Presentation on theme: "1 Title slide Future Opportunities for Testers EuroSTAR 2005 Susan Windsor Insight Through Intelligence WMHL Consulting Limited, MD."— Presentation transcript:
1 Title slide Future Opportunities for Testers EuroSTAR 2005 Susan Windsor Insight Through Intelligence WMHL Consulting Limited, MD
2 Be Creative to get the Message Over BUT be careful!!
3 Setting the Context
4 AGENDA – Plan Your Future Global Business Challenges – Management models – Culture Business view of IT services Testing span of influence – Current – Future Opportunities for growth – Levels of responsibility – Skills required – Information formats Attracting the right people – Understanding our needs – Identify source of resource – Assessment – Training
5 Global Business Challenges
6 Management Models Experienced Testers already know all about Reconciliation!
7 Outsourcing – Business Driven Experienced Testers already know all about SLA’S 90% of 2004 projects failed to meet their objectives
8 Culture Model – Key for Managers Culture Dimensions – Universalism-Particularism – Individualism- Communitarianism – Neutral-Affective – Specific-Diffuse – Achievement-Ascription – Sequential-Synchronic – Internal-External Control Variables – Country – Industry – Religion – Job Function – Age – Corporate Climate – Education – Gender Every project has different cultures, IT build and production, business, suppliers…. The more senior the Tester role, the more important interpersonal skills become
9 Universalism versus Particularism
10 Specific and Diffuse Encounters Public space Private space Danger Zone
11 Culture Model Summary Country is important but NOT the only variable! Experienced Managers know to how to reconcile To flourish in the Global market Test Managers need new interpersonal skills All of us sit somewhere on this culture model, where does our industry need our Test Managers to be?
12 E-Readiness Evaluation Connectivity and technology infrastructure 25% Business environment20% Consumer and business adoption 20% Legal and policy environment 15% Social and cultural environment 15% Supporting IT services 5%
13 E-Readiness – 2004 Rankings Country Country 12Denmark3231South Africa 23UK33 Malaysia 63USA3536Brazil 712Singapore3931Mexico 1416South Korea46 India 20 Taiwan4741Peru 2123Spain5250China 26n/aEstonia5548Russia 2928Chile6460Azerbaijan
14 Business View Of IT Services
15 Severe Lack of Confidence All we have to do is find a way to get our message across!! 40% of business leaders have low confidence
16 What about the CIO……? Success criteria for the Business Recognise value of “Excellent” team Very proactive at shutting down failed projects Spend more than 20% of budget on gaining competitive advantage Excellent relationship management skills Meet business more than half way – have business knowledge and excellent communication skills How can we as testers best support them to be successful?
17 ….. And how they are measured? What are their challenges? Building a team they can trust Having reliable progress reporting Organisation structure can work against success 25% will change jobs in next 12 months 50% will change jobs within 2 years Lack of career plan Within “testing” we have the widest spectrum of roles of any IT profession We also have the knowledge and ability to identify failing projects – key benefit to senior management
18 Testing Span Of Influence
19 Today for a Single Project Acceptance Milestones Initiation External Influences Build & TestBusinessOperationsSupport & MaintenanceWarranty Outsource Consultants SuppliersProducts Business Partners Write Test Strategy Unit System (functional & non functional) Integration Data Environments Support UATPerformance Security Recovery Reliability Opps procedures Basic Monitoring Test fixes Regression
20 Future for a Single Project External Influences Build & TestBusinessOperationsSupport & MaintenanceWarranty Outsource Own & Implement PI Strategy And Test Strategy Unit, System Integration Data Environments Much more NF testing Manage UAT Usability testing Support business procedures Manage Performance Security,Recovery Reliability Opps procedures DR Basic Monitoring Test fixes, Regression Causal analysis Automation coverage Business continuity monitoring Initiation Senior Test Authority Owns Project Intelligence™ End-to-End Supports Stakeholder Involvement/Project Assurance/Governance
21 Opportunities For Growth
22 Take More Responsibility
23 Increased Skills and Competencies Management General management Business knowledge Interpersonal Communications Negotiation Flexibility Understand all test activities Design Project Intelligence™ Usability Automation Non-Functional Rapid growth as percentage of overall test effort, e.g. – Performance – Security – Reliability & recoverability – Automation
24 Why Competencies are Important Other familiar terms Capabilities Standards of performance Critical success factors Criteria Dimensions Traits Abilities Behaviours that are useful to the extent that the individual AND the organisation can derive benefit from them Their Value Improved career development Obtaining a closer match between an individual and the requirements of the role Underpin the recruitment/assessment process Avoids snap decisions by interviewers that result in being put into the wrong role for you Support the organisations culture and values
25 Project Intelligence Manager’s Goal To build an integrated Project Intelligence Framework™ that integrates benefits realisation management with a measurement and reporting system based on best practice management, testing, review and evaluation practices To continuously report upon progress, proactively chase down results, and take part in key decisions through the project, from inception to realisation of business goals.
