EA: The ability to manage change

In a recent article at Computing SA, they look at how architecture is just as important for an enterprise as it is for other things, such as bridges and skyscrapers. Many organizations failed to recognize this as their enterprises grew, and as a result, they were poorly structured. This particular article looks at how HR departments can grow and adapt enterprise architecture.

They look at how employees roles can be defined:

* Role accountability matrix: Showing where each person is responsible, accountable, consulted or informed. Such an approach allows management to determine ideal staffing levels with 100% precision. This aligns departmental and divisional staffing requirements with budgets, allowing absolute precision and accountability.
* Deriving and associating all supporting documents electronically and automatically with the person’s role, including job description, performance appraisal and performance against balanced scorecard.

IT Professionals Might be Looking Elsewhere for Employment

James McGovern’s latest post on Enterprise Architecture discusses how many enterprise architects are favoring contract/consultant work over permanent work because of the better paying opportunities and offers.

Enterprise architecture in general might suffer is some of the more qualified IT professionals are leaving organizations for contract work. Another point that James brings up is that perhaps HR isn’t allowing for much flexibility on salary compensation for enterprise architects. Is your company currently using consultants for its enterprise architecture initiatives?