Will bring together a group of people, this is the beginning. Let a group of people to be together, this is progress.

A group of people to work together so that it was successful.

-Lou Holtz, American football coach

As early as in the lives of the Greek philosopher Hippocrates era (400 BC), people have begun to analyze the behavior of others. Understand the behavior of other people do a good job in the first step in software project management - will be composed of an effective software engineering team - is essential. So, we need to do is technical, in terms of education and experience to find "appropriate" personnel and employ them - right? Unfortunately, the situation is a little bit more complex than this. Selected team members need to predict the relationships between different staff and their project manager and your exchange of information between. Generally speaking, as a project manager, you must correctly answer the following question: "These people can work with it?", "That they can complete the work?", "Me and that they can work with it?." Indeed, in the case of certain items, you have to and are difficult to exchange, and even some you do not like or that he did not like the people you work with. This way. I have encountered these situations before, I was able to focus on projects, to overcome the differences in character, no matter what time of conflict as much as possible so that they serve rather than hinder the work of work in order to be successful. Taken on in this way is very expensive, but very effective. One purpose of this chapter when you have the opportunity to start from scratch when setting up a team to help you avoid this situation, at least to overcome the current team in these problems. This created another problem: if people work together as a team, they will work well and demonstrate the ability to do the best? The needs of you and your team the last assessment, which is the fifth question is: they have the necessary skills?

In this chapter, we will study in the selection of team members and required the formation of high-performance team skills and techniques. I have used a variety of techniques described here, these techniques are not found in software engineering book because, as the beginning of this book said, the majority of people think that in software engineering, the success of mainly technical the problem is not management. Because you will develop and implement projects at the same time to form your team, so you may need in the process of implementation of the plan come back to take a look at the method described in this chapter and processes.

The process of the formation of the team

The number of software project managers, the number of species may have set up software development team approach. To all those who have successfully set up the software project manager team has a set of their own formula, because I trust that history will repeat, they will repeatedly use the same formula. However, they found that things are often not the case. Software project manager is trained, not born with skills. Team in the formation of other less successful software project manager is often to reflect on: What other way should be taken, it should be how to understand the potential team members, how to prevent similar future failures. In many cases, this does not work or reflection. Team set up this chapter, the process of summing up the general model shown in Figure 3-1. Your company is doing a lot of work may have been reflected in this chart, but labeling them as "the management of personality test" of the activities may be the most unusual entries. The remainder of the contents of this section will be expanded in this regard.

Figure 3-1 the process of the formation of a common model of team

What is it for? First of all, need to understand how to set up suitable for the work of software development team. Looking back I and my colleagues in this area, as well as the success of the challenges, I very much agree with the study in some drawn to determine the suitability of the technical project team in the work of five key factors (Chen and Lin, 2004) :

professional knowledge and experience n this is determined by the potential candidates to the training and experience of the project. Each company has its own program, completion of the project team used to determine the required level of skills. Under normal circumstances, the software project manager candidates will be given priority over professional knowledge and experience factors. In interviews to potential team members asked about the details of some technical problems can be easier on the candidates understanding of the skills level.

n the experience of team members, as many software project managers often overlook this factor. They often only pay attention to the potential team members in technical capacity, and did not notice the person who is truly independent, or a "cowboy" - not to their mutual support as a member of the team. This type of work in the separate effects may be very good, but in a team environment on the difficulties encountered. Evaluation of potential candidates for a team experience a way as to allow them to describe their present and previous work with other people what kind of relationship. Technical resources as they help to some extent, a lower level of the other skills of the team members, whether they assist in the coordination group, or other means and (or) the use of team-based resources? Ask them how to solve the technical problem is: they are after a certain period of time to try to seek the help of other colleagues, or no matter how long should an independent solution?

n communication skills over the years, complained that the software industry a software engineer in the communication skills monotonous. If they are able to pay sufficient attention to this issue, then the level of testing in addition to programming, they may also increase the communication skills of a test to see whether candidates can write coherent sentences or verbal explanation to the audience something. This is a lot of the biggest weaknesses of software professionals. In order to assess the candidate's communication skills, you can let them on the current or previous work, or will be engaged in the work of finishing a new short description (for example, 5-10 minutes). To see if they answer questions. Can also be a way for the interview process, so that they in a quiet, isolated environment, with 10-15 minutes of time to write an essay on a theme. They can write a coherent sentence right? In the face of pressure, they can exchange it?

n the flexibility of this distribution of work related to the potential team members that they only need to pay attention to the distribution of the employment of software development when the type of work, or are willing to encounter difficulties in providing assistance, to the success of the team is willing to do anything. Such tasks include debugging other people's code, clean-up tools taken from a database, and contains only be taken after the repair of defective data, the contents of data files to do some statistical work, as well as other in the job description or in the workplace interviews are not included or mentioned in the task.

n personality trait is the most difficult factor. Software project manager to accept the kind of little so that they can effectively deal with such problems of psychology training. Instead, they rely on whether or not "like" a person, as well as other members of the team that person's evaluation of whether or not positive. This may be the same as other programs, is an effective combination, but may not be the proper use of. This factor is crucial for the successful formation of the team. If team members can not live in harmony, then the software will suffer losses, which, like team sports. Require careful: Do not prefer the same as those ideas and you and your opinion is always in favor of the applicants. Your blind spot may become the blind spot of the team, problems will arise in the future.

The list above, most project managers can more easily deal with the first four factors. However, the final one of the factors may be cause for concern. This issue is not simply the software project manager with the team members can get along, it relates to the team members whether the harmonious coexistence between. It entered the field of personality traits.

Divided into several character models, there are several sets of characteristics to describe these models. Environment in the project team to accept the most widely studied model of one of the most in-depth is the Myers - Briggs (Myers Briggs) model (Myers and Myers, 1995). The model provides not only the personality of each individual classification methods, but also in accordance with the Myers - Briggs Type Indicator (Myers Briggs Type Indicator, MBTI) of a person with others to assess the degree of harmony. This model describes the personality of each person has four dimensions, each dimension has two opposite personality preferences, as follows:

Concentration

n outward (Extrovert, E) the exchange of love with others. And team work, to stimulate their export-oriented energy.

n to (Introvert, I) to the work of people like to own. And team work, energy is reduced.

Seeking information

n comprehend (Sensing, S) is such a person pay attention to facts and figures, they received information from the details in the documents were often found missing in other small errors.

n intuition (iNtutive, N) such a person is thinking, the use of intuition and the theory of the "big picture." They often focus on documentation of the argument is how to display and not to pay attention to the small document contains typos.

