Differences

This shows you the differences between two versions of the page.

--- what_kind_of_responsibilities_does_a_development_manager_have [2018/04/04 05:46] – hpsamios
+++ what_kind_of_responsibilities_does_a_development_manager_have [2020/06/02 14:22] (current) – external edit 127.0.0.1
@@ Line 3: / Line 3: @@
 There are a number of variations that organizations can set up when thinking about the role of the Development Manager. The absolute basics are related to the development of people and their role in the success of teams:
-  * Help people develop their career.
+  * Develop a "skills" runway based on upcoming work
-  * Help people develop their skills.
+      * Up-skill people based on upcoming work
-  * Mentor people (both directly toward the role, and indirectly with regard to life).
+      * If unable to up-skill, then work a recruiting plan (hire, contract)
-  * Help the organization attract and retain valuable people.
+      * Based on overall strategic staffing model
-  * Help organization develop high performance teams.
+  * Develop succession plan to ensure continuity of value delivery
-  * Work with HR to establish fair, open, and simple (from the employee’s perspective) policies.
+  * Work issues as a result of corporate initiatives (eg transfer work from one site to another, improve reporting structure, etc)
-  * Help identify opportunities for people in the organization to increase their contribution.
+  * Help people develop their career
-  * Evaluate performance of the individual, helping to identify and work items that contribute to participation in a high performing team (per organizational mandates).
+  * Help people develop their skills
-  * Serve as an agile coach and advisor to teams.
+  * Mentor people (both directly toward the role, and indirectly with regard to life)
-  * Provide enough space for teams and people to learn.
+  * Help the organization attract and retain valuable people
+  * Help organization develop high performance teams
+  * Work with HR to establish fair, open, and simple (from the employee’s perspective) policies
+  * Help identify opportunities for people in the organization to increase their contribution
+  * Evaluate performance of the individual, helping to identify and work items that contribute to participation in a high performing team (per organizational mandates)
+  * Serve as an agile coach and advisor to teams
+  * Provide enough space for teams and people to learn
 Development Manager needs to treat her people like they are “volunteers” where the driving assumption is that if we don’t create the right environment for them, they will leave. For knowledge workers if they are not happy, this will happen mentally if not physically. In many ways the attitude we are looking for a Development Manager is we want her to see her people as a "volunteer army". We need to treat our people as if the only reason they are working for us is because they volunteer their services. This helps create the right atmosphere.
@@ Line 30: / Line 36: @@
   * Help establish core values and principles (eg quality, shift left, etc).
   * Work with and support Communities of Practices to ensure discipline specific improvements of you people.
+{{tag>FAQ organization managers structure people executive developmentmanager}}
-{{tag>FAQ organization managers structure people executive}}