Several situations can lead to opening of a position in an organization including promotion or transfer of the past employer. When a new position is open for application and filling, there are several procedures that are followed for successful placement. The human resource department is charged with handling the recruitment process. First, the position is evaluated to reveal its relevance to the organization as a whole. The job description is then developed to inform potential applicants of the expectations. Contract terms and compensation returns ought to be outlined too to lure potential talent.
In this case study, a position for a senior software developer is open for application for an organization providing software services to clients. The organization is in need of these services after an increased client base needing faster delivery of projects. The current staffing has been split into two distinct departments tasked with differing objectives. The resizing has created the new position of a senior software developer. The process is projected to increase the profits generated by the organization since it will be able to meet targets in a shorter timeframe. Therefore, more clients will be served thus creating room for future growth of the company.
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The senior software developer is expected to lead a team of twelve developers in delivering objectives from the organization’s clients. There are standards that one should possess to qualify for this position ranging from personality traits to expertise in computer programming (Metzger, 1967). As such, the position targets professionals who have practiced for a minimum of three years in software development. The experience is needed as the individual is charged with providing direction to the team including choice of programming language to use and proprietary software to be acquired by the company. The individual shall be in charge of any technical escalations of issues from his team members and external sources from within the organization. The role of the senior developer is to lead the team of developers by providing specific daily targets, reporting to senior managements on behalf of the team, and ensuring maximum efficiency in the team. The position is of value to the organization since it provides technical stewardship and streamlines the operations of a large group. It is critical to the organization as it represents the execution of goals approved by the directors.
The duties and responsibilities of the senior software developer shall include ensuring technical soundness of the packages created by the team, providing performance metrics data of the department members; crucial in incentives and penalties issuance, keeping data and information belonging to the organization in a secure and accessible location, and reporting to senior management on the overall software development progress in the department. The applicant is expected to meet certain minimum technical skills and experience length in the software development field. One should possess the knowledge of at least one object-oriented programming language. The requirement is necessary to provide universal approach by developers, ensuring smoother execution of duties. Recommended languages include C++, Python, PERL, or C#. A minimum of a Bachelor’s Degree is required to qualify for this position. The qualification should be from a recognized American college or university, or its equivalent.
The applicant should also have a minimum of three years of experience, practicing software development or management position within the same field. Possession of coding skills is essential in the specific object-oriented language, including troubleshooting and debugging code written by other programmers. The candidate should possess exemplary leadership skills, and exhibit clear and articulate communication skills (Pursell, 1972). The ability is crucial since the individual is tasked with addressing meetings comprising for junior and senior members of staff; may be required to appear in client meetings and provide projections about the completion of projects. The ability to adopt quickly to a changing environment is an added advantage in the expression of interest in this position. This is in order to adopt to the fast-evolving technology to suit current client needs.
Compensation for the services offered come in form of a monthly salary, medical coverage plan for self and family, a pension scheme at retirement, and overtime incentives for work done outside the normal working hours. The medical cover is provided through a private third-party insurance company and insures for essential health services, covers prescription drugs and specialized treatment including optometry and dentistry (Spinellis, 2009). The monthly salary shall be negotiated per individual basis with a set range. The contract signed is five years in length with an option to extend upon completion. Other benefits that come with the position are job security within the agreed period and allowance for paid holidays and parental leaves in the event of child birth. There are provisions for earning promotion when opportunities arise internally. The individual performance metrics shall be prioritized in filling such positions.
Issues such as resizing may lead to the creation of new positions in an organization. The human resource management is charged with the filling process in the event of vacancy. The key features covered during such a process include developing a job description document outlining duties and responsibilities. The skills and qualifications needed for the position is another component in the creation of a new position. A senior software developer position for instance, requires technical coding skills. The compensation and benefits package provide a clear picture of what the incumbent should expect. A task in software development can extend outside the normal working hours and hence must include agreement for overtime incentives.
References
Metzger, N. (1967). Scientific Approach to Job Evaluation: Writing the Job Description. Hospital Topics, 45(11), 40-43. doi: 10.1080/00185868.1967.9953863
Pursell, R. (1972). R&D Job Evaluation and Compensation. Compensation Review, 4(2), 21-31. doi: 10.1177/088636877200400204
Spinellis, D. (2009). Job Security. IEEE Software, 26(5), 14-15. doi: 10.1109/ms.2009.131