Decision-making

n thinking (Thinking, T) under these principles, laws, rules, logic and objective analysis of decision-making.

n Emotional (Feeling, F) As the name indicates, this type of people strongly consider the feelings of the people and focus on the group to maintain a harmonious atmosphere.

Relations with the world

n judge (Judging, J) This results-oriented people. The way they make a decision very quickly - they like things as soon as possible, a sense of frustration about the delay.

n Perception (Perceiving, P) such people-oriented process. They are usually very broad thinking, decision-making is slow, and often consider the possibility of a new approach.

Looking back in front, you can see the personality traits of a total of 16 possible combinations. You may have guessed, this is not a combination of 16 kinds of all of them can get along with other types of. For technology projects, the harmony between the different types shown in Table 3-1 below the level of (Chen and Lin, 2004). Note here that the use of normalized (mormalized) expression, which means the maximum possible value is 1.0. The extent of the value of harmony, the more harmonious, and vice versa.

Table 3-1 harmonious degree of personality types

1 --

ESTJ
2 --

ESTP
3 --

ESFJ
4 --

ESFP
5 --

ENTJ
6 --

ENTP
7 --

ENFJ
8 --

ENFP
9 --

ISTJ
10 --

ISTP
11

-ISFJ
12 --

ISFP
13 --

INTJ
14 --

INTP
15 --

INFJ
16 --

INFP

1 --

ESTJ
0.67

2 --

ESTP
0.33
0.67

3 --

ESFJ
0.83
0.50
0.67

4 --

ESFP
0.50
0.83
0.33
0.67

5 --

ENTJ
0.83
0.50
1.00
0.67
0.67

6 --

ENTP
0.50
0.83
0.67
1.00
0.33
0.67

7 --

ENFJ
1.00
0.67
0.83
0.50
0.83
0.50
0.67

8 --

ENFP
0.67
1.00
0.50
0.83
0.50
0.83
0.33
0.67

9 --

ISTJ
0.50
0.17
0.67
0.33
0.67
0.33
0.83
0.50
0.33

10 --

ISTP
0.17
0.50
0.33
0.67
0.33
0.67
0.50
0.83
0.00
0.33

11 --

ISFJ
0.67
0.33
0.50
0.17
0.83
0.50
0.67
0.33
0.50
0.17
0.33

12 --

ISFP
0.33
0.67
0.17
0.50
0.50
0.83
0.33
0.67
0.17
0.50
0.00
0.33

13 --

INTJ
0.67
0.33
0.83
0.50
0.50
0.17
0.67
0.33
0.50
0.17
0.67
0.33
0.33

14 --

INTP
0.33
0.67
0.50
0.83
0.17
0.50
0.33
0.67
0.17
0.50
0.33
0.67
0.00
0.33

15 --

INFJ
0.83
0.50
0.67
0.33
0.67
0.33
0.50
0.17
0.67
0.33
0.50
0.17
0.50
0.17
0.33

16 --

INFP
0.50
0.83
0.33
0.67
0.33
0.67
0.17
0.50
0.33
0.67
0.17
0.50
0.17
0.50
0.00
0.33

This table provides a (but not the only) indicator of the degree from the harmony point of view, who will or who will not be a high potential team members. In order to effectively use this model, each team member should complete an MBTI questionnaire to assess and agree that your project manager to view the results. Now many companies are using this or similar data charts, as a condition of employment and potential employees in the circumstances permitted, the manager let them see the results.

In the selection of team members, a more important factor may be the team to identify each member of the habits of their degree of tolerance of others. Although not part of MBTI, but it relates to the feelings of the team.

You may want to know how to deal with the backbone of the kind of team disharmony, but can not change the situation. I have had the experience of the management of this team. In most cases, I would first like to ensure that team members do not always harmonious with the interests of the project. Then, on the outside of psychology, please the help of consultants, to identify each person to do what others in the accident was not happy with it. This approach has received the results, and if the problem had led to the recurrence of the acts, I will be able to identify it. As long as a little reminder, things can be carried out smoothly. If you find yourself facing a similar situation, we can find experts to help you and your team.

Interviews

The team together is the key to success will take some careful design work. Whether from outside or from the company employing the selection of staff, you need to carry out some final interviews. Need to remember is, who do not like interviews, but also in the interview process usually nervous. Because of potential employees want to be employed, so nervous. Others always evaluate a non-easy task, and project manager on-hand during the interviews, when there may be a lot of work not completed, it will be the project manager nervous. You can do is as soon as possible, as effectively as possible to complete the interview process.

First of all, let us look at some of the states by the U.S. federal government and many other industrialized countries, as well as case law and the existing labor law set the basic principles. Please note that this section does not contain a complete list of these elements, but rather focus on the managers you interview the most likely to commit, and the potential to make you pay for mistakes. I have to see or listen to others in the interview that some of the problems and behavior led to the company being sued. In order to ensure that you are familiar with the interview process in the current rules, to understand (in accordance with the legal system) which problems can be asked, what problem can not be asked, can assure you of the human resources consulting. If your company is not, there is no such resources, you can find an up-to-date reference book of labor law, labor law counsel to the advisory, or call the local labor department asked about the theme of appropriate publications. In the United States, you should contact the location of your company's EEO (Equal Employment Opportunity, EEO) Office. In the current law, you can not to potential employees or existing employees transferred to your group to prepare the staff asked some of the themes, including:

n the person's religion, political orientation, nationality or belief, the original

n the person's marital status, sexual orientation, gender relations in the present or previous

n the person's age

You can have a lot of questions, some of which are required by law, including the following:

n for the newly employed person, you can ask them if they are allowed in the United States (or to provide them with the post of country) and ask them to provide evidence to support their answer. For those who have been employed, it is assumed that you or your Human Resources Department has verified that the.

n the focus of their study group is being developed for you the experience of the system, they used to support the development of software, the various roles they assume the number of years and so on. Remember, you are in based on their past experience to assess whether they can do the job.

n ask if they adapt to the interview form - for example, some people in a small room, there are a number of interviews, when people have some sense of claustrophobia, they might prefer a larger room.

n ask if they need some special type that can bring convenience to the facilities - for example, a hearing may not need to loudspeaker systems.

Describes how the articles and interviews have been a lot of textbooks, and are not repeated here.

