ANATOMY OF SOFTWARE HOUSE COMPANY Different software companies

ANATOMY OF SOFTWARE HOUSE

COMPANY Different software companies will have different organizational structures and job definitions, and the actual human beings will often largely determine the scope of their responsibilities

Classifying Software house Structure At the highest level, software companies are typically organized around 2 major groups, with three smaller functional teams, and one operational team.

Two Largest Groups Development — sometimes called Engineering, or Product Development Sales

Three Smaller Groups Marketing Professional Services Product Management

Operational Group/Team Finance – which often includes the legal team

Functional Teams Salespeople Sales Engineers Development Engineering Architecture Quality Assurance / Testing

Functional Teams Marketing Product Marketing Communications Field Marketing Finance Operations (the “back office”) Legal (for contracts) The placement of the product management team is often one of the most important and impactful decisions in an organization.

Staff Management Introduction: Why should we discuss? How to hire the right people? How to train them? How to retain them? How to fire ? How to resolve conflicts? 9

The art of hiring 10

The process of hiring Basic Principle: Hire tough, manage easy An investment with long term benefits 11

Inviting applications Personal contacts Through existing staff Advertisements *Costly affair *specific 12

Training 1. Explain the mission and vision 2. Introduction to existing staff 3. Orientation round 4. Getting familiar with working 5. Written manual of rules and protocols 6. Probation period 13

Training “The illiterate of the 21 st century will not be those who cannot read and write, but those who cannot learn, unlearn” - Alvin Toffler Developing People Training is important for Performance enhancement Career development 14

Forms of training A. Structured Classroom B. Unstructured • Job rotation • Coaching 15

Tips on retaining and motivating the staff 1. Define the job well with specific tasks 2. Define duty hours 3. Rotate 4. Dignity and respect for all 16

Tips on retaining 5. Appreciate good work done – publicly , give a pat on back, celebrate excellence 6. Performance based increment policy 7. Good working environment 8. Be a good role model- a participative leader 9. Empowerment: give responsibility and invite their suggestions for improvement 17

Tips on retaining… 10. Be an approachable boss, but be the boss 11. Take care of personal problems 12. Find occasions to celebrate ( cut a cake on birthday of each member) 18

Conflict resolution Universal- try to preempt Junior Vs Senior Inter departmental Positional ( Hierarchy issues) Be a good listener Play neutral Importance of meetings ( regular, urgent) 19

Firing (separation) Painful but often essential surgery Do it in a good manner No show of anger Explain “why this set up is not the right place for you” Give all dues or even little more Give certificate 20