Thursday, October 3, 2019

ITIL Key Concepts: Processes, Functions

The five broad components of the ITIL Service Lifecycle cover various other sub-categories/aspects, including Demand Management, Capacity Management, Release Management, Incident Management, Event Management, and so on. These are aspects that are meant to cover all areas of ITSM (IT Service Management). Each of the sub-categories/aspects of the five components of the ITIL framework may be labelled either as a ‘Process’ or as a ‘Function’.

ITIL Core Component: Service Strategy

The purpose of Service Strategy is to provide a strategy for the service lifecycle. The strategy should be in sync with the customer’s business objectives as well as to manage services, and therein lies its scope. The objective of Service Strategy is, therefore, to provide a definition of strategy and governance control. The utility and warranty of this component are designed to ensure that the service is fit for purpose and fit for use, respectively. Ensuring this is important as these two components are what add value in the delivery of services to customers.
Financial Management Process: IT Financial Management provides a means of understanding and managing costs and opportunities associated with services in financial terms. It includes three basic activities: Accounting, Budgeting, Charging.
Service Portfolio Management Process:  The Service Portfolio is the entire set of services under management by a Service Provider. It consists of three major parts: Service Pipeline, Service Catalog and Retired Services.
Demand Management Process: The Demand Management process is concerned with understanding and influencing customer demand.
Strategy Operations: Strategy Operations ensure that services like fulfilling user requests, resolving service failures, fixing problems as well as carrying out routine operational tasks, are performed efficiently and effectively.

 ITIL Core Component: Service Design

The Service Design lifecycle phase is about the design of services and all supporting elements for introduction into the live environment. It represent areas which should be taken into consideration when designing a service. They are: People, Processes, Products, Partners
Service Catalog Management: Service Catalog Management involves management and control of the Service Catalog which contains information about services currently available to customers for use.
Service Level Management: Service Level Management is the process charged with securing and managing agreements between customers and the service provider regarding the levels of performance (utility) and levels of reliability (warranty) associated with specific services. 
Availability Management: The Availability Management process is concerned with management and achievement of agreed-upon availability requirements as established in Service Level Agreements
Capacity Management: Capacity Management is concerned with ensuring that cost-effective capacity exists at all times which meets or exceeds the needs of the business as established in Service Level Agreements. It is divided into three major activities: Business Capacity Management, Service Capacity Management and Component Capacity Management
Service Continuity Management: IT Service Continuity Management uses techniques such as Business Impact Analysis (BIA) and Management of Risk (MOR).
IT Security Management: IT Security Management focuses on protection of five basic qualities of information assets: Confidentiality, Integrity, Availability, Authenticity, Non-Repudiation
Supplier Management: Supplier Management is the process charged with obtaining value for money from third-party suppliers. Supplier Management plays a very similar role to that of Service Level Management, but with respect to external suppliers rather than internal suppliers and internal/external customers.

ITIL Core Component: Service Transition

The objective of the Service Transition process is to build and deploy IT services by also making sure that changes to services and Service Management processes are carried out in a coordinated way. In this phase of the lifecycle, the design is built, tested and moved into production to enable the business customer achieve the desired value. This phase addresses managing changes: controlling the assets and configuration items associated with the new and changed systems, service validation, and testing and transition planning to ensure that users, support personnel and the production environment have been prepared for the release to production.
Change Management: The objective of this process activity is to control the lifecycle of all the changes.
Release and Deployment Management: The objective of this process is to plan, schedule and control the movement of releases to test and live environments.
Service Validation and Testing: This ensures that deployed Releases and the resulting services meet customer expectations, and to verify that IT operations is able to support the new service.
Service Asset and Configuration Management: The objective is to maintain information about Configuration Items required to deliver an IT service, including their relationships.
Knowledge Management: The objective is to gather, analyze, store and share knowledge and information within an organization.