In fact, your company may already have in the interview process must comply with a standardized process. If your company all for a job candidate does not have a standardized process, the need to develop as soon as possible so as not to those who participated in the interview had not been recruited and that the hiring process is unfair to discriminate against them and filed. I used the interview and selection of potential software engineers in the most effective method is based on our need for C / C + + programming professionals. At that time, we can not find enough qualified people to fill vacant posts, which undermines commitment to our customers and we have already agreed, and some overconfident schedule. Our competitors seem to have employed some of our best people, provide them with the huge salaries that we can not. I found that any one can buy and read a C / C + + programming textbooks are that he was C / C + + high-level software development and technical personnel. I and our senior software engineers have made a proposal to the technical ability of applicants and those who fail to distinguish. This method, even in today's labor market still proved to be effective:

I am a senior software engineer to enable the drafting of a programming test questions, in the form of the code segment, using a candidate to be used in programming languages. Each code has a period of the previous paragraph explanation of the code would have to perform what, in fact, what the contents of the implementation. Candidates need to explain why can not the correct implementation of the code and modify the program to provide, so that code can be implemented in accordance with the expected.
We focus on study of candidates for each post a solution to the problem, let the candidates express their observations and their reasons for tracking software used by the wrong approach.
This code can easily include code from a variety of puzzles and code examples and negative examples of the website. We know that in the interview process applicants will be nervous, so I and our observation of a senior software engineer is how they are going to solve the problem. Taken into account in such an environment, their performance may not be the best, so we are interested in their problem-solving approach, rather than whether they can successfully solve the problem. Development projects in a team, we have shown the two were diametrically opposed to the same test. A person not accustomed to the use of English because it is very tight and in the allocation of only 30 minutes to solve the three problems, and another one in less than 10 minutes to resolve the issue of all 10. These two people we hired, they have become good employees. Once again that the key to the selection criteria is the focus of study to solve the problem of candidates, rather than to see if they can get the correct answer.

Team and others will be working with candidates, so in the hiring process, should allow them to do something with the exchange of candidates. Let the other team who met with the candidates individually, and your feedback whether they are willing to work with the applicants. Here, the understanding of the current team is very important, because everyone else's work to assess their interpersonal skills has its own characteristics. Allow team members to conduct exchanges with the candidates, it became part of the selection process, so if you select the candidates, but also help to ensure that his team will accept. Choice of candidates choose to become a team, not just the choice of manager. Here are a few other team members should abide by the rules. (Your company may already have a set of stereotypes of the interview process to deal with these problems.)

n prepared in advance, and with other people are prepared to interview questions were compared. Interviews can ask different people the same problem.

n an interview with other people's responses were compared.

n so that every day with the candidates will be working with a separate interview, he interviewed the same time - for example, 20-30 minutes.

n If possible, arrangements for the whole group had lunch with the candidates or some kind of communicative activities in order to observe their interaction is how the exchange.

Remember, the interview is to be hoped that the following answers to these questions, including:

n this person capable of work?

n the person with the potential this team can get along?

n Does this person have sufficient interpersonal skills to deal with other groups (for example, quality assurance and test group), as well as potential customers?

n this person does have his resume and job applications and work experience described in records? (Human Resources Department or the company can verify the work history.)

Some large companies to develop the human resources manager by all professionals in the recruitment processes used in the interview. If you like working in a company, it may not be able to use the process described above. Under no circumstances should keep in mind that if you refuse to hire someone, and he thinks you and / or your colleagues to discriminate against him, you and your team may need to submit documents to illustrate how you are in the legal framework Entry to reach your decision. The supporting documents may contain one or more candidates for the assessment, observation and discussion. Positions of the candidates who have to maintain a consistent attitude, and everything is clear, consistent and concise record.

If you really want to know the person and work together with management is what can enable them to complete a similar to the next page as shown in Figure 3-2 questionnaire. You should cut on the questionnaire, making it suitable for your organization, and prior to the completion of other people trying to fill their first look. The main thrust of the questionnaire is to explore the issue of harmony. For example, if you support the key points in the project view of walk, and the questionnaire show that people are not too many ideas, it can be used as a recruitment factor to consider. In addition, let the candidates for a post the other day in the beginning of the interview, prior to conducting interviews to fill this questionnaire to help everyone focus on study in the questionnaire reflected the issues.

And the manager and (or) some other colleagues may well become a serious problem. I was in a project manager from the outsourcing project, less than 10 individual team members. What most people do not have experience, but is a veteran of two people, together with the project experience required. In the formulation of plans, the definition of needs and the collection stage, all goes very smoothly. Started in the design, the task is assigned or a voluntary unclaimed. As part of the development of the design process, software engineers require each walk that part of his own design. Walk the principle of the planning stage of the project on the development of good, which includes a: In the walk, the walk of a person as a responsible person, another person as a recorder. Recorder is to record the action. For action in the agreement refers to the delivery date for delivery of the deliverables (deliverables usually correct). Walk the person in charge is to ensure that all work will not exceed the conventional, 1-hour meeting time, and to prevent stray from the point in the discussion, as well as the work of this kind.

The two key developer of a person can not tolerate complete the work of others to criticize him. Even if the error is obvious, he was always in his own defense. To make matters worse, when he served as head of walk time, always too nitpicking, blunt and rude comment, and occasionally very rude. Even if we are to him of these acts will affect the progress of the project, insisted he is not changed. He was transferred to the project team because he is the organization with experience, but also be able to mobilize one of the few. Now know why the original project team肯放he is gone, then we reach a consensus, that person also to the other groups. I want to say is, if can do a similar, as shown in Figure 3-2 "work environment preference questionnaire" that are included in the list of those preferences, then the problem could have been avoided.

The following preferences should be formulated on the basis of a list of your own documents. The revised list should be tailored to suit your type of organization structure of the system, your preferences, group preferences, as well as other people's company policy and so on.

Work environment preferences questionnaire

Name Date of candidates

Using the scale below, on each statement of the contents of a 1-5 integer input. The purpose of this questionnaire is to assess you and the organization degree of harmony between.

Do not agree with the strong opposition against it has no objection to consent totally agree

1 ------------------- 2 -------------------- 3 -------- ------------ 4 -------------------- 5

I like to work independently.

If I do not agree with the views of some colleagues, and know that they are technically correct, I will usually stick to their stance will not budge until I persuaded him to let him believe I was correct.

I like the kind of system and the rules but still can do very little work.

I found that coding standard, the standard process, audit and similar things will play a hindering role in the impact of the work I completed.

