1. Software Engineering
Unit- 8
Engineered for Tomorrow
CSE, MVJCE

2. Subject Name: Software Engineering Subject Code: 10IS51
Prepared By: Alpana, Hymavathi
Department : CSE
Date : 10/11/2014
9/21/2018

3. CONTENTS 1.Managing people 2.Selecting staff 3.Motivating people
5.People capability maturity model
6.Productivity
7.Estimation technique
8.Project duration

4. People in the process
People are an organisation’s most important assets.
The tasks of a manager are essentially people-oriented. Unless there is some understanding of people, management will be unsuccessful.
Poor people management is an important contributor to project failure.

5. People management factors
Consistency
Team members should all be treated in a comparable way without favourites or discrimination.
Respect
Different team members have different skills and these differences should be respected.
Inclusion
Involve all team members and make sure that people’s views are considered.
Honesty
You should always be honest about what is going well and what is going badly in a project.

6. Selecting staff
An important project management task is defining the team requirements for your project and selecting your team.

7. Staff Requirements
Information on defining team requirements depends on various factors among which:
Organizational
Are there any constraint in the organization related to acquiring the staff for the project
What departments will be involved?
Technical
What are the technical skills needed to achieve the project goals?
Interpersonal
What kind of relationships exists among the candidates? Language differences? Supplier/customer relationships?
Logistical
We are the people located?
Political
Individual goals and agendas of the stakeholders?

8. Staff Selection Information on selecting team members comes from:
Information provided by the candidates.
Information gained by interviewing and talking with candidates.
Recommendations and comments from other people who know or who have worked with the candidates.

9. Staff selection factors 1
Application domain experience.
For a project to develop a successful system, the developers must understand the application domain. It is essential that some members of a development team have some domain experience.
Platform experience.
This may be significant if low-level programming is involved. Otherwise, not usually a critical attribute.
Programming language experience.
This is normally only significant for short duration projects where there is not enough time to learn a new language. While learning a language itself is not difficult, it takes several months to become proficient in using the associated libraries and components.
Problem solving ability.
This is very important for software engineers who constantly have to solve technical problems. However, it is almost impossible to judge without knowing the work of the potential team member.

10. Staff selection factors 2
Educational background.
This may provide an indicator of the basic fundamentals that the candidate should know and of their ability to learn. This factor becomes increasingly irrelevant as engineers gain experience across a range of projects.
Communication Ability.
This is important because of the need for project staff to communicate orally and in writing with other engineers, managers and customers.
Adaptability.
Adaptability may be judged by looking at the different types of experience that candidates have had. This is an important attribute as it indicates an ability to learn.
Attitude.
Project staff should have a positive attitude to their work and should be willing to learn new skills. This is an important attribute but often very difficult to assess.
Personality.
This is an important attribute but difficult to assess. Candidates must be reasonably compatible with other team members. No particular type of personality is more or less suited to software engineering.

11. … and some constraints Availability Interests Costs
is the resource available when needed by the project?
Interests
Is there a real interest in working in the project?
Costs
How much will each person be paid?

12. General Considerations
(When selecting staff from within the company) Managers in a company may not wish to lose people to a new project.
“Hard” skills are in short supply.
-> Part-time involvement may be inevitable.
Recent graduates may not have specific skills but may be a way of introducing new skills.
-> Technical proficiency may be less important than social skills.

13. Motivating people
An important role of a manager is to motivate the people working on a project.
Motivation is a complex issue but it appears that their are different types of motivation based on:
Basic needs (e.g. food, sleep, etc.);
Personal needs (e.g. respect, self-esteem);
Social needs (e.g. to be accepted as part of a group).

14. Human needs hierarchy (Maslow, 1954)
Self-
realisation
Needs
Esteem Needs
Social Needs
Safety Needs
Physiological Needs

15. Need satisfaction Social Esteem Self-realization
Provide communal facilities;
Allow informal communications.
Esteem
Recognition of achievements;
Appropriate rewards.
Self-realization
Training - people want to learn more;
Responsibility.

