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Development Roles Graphic 1313 Responses
Last post: 11 months, 2 weeks ago | Thread started: Jun 4, 12, 10:46 a.m.
- voiceof
I have decided to help our new HR person in understanding the differences in all the roles that go into creating screen based media.
In her mind everything thing is just "IT." I was hoping there were a few illustrations that show all the roles (IA, UX, Designer, Front End Dev, Back End Dev etc...) and where they lie in the process, UI, Front End, Back End somewhere in the blur between.
I know roles vary depending on industry and I want to be as comprehensive as possible so any examples would be really helpful.
- Jun 4, 12, 10:46 a.m. – Permalink
- cannonball1978
Fire her.
- Dog-earJun 4, 12, 10:52 a.m. – Permalink
- vaxorcist
I'd respond with a graphic, but for 2 reasons:
1. I haven't found a good one
2. HR people tend to read, or talk, rather than carefully look at diagrams... a few carefully worded anecdotes may make things clear for her...i.e. I know a guy at AGENCY XYZ who got hired as a back end database and security developer but his company wanted him to do lots of User Interface, and it ended up looking like DOS from 1982
- Dog-earJun 4, 12, 2:06 p.m. – Permalink
- d_rek
Is she going to be responsible for screening new hires / recruits or just filling out paperwork and sending out company-wide emails about changes to your benefits packages?
If the former, she should be forwarding new prospects to necessary department heads for review before signing off on a hire.
If the latter, what the fuck does she care?
- Dog-earJun 4, 12, 2:09 p.m. – Permalink
- voiceof
@d_rek
She will do a lot of screening of the resumes that come in and passing on the "promising" ones on to us.I get all the resumes sent to me as well, so I will be able to catch the ones she misses. But, I'd like to know I don't have to worry about checking them all.
"if the latter..." She also will double as sort of an office manager so it helps her to anticipate what people will need ahead of time.
- Dog-earJun 4, 12, 7:24 p.m. – Permalink
- randommail
Don't.
She's in HR. Who cares. You have work to do. Do it and then go home.- Dog-earJun 5, 12, 4:04 a.m. – Permalink
- randommail
By the time she finally understands everything you'd like her to, you'll be moving on to a new company.
- Dog-earJun 5, 12, 4:07 a.m. – Permalink
- vaxorcist
she's new, and she's in HR... so give her the benefit of the newbie...
I suggest having her give you all resumes, then she screens someout and makes some as promising with notes as to why..... you screen some out and make some as promising with notes as to why, then you compare notes and have an interesting conversation... if she leans quick, this could be good for the company, and you might get some insight into HR department mindsets that could benefit you in future job hunts....
- Dog-earJun 5, 12, 8:56 a.m. – Permalink
- voiceof
@vaxorcist - This is sort of what we are doing. I think it would be beneficial to her so see the whole project lifecycle and the roles involved (whether or not we have them) for future hires and contract work. It will be a little extra work for me now but I believe it will pay off in efficiency later. We do a lot of gov't contract work so it this will be a regular occurrence .
@randommail - I have a stake in the companies success so everyone doing there job as best as possible benefits me.
- Dog-earJun 5, 12, 10:17 a.m. – Permalink
- animatedgif
Get her fired, sounds like a moron that shouldn't have been hired in the first place.
It's not fucking rocket science. If she can't be bothered to put the minimum of effort into her job to even understand how the company works then get rid.
- Dog-earJun 6, 12, 2:26 a.m. – Permalink
