In today's highly-networked information society, the technology of management and the problem solving, the techniques, and the ideas used in the industry are always unpredictable. The quality control and production management in manufacturing have demonstrated the effects because there were fundamental studies and sustainable concepts in every case according to the economic situation, wherein the project management must also be familiar. Nonetheless, the knowledge area was still explained on the educational field of the project management. However, in the project management, with a strong relation to the person and a dependency to the person's judgment, the knowledge-centered-education is difficult to supplement because we are experiencing shortage. It is necessary to think about a major reason for the problem logically. Thus, educational content and the teaching method needed for the project management were examined in this paper. In addition, it taught of the training intended for the university faculty system at this time, and the project management standard curriculum (PM standard curriculum) for them was also scrutinized.

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It has been fifteen years since the Chiba Institute of Technology established its Department of Project Management in 1997. This paper explains the department's curriculums. It first refers to those introduced when the department was founded, and explains the philosophy of the department in organizing the present curriculums and syllabuses. It then describes how to implement Project Management Practice, a project-based learning (PBL) subject, by taking an example of a software development management group.

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In this paper, we proposed the PBL environment of training. We develop the skills necessary to internationally-accepted project managers. In an Advanced Institute of Industrial Technology, it was cooperative PBL of the Vietnam National University from the fiscal year 2009. Through activity, students gained competencies needed for systems development with overseas companies. And we took such an approach that solves problems encountered in offshore development projects, such as uneasiness in communication or quality control problems. The approach was "providing accurate specification" and "improving development efficiency by a ticket-driven method".

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The necessity of education for university students to obtain the basic ability to work in society has been increasing these days. This paper considers the contribution of project management education program for developing fundamental competencies for working persons in undergraduate education through the example of Bunkyo University faculty of international studies.

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How should we develop project manager for systems development? We suppose there are many IT companies working on these challenges. In this paper, we would like to present actual applications in our organization's program for educating project managers. We hope many IT companies find this paper helpful and informative.

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There are very high level conditions which modern PM should satisfy Stakeholder's requirement. PM is expected not merely managing the project successfully but also contributing business demand in results. We have to make up for the lack of PM to keep up with business growth. It's the best chance of raising the PM competency by managing real projects. However it is very risky to manage real project without proper experience. To meet these demands I consider the practical training for PM and the building process and how to execute this education. I hope this paper can help the PM education.

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Organizations are required to utilize off-the-job trainings effectively in addition to field experiences to continue developing project managers having competencies steadily, quickly and continuously. However, it is not easy to develop human resources for the purpose of competency acquisition without realizing a concept of competency properly. This paper considers the effects of our own competency framework based on the requirements which are demanded from a competency model and states the main point in the training enforcement. What we most emphasize for training of competency is to educate repeatedly and continuously in a long-term viewpoint for the elements which are difficult to transform based on personal values and incentives inside of the individual minds. This paper discusses the continuous human resource development which we call "cultivation."

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