To help the interview process be successful I will follow a JAD process. With a JAD process in place, we can structure each step to ensure the Interviewing process goes smoothly. The JAD session has several key members that participate and will ensure that the interviewing process is successful. The first step is to discuss the ground rules and objectives that will be laid out in the JAD Session. Also the interview methods will be outlined and questions that will be asked during the interview will be formed and finalized. The members of upper management should also explain the reason for the interview and project and what type of support is to be given and needed. Also each specific area of training that is required for TIMS should be broken down into special areas of training and each group being interviewed should have questions related to that field. Towards the middle of the second day, a review period should take place to discuss the main interview process, this will include a time to identify input, roles that each interviewer will have during the interview process as well as a small break so each team can take time to study and concentrate on specific questions for each training team being interviewed for. An open session should also be held for all groups participating in the JAD session so each group can express their concerns and ideas and develop a solid documentation of all the system requirements needed and start developing models and training material. At the end of the JAD session, a presentation should be held so all members can recap the 3 day session and prepare finalized questions that will be asked during the interview process and every participating members are on the same page.

Determine the People to Interview:

So to get a good picture I will select the right people to interview, to get the right answers. I want to talk to middle managers or department heads. I will interview all levels of the organization. And other personnel may have more knowledge than others; I don’t want to miss them as well.

Established objectives for the interview:

Now that I have the people to interview I will establish objectives for the session. I will determine the main areas to be discussed, and then come up with a list of facts that are needed. I want to be able to get good ideas, suggestions and opinions during the interview. There will general questions ask from each person in their field or role by position in the company. By setting objectives I hope to give good guidelines that will help to decide what questions are needed to ask and how to put them into words where everyone can understand.

Develop Interview Questions:

I will create a good standard list of questions; this will help to keep the process on track and keeping everyone on point. The questions will be specific to the topic; I want to make sure that the questions are open-close-ended, so I can get a wide range of responses.

Prepare for the Interview:

The interview will be held on 11 October, 2012, 0900am in my office. I will send an email to all department managers concern. The interview will take no longer than one hour so not to disrupt the whole day. I will be forwarding a list of topics in advance so those department managers can prepare for the interview. Will included in the email: If you have any written procedures or forms/documents that can strengthen the interview process please have copies available for me review when we meet. If you have any questions can either reach me by email or voice mail. Thanks for your consideration.

Conduct the Interview:

I now have a specific plan for this meeting. I will start by introducing myself and describing the project and the objectives. I will give the interviewees time to give answers. I want to make this environment easy and calm so everyone will feel at ease. I need to pay good attention to the answer they are providing. I also want to engage the interviewees if they have any suggestions or topics that could be discuss. I will send a follow-up email so the interviewees can get back to me with more information. After the interview is over I will summarize the main points covered in the interview and explain the next course of action.

Document the Interview:

I will keep notes to help my memory after the interview. I will record the information making sure I have all the facts and evaluate the information. There will be a follow-up meeting in 30 days. I will made good observations of personnel so I can get good information while in the interview.

1. Good questions will be asks to make sure everyone understood the project.

2. Documents, inputs, and processes that were involved will be noted.

3. All forms, records, and reports will be examined.

4. Want to make sure the information is communicated, that everyone on track and those who generate documents, and will make it understandable to all concern with the project.

5. I want to know if information can be eliminated or improved and if there is additional information, documents or reports not received.

Evaluate the Interview:

I will take what was learned from the interview, both good or negative which will give me a good account of the interview. Make sure that everything that will be gathered in the interview was on point with the topic and objectives of the meeting. If there is still information that is still needed now make sure it’s obtainable. Now that all the information gathers make a plan of action.

List of the following employees of SCR that will be interviewed:

SCR Corporate Trainers: Meg Harris, Roy Brown

Executive Committee: Thomas Campbell and Nan Wheeler (Executive Assistant)

Systems Group: Jesse Baker (Manager) and Robert Newman, Marge Clark (Programmers)

Network/Web Group: Tamisha Spencer (Manager),

Business Solutions Group: Lynn Chou (Manager) Stephanie Greene (Business Analysts) Meg Harris (Corporate Trainers)

Administrative Support Group: Janet Gannon (Human Resources Specialist)

Questions:

The following are the questions for each employee or group of employees.

SCR Corporate Trainers: Meg Harris, Roy Brown
Questions:
1. What is the cost benefit of the Open Workbench program?
2. How long will the training take?
3. Will the training be non-stop and on-going?
4. What is your vision for the training?
5. How much training with the employees need?
6. How much will it cost for training and software?
7. How do you know it will work at the end of the training?
8. How will you know if the employees are proficient after taking the training?
9. What will be the system requirement for this software program? 10. Will Open Workbench be compatible with Microsoft Project files?

Executive Committee: Gary Smith and Nan Wheeler (Executive Assistant)
Questions:
1. How would you like the Open Workbench program to benefit SCR Associates?
2. Is there anything specific that you would like to see implemented?
3. What is the proposed budget for this software/project?
4. What are you trying to achieve with this new training program? 5. Do you feel the employees will have the necessary skills to be successful after completing the training?
6. Do you feel this software program will be profitable for SCR?

Systems Group: Jesse Baker (Manager) and Robert Newman, Marge Clark (Programmers)
Questions:
1. Have you ever worked with any system similar to Open Workbench?
2. Are there any obstacles or restrictions that you foresee in this project?

3. Will there be an issue with MS Project files and Open Workbench?

Network/Web Group: Tamisha Spencer (Manager)
Questions:
1. How would you like to see this software in terms of being accessible to everyone?

2. Will there be a security issue with his software?

Administrative Support Group: Janet Gannon (Human Resources Specialist)
Questions:
1. Can you go through the process of staff training from start to finish with me?
2. Currently what are the problems associated with staff training?
3. From a HR perspective how do you see this benefiting staff training?

Business Solutions Group: Lynn Chou (Manager) Stephanie Greene (Business Analysts) Meg Harris (Corporate Trainers)
Questions:
1. How can this software to be used in your department?

Publish the Results:

Jesse, I will summarize and gather all the data from the interview and the questions, after this process I will have a good idea of the training aspects, costs and the business process and the system requirements. The results will be put in a reported and submitted to you for your approval.

Reference

SCR Associates (n.d.). SCR work sessions and intranet. Retrieved from http://oc.course.com/sc/sad8e/scr/intranet/task3.cfm

Systems Analysis and Design, Video Enhanced (8th Ed.) Author(s): Shelly, Cashman & Rosenblatt. Publisher: Course Technology