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Claim formation is a fact and a regular occurrence in construction industry projects and often leads to a waste of money and time for organizations. Organizations can, however, reduce and control claims by promoting an integrated claim management system and improving productivity in the results of the claims. Establishing a claim management office is one of the ways to help organizations achieve this.

Based on library research, expert opinion and analysis of organizations' contracts as case studies and identifying the root causes of the claim, this paper proposes a claim management office maturity model and determines its levels.

This paper proposes a claim management office maturity model and also determines its levels. The general structure of this model is based on three parameters: “characteristics of each level,” “requirements of each level” and “transition period of each level” in five levels, where the first level is the most basic level and level five is the highest level of the implementation of a claim management office in the organization.

It can be clearly emphasized that this research is one of the first research studies that has dealt with the issue of claim management office in the construction industry and has proposed the model of maturity and development of claim management office in the organization. The use of numerous and experienced experts in achieving the results and case organizations to develop this research has increased the value and credibility of this research. This study also helps to improve the level of claim management in construction industry organizations so that these organizations can implement each level of claim management maturity model in the organization according to their competence and need for claim management. And by implementing it correctly, solve or reduce the problems of claim management in the organization and their projects.

The Project Management Office (PMO) phenomenon is a dynamic and regularly evolving feature of the project landscape. The functions and practices expected of the PMO differ as widely as the industries and organisations, which host them. By uncovering the documented and undocumented history of the PMO and its practices the authors see how PMOs have developed to current times, how PMOs develop their ideas, how useful PMOs are, and what associated activities they partake in. The paper aims to discuss these issues.

In this paper, the authors conduct an extensive literature review of the academic and non-academic literature. The first phase involved searching academic journals and published theses. The second, deep searches with Google Scholar and Books using a variety of parameters to capture the changing nomenclature of the PMO over many years. These searches discovered lost academic literature within university libraries, examples of very early essays on the project office and numerous government reports on PMO and project office undertakings.

This research reveals how the form and use of the structure we now call the PMO has evolved and adapted over time. In recent history the PMO has evolved to be the central repository for tools and methodologies for this non-operational work. The PMO has become an asset, a commodity to be traded upon and a badge to be worn to attain certain privileges.

This research identifies a number of deficiencies in existing literature. Particularly highlighting that many practices, methods and PMO typologies exist, frequently their custodians tout these as “best practice”. Although some research has been conducted by academics on PMOs vast gaps exist in PMO literature.

This research identifies a number of assumptions in practitioner literature and professional practice. Organisations both private and public are investing enormous resources in the pursuit of enhancing project management outcomes often turning to the PMO concept to resolve their problems. However there is limited evidence to suggest PMOs create a favourable return. If the authors were to use medicine as an example, prior to a scientific approach in medicine the field relied on potions and magic, however medicine changed to evidence-based practice this has lead to enhanced life prospects. An evolution in project management doctrine may enhance outcomes.

This review of the PMO which possesses archaeological attributes in it’s historical context adds a rich understanding to organisational knowledge by considering the history of the PMO and the dramatic shifts in its purpose over a prolonged period of time. The discussion draws out the critical PMO topics to be addressed and includes a critique of practitioner and academic knowledge.

The PMO is seen as an organisational entity entrusted to instil Project Management (PM) practices and culture within an organisation and is portrayed as the focal point of PM practices and the locus where an organisation’s knowledge management and PM practices intersect. Companies within a range of economic sectors are accommodating this entity in their organisation structures. Whilst the PMO may not appear to be prevalent in the AEC sector, many of the capabilities ascribed to it do exist either separately or in aggregate within AEC organisations. This paper presents the results of a survey, explored the adoption of the PMO concept within main contractors, project management practices, and developers in the German AEC sector. It discusses the roles that this entity can play in the organisations that are aspiring to achieve a higher level of PM competency and maturity. It also investigates the success factors associated with the successful implementation of the PMO construct and reports on some of the challenges faced in implementing the entity together with potential ways of alleviating these challenges. The research identified that there was a high level of awareness of the PMO concept and that there was a high level prevalence of many of capabilities ascribed to PMOs in the organisations sampled. Many of these organisations recognised that the PMO concept as contributing considerably to knowledge management in their organisation.