I think add comments in the code, to make other languages but not familiar with this application is familiar with this person quickly and efficiently to maintain the code.

If there are two situations, one must comply with the organization of work processes, and the other is to complete its work as long as you can, and I like the way you can as long as the complete, if the time required to complete the process again.

I believe that a high-performance development team is the best way on all the key issues to maintain consensus.

I like to complete the software-related issues in the most difficult part.

Even if the time is very tight schedule or deadline has been approaching, I often other members of our team to help.

But if demand does not change the budget work, and I will work more on the analysis and design stage.

If I were a programmer in the time it takes the issue of more than 10 minutes without progress, I often seek the help of colleagues to solve it.

I prepared to leave the code in my company would be very easy to modify, in charge of those codes generally do not need to contact me, ask me how the code is going on.

I think too many comments in the code is not necessary, after all, if a person has a good grasp of programming languages, he would see the use of these codes.

If the code in the preparation of highly efficient and simple to choose between the code, I chose efficiency.

Table 3-2 work environment preferences questionnaire

Check the job materials

There is a piece of advice should always let your Human Resources Department or outside the company, please verify that the job candidates and the history of materials. Than you do them more consistent, they will abide by the law, so to protect you and your company will not be responsible for potential prosecution, and they trained to correctly record and explain the unanswered. Law can not be ignored. For example, because the former employers of their employees, "said the ill", resulting in a number of legal proceedings. In those cases, the court finds that the proceedings were involved in a negative assessment of the former employer of the injury, should be given monetary compensation. If people call to you to understand the situation of former employees, people can call the Human Resources Department to find you. If you are not human resources, you can be identified, would not have given you and your company including risks that only staff of the start and end dates, positions and job descriptions. In writing to ensure that the way these issues and respond in writing to ensure that the conversation with you is a legitimate company and not other things (for example, the prosecution of a divorce, a collection of people, etc.).

Materials inspection job best left to professional companies to complete. As mentioned above, they are trained in this regard can be given consistent and reliable results. Job search materials may be a very important issue. In the 20th century 90's, software, technical personnel shortage appears to peak at that time I have hired a company to check a candidate's job search materials, that person's resume and interview results are very consistent with our candidates are looking for. But that person said that although she is willing to work for us, but another company has to notify her of the appointment and employment of the failure to inform quickly. This increases as soon as possible, we respond to her pressure. I check the job to supervise the results of material, they said the material could not be determined in the two job-seekers, because people have not proved to the original company, they can not find him. In addition, they contacted the candidates said, she graduated with the degree of access to technology by foreign universities, but did not receive a response. Material inspection job that it is not uncommon. Hindsight, all of which should be a wake-up call to me the. From senior management and technical staff work overload pressure. I and our senior software engineers to discuss the matter after the decision to set, in that individuals take a risk, otherwise we will continue to face a serious shortage of staff about their associated risks. We soon found that this was a failure of the adventure. That man refused to comply with our relationship with key customers to develop coding rules, she claimed to work, submit the code to build often fails to build, and the problem encountered in the encoding of any person refused to help. The lessons learned so that we all paid the price. Although we have less than three months on her dismissal, but the cost of this experience too much until later. We are affecting the price paid by customers of our work to establish good relations and dealt a blow to me and our senior software engineers that sense of self-confidence.

Mystery School of Business

Because most managers have not received management training and skills, so they interview candidates in management positions, people often feel uncomfortable. I have recently encountered such a thing. I recruited a group of senior project (program) Manager. Before the start of the interview, they gave me a "paper" and let me finish before the start of the interview. Some riddles that test is, asked me to give answers. Later found that these puzzles are "packaging" of the - they had oatmeal for breakfast packaging. It is clear that managers not ready to question and management related issues. And management issues related to the candidates can be a project management difficulties, there is no right or wrong answers, so candidates to discuss why he had some kind of action should be adopted.

Here are some of your interview skills may be useful, you can get some on the candidates the most useful information. Through this exercise, you can understand the candidates of uncertainty in the face of crisis or difficult situation when the behavior - in other words, in this case, there is no technically correct answer, there was no clear answer to the analysis. I've used this technique quite effectively. I see it as the Business School puzzles.

Tell the candidates, so he assumes himself to be your company's group of a senior project manager, responsible for a new product. Prior to market this product has never had any. Therefore, the first company to launch the product would be an absolute leader in market share. Products in the R & D to invest a lot of money, can not be successful if the product is a significant market share, the company will probably close. There are rumors that your top competitors in the development of a competitive product to encounter some technical difficulties, however. Their date of release of new products will also be approaching, but they are not sure. Products did not work out according to plan the implementation, but can be delivered. The first batch of thousands of goods are now transported to the terminal, waiting for the cargo truck came through the night. Pre-sale product has been delivered to the sales staff and marketing representatives, who plans to specialize in pre-sale product to assess the main computer products such magazines, newspapers and websites. Media products have received a notice and wait for the sample. They intend to release the first batch of your company's products include computer at the same time, magazines and web sites for the preparation of some of the comments the article.

Director of software engineering, hardware development director and several of the highest levels of developers and testers walked into your office. They claimed to find a problem. When the use of their products in a day, there have been two "blue screen of death" problem - that is, the computer system is locked unless the power supply disconnected desktop or portable computer if it is, then pull the battery out, or will not be able to shut down. Way to reproduce this phenomenon (that is required to reproduce this issue a series of operations) in the two cases can not figure out. The symptoms tend to think that all the software or BIOS problem. They do not have time to investigate, but it is very difficult to reproduce the problem. You turned to look out the window and concentrate on your breath, two blocks away from where cargo truck can be seen at night is safe to enter the station. Do you have a minute to consider whether the delivery of products. This is all the information.

At this point, as the interview, you should pay special attention to time, to tell candidates have one minute to decide, and then the decision must be explained to you.

Even if the candidates may be nervous, the key here is to find out his specific decision to be taken into account what is, rather than his decision is right or not. Strictly speaking, the candidates to choose any of them decided to have a positive or negative consequences. At this point, the candidates may be a high degree of tension, ready to make a decision of the state. It is best we find out now rather than candidates in the face of such a situation is how to make a decision-making.

