Contributions for July Issue of The Best Practice Magazine:
Submit your article about *IPM/RSKM for next month's Issue of The Demix Best Practice Magazine. Congratulations to Bikash Chatterjee (Pharmatech Associates) who had most views for their June 2019 article entitled, Building and Tailoring a Lean Six Sigma Approach for Validation Processes. Send your Articles / Presentations / Tools to This email address is being protected from spambots. You need JavaScript enabled to view it.
CMMI Articles/Presentations - OPD/OPF/OT
*Organizational Process Definition,Organizational Process Focus & Organizational Training.
Definition of - OPD/OPF/OT
*Organizational Process Definition, Organizational Process Focus & Organizational Training.
Organizational Training (OT) (CMMI-DEV) Summary The purpose of Organizational Training (OT) (CMMI-DEV) is to develop skills and knowledge of people so they can perform their roles effectively and efficiently.
Organizational Process Definition (OPD) (CMMI-DEV) Summary The purpose of Organizational Process Definition (OPD) (CMMI-DEV) is to establish and maintain a usable set of organizational process assets, work environment standards, and rules and guidelines for teams.
Organizational Process Focus (OPF) (CMMI-DEV) Summary The purpose of Organizational Process Focus (OPF) (CMMI-DEV) is to plan, implement, and deploy organizational process improvements based on a thorough understanding of current strengths and weaknesses of the organization’s processes and process assets.
The CMMI® is an integrated set of best practices that improve performance and key capabilities for any organization that wants to develop better products, components, and services.
Every organization that has implemented a process improvement methodology or methodologies is faced with the dilemma of how to train new employees in such a way that they fully understand the organization and its approach to Continuous Process Improvement (CPI). You are seeking to provide an overview of your Continuous Process Improvement program and how it ties to your strategic business plan. Once an employee has been hired by an organization that understanding needs to be communicated as soon as it is practical. This article discusses strategies and methods that could be employed to accomplish this monumental task. In addition, since there are many topics that new employees are trained on, this article only focuses on the process improvement portion.
Abstracts Training and Development, On the Job Training, Training Design and Delivery style are four of the most important aspects in organizational studies. The focus of current study is to understand the affect of Training and Development, On the Job Training, Training Design and Delivery style on Organizational performance. The back bone of this study is the secondary data comprised of comprehensive literature review. Four Hypotheses are developed to see the Impact of all the independent variables on the overall Organizational Performance. The Hypotheses show that all these have significant affect on Organizational Performance. These Hypotheses came from the literature review and we have also proved them with the help of literature review. Results show that Training and Development, On the Job Training, Training Design and Delivery style have significant affect on Organizational Performance and all these have positively affect the Organizational Performance. It means it increases the overall organizational performance. We also prove our Hypothesis through empirical data. However, results are strongly based on the literature review.
Keywords : Training and Development, On the Job Training, Training Design, Delivery style, Organizational Performance.
This is a digitized reproduction derived from a Global Journals Inc.-copyrighted research paper/work. Global Journals Inc. did not prepare this reproduction and does not guarantee that it is an accurate reproduction of the originally published research paper/work.
SCRUM Articles/Presentations - OPD/OPF/OT
*Organizational Process Definition, Organizational Process Focus & Organizational Training.
1. Lean Implementation of Organizational Process Focus (OPF) and Risk Management (RSKM) CMMI® Process Areas in Agile Environment Ahmed Mahdy Senior Software Engineer & Agile Coach, Raya Software. SW Process Improvement Consultant [email_address] [email_address] CMMI 10th Annual Technology Conference and User Group - - NDIA - National Defense and Industrial Association
Adoption of agile development methods have increased in popularity over recent years.
Agile seeks “early and continuous delivery” of software, promote requests for changes, requires daily collaboration between business people and developers, increases simplicity, values an iterative approach, and preaches constant communication among all involved in a project.
However, many companies have faced following challenges,
Effective coordinating multiple teams
Implementation of system features and non-functional requirements.
The human factor is a well-recognized issue in organizational information security management; however, there is a tendency to equate the human factor with insider threat of end users. It is critical to take a holistic view, examining the roles of three groups of people: end users, information security professionals and top executives. Each group plays an important role in organizational information security management. Top executives should take the leadership role in envisioning an optimal security strategy, security professionals should be able to execute the security strategy and end users must participate in security management processes. All three groups are accountable for information security.
Data is causing a revolution in businesses and this has been brought about by realizing the potential of effectively analyzing the data that is available to us. Six Sigma allows businesses to reduce or even totally eliminate defects in their business processes by analyzing data. Most companies better themselves by working towards the ideal Six Sigma goal and produce outcomes that improve customer satisfaction and beneficial outcomes multi fold.
Managers are busy people. They often have large teams of direct reports to evaluate, observe, answer questions from and report on – not to mention their other job responsibilities. One-on-one coaching often falls by the wayside, yet it’s a hugely important tool for managers to use to engage and retain employees and even to improve organizational performance. How can managers make the most of the time they have to provide the most effective coaching and feedback to their employees?
Two forms of Health Check are offered the Silver Appraisal (SCAMPI B) and Gold Appraisal (SCAMPI A).
Both are led by a Certified CMMI® Lead Appraiser supported by trained Appraisal Team Members.
The primary difference between the two types of Health Check is the level of rigor and the fact that the SCAMPI A Appraisal can provide a Capability Level for each of the PMO Process Area in scope, the results can also be published on the CMMI® Institute PARS Site (Published Appraisal Results) if required.
The key deliverable being a report highlighting strengths and opportunities for improvement. This can optionally be expanded into a comprehensive PMO Improvement Plan the implementation of which can be supported by DEMIX Consultants if required.
If your PMO is not adding the value you expected then perform a DEMIX PMO Health Check to find out why!
To find out more or register interest contact Stephen Woods via the email below:
Stephen Woods
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Send us an email with Subject: Appraisal Plan and we will send you the Demix Appraisal Plan.XLSX tool. It provides wonderful features to simplify your appraisal planning.
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