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Measuresoft Development

5.3 Team

As mentioned earlier the team put together to deliver the eBusiness project was entirely internally staffed. One of the issues the company faced at the time of implementation was the very tight IT labour market. This was a direct overhang from the dot.com boom. It meant that Fergal Cassidy, the Managing Director, took on the project management of the project. In addition, a developer was hired to work on the implementation too. Finally, one of the support engineers devoted a significant amount of time to working on some of the deployment issues.

5.4 Timelines

The implementation occurred between October 2000 and October 2001. Fergal admitted to some slippages from the original plan. This was the result of the steep learning curve faced by the new hire and some product instability.

At this point in time the licensing and support components of the project have been fully delivered. However, the document and project management have only been partially delivered at this point in time.

5.5 Budget

The costs broke down as follows:
  • Labour 60%
  • Training 20%
  • Hardware & software 20%

Fergal underlined that companies facing a similar implementation should be aware that the capital impact on the balance sheet is always minimal. The real impact will be felt in additional operational costs due to the large proportion of labour cost. There is a tendency for companies to underestimate the labour costs attached to this kind of implementation.

5.6 eBusiness Project Benefits

The solution provide Measuresoft and its clients the following benefits:

  • By developing this system in–house Measuresoft built on its existing foundation of project management and development skills. By embracing Internet technologies and delivering a web-based system, the company continues to retain and improve its high technology capability.
  • The eBusiness project provides a virtual workplace on the Web, so the team can invite members in and get working instantly. This brings together all elements of the team's work such as documents, discussions, milestones, issues, tasks, and communications and gives its members anywhere, anytime access to keep the project alive and on track. The application automatically notifies team members of project updates. Whether working with internal groups, or across an extended supply chain to collaborate with business partners, suppliers or customers, the application keeps the work organised in one place to capture the intellectual capital of the project as it transpires. Post-project, this important intelligence can be searched and used as best practices for the future.
  • The eBusiness project provides a 24x7 workplace that is not restricted by location or time. Teams may be distributed but can still be productive. Measuresoft hopes to open the system to teleworkers/e-workers in future.
  • The eBusiness project will result in some very tangible benefits for the company that amount to a significant increase in productivity:
    • Lower Costs
    • Better Communication
    • Fewer missed deadlines
    • Happier clients
    • Better control of projects
    • Increased visibility to the customer
    • The website has moved beyond a static brochure to a genuine systems interface for customers.
    • Expertise and experience of web-based development
    • Led to Measuresoft winning an eCommerce implementation directly after the project concluded.

5.7 Set backs and difficulties

There were a couple of set backs and difficulties experienced during implementation.

1. Product instability

  • The implementation was held back because Project Central lacked stability and had deployment issues.
  • Originally the intention was to use Microsoft’s SharePoint product for the document management part of the system. However, they eventually had to give up on the product because it lacked the required stability.

2. Learning Curve

  • The implementation was also held back by the need to bring a new member of staff up to speed. Fergal suggested that other firms should take care that they are not simply paying for other people’s training. The real challenge is to ensure that the learning is internalised effectively within the company. Fergal made the point that next time he would go out of his way to redeploy an existing team member who has proven skills and is likely to stay with the company beyond the short-term.
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