IT Professional in Software Service - Essay Example

Occupational Case Study of IT Professional in Software Service “These occupational case studies are closely related to the organisational case studies that were carried out in a selected number of business functions, during the same time span. In the WORKS project, business functions are at the core of qualitative empirical re-search, as they provide a relevant framework for analysis of value chain restructuring and changes in work. In order to study changes in work at the individual level, this report fo-cuses on individual workers within occupational groups linked to key business functions.” (Valenduc et al. 2007, p.11). There are two groups of software professionals; one is the production part of software development and the other one is service part of IT providers. The reason for making two groups is that, the profession is more or less of the same, design and development. The second group is also doing the same but for public service. The responsibility of a software engineer is to design and implement a variety of software solutions. They may be occupied in the design and testing of various applications like computer game, some business applications, operating system or various superior software programmes for extreme hardware and equipment. Once the system is completely designed, the testing team will test and debug the system and after that the maintenance team maintain the system. The software engineers normally work in a complicated and highly technical environment. The application engages computer science as well as mathematics. They should know programming languages and applications because they will be involved in a variety of works. After a university or high school degree, most of the students select the career as IT professional or in software services. The path from university to a company is very straight. According to the recruitment policy; they recruit some experienced candidate. Companies prefer managerial skills as well as technical skills. The demand of IT jobs is extremely high as it provides a better economical potential, better salary scales, and job security. In the United Kingdom those who move to the IT sector from municipal administration won’t get enough job satisfaction. On the basis of their experience; It professionals are classified as a Software Programmer, Analyst, Project Leader and so on. In spite of an enormous reforms relying on outsourcing and transfer of personal, the interviewees assemble all their resources to carry on in the private company the organisational profession that they underway in public administration they negotionate move of benefits they recognize themselves with the client more than that of the company. The salary structure of the normal company is fixed together with different kind of benefits and bonus according to the project and the financial strength of the company. Learning and Skill Development: Software professionals update their knowledge and skill according to the changing technologies. For project management, skills are highly important as the task involved in it include; planning, budgetary control, team managing as well as the code writing. So, project management is increasingly important. Customer oriented communication skill include the ability to speak and understand the customer issues and requirement, giving ideal about the project and train them properly. Customers have complicated requirements that must be understood and translated by the software professionals. Social interactive skills are generally known as soft skill, which includes sternness, ability to work in a team, incorporation of the work atmosphere, participating in team building programme and so on. More over in the UK the social interactive skill comprises the team ethics, giving importance to the ‘can do’ approach, interpersonal skill, ownership skill etc. In this case study informal learning and formalised training is there. Informal learning comprises of the following: Management Training and Learning: There are two types of skill developments. They are, learning and formalized training. Informal learning comprises learning by doing something. Normally informal learning comes from the project team having different fields of experience and seniority. Self learning includes e-learning and self training. This kind of informal learning is a time consuming task as the professionals find it difficulty to cop up with studies along with their hectic work schedule and their personal life. Formal learning comprises of seminar, formal courses, training, normally this kind of training will be conducted inside or outside the company. But, external training is quit difficult due to so many reasons like budgetary constrain, lack of proper planning, and discouragement by the company itself. Some companies may not have formal training due to the lack of human resource management. Some new ideas have taken place between informal learning and formal training. Communities take place a very important role in distribution of knowledge and tools relating to learning. Some companies encourage and provide support for the employees to do certification like Oracle, Java, Microsoft etc. The company itself pay for such employees. Moreover, the certification is more valuable when the appraisal comes. The formal training depends on two factors; the size of the company and customers. Bigger companies are normally more structured and have less unstructured capacity to systematize the training of the company. If the customers are big, it is better for the company to go for outsourcing and sub contracting for a better training opportunity. The trend of the software business is standardisation of the project, internationalisation and giving more and more priority to customisation. The standardisation implies the technical components which give more importance for the software incorporation, customisation of the packages and end-users programming rather than coding and programming. The internationalisation implies the rising need of the cross border corporation, international involvement, project team from the different part of the world, etc. Recruitment Methods: This study points to the significance of high-quality staffing structures in the Information Technology businesses. Recruitment is the foremost and main stages in the selection procedure in the Information Technology businesses. This process has been clarify as an action intended to find suitable resources whose education and talents go with functions of the appropriate position in the Information Technology businesses sector. Its significance cannot be over-emphasizing and