In organizations where the senior management is largely comprised of IT professionals, the best candidates to lead are usually those with experience in NPDP. They’re able to apply their skills well to the project and handle problems well. They’re very detail oriented, and they can communicate effectively. In contrast, in an organization where most of the senior management is mostly in the human resources department, the ideal candidate for PMP should have a lot of relevant experience in human resources.
Another important distinction between NPDP and PMP is that an NPDP person will be more likely to be willing to learn new things. A PMP person will have a very rigid mindset and won’t be open to change. They’ll also probably be conservative and unwilling to adapt their work style to fit a project that’s not in their area of expertise.
When you look at a PMP vs NPDP job description, it becomes clear why organizations with more experienced IT professionals generally go with an NPDP person. They’re usually able to communicate effectively and solve problems well. However, since many organizations are seeking a lot of different types of workers (such as those who can use new technologies) for their organization, the perfect candidate for PMP may not be the best fit for the PPM or the CMP.
When you see an NPDP vs PPM job description, the common characteristics of each are also apparent. PPMs are generally higher-performing than NPDPs, since they’re generally higher performers themselves. However, since most organizations have different needs, it makes sense that a person with an NPDP background might not be able to perform well in a PPM position.
The key point is that even if you have people with the exact same skills and abilities, it doesn’t follow that they will all be the same, since human resources will still play an important role in determining who is best to be the CFO. or CIO of your organization. That’s why hiring an NPDP person won’t always be better than a PMP person: because the job might not be in the human resources department.
To summarize, the main difference between NPDP and PPM is that a NPDP person will be willing to learn, while a PPM will be more rigid. {but may not be willing to change. {but may be willing to adapt. {but may not be very high-performing. {but may not be able to perform very well in a PPM position. If you’re looking for a high-performing person for your organization, you might want to consider an NPDP person over a PPM. for two reasons.
First, a PPM is more likely to be a conformist. They will want to fit in with the team, be on time and be on message. But that is very difficult when they’re on their own and don’t have a strong support system to help them through tough times. A NPDP will want to be able to do their job and be able to leave an organization with a stronger reputation than they had when they arrived.
Second, with an NPDP, they might be willing to learn more about your organization and how you’re running it. {but they’re more likely to not be able to adapt much if at all. {if your job has changed. {because they’ve been stuck with your company for too long. In contrast, a PPM might be willing to adapt, because they’ve just recently entered your organization but is not very motivated to change their methods.
When looking for an NPDP or PPM for your organization, keep these characteristics in mind, and decide whether the kind of individual you’re looking for can truly adapt or not. {if you’re unsure, go with a more flexible option. and if you’re not sure, go with someone who’s more rigid.