As a Software Engineering Manager, I constantly ask myself about the top priorities for my role and whether my actions are aligned with the priorities. This helps keep a check on myself on a regular basis and help correct the course if I’m deviating. Here, I'm listing the top 4 priorities which I believe are most important to be successful in my role. You might approach these things in a slightly different way but I think the core goals would be same irrespective of the path. Inspired by the book -, that I recently read, I’d encourage you to discover your ‘native genius’ and figure out how to achieve these goals through your natural strengths. Successful Execution 'Walking on water and developing software from a specification are easy if both are frozen.'
- Edward Berard If you are working for a Software company, your are most likely there because you love building things and making lives of your customers better. Your primary goal is to build and deploy new features or products to your customers irrespective of whether you are an engineer, designer, product manager or an engineering manager. To achieve this goal, your top most priority should be to create a consistent loop of planning and executing within a particular time frame. Executing it right means creating the perfect combination of people, technology and process. Ipos 4 keygen gratis.
As a manager, your role is to ensure that your team has the right tools and resources (both people and technology) available and processes are set in place so that the team is able to make quick decisions and move forward with executing the plan like a well oiled machine. Timely execution is also very important in order to build trust between the team and leadership. If a team is constantly delivering on what they’ve promised, the leadership will trust them to solve bigger problems next time. This will in turn provide the team with an opportunity to work on the best projects and get the best resources available.
Ensure that the team has the clear goals and priorities before they begin to execute. You should be the un-blocker and team productivity protector. A typical day for an engineer is not complete without facing an issue that they may not be directly responsible for. The build might be broken, the design might miss specifications, etc. You need to make sure that the team is not blocked for too long by these external factors.
You need not be the one to fix every issue, but create a framework and provide tools through which they can figure things out themselves or help each other resolve issues. There are many different ways to facilitate a predictable execution.
One of the most common ways I’ve seen is the Agile methodology. I’m not going to go in detail about Agile here but it has worked well in my experience so far. Building a Roadmap As a manager, you are responsible for setting a vision for the team while striking a balance between long term and short term goals. Engineers are attracted to join or stay longer on teams that have an exciting roadmap of features/products.
BUT, you need not be the one directly building a roadmap. Then, how do you do it? You need to collaborate with the product manager/owner and help build the roadmap with technological considerations. Before that, you and your organization need to come up with a vision about the product and ensure that all the product and engineering teams are aligned on this vision.
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The vision could be as broad as ‘The app needs to have the best user experience in the industry’ or as specific as ‘The app needs to be able handle 1M Daily Active Users’. Once the vision is set, you should closely partner and facilitate discussions between designers, product managers/owners and engineers to come up with a roadmap on how to get there.
A critical step here is to involve people from each of these disciplines in every stage of planning - this will align teams from the start and helps iterate faster. The days of passing the requirements from Product - Design - Dev - QE are gone. Everyone needs to work together from building the designs to implementation and collectively own the success (or failure)! Coach and Hire There are two equally important ways to grow a team.
One is to hire smart engineers who fit well into the current team. The other is to coach and support the growth of your current employees in order to improve their skills and and in turn boost employee productivity. Coach You act as the employee’s coach.
Your responsibility is to understand each individual’s career goals and passions, identify strengths and weakness areas of improvement and build a strategy for the person’s career growth. The strategy should be able to leverage their strengths and take them to the next level while also providing opportunities to work on their weaknesses. Create this constant loop of evaluate, feedback, improve, evaluate. The frequency of this loop can be as frequent as the employee wants but at least a couple times per year. In the feedback process, praising the strengths is as important as focussing on the areas to improve.
There are many helpful tools out there but one I’ve found to be useful is the. Another key thing to remember here is that there is no one solution that fits all. You need to identify how each employee likes to receive feedback and act accordingly. Some people like to be praised in public and thrive in that kind of environment. Some individuals like to discuss in private. Hire This might be a cliche at this point, but it is in fact very crucial to hire the right people for your team. One question I always ask myself before hiring someone is how much impact will this person have in the long run.