16. Situational Leadership
There is no single management style: it depends upon the managed people (Blanchard and Hersey)
the leadership style of the leader must correspond to the development level of the follower - and it's the leader who adapts.
Four styles and four commitments:
S1. Directing
(high guidance and little backing/support): people with low maturity and low commitment
S2. Coaching
(high guidance and high backing/support): people mature but not yet independent
S3. Supporting
(little guidance and high backing/support): people insecure (but ready to take responsibilities)
S4. Delegation
(little guidance and little backing/support): mature and autonomous people

17. Personality types There are several dimensions to take into account!
An approach is that of taking into account different personality types:
Task-oriented.
The motivation for doing the work is the work itself;
Self-oriented.
The work is a means to an end which is the achievement of individual goals - e.g. to get rich, to play tennis, to travel etc.;
Interaction-oriented.
The principal motivation is the presence and actions of co-workers. People go to work because they like to go to work.

18. Motivation balance
Individual motivations are made up of elements of each class.
The balance can change depending on personal circumstances and external events.
However, people are not just motivated by personal factors but also by being part of a group and culture.
People go to work because they are motivated by the people that they work with.

19. Managing groups Most software engineering is a group activity
The development schedule for most non-trivial software projects is such that they cannot be completed by one person working alone.
Group interaction is a key determinant of group performance.
Flexibility in group composition is limited
Managers must do the best they can with available people.

20. Factors influencing group working
Group composition.
Group cohesiveness.
Group communications.
Group organisation.

21. Group composition
Group composed of members who share the same motivation can be problematic
Task-oriented - everyone wants to do their own thing;
Self-oriented - everyone wants to be the boss;
Interaction-oriented - too much chatting, not enough work.
An effective group has a balance of all types.
This can be difficult to achieve software engineers are often task-oriented.
Interaction-oriented people are very important as they can detect and defuse tensions that arise.

22. Group Composition
Don’t be tempted and form the team with people all like you!
(simpler than being challenged all the time… but less functional and rewarding on the longer term)

23. Group leadership Leadership depends on respect not titular status.
There may be both a technical and an administrative leader.
Democratic leadership is more effective that autocratic leadership.

24. Group cohesiveness
In a cohesive group, members consider the group to be more important than any individual in it.
The advantages of a cohesive group are:
Group quality standards can be developed;
Group members work closely together so inhibitions caused by ignorance are reduced;
Team members learn from each other and get to know each other’s work;
Egoless programming where members strive to improve each other’s programs can be practised.

25. Developing cohesiveness
Cohesiveness is influenced by factors such as the organisational culture and the personalities in the group.
Cohesiveness can be encouraged through
Social events;
Developing a group identity and territory;
Explicit team-building activities.
Openness with information is a simple way of ensuring all group members feel part of the group.

26. Group loyalties Group members tend to be loyal to cohesive groups.
'Groupthink' is preservation of group irrespective of technical or organizational considerations.
Management should act positively to avoid groupthink by forcing external involvement with each group.

27. Group communications
Good communications are essential for effective group working.
Information must be exchanged on the status of work, design decisions and changes to previous decisions.
Good communications also strengthens group cohesion as it promotes understanding.

28. Group communications Group size
The larger the group, the harder it is for people to communicate with other group members.
Group structure
Communication is better in informally structured groups than in hierarchically structured groups.
Group composition
Communication is better when there are different personality types in a group and when groups are mixed rather than single sex.
The physical work environment
Good workplace organisation can help encourage communications.

29. Structuring Communication
Types of meetings:
Verification
Decision-taking
Brainstorming
To be successful:
Define clearly goals and attendees
Define an agenda
Keep the meeting focused
Define duration and make sure it is kept
Define people responsible for executing actions decided at the meeting

30. Informal groups Good for small teams (<= 10 people)
The group acts as a whole and comes to a consensus on decisions affecting the system.
Work is discussed by the group as a whole and tasks are allocated according to ability and experience.
Leadership is taken in turn by each member
The group leader serves as the external interface of the group but does not allocate specific work items.
This approach is successful for groups where all members are experienced and competent.

