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Software Designed For Your People

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IT & Partners

IT taxonomy is independent of number of employees and segments strictly by the number of servers. Here we see Small IT (1–3 servers) and Medium IT (4–15 servers) shops. People working at VARs, ISVs, and Microsoft have vendor relationships with the IT department.




Tim • IT manager IT

Tim is the IT decision maker and owns the IT budget in a company with 4–15 servers. As the senior IT admin Tim manages Chris and completes some tasks to help balance his workload.

Chris • IT engineer IT

Chris is the junior IT admin reporting to Tim. He provides day-to-day management and troubleshooting of the network, servers, OS, applications, and end-user support.

Sean • Technical end user IT

Sean has a full-time job already, but companies with 1-3 servers rely upon him to provide IT support because he knows about computers. For difficult issues he relies on a VAR.

Simon • System implementer / Consultant Partner

Simon analyzes customers’ needs, writes the specification and puts together a customized solution. He will do whatever it takes to get the customer’s solutions up and running.

Mort • Customization developer Partner

Mort does not have a computer science degree, but learned to program on his own. Rather than writing code from scratch he reuses existing code. He wants to be able to fix bugs and implement features and customizations quickly so that he will be regarded as indispensable.

Isaac • Business applications developer Partner

Isaac is an ISV developer who writes code for add-in modules that are resold at volume, often through partners. He does not do per-customer customizations or charge by the hour. Isaac has different domain-specific needs from other ISV developers.

Human Resources

The HR Department ensures that human talent is developed to accomplish organizational goals. The individuals on the HR team focus on attracting, investing in and retaining the best talent. It is broken into Small, Medium and Large segments. The complexity and size directly relates to the ratio of HR staff per workers needed. This model assumes a ratio of 1:100; meaning 1 HR FTE per 100 People FTEs in the organization.






Claire • HR Director / manager

Claire is responsible for strategic HR planning and budget. She establishes workplace compliance policies and assesses workforce trends. Claire works with individuals company wide and oversees sensitive investigations. In many organizations, Claire manages the entire day-to-day HR function

Brooke • HR assistant

Brooke provides administrative support to the HR office with recruitment and maintenance of worker information. Brooke also coordinates special events.

Jodi • Compensation and benefits manager

Jodi conducts compensation and benefit analysis. She maintains fairness in pay structures and ensures job analysis is tied to compensation planning. She handles preferred HR vendor’s relationships.

Grace • Training / development manager

Grace develops and maintains training plans to achieve workforce skill and knowledge goals. Grace facilitates career and succession planning.

Jacob • Staffing recruitment manager

Jacob manages recruiting and prepares key staffing metrics. He works with vendors to handle recruiting tasks. Jacob knows what is happening at each stage of the recruitment process.

Luke • HR generalist

Luke performs daily HR activities and oversees HR and compliance policy. He supports the management team on training and development, performance management, and employee relations.

Processes – The typical top level process groups that are carried out by the HR department are as follows:

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