But how do you define ‘right’ person? There are several things that you need to consider while hiring someone for your team. Are you looking to hire someone who is able to coach other members in the team? Do you already have a team of leaders who are excited by the opportunity to mentor new engineers and scale the team? Do you have a huge backlog and you are looking to hire someone to help deliver specific features in the near future? Are you looking for specialized skill that your current team does not have? These are just some scenarios I’ve been in.
There is no one type of hiring advice that works for everyone. You as a manager need to understand your team dynamics, short and long term goals and define the ideal candidate accordingly.
While it is important to look out in your network to find the right person, be sure to look for candidates within your organization. This of course depends on your company’s policy around changing teams internally, but if allowed, it can be a great form of hiring. This works great because they understand the product, tools and processes used within the organization and will have almost zero ramp-up time. Hiring best talent need not always be a one way approach. The other way is to build a brand for your team so that the candidates come to you. Do your best work and make sure that it gets the right visibility, put your team in the spotlight by showcasing your work and vision at local conferences, organization wide presentations etc. As a manager, you need to help create this brand for your team and attract the best engineers.
Culture Cultivator Another reason people stay in teams is the culture and dynamics they share with their co-workers. But what is culture? It could be as simple as the team going for a happy hour every Wednesday evening,an informal technical talk every week, lunch and learn sessions or a nerf war! These are things that will not just make work fun and provide learning opportunities but also create a sense of camaraderie and empathy among the team. As a manager, you should strive to be a culture cultivator. A team culture is not something that can just be built by one person. Typically there will be a few individuals in each team who will be responsible in creating a team culture either voluntarily or involuntarily.
You should pay close attention and should foster an environment where these individuals can strive and keep the culture going. You might be one of those individuals, but if you are not, you should facilitate these people.
In case you join a new team/company as a manager, it is very critical to get a pulse of a team, quickly become part of that culture and help take it forward instead of changing things or expecting them to do things just like your previous team. Sure, you can suggest new ideas based on your prior experiences but it is really up to the team to follow them or not. I’d like to conclude this by asking what am I missing here? How do these align with your priorities?
Please share your thoughts. I will continue to share what I learn going forward as well. I hope this will be useful for other managers or even individual contributors who would like to challenge their managers if they are not focussing on the right things.
Key responsibilities handled. Provide full lifecycle support to clients from initial client interaction and requirements analysis through design, coding, testing, debugging, implementation and integration. Provide ongoing application support and troubleshooting. Establish, build and manage relationships with corporate partners. Provide senior-level application development expertise to team responsible for rewriting and migrating platform to SQL and SharePoint 2007 /.NET.
Creating custom webpages housed within a SharePoint 2007 framework. Used object-oriented principles for class development to streamline efficiency and ensure a scalable and reusable architecture. Wrote documentation for new and legacy applications.
Vaibhav Khanna Email [email protected] Contact No.+91-. Career Objective- To work as an android developer in an organization where I can utilize my existing skills and knowledge and develop new skills to contribute in the accomplishment of organizational goals.
Career Summary-Currently engaged with JHG Solutions as an Android Developer. Strong Application development skills in Android. Good command over Android SDK and APIs. Highly skillful knowledge of Core Java.
Strong Software development skills in Core Java. Basic Knowledge of.NET, C#.
Personality Traits-Easy to be settled in each environment. Able to work with team and also individuals. Effective liaison with the customer. Able to work anywhere in the world. Key responsibilities Handled-Application testing and development and to deploy on Android Devices.
Android testing using Emulator and Android Device. More than 50 basic Apps developed in Android.
Integration and Software testing of GSM and WCDMA Cell Sites and Radio Networks. Integration of about 100 GSM and WCDMA Cell Sites. Responsibility of Hardware configuration and Software testing of the Equipments. Hands on experience of ERICSSON WCDMA, GSM and NOKIA GSM Equipments. Installation and commissioning of VBN Multiplexers. Technical Knowledge-ANDROID - JAVA, C#,.NET - Databases: - MySQL, SQLite, MS Access, ORACLE. Achievements-“XBN” developed in Java.
