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Introduction Of People Metrics in Software Engineering

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The concept of people metrics originated in the area of HR management. It provides a quantifiable measure of people’s activity. These metrics are helpful to provide evidence of performance against things like objectives and goals. People’s metrics have become important for Balanced Scorecards and other performance measurement systems. The reason is thanks to the necessity for effective management over human resource capital; i.e. the proper utilization of the intellectual capital that helps in the derivation of value. And to make matters more urgent, senior management sometimes fails to utilize the actual value of the human resources within an organization. It is very common to see a little emphasis on the management of people within a balanced scorecard. Thus, it becomes very important to explain or we can say demonstrate the value of people capital to executable management. People’s metrics can provide evidence of performance against objectives and goals.

People metrics in software engineering refer to the measurement and tracking of various aspects of a software development team’s performance and behavior. These metrics can include data on team member productivity, code quality, team morale, and employee turnover rate. The goal of using people metrics is to gain insights into the team’s performance and identify areas for improvement. This can help managers make data-driven decisions to improve the overall performance of the team and the software development process.

Following given some examples of people metrics which may include:

  • Calculation of average to fill a new position.
  • New hire failure factor.
  • Headcount by gender.

This also assists HR to talk the language of the chief team. By measuring people management activities, the worth of business outcomes is often translated into quantifiable evidence and presented in a language that resonates with business leaders.

Categories of People Metrics: 

The major categories of People Metrics are depicted in the following figure:

1. Staffing Metrics: Staffing metrics are a type of people metric that focuses on the size and composition of a software development team. These metrics can include information such as the number of team members, the number of team leads, and the number of contractors or external resources. Staffing metrics can also include data on the team’s skill mix, such as the percentage of team members with specific technical skills or certifications. This information can be used to assess the team’s overall capacity and identify any potential staffing gaps or imbalances. Additionally, data on team member turnover rate can be used to understand and manage employee retention.

This type of metric quantifies the return on investment in your employees. These measures include quantities such as :

  • Cost per Time
  • Recruiting Efficiency Ratio
  • Cost to Replace an Employee

2. Retention Metrics: Retention metrics are a type of people metric that focuses on the rate at which employees are leaving a software development team. These metrics can include information such as the number of team members who have left the team in a given time period, the percentage of the team that has left, and the length of time that team members typically stay on the team. Retention metrics can also include data on the reasons why team members are leaving, such as a lack of career advancement opportunities or poor management.

Retention metrics are important because high turnover rates can be costly and disruptive to a team’s performance. High turnover can lead to a loss of institutional knowledge, a decrease in team morale, and an increase in recruitment and training costs. By understanding the reasons behind employee turnover, managers can take steps to address the underlying issues and improve retention.

It often measures important aspects of turnover. Management often wishes to quantify such variables:

  • Turnover Rate
  • Average Tenure
  • The Rate of Veteran Workers
  • The Financial Impact of Employee Turnover

Results often indicate what proportion each separating employee is costing the corporate and help the corporate create proactive plans to stop the loss of top talent.

3. Training and Development Metrics: Training and development metrics are a type of people metric that focuses on the education and skill development of a software development team. These metrics can include information such as the number of training hours provided to team members, the number of team members who have completed specific training programs, and the percentage of the team that holds certain certifications or qualifications. Training and development metrics can also include data on the effectiveness of training programs, such as changes in team member performance or productivity after training.

Training and development metrics are important because they can help managers understand the skill level of their team members and identify areas where additional training may be needed. By investing in the education and development of team members, managers can help ensure that the team has the necessary skills and knowledge to meet the demands of the project or organization. Additionally, training and development can help improve employee engagement and motivation, which in turn can help increase retention.

It quantifies the learning processes of new employees. These measures include activities such as:

  • Orientation
  • Training Process Time and Costs
  • The time and cost of on-the-job learning

Results often demonstrate the success of professional development processes and how much they help the organization to achieve its business goals.

4. Recruiting Metrics: Recruiting metrics are a type of people metric that focuses on the effectiveness of the recruiting process for a software development team. These metrics can include information such as the number of job postings, the number of resumes received, the number of interviews conducted, the number of job offers extended, and the number of hires made. Recruiting metrics can also include data on the time it takes to fill open positions, the cost of recruiting per hire, the source of the hires, and the diversity of the new hires.

Recruiting metrics are important because they can help managers understand the efficiency and effectiveness of their recruiting efforts. By tracking these metrics, managers can identify areas where the recruiting process could be improved and make adjustments as necessary. Additionally, recruiting metrics can be used to assess the diversity and inclusiveness of the hiring process and identify any potential biases. Having a diverse and inclusive team can help to reduce biases and help to produce better results.

It measures activities involved in the stages of attracting and selecting top talent. Decision-makers frequently want to quantify variables such as :

  • New Hire Performance
  • Turnover Rates of New Hires
  • Impact of a Poor Hire
  • Return on Investment in a New Hire

One Thing is Common Through, we need to collect consistent information on our resources, use metrics that enable decision-making and ensure that talent management strategy remains relevant to overall business strategy and contributes actively to business growth. We need to choose the metrics that help the management to make quick and sound business decisions that are based on facts rather than feelings.

People metrics in software engineering refer to the quantitative and qualitative measures of the performance, productivity, and satisfaction of the people involved in the software development process, including developers, testers, project managers, and other stakeholders. People metrics are used to assess the efficiency and effectiveness of the software development process and identify areas for improvement.

People metrics can be divided into two main categories: objective metrics and subjective metrics.

Objective metrics are quantitative measures of the performance and productivity of individuals and teams in the software development process. Examples of objective metrics include:

  1. Lines of code (LOC): A measure of the size of the software system in terms of the number of lines of code written.
  2. Function points (FP): A measure of the functionality of the software system in terms of the number of inputs, outputs, inquiries, and files processed.
  3. Defect density: A measure of the quality of the software system in terms of the number of defects per unit of code.
  4. Cycle time: A measure of the time it takes to complete a specific task or activity in the software development process, such as coding, testing, or deployment.
  5. Effort: A measure of the resources, such as time, money, and people, required to complete a specific task or activity in the software development process.
  6. Subjective metrics are qualitative measures of the satisfaction and engagement of individuals and teams in the software development process. Examples of subjective metrics include:
  7. Job satisfaction: A measure of the level of satisfaction and motivation of individuals and teams in their work in the software development process.
  8. Team cohesion: A measure of the level of collaboration, communication, and trust among team members in the software development process.
  9. Communication effectiveness: A measure of the effectiveness and clarity of communication among team members in the software development process.
  10. Learning and development: A measure of the opportunities for learning, growth, and development of individuals and teams in the software development process.

People metrics can help software development organizations improve their performance, productivity, and quality by providing insights into the strengths and weaknesses of their processes, teams, and individuals. However, it is essential to use people metrics in a balanced and ethical way, avoiding harmful practices such as excessive monitoring, micromanagement, or exploitation of employees.



Last Updated : 24 Apr, 2023
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