31. Extreme programming groups
Extreme programming groups are variants of an informal, democratic organisation.
In extreme programming groups, some ‘management’ decisions are devolved to group members.
Programmers work in pairs and take a collective responsibility for code that is developed.

32. Chief programmer teams
Consist of a kernel of specialists helped by others added to the project as required.
Three roles:
Chief Programmer: responsible of the project. Coordinates work and is responsible of development
Assistant programmer: helps chief programmer (and substitutes her/him if chief programmer is assigned somewhere else)
Librarian: responsible of handling all the results of the project.
The motivation behind their development is the wide difference in ability in different programmers.
Chief programmer teams provide a supporting environment for very able programmers to be responsible for most of the system development.

33. Problems
This chief programmer approach, in different forms, has been successful in some settings.
However, it suffers from a number of problems
Talented designers and programmers are hard to find. Without exceptional people in these roles, the approach will fail;
Other group members may resent the chief programmer taking the credit for success so may deliberately undermine his/her role;
There is a high project risk as the project will fail if both the chief and deputy programmer are unavailable.
The organisational structures and grades in a company may be unable to accommodate this type of group.

34. Decentralised Control Groups
Two-level hierarchy:
PM coordinates senior programmers
Senior programmers coordinate junior programmers
Tasks assigned either:
By module to be developed
By function (implementation/testing/…)

35. Virtual Teams
Groups of people with shared goal, who fulfill their roles with little or no time spent meeting face to face
Made possible by new communication media
Opportunities:
It is possible to define a team with resources geographically located in different areas
Special expertise can be added regardless of the physical location
Home-working
Teams composed by people with different shifts
Include people with mobility handicaps
Move forward with projects that would have been ignored for travel expenses

36. Virtual Teams (II) Some examples: Open source development
European projects …

37. Group organisation
Small software engineering groups are usually organised informally without a rigid structure
Democratic groups
For large projects, there may be a hierarchical structure where different groups are responsible for different sub-projects.
Chief Programmer Teams
Decentralized Control

38. Working environments
The physical workplace provision has an important effect on individual productivity and satisfaction
Comfort;
Privacy;
Facilities.
Health and safety considerations must be taken into account
Lighting;
Heating;
Furniture.

39. Environmental factors
Privacy - each engineer requires an area for uninterrupted work.
Outside awareness - people prefer to work in natural light.
Personalization - individuals adopt different working practices and like to organize their environment in different ways.

40. Workspace organisation
Workspaces should provide private spaces where people can work without interruption
Providing individual offices for staff has been shown to increase productivity.
However, teams working together also require spaces where formal and informal meetings can be held.

41. Office layout

42. HR Management HR related activities in project management:
Human Resource Planning
Identification of project roles, responsibilities, and reporting relationships, staff requirements, and staff creation
Project Team acquisition
Obtaining the human resources needed to complete the project
Project Team development
Improving competences and interaction of team members
Project Team management
Tracking each member performances, providing feedback, resolving issues, and coordinating changes to enhance project performance

43. Human Resource Planning
Goal: define project roles, responsibilities, and reporting relationships, staff requirements, and staff creation
Techniques:
Hierarchical type charts
Organizational breakdown structure: mix of organizational chart and activities.
Resource breakdown structure: breakdown of the project according to resource types
Matrix based charts
RAM (Responsibility Assignment Matrix) illustrates connections between work that needs to be done and resources
RACI (Responsible, Accountable, Consult, Inform) is a special type of RAM
Text-oriented formats
Text-oriented documents (usually adhering to some standards) can be used to describe roles and responsibilities
Hard skills/soft skills
Help identify needs and roles

44. Organizational Breakdown Structure

45. Resource Breakdown Structure

46. Project Team Acquisition
Goal: Obtaining the human resources needed to complete the project
Techniques
Pre-assignment: people assigned to a project may be known in advance (for instance because promised, or if special skills are required)
Negotiation: on many projects staff is negotiated with other manager in the organization (functional managers, other project managers, …)
Acquisition: if in-house staff is lacking (see previous slides)
Virtual team creation: in any other situation