“ZOL” Game developed in Android. “PWS” Game developed in Android. Employers-Since May 2012 with ASD Infocom as Android Trainee Engineer. 2012 with ZIO Pvt.
As RAN Engineer - Since Jan.2008 to Apr. 2009 with AOP Systems Pvt. As I&C Engineer.
Academia-Bachelor of Engineering (B.E.) in Electronics and Communication Engineering from ZXV University - M.B.A. In Telecom Management from Annamalai University, Tamilnadu in 2010. Personal Details- Date of Birth: MM/DD/YYYY Nationality: Indian Languages known: English, Hindi.
Vaibhav Khanna Email [email protected] Contact No.+91-. Career Objective- To work as an android developer in an organization where I can utilize my existing skills and knowledge and develop new skills to contribute in the accomplishment of organizational goals. Career Summary-Currently engaged with JHG Solutions as an Android Developer. Strong Application development skills in Android. Good command over Android SDK and APIs. Highly skillful knowledge of Core Java.
Strong Software development skills in Core Java. Basic Knowledge of.NET, C#. Personality Traits-Easy to be settled in each environment. Able to work with team and also individuals. Effective liaison with the customer.
Able to work anywhere in the world. Key responsibilities Handled-Application testing and development and to deploy on Android Devices. Android testing using Emulator and Android Device.
More than 50 basic Apps developed in Android. Integration and Software testing of GSM and WCDMA Cell Sites and Radio Networks. Integration of about 100 GSM and WCDMA Cell Sites. Responsibility of Hardware configuration and Software testing of the Equipments.
Hands on experience of ERICSSON WCDMA, GSM and NOKIA GSM Equipments. Installation and commissioning of VBN Multiplexers. Technical Knowledge-ANDROID - JAVA, C#,.NET - Databases: - MySQL, SQLite, MS Access, ORACLE. Achievements-“XBN” developed in Java. “ZOL” Game developed in Android. “PWS” Game developed in Android.
Employer-Since May 2012 with ASD Infocom as Android Trainee Engineer. 2012 with ZIO Pvt.
As RAN Engineer - Since Jan.2008 to Apr. 2009 with AOP Systems Pvt. As I&C Engineer.
Academia-Bachelor of Engineering (B.E.) in Electronics and Communication Engineering from ZXV University - M.B.A. In Telecom Management from Annamalai University, Tamilnadu in 2010. Personal Details- Date of Birth: MM/DD/YYYY Nationality: Indian Languages known: English, Hindi.
Shrey Sinha Email [email protected] Contact no.+91-. Career Objective- To work in the most challenging position with an organization that provides ample opportunities to learn and to contribute for the growth of an organization. Career summary-6+ years of experience in embedded project development. Leading Software Project Development, Hardware development and Product development - Leading of project team members - Contribution in successful launch of 7 Mega products.
Embedded C and assembly language programming for 8 / 16 / 32 bit Micro-controllers. Key responsibilities handled-Leading Software Project Development & Management - Process improvement for Software Development Life cycle. Requirement analysis of project's requirement. Modular approach for software modules development. Software debugging, simulation and emulation.
Optimize coding to use minimum memory and maximum throughput of CPU. Unit testing, White box testing, Integration testing and Black box testing (system testing) - Improving quality of software without affecting features.
Technical documentation required for Software development cycle like Schedule, Requirement, FMEA, SDD, Test Plan, quality test plan, process documents and others as required. Product level validation of software.
Customer visit to get consumer requirements and feedback. Hardware module designing, developing and testing. Micro and Component selection and procurement as per requirement. PCB designing single & double layer using Through Hole and SMD components. Technical documentations of hardware designing, troubleshooting and quality test Personality Traits-Self Learner - Good communication skill. Punctual, Leadership Quality, - Managing resources, - Optimistic - Good team player.
