MASTERING SHAKEDOWN THROUGH THE USER – THE NEED FOR USER-GENERATED SERVICES IN TECHNO CHANGE

Turning IT -investments into organizational benefits is one of the key research objectives for infor-mation systems. There is a significant body of knowledge dealing with research on system develop-ment and management approaches. However, by leveraging crowd mechanisms, we believe that from a service systems perspective, after the rollout (also called shakedown phase) organizations still re-quire active involvement by end-users in order to create IT-impacts and ultimately enhance organiza-tional performance. We follow a design science research approach and suggest integrating user-generated services into an existing service system. Our artifact will hence consist of design require-ments and design principles, which we will validate in our future work through two hermeneutic cir-cles, in which users are given the means to identify existing problems and create their own fitting solu-tions. The focus of this research-in-progress paper lies on identifying design requirements that ad-dress the challenge of motivating users to create and use user-generated services. Our first step of developing design requirements and preliminary results are based on a brief literature review to iden-tify existing motivational factors and incentives from the software implementation literature, which is the basis for our design requirement for user-generated services. Our theoretical contribution lies both in showing the potential of user-generated services for the shake-down phase for techno change projects and providing a first tentative motivational design requirement for a service system that ena-bles user-generated service in the context of the shakedown phase

The Effective Use of Competencies In the Irish Civil Service

This research explores the development of competency-based human resource management (HRM) in the Irish civil service. It builds on the research outlined in three previous CPMR discussion papers, on key HRM challenges facing the Irish public service, flexible working in the public service and the development of personnel management in the civil service. The paper begins by exploring some of the concepts of competency-based approaches to HRM. Three issues outstanding in the literature are identified: · whether competencies should be understood as behavioural traits or personal dispositions, or whether they should relate to a specific body of knowledge and skills required to do a job effectively · whether competencies should refer to a minimum standard required or to the characteristics of proficient or excellent performance · how broad or narrow competency statements should be, the danger being that if too broad they can be difficult to apply to specific situations, but if broken down into too many criteria they can become atomised or result in unmanageable lists. Current thinking is explored on the potential of competency-based management (CBM) to enable organisations respond to the challenges presented by globalisation,increased competition and constant change. It is suggested that CBM can enable organisations to build internal capacity to respond to such changes by identifying,building and leveraging new competencies, empowering individuals within organisations and encouraging innovation. Changing perspectives on HRM are explored as is the shift towards ‘soft’ approaches aimed at unleashing the potential that each individual can bring to the organisation. In addition, the review examines the role of competencies in the development of integrated HRM. In the same section of the report, current thinking on approaches to developing competency profiles and identifying competencies is discussed, in order to develop a framework for the effective use of competencies which can inform employee development and employee resourcing activities. The research then explores the development of competency-based HRM in the Irish civil service. Recruitment and selection is the area where most development in this regard has taken place. Currently, competencies are used as the basis for all aspects of recruitment to most civil service positions and to several local government and specialist positions. Competencies are also used in open competitions for promotion and for some internal promotions. The findings suggest that, in general, the approach has been well accepted by those who have been involved in the process to date, either as interviewers or interviewees. The perceived benefits of the approach include the provision of a holistic view of the person and a greater focus on the fit between what the person can do and the requirements of a job, and greater transparency, fairness and objectivity in the process. Nonetheless, it is also suggested that the process could be improved, particularly in relation to improving its predictive reliability. The research also outlines competency frameworks developed in three departments. The focus is on how these systems were promoted within departments, the range of competencies identified within frameworks and the process of using competencies. Also included in the review of competency-based HRM is the development of the Performance Management and Development System (PMDS), which was launched by the Taoiseach in May 2000. In the light of the development of an integrated competency-based approach to HRM, as outlined in Chapter Two of this paper and in the Programme for Prosperity and Fairness (PPF), a comparison is undertaken of the competencies found in the PMDS and those found in other competency frameworks used in the civil service. This comparative review highlights the similarities that exist between the various competency frameworks. Integration of the frameworks is possible, but integration should allow departments the flexibility to tailor generic competencies towards the business that they do. Achieving a balance between developing competencies that are relevant to those using them, and competencies that are sufficiently generic to preserve the civil service as a unified system in HR terms, is identified in the research as a particular challenge for managers. The research also explores current thinking and current trends in the development of competencies in other public administrations, with a view to informing thinking on how CBM might be developed further in the Irish civil service. The critical success factors in the development of approaches to CBM highlighted on the basis of international experience to date relate to: · leadership and top-level commitment to the process and employee participation in the development of frameworks · effective communication at all levels in the development of profiles and regular feedback to individuals on their performance · clear links between competencies, business plans and organisational objectives, and clarity about roles, work responsibilities and standards of behaviour required of employees · clarity about the roles of managers and employees in the CBM approach · an emphasis on training and developing people, rewarding good performance and dealing with underperformance · integration of competencies and CBM into HR strategies · monitoring and evaluation of the effectiveness of the approach and its implementation and integration