47. Project Team Development
Goal: Improving competences and interaction of team members
Techniques:
General management skills: interpersonal skills (soft skills) empathy, influence, creativity, group facilitation
Training
Team building activities: range from meeting, informal lunches and dinners, to professionally built activities
Ground rules: define clear expectations about acceptable behaviour by project team member
Co-location: either temporary or for the whole duration of the project (e.g. “war” rooms)
Recognition and reward: recognizing and rewarding desirable behaviors.

48. Project Team Management
Goal: Tracking each member performances, providing feedback, resolving issues, and coordinating changes to enhance project performance
Techniques:
Observation and conversation
Project Performance appraisals
Conflict management
Team ground rules, group norms, and solid pm practices such as communication planning, and role definition
When dealt with can increase creativity and better decision making
Management is usually from informal to formal

49. The People Capability Maturity Model
Intended as a framework for managing the development of people involved in software development.

50. P-CMM Objectives
To improve organisational capability by improving workforce capability.
To ensure that software development capability is not reliant on a small number of individuals.
To align the motivation of individuals with that of the organisation.
To help retain people with critical knowledge and skills.

51. P-CMM levels Five stage model Initial. Ad-hoc people management
Repeatable. Policies developed for capability improvement
Defined. Standardised people management across the organisation
Managed. Quantitative goals for people management in place
Optimizing. Continuous focus on improving individual competence and workforce motivation

52. The people capability model

53. Software cost estimation
Predicting the resources required for a software development process

54. Fundamental estimation questions
How much effort is required to complete an activity?
How much calendar time is needed to complete an activity?
What is the total cost of an activity?
Project estimation and scheduling and interleaved management activities

55. Software cost components
Hardware and software costs
Travel and training costs
Effort costs (the dominant factor in most projects)
salaries of engineers involved in the project
Social and insurance costs
Effort costs must take overheads into account
costs of building, heating, lighting
costs of networking and communications
costs of shared facilities (e.g library, staff restaurant, etc.)

56. Costing and pricing
Estimates are made to discover the cost, to the developer, of producing a software system
There is not a simple relationship between the development cost and the price charged to the customer
Broader organisational, economic, political and business considerations influence the price charged

57. Software pricing factors

58. Programmer productivity
A measure of the rate at which individual engineers involved in software development produce software and associated documentation
Not quality-oriented although quality assurance is a factor in productivity assessment
Essentially, we want to measure useful functionality produced per time unit

59. Productivity measures
Size related measures based on some output from the software process. This may be lines of delivered source code, object code instructions, etc.
Function-related measures based on an estimate of the functionality of the delivered software. Function-points are the best known of this type of measure

60. Lines of code What's a line of code?
The measure was first proposed when programs were typed on cards with one line per card
How does this correspond to statements as in Java which can span several lines or where there can be several statements on one line
What programs should be counted as part of the system?
Assumes linear relationship between system size and volume of documentation

61. Measurement problems Estimating the size of the measure
Estimating the total number of programmer months which have elapsed
Estimating contractor productivity (e.g. documentation team) and incorporating this estimate in overall estimate

62. Productivity comparisons
The lower level the language, the more productive the programmer
The same functionality takes more code to implement in a lower-level language than in a high-level language

63. High and low level languages

64. Function points Based on a combination of program characteristics
external inputs and outputs
user interactions
external interfaces
files used by the system
A weight is associated with each of these
The function point count is computed by multiplying each raw count by the weight and summing all values

65. Object points
Object points are an alternative function-related measure to function points
Object points are NOT the same as object classes
The number of object points in a program is a weighted estimate of
The number of separate screens that are displayed
The number of reports that are produced by the system
The number of modules that must be developed

66. Productivity estimates
Real-time embedded systems, LOC/P-month
Systems programs , LOC/P-month
Commercial applications, LOC/P-month
In object points, productivity has been measured between 4 and 50 object points/month depending on tool support and developer capability