Let us look at a brief description of two options:

n candidates decided not to deliver products. The key question is whether the candidates think that only perfect products to enter the market, or should I say "good enough" products on it. You may need to find out what kind of candidates that is the product to be good enough. If they mean that no matter what, as long as seems to be able to use, you can launch it in order to seize market share, then this may be a serious problem. In addition, the decision not to deliver products that are also candidates to their own beliefs and self-esteem than the survival of the company are important. In other words, if candidates already know there are serious flaws in products, they do not want delivery of products, because such a defective product reflects the ability of candidates. On the contrary, the competitors may also be that the rumors, the delivery room should not have to defer until the solve the problem.

n decided to deliver product candidates. Candidates seem to see the company's survival, do not want to just take in the pursuit of perfection and the company's future adventures. But we have to get after the delivery (if what had happened) what needs to be done, why to do so. After all, critics feel the products will be a serious mistake, for product evaluation and product market have a serious negative impact. Candidates taking into account the formation of a "red team" (for example, include software, hardware, BIOS and test the staff) as soon as possible to track and fix the problem? Whether or not to inform the candidates in this field will be early products were not released to the press - or if they had done so prematurely, and a problem, whether or not to tell the press that they received only β version of this issue in the manufacturing (Release to Manufacturing, RTM) does not exist in such an act? In addition, the original equipment supplier (OEM) in these earlier versions may not be immediately after the installation and delivery of them, so that we may have some time.

There are many things worth mentioning, but you can see how this scene has opened up a topic and found that candidates in high-pressure decision-making approach. Facts have proven that in case of emergency, people will tend to return to their original Chinese. You and your team will encounter the high-pressure situation, the best candidates are found in the behavior under pressure, rather than wait until later, when the only things found there. In this scenario, the candidates will normally be put down to get a job or to an impressive and put on a false mask and return to them in dealing with the issue of the way the original.

Now is the time DISC

In this section, we will study known as the DISC model of human behavior. This model is by William Moulton made in 1928 in (Moulton, 1928). Since then, through the field of human behavior in the work of many others, gradually mature and become such a tool in the most widely used one.

DISC model includes four dimensions:

n disposable (Dominance) measure a person's ability to deal with problems.

n-induced (Inducement) to describe a person exchanges with others.

n stability (Steadiness) measure in a stable performance environment.

n obey (Compliant) a measure of price increases to their system of rules or the degree of obedience.

Four DISC dimensions of each maximum and minimum limit of two. Keep in mind that this scale is not good or bad, they just used to measure human behavior. Each scale, the limits of a situation described in Table 3-2.

Table 3-2 DISC dimensions limit

Features
Ceiling
Minimum

Disposable
Directly address the issue of fear
According to certain methods and plans to deal with the issue of

Induced
Outgoing, social type, very convincing
Cautious, conservative, value the fact that

Stability
Tend to the security situation, need to be aware of the limits and structured environment
Like there is no structure, the environment is not defined, the need for complete freedom

Subject to
Compliance by the other person the rules, know the rules of the consequences of neglect
Establish its own rules, like "do their own thing"

And the selection of these dimensions is the relationship between team members: If you will be a number of clever, in a minimum dimension of the person subject to the composition of the team, then follow the standards and policies to the possibility of almost zero. There are many ways to get you, your team and potential team members of the DISC assessment accurately - can be purchased online or elsewhere to find you. If you do not need expert help, it is intended to do a bit of their own research and a rough assessment, keep in mind that only 4% of the principal dimensions show a DISC, about half of the two main dimensions of DISC, less than half (46%) are mainly to show three or four dimensions as their main driving factors. However, when the highest level of tension and pressure, people will show one of the most characteristic of the core.

Apollo symptoms

A few years ago, researchers discovered a number of theories on the formation of the team, at first glance, this theory seems to be counter-intuitive (Belbin, 1996). He studies information technology in the field of team work. It was generally felt that the best team of the information system is the best and the brightest of the personnel information system. Each team is based on ability and talent to the test results selected. These studies involved eight teams. They are all highly skilled, talented man, known as "Apollo team." The name is based on ancient Greek and Roman mythology, the sun's son, named Apollo.

Result? Apollo team regular in the performance of the actual rating in the final or in the location close to the final. Some professional sports teams is the highest value, and it can be inferred is the most talented players, but as a team, their performance was not good, the Apollo team and those who actually are the same sports teams.

Often this happens, the results of a study to promote more research. This result led to more in-depth analysis. The investigators found that several factors have undermined the effective work of the Apollo team, including:

n team members carried out in a small dispute over the issue, each member of other people have pointed out flaws in the argument, but refused to recognize the shortcomings of their own arguments.

n group in the lack of efficiency when making any decisions, make a decision as soon as possible for the high-priority problems are often unable to make a decision.

n team difficult to manage, because the feeling is in accordance with each member doing things its own way, not with the other members of team coordination. From a managerial point of view, the term "cat" seems appropriate in this case.

n some of team members recognize the problem and at all costs to avoid conflicts, but this is often overkill. Actually make things worse.

There are several Apollo team is successful. These team demonstrates the following features:

n not a single team of people down.

n Each team has a unique style of leadership.

The success of the leadership of the Apollo team like doubt. He guided the Panel in accordance with his own agenda for discussion. Objectives and priority-setting is a leader in management style of these tenets. Sub-rule or they do not try to join the discussion, but they are very strong and able to discuss in any rule, but are not able to maintain their own style.

Although Belbin works a lot of these ideas for a more detailed discussion, but the key point to remember is Apollo team or any team's success are dependent on the management of a team manager. Successful managers are not afraid of innovation, experiment or failure to maintain adequate control of the direction and the right to bring to the success of the team.

Ashby's Law (Ashby's law) and an ideal team members

Early in the 21st century there is a problem in a large number of highly skilled, trained and experienced software professionals. Economic times is that some employers in the lay-offs, and other employers. Such employers will be able to select from a few people to fill vacant posts. A result, the recruitment of people who do must be prepared that contains a variety of skills, education background and experience, including a list of. In the "explosion of high-tech" era, I see some posts from the Internet take up to 42 skills / experience, the majority of the jobs listed require about 10-20. The majority of employers agree that, since the employer to the market, they can describe the ideal work of all candidates, if there is such a person, on his employment.

