite in making such a requests. Know who are close to him/her as well that is your friend also, who will link you as a common friend, then without pressing question to this common friend, try asking the common friend questions about him/her as your conversation go along the way so that it won't sounds like you are profiling the newcomer. Three, befriend the newcomer - if you really are interested or even if you are not.
I'd recommend to immediately request the CV of the new member from the HR department in order analyze qualifications. If the member qualifies then meet with them to communicate clearly on expectations. You can also provide a 'test drive' assignment and see how they fare before getting them involved more deeply.
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