Career Aspiration Statements
Achievements: - Received “STAR of the Month” for giving innovative idea for cost saving. Launch of 4 Mega projects FGH series Refrigerators. Received “WEO Award” for innovative idea generation and execution to reduce cost and improve quality with existing feature sets of hardware and software. Technical Knowledge-General Software- MS-Office (MS-Project Planning, MS-Word, MS-Excel, MS-Power Point) - Eclipse-Indigo editor for Software Development.
Programming Languages- Embedded C and assembly language programming for 8 / 16 / 32 bit Micro-controllers. C Programming language on Visual Studio (Windows) - Hands on experiense on MCS-51 family, Microchip, Renesas, ST, Cypress and ARM controllers. Software Testing – White box testing, Unit Testing,Black box testing Employer-From 2009 – Till Date working as Senior Software Engineer in SDF Technology. From 2006 - 2009 worked as Technical Lead (Hardware & Software Design and Development) in WEV Pvt. From 2004 - 2006 worked as Technical Head in YUI Developemnt.
Academia-PG Diploma in Embedded System Design. B.E in Electronics & Telecommunication with first class - Diploma in Electronics & communication with first class - H.S.C.(Science) from SIO College - S.S.C.(Science) with First class, from ZAU High School Personal Details- Date of Birth: MM/DD/YYYY Marital status: Married Nationality: Indian.
Joy XXXXXXXX Phone: 9xxxxx E-mail: [email protected] OBJECTIVE: -To have a challenging career in software design and development.
As you plan your career path, think beyond job titles and consider activities that can make your work life not only more lucrative, but also more enjoyable, as well. In some instances, you’ll want to move upward, while other times, you might be interested in a horizontal move. Include improving your skills and adding new experiences as part of your career aspirations. Dreams of Management For many people, a move from a staff worker to a job in management is a major career aspiration. Moving into management allows you to be more creative, take on more responsibility, improve your self-esteem and earn more money.
Network with people who hold management jobs you want, learn how they earned their positions, and take steps to prepare yourself for the climb up the ladder. Your upward move might include a position as a coordinator, then as a manager, before moving up to the executive level. Certification Goals Some professions offer people the opportunity to earn status, recognition, increased responsibility and more pay through certification.
For example, virtually anyone can teach tennis, but a certified tennis coach has proved he has undertaken specific training and has made a commitment to a career in coaching. Management consultants using the Lean Six Sigma method can earn designation as a black belt or master belt black, opening more doors for them. Fitness instructors have a wide variety of certification options.
Earning certification might take years and cost you thousands of dollars. Create a certification plan, using your vacation days, savings or employer support to become certified. Being Your Own Boss For many people, the chance to own a business is the ultimate career aspiration. A business owner controls all aspects of her company and doesn’t have to deal with the frustration of working for superiors who don’t share her vision. Owning your own business comes with more freedom, but often ends up resulting in more stress and hours of work. Aspiring to be a small business owner should be based on a variety of personality factors more than just the financial rewards.
Becoming a Consultant Some people enjoy the challenge of building and fixing things, rather than maintaining them. Becoming an expert in a particular field lets you offer your skills as a consultant.
Career Aspirations Examples For It
Depending on your area of expertise, you can help companies improve their financial management, human resources activities, information technology systems, marketing, production processes or sales. A career as a consultant gives you the choice to become a small business owner or to work for a consulting company, which lets you focus on your work, rather than running a business. About the Author Sam Ashe-Edmunds has been writing and lecturing for decades. He has worked in the corporate and nonprofit arenas as a C-Suite executive, serving on several nonprofit boards. He is an internationally traveled sport science writer and lecturer. He has been published in print publications such as Entrepreneur, Tennis, SI for Kids, Chicago Tribune, Sacramento Bee, and on websites such Smart-Healthy-Living.net, SmartyCents and Youthletic.
Project Manager Career Aspirations Examples
Edmunds has a bachelor's degree in journalism.
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