First necessary to explain the varieties of law Ashby (Ashby's Law of Requisite Variety), a system or a group of a better implementation of the mandate, the implementation of other tasks it was worse (Ashby, 1956). When a company announcement published in the recruitment of vacant posts to find the ideal candidate - a very suitable for this position when the person - they may put themselves at risk. Why? Because the technology and market changes is suitable for the multi-dimensional description of the person-oriented needs of today, not tomorrow. For the needs of tomorrow will have to employ some means that we need the experience and not in full compliance with the person. Entirely appropriate and to employ than those closer to the requirements of the employment of people means that we need outside help in areas of information, methods, practices and experiences will play a role in this area. This allows the team to reach new ideas and practices, will enable organizations to better respond to the rapidly changing software industry events. Next time if you want to search for the ideal candidates to ask their team members are complementary skills, or a few people have the same skills. The latter case would result in the blind spot of some team or team members of the shortcomings of being ignored. This can lead to project failure.

Management style

Depends on the different industries and different workplaces, the software project manager's style from the height of the initiative to have a very passive. This means that two extreme cases in our industry there is a lack of training and selection of project manager. Let us face it. Is not an extreme leadership, the other extreme is that people will abuse the power given to them. To make matters worse, the industry appears to be mainly to measure the success of profit, as long as managers can also work, they will not spend time or money to be the best and the worst manager of manager to distinguish. This is not aware of the fact that if the project is inspired by a team and make it the highest productivity, led by project manager, then the profits will be much higher. Here we are talking about management or leadership style.

Analysis and classification of people of several different management style. Each management style has its own strengths and weaknesses. Software project manager must deal with the issue of what kind of style most natural to him, this style of leadership for a group of software technology for the effectiveness of staff.

At the beginning of this book have already said that management is on the power - on access to and use of power. To better understand the management style, need to understand where power comes from. A management expert identification of the four major sources of power (Kreitner, 1998):

n coercive powers (coercive power) for the employees because they do not obey the wishes of managers fear the consequences - for example, are worried that if the late submission of a report on the consequences that may occur. Coercive power that stems from this fear.

n statutory authority (legitimate power) This is because a person of power than others (in the organization) to be the status of the high. Its coercive powers and a similar but more meaning. This type of power to good effect in the military, because in the military, soldiers waiting for orders to accept and there is no objection to the implementation of these commands. However, in their daily lives, there is no effect of doing so. Why? Because a supervisor if they are bombing with an order, order other people do, not what to do, but not the reasons, nor from the implementation of orders received that even acquiescence, then people will no longer pay attention to the final such a person.

n the light of the power of (referential power) derived from this power of charismatic leaders, managers agree that their support for the manager of any a motion. Unfortunately, historical and business records in full of the charm of the abuse of its leaders, to let others or allowing others to cover up criminal evidence example.

n expert power (expert power) that the field of power in the software are very common. It contains the power of the owner of owners of information and sharing (for example, defect or capture the short-cut estimates of project costs). It also may be abused, and in fact has been abused. When the best team of software engineers has been selected as the team manager, on the formation of an expert authority. Difficulties of such a practice is that these people do when they like a good performance. However, management or leadership is usually not included in this case.

The power of any one manager is a combination of a wide range of powers. Because it does not invoke the power of a good play, so it is naturally raises a question: What are the factors play a role?

We long to know the answer: the authorization. The term includes each member for the team to provide the necessary knowledge to their success, training, tools and the environment.

People often ask me how in the management of success. My answer is that a leader must also play two roles: one role is to manager, set the direction for the team; Another role is to service, is excluded from the work done by the best team that may affect the performance obstacles.

A model known as the authorized cycle shown in Figure 3-3, it is adapted from Kreitner (1998) model.

Table 3-3 cycle authorized

Attention to each stage is a prerequisite for the next phase, through the cycle, each will have incremental. This cycle is a continuous process, not a one-time team through it, but in the project through it again and again. Through this cycle every time when an increase of the positive attitude of team members and ultimately increase the positive attitude of the team. Let us look at its methods of work:

Phase 1 began developing in the team, this stage may be represented by the members of each team and the team as a whole with the initial technical skills and communication skills. Over time, as the follow-through this cycle, these skills and capabilities will be strengthened.

Stage 2 This is the project manager in the software project managers and team members to establish a mutual trust between the atmosphere and to encourage team members to do the same trust between the natural attitude of the results. Managers believe that the team is basically to show the ability and willingness to provide training and other help to support the skills of any deficiencies. Software project manager must also maintain a team competition and ethical conduct in the delicate balance between.

Stage 3 team members as individuals and organizations in an increasingly self-confident, it is clear that some of these people together is no longer a stranger to complete the project, but a mutual support group.

Stage 4 of the success of this stage is completed and repeat the key to this cycle. Compared with other stages, this stage is more dependent on the behavior of the software project manager. Retain decision-making power, do not permit a decision on the team responsible for all this evolution may interrupt the cycle of the process. And a decision will be the responsibility assigned to team members, expressed their confidence that they have the ability to make prudent decisions and accept their choices, these moves will be to expand the skills and sense of team, leading the team arrived in technical knowledge and higher-level exchanges stage 1. From this point the cycle began again.

The effects of these stages is to establish an environment, software project manager and development team in this environment can become partners, to the successful completion of his task, rather than issue orders of a superior and subordinates obey orders. This will not only reduce the software project manager of the burden of project management software, but also to broaden the effectiveness of the manager of the scope and influence.

So, what is the best management style? Now it should be obvious - authorized. As one expert pointed out: "You give others the power of the more power you have the more" (Walters, 1992). The success of this approach stems from the fact that: through the sharing of power, you will have every member of the success of the project as a partnership - we all want to succeed. And I could work with managers of the common mistakes is the lack of team members to the inherent ability to empower. This shows that they lack confidence and self-confidence, so can not be authorized. Those who are not allowed under the general manager that they know more than the manager. Unfortunately, although almost all of these managers said that he verbally with team spirit, to the authorization of their own, but in fact it is not the case.

Software Project Management Maturity Model

Years ago, released the Software Engineering Institute (SEI) Capability Maturity Model (CMM) of the revised edition (Paulk et al, 1993). You may already know, CMM on behalf of a framework, in this framework, organizations can assess their ability to achieve the quality of software development work to a level. This concept works Paulk and others have a more detailed description, it can be said immature organizations (such as the CMM 1 level) the result is not reliable in general, and those who have a high level of maturity of the organizations (such as the CMM 4 or 5 level) will generally have a high-quality results.

CMM a total of 5, CMM 5 level is the highest, but also to achieve the most expectations. To these levels, based on the formation also in the management of a similar assessment. Table 3-3 describes the five-level project management maturity model, software development process with the five-level parallel. The attention of the management process and activities of the CMM 1 from improvisation to more like-level evolvable production line or the contractor's CMM 5 level. Project is another way to look at the results of this process. In one, a successful result, the terminology used in gambling is "a popular face." In five, assuming the existence of other factors (such as people with the right skills to fully understand the problem areas), then is likely to have a grasp of the results - is likely to mean that success is unlikely to fail. Between these two extremes there are all kinds of degree of certainty.