67. Factors affecting productivity

68. Quality and productivity
All metrics based on volume/unit time are flawed because they do not take quality into account
Productivity may generally be increased at the cost of quality
It is not clear how productivity/quality metrics are related
If change is constant then an approach based on counting lines of code is not meaningful

69. Estimation techniques
There is no simple way to make an accurate estimate of the effort required to develop a software system
Initial estimates are based on inadequate information in a user requirements definition
The software may run on unfamiliar computers or use new technology
The people in the project may be unknown
Project cost estimates may be self-fulfilling
The estimate defines the budget and the product is adjusted to meet the budget

70. Estimation techniques
Algorithmic cost modelling
Expert judgement
Estimation by analogy
Parkinson's Law
Pricing to win

71. Algorithmic code modelling
A formulaic approach based on historical cost information and which is generally based on the size of the software
Discussed later

72. Expert judgement
One or more experts in both software development and the application domain use their experience to predict software costs. Process iterates until some consensus is reached.
Advantages: Relatively cheap estimation method. Can be accurate if experts have direct experience of similar systems
Disadvantages: Very inaccurate if there are no experts!

73. Estimation by analogy
The cost of a project is computed by comparing the project to a similar project in the same application domain
Advantages: Accurate if project data available
Disadvantages: Impossible if no comparable project has been tackled. Needs systematically maintained cost database

74. Parkinson's Law The project costs whatever resources are available
Advantages: No overspend
Disadvantages: System is usually unfinished
PL states that work expands to fill the time available. The cost is determined by available resources rather than by objective statement.
Example: Project should be delivered in 12 months and 5 people are available. Effort = 60 p/m

75. Pricing to win
The project costs whatever the customer has to spend on it
Advantages: You get the contract
Disadvantages: The probability that the customer gets the system he or she wants is small. Costs do not accurately reflect the work required

76. Top-down and bottom-up estimation
Any of these approaches may be used top-down or bottom-up
Top-down
Start at the system level and assess the overall system functionality and how this is delivered through sub-systems
Bottom-up
Start at the component level and estimate the effort required for each component. Add these efforts to reach a final estimate

77. Estimation methods Each method has strengths and weaknesses
Estimation should be based on several methods
If these do not return approximately the same result, there is insufficient information available
Some action should be taken to find out more in order to make more accurate estimates
Pricing to win is sometimes the only applicable method

78. Experience-based estimates
Estimating is primarily experience-based
However, new methods and technologies may make estimating based on experience inaccurate
Object oriented rather than function-oriented development
Client-server systems rather than mainframe systems
Off the shelf components
Component-based software engineering
CASE tools and program generators

79. Pricing to win This approach may seem unethical and unbusinesslike
However, when detailed information is lacking it may be the only appropriate strategy
The project cost is agreed on the basis of an outline proposal and the development is constrained by that cost
A detailed specification may be negotiated or an evolutionary approach used for system development

80. Algorithmic cost modelling
Cost is estimated as a mathematical function of product, project and process attributes whose values are estimated by project managers
Effort = A ´ SizeB ´ M
A is an organisation-dependent constant, B reflects the disproportionate effort for large projects and M is a multiplier reflecting product, process and people attributes
Most commonly used product attribute for cost estimation is code size
Most models are basically similar but with different values for A, B and M

81. Estimation accuracy
The size of a software system can only be known accurately when it is finished
Several factors influence the final size
Use of COTS and components
Programming language
Distribution of system
As the development process progresses then the size estimate becomes more accurate

82. Assignment questions
Name and explain factors governing staff selection.—[10M]
Explain Maslow’s human needs hierarchy of motivating people.—[10M]
Describe with block diagram, SIE people,CMM(capability maturity model)—[10M]
What are the factors affecting software pricing ?what are the two types of metrics used. Explain---[10M]
Explain COCOMO model---[10M]
Describe different cost estimation techniques.---[5M]

83. Thank You..