ITIL Core Component:Service Operation

Event Management: The objective is to make sure CIs and services are constantly monitored, and to filter and categorize Events in order to decide on appropriate actions.
Incident Management : The objective is to return the IT service to users as quickly as possible.
Request Fulfilment: The objective is to fulfill Service Requests, which in most cases are minor Changes or requests for information.
Access Management: The objective is to grant authorized users the right to use a service, while preventing access to unauthorized users.
Problem Management: The primary objectives of Problem Management are to prevent Incidents from happening, and to minimize the impact of incidents that cannot be prevented.
IT Operations Control: The objective is to monitor and control the IT services and their underlying infrastructure. The process objective of IT Operations Control is to execute day-to-day routine tasks related to the operation of infrastructure components and applications. This includes job scheduling, backup and restore activities, print and output management, and routine maintenance.
Facilities Management: Facilities Management includes all aspects of managing the physical environment, for example power and cooling, building access management, and environmental monitoring.
Application Management: Application Management is responsible for managing applications throughout their lifecycle.
Technical Management: The objective of this is to make sure that IT services are delivered effectively and efficiently. The Service Operation process includes fulfilling user requests, resolving service failures, fixing problems, as well as carrying out routine operational tasks.

ITIL Core Component: Continual Service Improvement (CSI)

The objective of this is to use methods from quality management to learn from past successes and failures. The Continual Service Improvement process aims to continually improve the effectiveness and efficiency of IT processes and services.  
Service Review: The objective is to review business services and infrastructure services on a regular basis. The aim of this process is to improve service quality where necessary, and to identify more economical ways of providing a service where possible.
Process Evaluation: The objective is to evaluate processes on a regular basis. This includes identifying areas where the targeted process metrics are not reached, and holding regular benchmarking, audits, maturity assessments and reviews.
CSI Initiatives: The objective is to define specific initiatives aimed at improving services and processes, based on the results of service reviews and process evaluations.
Monitoring of CSI Initiatives: The objective is to verify if improvement initiatives are proceeding according to plan, and to introduce corrective measures where necessary.

What is the GDPR?
The General Data Protection Regulation (GDPR) is a legal framework that sets guidelines for the collection and processing of personal information of individuals within the European Union (EU).
GDPR is a piece of legislation that was approved in April 2016. European authorities have given companies two years to comply and it came into force Friday 25th May 2018.
It replaces a previous law called the Data Protection Directive and is aimed at harmonizing rules across the 28-nation EU bloc.
The aim is to give consumers control of their personal data collected by companies. Not only will it affect organizations located within the EU, but it will also apply to companies outside of the region if they offer goods or services to, or monitor the behavior of, people in the bloc.
What is considered to be personal data?
"personal data" shall mean any information relating to an identified or identifiable natural person ('Data Subject'); an identifiable person is one who can be identified, directly or indirectly, in particular by reference to an identification number or to one or more factors specific to his physical, physiological, mental, economic, cultural or social identity.
What types of privacy data does the GDPR protect?
·                  Basic identity information such as name, address and ID numbers
·                  Web data such as location, IP address, cookie data and RFID tags
·                  Health and genetic data
·                  Biometric data
·                  Racial or ethnic data
·                  Political opinions
·                  Sexual orientation
Which companies does the GDPR affect?
Any company that stores or processes personal information about EU citizens within EU states must comply with the GDPR, even if they do not have a business presence within the EU. Specific criteria for companies required to comply are:
·                  A presence in an EU country.
·                  No presence in the EU, but it processes personal data of European residents.
·                  More than 250 employees.
·                  Fewer than 250 employees but its data-processing impacts the rights and freedoms of data subjects, is not occasional, or includes certain types of sensitive personal data. That effectively means almost all companies. A PwC survey showed that 92 percent of U.S. companies consider GDPR a top data protection priority.
How does the GDPR affect third-party and customer contracts?
The GDPR places equal liability on data controllers (the organization that owns the data) and data processors (outside organizations that help manage that data). A third-party processor not in compliance means your organization is not in compliance. The new regulation also has strict rules for reporting breaches that everyone in the chain must be able to comply with. Organizations must also inform customers of their rights under GDPR.
What this means is that all existing contracts with processors (e.g., cloud providers, SaaS vendors, or payroll service providers) and customers need to spell out responsibilities. The revised contracts also need to define consistent processes for how data is managed and protected, and how breaches are reported.
“The largest exercise is on the procurement side of the house—your third-party vendors, your sourcing relationships that are processing data on your behalf,” says Mathew Lewis, global head of banking and regulatory practice at legal service provider Axiom. “There’s a whole grouping of vendors that have access to this personal data and GDPR lays out very clearly that you need to ensure that all of those third parties are adhering to GDPR and processing the data accordingly.”
Client contracts also need to reflect the regulatory changes, says Lewis. “Client contracts take a number of different forms, whether they are online click-throughs or formal agreements where you make commitments to how you view, access, and process data.”
Are there punishments for breaking the rules?
Yes, and potentially big ones. An organization in breach of GDPR laws will be fined up to 4 percent of annual global turnover or 20 million euros ($24.6 million), whichever is bigger.
Some of the biggest technology companies are making billions in turnover every year so this could be a big hit if they were to breach any rules.