it can be a he most excellent and is termed as ‘The Heart of the Business. “Most managers are technically minded and therefore require guidance in this operation. Absence of a plan leads to chaotic recruitment that leads to a bumper harvest of unqualified applicants resulting in more unnecessary work for the staff in the recruitment.” (Vareta n.d., p.3). Recruitment is vital in the choice of efficient person resource in every business establishment, particularly Information Technology sector. It is mainly because technology is advancing frequently as properly qualified resources are necessary for the proper functioning of the organization.. Most recuruitments are don based on this criteria. The efficiency of a lot of extra Human Resources actions like selection and teaching mainly depends on the worth of fresh workers paying attention in the course of the staffing process. Recruitment is able to obtain in various different structures depending on various criteria. One of the main methods followwd in recruitment is on the basis of Peer reviewed journals that forms a secondary source. It is a scholarship connecting exact academic area that is printed. Various magazines are possessed by the Information Technology business sector. All these journals provide a lot of information to assess the buying behaviors of consumers as well as the information regarding the recruitment policies, so that it will helps to acquire the knowledge about the recruitment to the candidates who are willing to go for an interviews for the concerned IT sector. Recruitments are done through both internal and external method. R ecruitments in his sector are mainly done as follows: External Recruitment- 1) Campus Interview-Campus is the place of an institution of higher education, school, or school’s chief construction. This technique is based on staffing at institution of higher education, college… 2). Work Centers- work centers frequently concentrate in staffing for exact division. They frequently offer a shortlist of applicants in the public listed with the concerned organization. They also provide impermanent or temporary workers to carry out the suitable work. 3). Leader Hunting -leader hunting is the staffing mediators for selecting the appropriate candidates for the IT business who offer an extra particular within the reach of the recruitment of input workers and superior organization. 4.) Advertisements –It is the most popular methods for the recruitment. Advertisements through the paper, work posting on work sites, websites etc are mainly done 6). Worker Referral-This technique frequently submit to as ‘word of mouth’ way of recruitment technique in the IT sector and be able to be a advice from an employee at work site. 7) Free of Charge Online Advertisement-In this case the candidates can post their own application in the website. Internal Recruitment-Internal staffing in Information Technology sector can be carried out in the following ways, • Current permanent workers • Current provisional / informal workers. • Retired workers. • Dependents of dead immobilized workers. In this case, Usually the candidates will get the preferences to join the work or they will get more preferences to get the job only if they possess good qualification and talent in this field. “Internal recruitment methods are not only cost efficient, they also support employee satisfaction and moral. Before looking outside of the company for talent, take the time to look at the current employees. Nothing causes more dissatisfaction than having someone new take the position that an employee has been working to get promoted to. Promoting within requires less training and transition.” (Mclntyre 2010). Research methodology for recruitment: It is the way to systematically solve the problems that are involved in the research. As science is involved in studying the research, analysis is involved in scientific study. The scientific study is involved in the study of the problem and the logic that are involved in the problems. It is necessary for the analyst to know about the research methods but also about the different methodology that are involved. It is very essential for the analyst or the researcher to analyze and design the methodology of the study. There should be an exposure to the research problems and the understanding for the evaluation of the same. “Research into recruitment and selection may usefully stretch across the four frameworks for the study of HRM proposed by Karen Legge .Research is to on the following areas, functional practice and methods, norms, values and culture, tensions and contradictions (a critical evaluative perspective on the functional, behavioral and normative), Behaviors in practice - how the recruiter and the candidate construe and perform their part.” (Jarvis n.d.). Conclusion: Outsourcing is the keyword for reformation of the occupational group of software professionals. Outsourcing is of different types which are global outsourcing, local outsourcing, subcontracting etc. The skill of the software employees are changing rapidly. Now the companies prefer the IT skill, management skill, communication skill as well as social interactive skills. All these skills depend upon what responsibility he handles. The career opportunity had an impact on the company size, social relation prevailing in the working environment, working time of the company and so on. The occupational group of the software professional skill and knowledge is changing, especially due to outsourcing and internationalization the job. The changes are taking place across the world. Usually, all employers are now looking for managerial skill as well as technical skill. The outcome depends mainly on the Managerial strategy and power relation within the company. The occupational uniqueness is not in danger as such, but its evolution is going faster. Reference List Jarvis, C., n.d. Recruitment – lines of research. [Online] Business Open Learning Archive. Available at: http://www.bola.biz/recruitment/research.html [Accessed 21 April 2010]. Mclntyre, S., 2010. Employee recruitment methods. [Online] Suite101.com. Available at: http://human-resources-management.suite101.com/article.cfm/employee-recruitment-methods [Accessed 21 April 2010]. Valenduc, G., et al., 2007. Occupational case studies synthesis report and comparative analysis. [Online] Works Changes in Work, p.11. Available at: http://www.worksproject.be/documents/006193_WORKS_D11.1.pdf [Accessed 21 April 2010]. Vareta, N., n.d. Recruitement process: The heart of human resources management. [Online] p.3. Available at: http://hrera.com/contributions1/recruitment_and_process.doc [Accessed 21 April 2010]. Read More