Download as PDF, PPTX
![There’s an huge impact of people management
on the success of a project!
Impact of People Management Practices on Business Performance [Patterson et al.]](https://image.slidesharecdn.com/postmortemreviewgps16-160215135658/85/Post-mortem-Review-56-320.jpg)
![The impact of strategical human resource management on Organizational Performance [Caliskan]
Be flexible
Listen, listen,
listen!
Rethink, review,and reward
Rid your mind of the
word “manager” and
replace it with
“leader”](https://image.slidesharecdn.com/postmortemreviewgps16-160215135658/85/Post-mortem-Review-57-320.jpg)
Uploaded byGemma Catolino
Post mortem Review
This document summarizes a post-mortem review of a web application project completed by a team of students. It provides details of the project scope, team composition, timeline, methodology, and reviews each project phase. Key metrics like functional size, resource allocation, documentation, and lessons learned are reported. Overall, the project was completed on time while respecting deadlines and delivering good quality, though the actual team composition differed from what was considered ideal.
More Related Content
Post mortem Review
- 1. Università degli studidi Salerno Dipartimento di Studi e Ricerca Aziendale (Management & InformationTechnology) Corso di Laurea Magistrale inTecnologie Informatiche e Management Post Mortem Review Project Manager Top Manager Gemma Catolino Filomena Ferrucci
- 2.
- 3.
- 4.
- 5. The web applicationcompares the prices in sale in the major supermarkets in Italy. You can search for the single product or for multiple products, keeping track of them. The product can also be located in relation to the address of the point of sale.
- 6.
- 8.
- 9.
- 10. System Functional Size Entry SizeExit Size Read Size Write Size 24 22 41 9 18 SIZE
- 11. IDEAL TEAM1 WebDesigner 2 experts in JSP/Servlet 2 software analyst 3 Task Oriented 2 Interaction Oriented
- 12.
- 13. REAL TEAM0 WebDesigner 0 experts in JSP/Servlet 0 software analyst 2 Task Oriented 2 Interaction Oriented 1 Self Oriented
- 14.
- 17. The system hasbeen completed! Deadlines respected! The system has a good quality!
- 18.
- 20.
- 21.
- 22.
- 23.
- 24.
- 25.
- 26. RAD It’s arrived tothe 2.3 version RAD is consistent with the implementation! It was subjected to two reviews
- 27.
- 28.
- 29. SDD It’s arrived tothe 1.1 version It was subjected to one review
- 30.
- 31.
- 32. ODD It’s arrived tothe 1.2 version It was subjected to one review
- 33.
- 34.
- 35.
- 36. Quality check 20 workhours 14.5/20 H
- 37.
- 38.
- 39.
- 40.
- 41.
- 42.
- 43.
- 44. insufficiency of staffLack of Skills Task Delayed Meeting canceled Wrong Implementation of the Requirements Technological Limits Requirement Changes
- 45. Lack of Skills TaskDelayed Meeting canceled Wrong Implementation of the Requirements Technological Limits Requirement Changes insufficiency of staff
- 46.
- 47.
- 48. Top Manager Project Manager Teammember Team member Team member Team memberTeam member 16 meeting +500 email +1000 skype
- 49.
- 51. Documentation Source Code ChecklistRAD SDD ODD Standard Readability Metrics 5 Design Pattern 1 All components have been tested LCOM McCabe’s Cyclomatic Complexity Lines of comment 0,24 8 765/3308
- 52. Offer simple errorhandling Design dialog to yield closure Offer informative feedback Strive for consistency 8 GOLDEN RULES OF shneiderman
- 53.
- 54.
- 55. “Management is nothingmore than motivating other people” - Lee Iacocca -
- 56. There’s an hugeimpact of people management on the success of a project! Impact of People Management Practices on Business Performance [Patterson et al.]
- 57. The impact ofstrategical human resource management on Organizational Performance [Caliskan] Be flexible Listen, listen, listen! Rethink, review,and reward Rid your mind of the word “manager” and replace it with “leader”
- 59.
- 60.
- 61.
- 62.
- 63. Meeting Presence Communication Productivity Hours ofWork Deadline Compliance
- 64. Proactivity Determination and motivation Willingnessto discuss Skills measured on the activity Quality produced Reliability Team communication Propensity for teamwork Application of acquired knowledge Total contribution
- 65.
- 66. …l’assegnazione dei taskpoteva essere fatta in maniera diversa, considerando prima le competenze di ogni singolo TM per quel compito. Ci ha sempre motivati e sostenuti, quando non eravamo in grado di fare qualcosa ci ha posto degli esempi con le relative spiegazioni, e si può dire che questo è successo più di una volta…. punti di forza : cultura, sicurezza, disponibilità , gestione del nervosismo, padronanza della situazione.“ “ “
- 67.
- 68. Knowledge Improved Higher Confidenceof Myself Better way to schedule resources More experience in themanagement of problems Do not reflect the experiences of the past
- 69. Knowledge Improved Higher Confidenceof Myself Better way to schedule resources More experience in themanagement of problems Do not reflect the experiences of the past PATIENCE
- 71. La mia valutazioneè del tutto positiva, mi ha fatto crescere molto in modo professionale “ Positiva e soprattutto formativa dal punto di vista della collaborazione con un team e per l'apprendimento di nuove tecnologie e tool “