DEVELOPING AND EVALUATING A WEB-BASED EMERGENCY MANAGEMENT SPATIAL DECISION SUPPORT SYSTEM

This dissertation proposes and evaluates a consolidated design methodology for web-based emergency management decision support systems (WEM-DSSs). The development of the proposed methodology draws upon a literature review which crosslinks substantive topics related to evolving theoretical paradigms in disaster research and the role of information systems within organizations, and competing approaches to the development of GIS and participatory decision support systems. As a conclusion of the literature review, it was suggested that a good software development methodology should be balanced between agility and discipline. Due to the nature of this research, a mixture of Extreme Programming and Capability Maturity Integration approaches with an emphasis on agility is proposed. Then the design of the proposed methodology is refined and tested through a case study that seeks to develop a WEM-DSS for the emergency managers working in Oklahoma. The methodology's effectiveness is mainly evaluated by investigator's ability to follow proposed methodological tasks, ability to involve sufficient user input and ability to follow proposed timeline.The findings of this research enhance our understanding of delivering geographic information to users, and drawing user input from emergency management communities. From a systems development point of view, this study shows that XP and CMMI are in fact compatible with each other. From an empirical viewpoint, the study shows a complete process of following a methodology that is implemented for developing a WEMDSS. Finally, this research delivers a technical product that is built upon user input. This product employs ArcGIS Silverlight API, Microsoft Silverlight and service oriented architectures

Maximising the impact of careers services on career management skills: a review of the literature

The review identified an international body of work on the development and implementation of competency frameworks in reaction to CMS, including the ‘Blueprint’ frameworks, which are a series of inter-related national approaches to career management skills (originating in the USA and taken up subsequently, and with different emphases, by Canada, Australia, England and Scotland). There is, as yet, little empirical evidence to support the overall efficacy of CMS frameworks, but they have the advantage of setting out what needs to be learned (usually as a clear and identifiable list of skills, attributes and attitudes) and, often, how this learning is intended to happen. The international literature emphasised the iterative nature and mixture of formal and informal learning and life experiences that people needed to develop CMS. It suggested that, though there was no single intervention or group of interventions that appeared most effective in increasing CMS, there were five underpinning components of career guidance interventions that substantially increased effectiveness, particularly when combined. These included the use of narrative/writing approaches; the importance of providing a ‘safe’ environment; the quality of the adviser-client relationship; the need for flexibility in approach; the provision of specialist information and support; and clarity on the purpose and aims of action planning. The review also identified a possible emergent hierarchy around the efficacy of different modes of delivery of career guidance interventions on CMS development. Interventions involving practitioner contact and structured groups appeared more effective than self-directed interventions or unstructured groups. Computer-based interventions were found to work better when practitioner input was provided during the intervention or when they were followed up by a structured workshop session to discuss and review the results.Skills Funding Agenc

Too little but not too late: Results of a literature review to improve routine immunization programs in developing countries

<p>Abstract</p> <p>Background</p> <p>Globally, immunization services have been the center of renewed interest with increased funding to improve services, acceleration of the introduction of new vaccines, and the development of a health systems approach to improve vaccine delivery. Much of the credit for the increased attention is due to the work of the GAVI Alliance and to new funding streams. If routine immunization programs are to take full advantage of the newly available resources, managers need to understand the range of proven strategies and approaches to deliver vaccines to reduce the incidence of diseases. In this paper, we present strategies that may be used at the sub-national level to improve routine immunization programs.</p> <p>Methods</p> <p>We conducted a systematic review of studies and projects reported in the published and gray literature. Each paper that met our inclusion criteria was rated based on methodological rigor and data were systematically abstracted. Routine-immunization – specific papers with a methodological rigor rating of greater than 60% and with conclusive results were reported.</p> <p>Results</p> <p>Greater than 11,000 papers were identified, of which 60 met our inclusion criteria and 25 papers were reported. Papers were grouped into four strategy approaches: bringing immunizations closer to communities (n = 11), using information dissemination to increase demand for vaccination (n = 3), changing practices in fixed sites (n = 4), and using innovative management practices (n = 7).</p> <p>Conclusion</p> <p>Immunization programs are at a historical crossroads in terms of developing new funding streams, introducing new vaccines, and responding to the global interest in the health systems approach to improving immunization delivery. However, to complement this, actual service delivery needs to be strengthened and program managers must be aware of proven strategies. Much was learned from the 25 papers, such as the use of non-health workers to provide numerous services at the community level. However it was startling to see how few papers were identified and in particular how few were of strong scientific quality. Further well-designed and well-conducted scientific research is warranted. Proposed areas of additional research include integration of additional services with immunization delivery, collaboration of immunization programs with new partners, best approaches to new vaccine introduction, and how to improve service delivery.</p