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KPI driven code analysis (KPI = Key Performance Indicator) is a method of analyzing software source code and source code related IT systems to gain insight into business critical aspects of the development of a software system such as team-performance, time-to-market, risk-management, failure-prediction and much more.
A performance indicator or key performance indicator (KPI) is a type of performance measurement. [1] KPIs evaluate the success of an organization or of a particular activity (such as projects, programs, products and other initiatives) in which it engages. [2] KPIs provide a focus for strategic and operational improvement, create an analytical ...
Functionality, usability, reliability, performance and supportability are together referred to as FURPS in relation to software requirements. Agility in working software is an aggregation of seven architecturally sensitive attributes: debuggability, extensibility, portability, scalability, securability, testability and understandability.
Performance measurement is the process of collecting, analyzing and/or reporting information regarding the performance of an individual, group, organization, system or component. [dubious – discuss] [1] Definitions of performance measurement tend to be predicated upon an assumption about why the performance is being measured. [2]
Delivery performance (DP) is a broadly used standard KPI measurement in supply chains to measure the fulfillment of a customer's demand to the wish date. [1] Following the nomenclature of the DR-DP-Matrix three main approaches to measure DP can be distinguished:
Critical success factor (CSF) is a management term for an element necessary for an organization or project to achieve its mission.To achieve their goals they need to be aware of each key success factor (KSF) and the variations between the keys and the different roles key result area (KRA).
A performance appraisal, also referred to as a performance review, performance evaluation, [1] (career) development discussion, [2] or employee appraisal, sometimes shortened to "PA", [a] is a periodic and systematic process whereby the job performance of an employee is documented and evaluated. This is done after employees are trained about ...
Andrew Grove popularised the concept of OKR during his tenure at Intel in the 1970s. [5] He later documented OKR in his 1983 book High Output Management. [6]In 1975, John Doerr, at the time a salesperson working for Intel, attended a course within Intel taught by Grove where he was introduced to the theory of OKRs, then called "iMBOs" ("Intel Management by Objectives").