Jharna Software: the Move to Agile Methods

1520 words 7 pages
Case 1: Jharna Software: The move to Agile methods
January 20, 2009

Background & Problem Identification Jharna Software is a software company located in India that was established in 1992, with a focus on IT services for the banking and finance sector. Its offerings include e-commerce solutions, networking solutions, offshore services, applications development, enterprise resource planning, customer relationship management (CRM), e-CRM and business process outsourcing. Jharna received awards from the Indian government for performance in exports and does well in the market. The founders believe that their high-quality offerings at low price points is the key to their success, helped by their focus on maintaining a highly-skilled work
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(+) Agile processes are much less structured, and rely on informal communication methods. This could pose some problems with keeping all people at all sites on the same path. The division of tasks should still be compatible. Manageable and in line with business objectives The current process suits the culture at Jharna. It strives to get solutions right the first time, has formalized systems of documentation to retain knowledge, provide clarity, reduce risk, and maintain certifications. The management team is comfortable with the processes, but does not have viable solution paths for integration issues. The process has shortcomings that are keeping Jharna from being as efficient as they would like and from providing seamless integration with the customer that meets their high quality standards. (+ for present) Agile methods would allow Jharna to maintain their competitive edge by reducing cycle times and cost, which is right in line with business missions. It keeps the customer involved throughout development, insuring that the products produced meet their needs and making them active partners, solidifying customer loyalty and providing more insight into true customer needs. However, it is a dramatic change from current company culture, and would require extensive training for management (or hiring of new managers with experience), training of employees,