The purpose of this paper is to highlight the need of a methodological training framework for project management office personnel.

Working closely with hi tech corporations whose main line of business is based on projects, the paper presents an integrative training approach supported by managerial commitment to improve training effectiveness.

The paper concentrates on qualifying the project management office personnel to facilitate the project's aims and objectives. The paper concludes with a high level prescription for developing a project management training methodology.

The paper highlights the need to establish a well‐defined way for upgrading the project management office personnel performances.

The article will deepen the understanding of the need for project management training.

In the last 15 years, the high-growth economic rates of the Russian Federation (RF) have been caused by expansion of the country's participation in the world's raw and energy markets. Now the economic growth opportunities at the expense of these factors are generally exhausted, Russia is faced by problems of high-quality updating of all aspects of socioeconomic and sociopolitical life. These tasks are dictated as external “major challenges” of global character, and internal processes. To confront the challenges and to minimize risks, Russia needs to change the raw model of economic growth which poses the threats for stability of social and economic development.

First, the scientific, technological, and innovative policy which is carried out by industrially developed countries and some new industrial countries is to create the answer to a challenge of maintaining competitiveness and achievement of high productivity rates now. Its purpose is to stimulate development and deployment of advanced technologies, whose productivity significantly exceeds characteristics of traditional technologies.

The happening changes are so considerable that the world enters, perhaps, in the largest technological transition for all history when the richness of natural resources and low cost of work stop being major factors of growth. In total, these changes are estimated as “new industrial revolution” or, in narrower sense, as “technological revolution” which are based on the transition from mass production of the standardized production to the flexible high-performance production which is turning out the individualized products.

In this regard, the productive inclusion in new technological revolution, the implementation of the structural maneuver in economy and social system, can become one of the main objectives for Russia until 2035. The RF should pass a new development model which is based on high-tech industries. It is about the start of the big national project (program) “National Technological Initiative” (NTI).

The implementation of project-planning office functions of NTI is the priority direction of management and modern tool for business which is provided due to the development of NTI planning office, its full-scale expansion, and removal on operational power for support of development and implementation of the plans of measures (“road maps”) of NTI and projects for implementation of “road maps.”

Knowledge management (KM) is regarded as an essential factor in project-based organizations (PBOs), leading to organizational learning across projects. Over recent years, most PBOs have inserted project management offices (PMOs) into their hierarchical charts to manage their projects much more coherently. These offices can correspondingly provide KM facilities in PBOs. Thus, this study aimed to analyze the relationship between PMO functions and KM infrastructure, as KM enablers in organizations, in Iranian oil and gas upstream PBOs.

A two-phase quantitative survey strategy was exercised in this research. The first phase was to investigate the relationship between PMOs and KM infrastructure and to prioritize PMO functions and KM infrastructure based on their existing implementation/establishment status in Iranian oil and gas upstream PBOs. The research participants, identified through the website of the National Iran Oil Company (NIOC), were comprised of 46 oil and gas upstream PBOs which applied for exploration and production (E&P) certificate in Iran in 2016 and 2017. Accordingly, a total number of 46 questionnaires were submitted to the aforementioned companies with a return rate of 41 cases. The second phase was fulfilled questioning 19 Iranian oil and gas industry experts to determine the one-to-one effect of PMO functions on KM infrastructure and to verify the first-phase results.

The results indicated a strong relationship between PMO functions and KM infrastructure. This relationship was significant with regard to “practice management” and “technical support”, having the most considerable connections with KM infrastructure. According to the first-phase results, the main functions of PMOs in Iranian oil and gas industry were “practice management” and “technical support”. Considering KM infrastructure, “structure” showed the lowest mean value while “culture”, “human resources” and “processes and procedures” obtained the highest scores. The results also demonstrated that PMO functions could lead to more improvements in “processes and procedures”, as a sub-component of KM infrastructure, compared with other sub-components. Furthermore, the oil and gas industry experts believed that “organizational culture” in KM could be shaped by most of PMO functions.

This study fulfilled the need for exploring the relationship between PMO functions and KM since academic literature lacked a thorough investigation, to the best of authors' knowledge, pertaining to the effects of PMO functions on KM development in oil and gas PBOs.

