Thesis (MBA)--Stellenbosch University, 2008. / ENGLISH ABSTRACT: The purpose of the study was to identify an effective and appropriate framework or
process for evaluation of software developers. Critical review of existing literature on the
subject revealed that there are various factors that influence the evaluation of software
developers for employment including the impact of the skills shortage; changes in the way
software developers evaluate employers; and a fresh look at expanding the resource pool
where software developers can be found.
In addition to the literature review opinions of 11 purposively selected participants in the
Westem Cape, which deal with this issue on a daily basis were obtained. For the research
an interpretivist philosophy shaped the approach to a research strategy of grounded theory
and data collection that was based on semi-structured interviews without pre-conceived
theories, which gave the research its inductive and qualitative character.
The research results presented findings that covered the following applicable areas:
recruitment policies; minimum criteria that software developer candidates must meet; skill
levels; desired characteristics; market related critical success factors; resource channels;
evaluation processes and techniques in practise.
In keeping with the approach to grounded theory research three major categories were
identified namely: finding suitable software developers; the profile of a suitable software
developer; and lastly, the approach to evaluate candidates. Analysis of the relationship
between these categories and associated sub-categories led to the following conclusions:
• in order to effectively assess a software developer's technical skill, it is
necessary to administer a practical test or assignment;
• formal and recognised tests of behavioural characteristics are not essential to
form an accurate assessment of a candidate's character, but is advisable;
• recruitment agencies may well be most effective as a source of candidates but
cannot be regarded as the most effective channel to find suitable candidates.
Herein lies a comparison of quantity versus quality. / AFRIKAANSE OPSOMMING: Die doel van die studie was om 'n effektiewe en gepaste raamwerk of proses te
identifiseer vir die evaluasie van sagteware programmeerders. 'n Kritiese oorsig van
bestaande literatuur op die onderwerp het laat blyk dat verskeie faktore 'n invloed het op
die evaluasie van programmeerders met die oog op indiensstelling. Hierdie faktare sluit in
die impak van die huidige vaardigheids tekort; verandering in die wyse waarop
programmeerders potentiële werkgewers evalueer; en vernuwe denke met betrekking tot
bronne waar sagteware programmeerders gevind kan word.
Tot aanvulling van die literatuur is opinies op die onderwerp van 11 doel-geselekteerde
verteenwoordigers van organisasies in die Wes-Kaap ingewin. 'n Navorsing strategie van
'gegronde teorie' and data insameling by wyse van semi-gestruktureerde onderhoude is
gevolg. Versigtigheid om nie vooropgestelde idees en teorieë te laat geld nie het aan die
navorsing 'n induktiewe en kwalitatiewe karakter gegee.
Die bevindinge het die volgende toepaslike areas gedek: werwings beleid ; minimum
kriteria waaraan programmerings-kandidate moet voldoen; vaardigheidsvlakke; verlangde
karakter eienskappe; mark-verwante kritiese sukses faktore; werwings bronne; evaluasie
prosesse en tegnieke.
Onder leiding van die benadering tot gegronde teorie is die volgende drie hoof kategorieë
geïdentifiseer: die vind van gepaste programmeerders; die protfel van 'n gepaste
programmeerder en laastens, die benadering tot evaluasie van kandidate. Analise van die
verwantskappe tussen hierdie, sowel as sub-kategorieë het tot die volgende slotsom gelei:
• die afneming van 'n praktiese toets of taak is noodsaaklik vir effektiewe
evaluasie van 'n programmeerder se tegniese vaardigheid;
• formele en erkende toetse van gedrags eienskappe is nie noodsaaklik nie, maar
wel aanbevole, om 'n akkurate beeld van 'n kandidaat se karakter te vorm;
• werwings-agentskappe mag 'n effektiewe bron van kandidate wees, maar kan
nie beskou word as die mees effektiewe bron van gepaste kandidate nie. 'n
Vergelyking tussen kwaliteit en kwantiteit is hier ter sprake.
| Identifer | oai:union.ndltd.org:netd.ac.za/oai:union.ndltd.org:sun/oai:scholar.sun.ac.za:10019.1/18147 |
| Date | 12 1900 |
| Creators | Wilken, Jakobus Johannes |
| Contributors | Butler, Martin, Stellenbosch University. Faculty of Economic and Management Sciences. Graduate School of Business. |
| Publisher | Stellenbosch : Stellenbosch University |
| Source Sets | South African National ETD Portal |
| Language | en_ZA |
| Detected Language | Unknown |
| Type | Thesis |
| Rights | Stellenbosch University |
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