Top things in managing an IT department - Part 6

After a bit of a lay off due to work pressures I can continue with this series.
The next 6 things are numbers 31-36 and again they are not necessarily in any order of importance. This is part of a series of postings and at the moment will end at 39 unless I think of some more or I get some feedback for things that I have missed so as always please let me know your thoughts.



31. Review alternative methods of working (or else somebody else will)
Outsourcing, co-sourcing and other methods of working are out there, always in the press and the board will read the articles and ask if one of them could save them money. It can be effective for a number of reasons and in some cases not at all suitable. This can change year on year as different business change comes into play. The key thing here is not to ignore it but to review and be in a position to recommend a change or to show why it is not suitable at this stage. I would look at this on a regular basis.

32. Know your support capabilities
It is extremely important to know what your support capabilities are and failure in this area will catch you out at the worst possible time. Make sure you know what you need to support in terms of system and Infrastructure, to what level and over what periods. Then assess your existing capabilities and identify the gaps. Fill the gaps as soon as possible whether that’s internally or using a third party to extend your own capabilities. You will sleep better.

33. Manage the minefield of software licensing
Don’t get into trouble over illegal licences. It is theft after all. Ensure you know what software you are using. Consider a software discover solution. Lock down PC's so people can't install software without approval. Have a policy that the staff are signed up to so it is a disciplinary offence to install software without authority. Record your licences/ invoices so you can prove ownership. Get somebody trained to understand licensing as some suppliers make it complicated and you can find yourself in an illegal situation without realising it.

34. Recruitment plan with structured interviews
When recruiting create a plan. The plan should contains such things as Creating the Job specification and personal specification, Defining the recruitment process (how and who), Considering filter or pre screening of candidates, the interview process (stages/ interviewers/ structured questions etc), Testing (consider technical tests and/or psychometric testing), Background and reference checking, Offer process. This should then lead into an induction programme for the new recruit.

35. Retain your staff
It’s a bit like customers. It’s cheaper to keep your existing staff than recruit new ones. You don’t just have to pay them massive amounts of cash but you do need to treat them well. Some key things to consider are frequent communication (people like to know what is going on), Regular Appraisal (Listen and give feedback on performance), Training (give people the skills and keep them up-to-date), Working environment (make it a great place to work), Fun (bring some fun into work with sports and social type activities), Rewards and Recognition (not necessarily expensive but recognising achievement or going that extra mile is worth a lot to the individual)

36. Audit
Auditing gives the opportunity to check that things are being done as expected. Consider an external audit but if not you could do it internally. Obviously not as good as it is hard to be objective when you are amongst it. Create an Audit plan starting with the scope and objectives. Who is going to do it, what are they going to look at and how. Something’s to consider auditing are the DR plan and tests, Backups, Change control process, Any of your documented processes, SLA compliance and process etc.