Table 3-3 Software project management maturity measurement

Level
Labeling
Description / Characteristics

1
Non-formal
From one project to another project no consistency management. This case the most appropriate description is "chaotic" energy management staff for the "fire" (referring to the issue of emergency response), did not have time to develop a strategy to avoid the fire (a potential disaster).

2
Basic
Unlike a less chaotic, more consistency. At least for the needs analysis and management attention given to the acquiescence of the existence of the functions of quality assurance and configuration management, project planning methodology to be consistent.

3
Manageable
Than the results of two more consistent, higher-quality. Represents the implementation of project management software, the first one, and internal high-level and management level support staff. Assessment of the implementation of a group, walk with the other groups (such as the Marketing Department) to coordinate the work, training and skills to expand, the development of defined processes and a proactive maintenance management process.

4
Reliable
The main features of this level is a high-quality, reliable software, the incidence of more than three high. The approach taken, including the quality management and measurement process.

5
Optimized
Extended to the management of change management and product and package consistent with the process and technology evolution. Focus on error prevention and continuous process and product improvement.

Figure 3-4 shows that over the years, I saw and heard that the total number of companies. Please note that these are not the official estimates, the ratio is only a more or less. (This chart solely on the basis of my colleagues and I experience, describes the emergence of project management maturity, the relative frequency.)

Figure 3-4 have been based on the experience of the management of the maturity level of the number of emerging

Another thing to remember is that even if the company has made a Sub-CMM 5 Class A certification, we can not believe that other departments have also adopted the certification. For example, the Boeing Company announced that one of their group (which may also include the management of the group) through the CMM 5 level, but other groups have a much lower level.

From the CMM to the next level of a

Many software project managers are very concerned about the question is: How long will it take an organization to a level from the CMM to the next level? Although not a complete collection of all levels to enhance the time required, but some data have shown that an organization from CMM 1 level to 2 level and from 2-3 the time required, such as shown in Table 3-4 ( McConnell, 2003). If the time seems too long, then please remember that our goal is to be carried out in the organization of a major cultural change, not just to complete a project.

Table 3-4 in certain CMM level in the time required to upgrade

Enhance the level
75% of the organizations can be completed in the following time
Median
25% of the organizations can be completed in the following time

CMM 1 from level to level 2
40 months
26 months
16 months

CMM 2 from level to level 3
24 months
19 months
16 months

Task-level maturity

With the previous model on the SEI CMM due respect, we need to introduce a project manager to deal with, but often ignored, and a practical one. It is about to join an organization in the distribution of tasks at the beginning of approach. As Fred Brooks pointed out, an extension of the project to increase the staff can only lead to more delays in the project (Brooks, 1995). In other words, the increase in manpower to software projects, even if the person is incompetent, you may not be of much help. The software industry, many people are in a difficult way to learn the truth of Brooks perspective - extension of their project to an increase of manpower, resulting in a worse situation. However, lead to this kind of thing happen, the impact of factors play a role, basically did not explain, or even if only for a particular project.

A software engineering researchers outside succinctly identifies the influencing factors (Graham, 2002). His model is the task of the maturity level of each task and responsibility of the person's performance level, as shown in Table 3-5.

Table 3-5 maturity level task

Maturity Model task
Appropriate management style

Low
"Hands" and the need for managers to participate in, close supervision, may also need to mentor or senior software engineers and managers to help

In
"According to management by objectives", including setting goals, software engineers and project managers or between managers and between the project manager's view, and then review those goals regularly to see what kind of made progress, to ensure that the goals can be achieved in time .

High
"According to the exception management", personal and managers are to work independently, there was virtually no supervision. Only in the event of a reason for the following are required by the exchange with the project:

● In order to set goals or objectives.

● the existence of the need for management involvement.

Managers are the most common mistakes is that they think or have experience of senior software engineers to start work immediately. This means that they believe that the new staff or hiring new employees can be transferred from the beginning to intermediate or advanced work maturity. However, even the most experienced software engineer or project manager in the master-level requirements that must be prior to maturity from the beginning of low-level. In the master after this level in order to upgrade to the next level.

Let us now come back to the caution Brooks. Can see that if people start a low-level, they need to occupy high-level managers and software engineers more time. This may significantly reduce the group's productivity. In order to overcome this situation, if to be a senior engineer on the maturity level of a high-level position, the target will not be achieved, but also problems that may occur. This is because of the impact of things, organizational culture, the completion of project-related tasks (for example, to build and test, etc.) used in the course of the project What is the real lack of basic understanding. This will greatly slow down the progress. Before many of us know that Brooks is right to note, and now for the causes of this phenomenon with more sophisticated answers.

In short, no matter what job candidates, everyone is a mandate from the lowest level of maturity to start. Tasks and then follow up the maturity ladder away. Spend time on each level of each person completely and the performance and skill levels relevant. Experienced, outstanding people who experience less than those who move fast.

The development phase and personality

How long does it take less than we would realize that different people deal with life and the way to solve the problem is not the same. The beginning of this chapter has already been mentioned, for a long time, people have been hard to want to understand other people.

Discussed earlier in this chapter a model of personality and behavior is the Myers - Briggs model (Myers and Myers, 1995). Model of the personality dimensions that the four components of personality. Each dimension has two options, a total of 16 possible combinations or personality types.

This project management software what relationship? Is this: at least a quarter of a century, the software industry has a tendency to allow a person in the entire software development life cycle (SDLC) to assume different roles. Intention to do so in order to save money, but the actual cost may be imagined than most managers would need to make more. Working in a company is usually divided into programmers / analysts. In other words, we can assume a person needs to collect and analyze the work, but also allow him to develop the code to achieve these requirements. Seems reasonable, but it actually does?

Will be divided into four stages of SDLC, specified for each stage of an individual features (these features can improve the success of a person's ability to complete this stage), will be shown in Table 3-6 information.

Table 3-6 will be the desired behavior and phase associated with SDLC

SDLC phase
Characteristics and needs of the desired skills

Demand
Be able to listen to others, enthusiasm, the collection of facts, not subjective judgments, the question simply to clarify the facts rather than be interviewed to assess people's skills, rather than look at the suitability of the work, the use of limited data to make a decision.

