Abstract
Planned investment has become indispensable for strengthening the management in IT companies. In this chapter, the authors present three innovative methods in a cycle of causes and effects, where the second method is effect of the first and the third is cause of the first and effect of the second method. The first method aims to motivate the human resources with organizational learning and the growth in the professional career. The second method aims to measure the performance, the productivity, the organizational learning, and the growth in the professional career. The third method aims to estimate the anticipation of the costs for the construction of the software project and analysis of planned investment for the better decision making. This motivator scenario, with effect of anticipative and strengthening that aligns methods in a cycle of causes and effects, enabling the analysis of planned investment for the better decision making in the IT companies, provides the government, generates revenue, moves the economy, and generates more wealth for Brazil.
TopBackground
This chapter aims to present three essential innovative methods for strengthening of information management in the information technology companies, among them the most important is the professional career plan linked to the quality of the software development process in the IT companies, in the following, the metrics the career plan and then the financial statement of the software project.
The three innovative methods are aligned in a cycle of causes and effects that enable the analysis of planned investment for better decision making in the IT companies, as shown the Figure 1.
Figure 1. Cycle of causes and effects of the innovative methods planned investment
Contextualising the Figure 1, the second method is effect of the first method and the third method is cause of the first method and effect of the second method, enabling the analysis of planned investment in the IT companies.
According to Soares, Zaidan and Jamil (2013), the professional career plan is an interactive dynamic and productive of learning and growth, incremental, in the professional career and aims to motivate the human resources with organizational learning and the growth in the professional career, besides to meeting the needs and expectations of the company and the customer with the continuous improvement in the construction of the contracted service.
The the same authors (2014), the metrics of the professional career plan were defined in a PDCA cycle with based on the percentage of execution of each task. The objective is to measure the performance and the productivity of human resources, how much construction of the contracted service, organizational learning and the growth in the professional career.
For Soares, Zaidan (2016), the financial statement of the software project was defined based on the metrics of the professional career plan, in order to anticipate the factors that threaten the achievement of the expected results, as well as reduce costs and maximize profits.
The authors claim that this method aims to estimate, with antecedence, the cost required to build the software development project and analysis of planned investment for better decision making in the IT companies.
For Costa (2007), the performance evaluation compares the perception between the immediates superiores, subordinate, customers, suppliers and the perception of the occupant of the position has of himself. The main objectives of the Performance Evaluation System are: provide a feedbak objective and careful; identify skills; improve the communication between the people; obtain relevant information for the promotion of employees; cause changes in the culture of the company; search of the continuous improvement.
According Amboni, Andrade (2009), Taylor said there should be planning and apply scientific methods in the development of the work, making them more experienced in what they do and realizing faster and more efficient the production.
In consonance with Ching (2014), the capacity of company to innovate, learn and improve is aligned with maximizing its value.
According to Campos (2004), the strategic business management is a way to add new elements of reflection and action continuous and systematic, in order to evaluate the situation, develop projects of strategic change and also monitor and manage the steps of Implementation.
This chapter has the following approaches to explain the three methods: in the first section, is presented the method that allows motivate human resources with organizational learning and growth in the professional career, in addition to meeting the needs and expectations of the company and of the customer with the continuous improvement in the construction of the contracted service.
Key Terms in this Chapter
Chronology: The study of the time and its divisions, with the objective of distinguish the order of occurrence of events.
Knowledge Management: Managerial definitions oriented to deal with organizational knowledge, approaching its production, sharing, valuation, storing, and processing for final applications.
Pillars: They are companies and financial institutions participating in the consortium of nominative planned actions in the financial market.
Information Technology: Systems, software, devices, and its associated management tools, which offer technological services for numberless organizational applications.
Organizational learning: Interactive dynamics to acquire knowledge.
Process: A definition of a complete task that can be managed in parts or in its whole conception, including the relationship of its internal phases.
Deadline: The deadline of purchase and sale of actions in the financial market, through of the consortium of nominative planned actions.
Function Point (FP): Technique for the measurement of the project of software development.
Planned Investment: It is the process of planned investment that allows to align the methods in building of the association between IT organizations and the financial market.
Consortium: An association of two or more individuals, companies, organizations, or governments with the objective of participate in a common activity or of resource sharing to achieve a common goal.
Motivation: Impulse that makes with that the human resources act to achieve their goals.
Companies Plaintiffs: The companies that hire the services of information technology.
Financial Statement: Document that representing the financial statement of the company, through financial indicators.
Balanced Scorecard: Methodology of performance management focused on the dimension of the learning and growth.
PDCA: Iterative method of management in four steps, plan, do, check, and act, used for the control and continuous improvement of the processes and products.