While it is common for most C-suite executives to have substantial project responsibilities, many do not have a strong understanding of project management leading to significant failures. As projects are the main mechanisms for implementing changes, project performance has disproportional impact on the competitiveness and viability of organizations. This paper aims to attempt to raise awareness of the Chief Project Officer (CPO) role and lay out important skills and capabilities that are needed for managers to ascend to this role as well as key topics of concern when preparing the mindset to be a successful CPO.

The authors have based this research on reviewing publications from the project management journals and publications, interviews of project management professionals and drawing from our industry experience in the field of project management.

Most organizations have project managers, either formal or informal, to lead projects. As project environment intensifies across industries, larger organizations rely on a project executives and project management office to oversee projects and performance of C-suite tasks. However, these projects and project management office (PMO) managers often lacks the authority and legitimacy to fully carry out the expected function. This is a clear gap in organizational management, and the gap is growing as more resources are dedicated to projects. Many organizations are equipped with the human resource to develop a CPO, the authors identify five main skills and 20 key topics that are crucial to the success of this vital role.

While the awareness of the CPO is still in its infancy, most organizations have equivalent or emerging senior project executive roles that may evolve and become CPOs. Today, organizations are increasingly pushed to pursue project-oriented structures to a rapidly changing environment, global market and fast-paced technological advances. It is likely that the CPO role will grow and become a crucial component in top management teams in the coming years to help organizations in moving forward to achieve their strategic goals and objectives.

Effective project management is critical for reducing project failures, cost overruns and schedule delays. Yet, research in this area is lacking. This study provides original research on capital project management in US state governments, with special attention to earned value management (EVM). EVM is a technique used to provide early warning indicators of performance issues and facilitate corrective action during project execution.

A multi-method design involving document review, focus groups, surveys, interviews and case studies is used to unearth primary data from statewide project management offices (PMO) responsible for overseeing large-scale information technology (IT) acquisitions. A strategic framework is developed, facilitating a descriptive analysis of management strategies.

Results from 31 states indicate the vast majority have taken key initial steps in formulating a statewide strategy, such as establishing a PMO, adopting industry standards and defining guidelines for agencies. However, agencies are only required to follow guidelines issued by the statewide PMO in 14 states. EVM is currently used in 18 states, with most defining clear criteria for application and tailoring practices according to project context.

This study introduces the EVM concept to public budgeting research, provides a blueprint for EVM policy development and offers novel analysis of capital project management reforms and strategies.

The purpose of this paper is to investigate the triadic relationship between project workspace (i.e. spatial context), project type and project manager’s leadership style. It develops the concept of leadership construct (i.e. mental models of leadership to predispose the way leadership is performed) to explain related preferences for workspace and behaviors.

A combination of phenomenological inquiry on preferred workspaces in different project types is combined with a conceptual study on related leadership styles in these settings.

Four different leadership constructs are identified, which are conditioned by workspace and project type: one-on-one, virtual, interactive and mixed leadership. Also, four leadership patterns are identified, and these are related to open office and virtual office settings in product, service, software development and infrastructure construction projects.

The results show the interaction of workspace, project type and leadership styles, which extends existing leadership theory and provides more granularity in determining appropriate leadership styles for project managers.

Practitioners benefit from a more conscious selection of appropriate leadership styles, which positively impacts project results.

By linking workspace, project type and leadership styles, the study is the first of its kind and a novel contribution to theory in project leadership.

The objective of this chapter is to present the creation of the scientific research project management office at the Ribeirão Preto Medical School, University of São Paulo (FMRP-USP), Brazil. The case is about the adoption of Research Management and Administration (RMA) practices in the largest university in Brazil and presents data for the period of 10 years and relevant increase in the number of projects and budget volume managed (USD 2–21 mi) even with a small team (2–5 people). This is a successful case of a participant of The São Paulo Research Foundation (FAPESP) program and a relevant reference to encourage other Brazilian universities to implement the RMA structure. The implementation of RMA practices is not only possible but can be a game changer in a context with scarce resources and the proper policies can make a difference to the RMA professionalisation in the country.