People management


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How to select staff?
How to motivate people?
How to manage groups?
The People Capability Maturity Model

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People management

  1. 1. People managementDario Di Nucci
  2. 2. How to select staff?How to motivate people?How to manage groups?The People Capability Maturity ModelPeople management
  3. 3. Why People Management?"People are an organisation’s most important assets.""The tasks of a manager are essentially people-oriented.Unless there is some understanding of people, managementwill be unsuccessful.""Poor people management is an important contributor toproject failure."
  4. 4. Important factor to not forgetConsistencyRespectInclusionHonesty
  5. 5. How to select staff?
  6. 6. How to select staff?Curriculum VitaeInterview and talkingRecommendations and comments
  7. 7. "Managers in a company may not wish to lose people to anew project. Part-time involvement may be inevitable.""Skills such as UI design and hardware interfacing are inshort supply.""Recent graduates may not have specific skills but may be away of introducing new skills.""Technical proficiency may be less important than socialskills."How to select staff?
  8. 8. How to motivate people?
  9. 9. How to motivate people?Motivation is a complex issue but it appears that their aredifferent types of motivation.
  10. 10. How to motivate people?How to satisfy needs?Social Provide communal facilitiesAllow informal communicationEsteem Recognition of achievementsAppropriate rewardsSelf-realization Training - people want to learn moreResponsibility
  11. 11. Personality typesHow to motivate people?Task-orientedSelf-orientedInteraction-oriented
  12. 12. "Individual motivations are made up of elementsof each class.""The balance can change depending on personalcircumstances and external events.""However, people are not just motivated by personal factorsbut also by being part of a group and culture.""People go to work because they are motivated by thepeople that they work with."How to motivate people?
  13. 13. How to manage groups?
  14. 14. How to manage groups?"Software engineering is a group activity.""Group interaction is a key determinant of groupperformance.""Managers must do the best they can with availablepeople."
  15. 15. How to manage groups?Group compositionGroup cohesivenessGroup communicationsGroup organisation
  16. 16. How to manage groups?Group compositionManage group composed of members who share the same motivation canbe problematic:Task-oriented everyone wants to do their own thingSelf-oriented everyone wants to be the bossInteraction-oriented too much chatting, not enough workAn effective group has a balance of all types.
  17. 17. How to manage groups?Group composition"A leader knows where he wants to go, he starts, andfinally he arrives." John Erskine
  18. 18. How to manage groups?Cohesiveness"The group is more important than any individual in it."
  19. 19. How to manage groups?CohesivenessCohesiveness can be encoraged through:● Developing a group identity and territory● Social events● Explicit team-building activities
  20. 20. How to manage groups?CohesivenessGroup member tend to be loyal to cohesive groups."Groupthink" is preservation of group irrespective oftechnical or organizational considerationManagement should avoid groupthink byforcing external involvement with each group.
  21. 21. How to manage groups?CommunicationEssential for effective group working.Regard the status of work, design decisions and changes toprevious decisions.Strengthens group cohesion as itpromotes understanding.
  22. 22. How to manage groups?CommunicationSizeStructurePhysical WorkEnvironmentComposition
  23. 23. How to manage groups?OrganisationSmall software engineering groups are usally organisedinformally without a rigid structure.For large projects, there may be a hierarchical structurewhere different groups are responsible for different sub-projects.
  24. 24. How to manage groups?OrganisationExtreme programming groupsChief programmer groupsInformal groups
  25. 25. How to manage groups?Environment"Every engineer requires an area for uninterrupted work""People prefer natural light""Individuals adopt different working practices and like toorganize their environment in different ways.""Teams working together also require spaceswhere formal and informal meetings can beheld."
  26. 26. The People Capability Maturity Model
  27. 27. The People Capability Maturity Model"Framework for managing the development of peopleinvolved in software development."What?
  28. 28. The People Capability Maturity ModelWhy?To improve organisational capability by improving workforce capability.To ensure that software development capability is not reliant on a smallnumber of individuals.To align the motivation of individuals with that of the organisation.To help retain people with critical knowledge and skills.
  29. 29. The People Capability Maturity ModelHow?InitialRepeatableDefinedManagedOptimizing