Design
To create multiple sets of options, in others the assessment and the development of assessment criteria, it will not be one or more of the program as an election to decide the implementation of the program.

Code
(Mostly) be able to work independently, mainly dealing with the computer, the work of a strong logic, self-control to maintain. Development environment can be bound to work, able to overcome other constraints, rules, and not caused by his own problems.

Test
Strict, disciplined application of the criteria, process and practice - full of logical and objective. Strictly to impart information to make a person rather than to focus on the transmission of the news on - just to maintain the results.

SDLC process of attention to how the different acts. They are actually four types of people. Of course, people can learn to adapt to the environment, but, as described in this section, they must first know what is required. Discussed earlier, if the use of the MBTI personality types of abbreviations factor will be a combination of these factors on the table and described together with SDLC phase, can be Table 3-7.

Table 3-7 will be the type of factor and together with SDLC phase

SDLC phase
Type

I or E
S or N
T or F
J or P

Demand
E
S
F
P

Design
E
N
F
P

Code
I
N
T
J

Test
I
S
T
J

On the types of assessment needs and the authority to hold a license from the professional to carry out the test, but now you may have noticed in Table 3-7 of the model there is no duplication. Although you can speculate on your own or other people's type, but this is not the main points discussed Myers - Briggs model is accurate, nor is it to help you identify your own personality is. Instead, it has to prove is that if a person will be assigned to a project, need to consider not only the distribution of tasks, we must also consider the suitability of this person at some stage in order to increase your possibility of success of the project.

The process of the formation of the team

Team set up a number of ways, the two most important are:

n the formation of the team to start from scratch. Some people think that the ideal situation. After all, you are your own selection of some of the people together. However, this also has some disadvantages. A serious drawback is that we tend to choose to some extent with our point of view of software development the same people the same values. The result is a danger, the whole team and your manager have the same blind spot. For example, if you do not attach importance to the issue of code documentation, then your code is very likely there will be no documentation. Because in one way or another has not done enough or too much emphasis, no one raised any objection. There is a warning, if you are facing is the need to form a team of their own, then the manager may be invited to participate in the formation process, in order to enhance the diversity of candidates.

n you have been assigned to a team that already exist, have nothing to add new. This situation also need to look要一分为二. For example, a manager may leave before, or because the management of public disobedience, omission, or for other reasons not to do the job and was fired. This situation may occur, but as you have so much imagination. In a few weeks if the team did not manager, a member of a team may become the de facto manager, he would have to give up the post and indignant. This situation is not uncommon, but if you are the person to provide an opportunity to become a leading role in arranging or similar programming leadership positions, the effect is good. If not you must be consistent with the formation of the team to work together, the most disadvantage is that the existence of teams and methods of a wide range of views. This ensures that in a variety of different points of view to make a better balance between, but you it is very difficult to reach some form of timely consensus, or at least make a decision. Ready to listen to the views of every person and every point of view to maintain respect and appreciation. In Chapter 9, "to enhance team performance" in the subject will again be recalled to discuss how it's used to increase productivity.

As the process of the formation of the team to 3-5 as shown in Figure 3-7.

Figure 3-5 Overview of the process of the formation of project team

Figure 3-6 Project Team set up the details of the process

Figure 3-7 the process of filling vacant posts the details of

Here shows a number of senior activities. The formation of the activities of project team activities by the three sub-components:

n to determine the need for vacant posts in order to fully understand the project needed to accurately estimate the level of skills required for each level of the number of people. Typically, a senior software engineer can take on the leadership team leadership or development role. This person will become the group's technical resources, will take the initiative to lower the level of guidance. Depends on the complexity of the project, the skill level of team members and other factors, a senior software engineer can effectively command 2-9 activities.

n issued a notice of appointment as a project manager, you are in the company of certain privileges. However, it must be careful to use these privileges. For example, you should not be told whether the candidates, as well as how many jobs pay. Why? The company's rights because you are part of organizations, candidates have reason to believe that you will speak for the company. This may be the company at risk. Human Resources Department to allow people to deal with these things, or if your company is very small, there is no such role, then you can do human resources work of the people - in writing to the issue of candidates for appointment notice Note how much pay, and told him to respond when necessary, otherwise notice will be hired to recover. Remember, for the candidates, the money does not mean everything. What conditions need to attract staff to join their expectations and there is a delicate balance.

Team: a one-time right?

I often hear struggling software project managers complained that the formation of the team want to find out what is really difficult. They continue to talk about their once very successful completion of customer projects, and established an excellent and efficient team. In the following a similar project, the team arranged for the new job. However, the new work has failed miserably. Sometimes, one or more members leave the organization, some other times, this team has always adhered to the end of the project, but trapped in the internal disputes and poor performance, usually through a difficult time. The moral of the story about the managers did not grasp the essence. Team is eternal. Very similar to sports teams and even the same team, there will be a few teams this season is the champion, the champion or the next season. And changes in growth, learning, and then form a relationship. Team is dynamic, can not be considered in the time we need to be changed. Each new project is the formation of a new team practice.

Software personnel challenging another reason

As you can see, on the human mind a variety of improper conduct and character of the people began to study the software industry have a keen interest. Dr. JJ Ratey is one of them, he has recently accepted the attention deficit disorder (Attendtion Deficit Disorder, ADD) and its treatment of interview (Ratey, interview, 2001). He and others in the recent co-author of a book, described in detail on the subject of various research results (Hallowell and Ratey, 1995). He noted that some of the most mild form, ADD is not an entirely negative character. He pointed out that compared with most people in those fast-paced, highly motivated software companies, the performance of such acts are not part of the normal symptoms of the ratio of staff to be relatively higher. Symptoms include the performance of the work are not satisfied with the quota, the total would like to change. Even if the next one, the results of the most advanced quickly another to some extent the results can not be replaced by the realization of expense is also (Lewis, 2000). In the high-tech environment, these features are valuable assets and not cumbersome.

These personality traits may not be able to note that a software project managers need to manage what is the ideal kind of candidate. However, these characteristics pose a challenge to us. The challenge is to retain staff, especially the most talented people and allow them to concentrate on the needs of the work completed and the successful completion of the project. However, the problem is a software project manager whether there is sufficient capacity to overcome the innovation performance of the people follow the process, repeat the steps shown a cold shoulder, and hold on until the end of the project.

Summary

The formation of the team is an uncertain task. We set up the team, can not use the same machine, but to continue to review what needs to be revised. Team of people