26 Project Intelligence Manager’s Role Skills Project Management Business knowledge Test Management Test Consultancy Proficient knowledge of testing techniques for functional and non-functional testing Contract management. Monitors contracts to ensure SLA’s,met and reports on supplier performance. Competencies Excellent communications skills, at every level in organisation and using every dimension – written, verbal, auditory and visual. Flexibility and resilience to continue to make progress against many challenges Demonstrate understanding of value different cultures bring to the project environment Understanding of multi-site management techniques
27 Attracting the Right People
28 Marketing our Needs
29 Sources of Resource Consulting – Organisational change – Business continuity Management – Project Managers – Business Managers Design – Usability – marketing and business users – Automation – IT design and programmers Functional – Administration – Business users Performance – Performance architects – Network analysts Security – IT design – IT architects Automation – Programmers Reliability – Operations – Database analysts
30 ROI for Assessment and Recruitment Assessment is expensive – it takes between 3 and 6 months to know if you’ve made the right decision Provide an assessment framework for each role – Testing skills – Practical ability – Interpersonal skills Assessment process must have feedback capability for continuous improvement of the process
31 Generic Assessment Process 1 - Define Requirements Define Role Set the context for the role Define the Competencies required – operational and interpersonal skills Tailor selection process to meet this specific need from this framework of options Go to next stage Recruit Or need More info Recruit Proceed with selection process 2 - Selection Review CV’s Short telephone interview Application Questionnaire Operational skills aptitude test 3 – Assessment Practical operational skills aptitude test Interpersonal skills questionnaire Structured Interview Role play group exercise 4 – Recruitment Personality profile Final structured interview
32 Tailored Assessment Process PI Manager Test Manager (50 plus) Test Manager (20 plus) Team Leader Specialist Non-functional Roles Testers Final Interview Personality Test Structured interview Interpersonal Skills Test Practical Test Telephone Interview CVAptitude Test Application Screen out candidates Recruitment Decision YNYYYYYN YYYYYYNN YYYYYYYN YYYYYYYN Y Y YY YY YY YY Y Y Y YY N N N N N Y Y
33 Training Needs Tie training plan into career progression People have the right to be supported with relevant training programme for each skill Provide “follow through” to quantify benefits Continuously improve the training NOT just formal education, MUST include practical assessment for “on the job” training too
34 In Summary – Industry Needs Us To understand, and step up to global market challenges Not to be phased by complex projects To build trust between business and IT leaders so that full advantage can be gained from new technology To ensure investment is spent wisely and business goals are met To grow our skills (management, interpersonal, technical) to support every single one of these demands The only people who can stop us being taken seriously are us!!!
35 Closing slide Thank You You have the skills and knowledge You have endless opportunities Susan Windsor WMHL Consulting Ltd - MD Project Intelligence™ has been created in collaboration with Systeme Evolutif