The Importance of Working For A Boss Who Supports You


Employers seek loyalty and dedication from their employees but sometimes fail to return their half of the equation, leaving millennial workers feeling left behind and unsupported. Professional relationships are built on trust and commitment, and working for a boss that supports you is vital to professional and company success.
Employees who believe their company cares for them perform better. What value does an employer place on you as an employee? Are you there to get the job done and go home? Are you paid fairly, well-trained and confident in your job security? Do you work under good job conditions? Do you receive constructive feedback, or do you feel demeaned or invisible?
When millennial employees feel supported by their boss, their happiness on the job soars — and so does company success. Building a healthy relationship involves the efforts of both parties — boss and employee — and the result not only improves company success, but also the quality of policies, feedback and work culture.
Investing In A Relationship With Your Boss
When you’re first hired, you should get to know your company’s culture and closely watch your boss as you learn the ropes. It’s best to clarify any questions you have instead of going rogue on a project and ending up with a failed proposal for a valuable client.
Regardless of your boss’s communication style, speaking up on timely matters before consequences are out of your control builds trust and establishes healthy communication. Getting to know your boss begins with knowing how they move through the business day, including their moods, how they prefer to communicate and their style of leadership:

·       Mood: Perhaps your boss needs their cup of coffee to start the day. If you see other employees scurry away before the boss drains that cup of coffee, bide your time, too.
·    Communication: The boss’s communication style is also influenced by their mood. Don’t wait too late to break important news. In-depth topics may be scheduled for a meeting through a phone call or email to check in and show you respect your boss’s time. In return, your time will be respected, too. Some professionals are more emotionally reinforcing that others. Some might appear cold, but in reality, prefer to use hard data to solidify the endpoint as an analytical style. If you’re more focused on interpersonal relationships, that’s your strength, but you must also learn and respect your boss’s communication style.
·     Leadership: What kind of leader is the boss? Various communication styles best fit an organization depending on its goals and culture, but provide both advantages and disadvantages. Autocratic leaders assume total authority on decision-making without input or challenge from others. Participative leaders value the democratic input of team members, but final decisions remain with the boss.

Autocratic leaders may be best equipped to handle emergency decisions over participative leaders, depending on the situation and information received.
While the boss wields a position of power over employees, it’s important that leaders don’t hold that over their employees’ heads. In the case of dissatisfaction at work, millennial employees don’t carry the sole blame. Respect is mutually earned, and ultimately a healthy relationship between leaders and employees betters the company and the budding careers of millennials.

A Healthy Relationship With Leaders Betters The Company
A Gallup report reveals that millennial career happiness is down while disengagement at work climbs — 71% of millennials aren’t engaged on the job and half of all employed plan on leaving within a year. What is the cause? Bosses carry the responsibility for 70% of employee engagement variances. Meanwhile, engaged bosses are 59% more prone to having and retaining engaged employees.
The supportive behaviors of these managers to engage their employees included being accessible for discussion, motivating by strengths over weaknesses and helping to set goals. According to the Gallup report, the primary determiner of employee retention and engagement are those in leadership positions. The boss is poised to affect employee happiness, satisfaction, productivity and performance directly.
The same report reveals that only 21% of millennial employees meet weekly with their boss and 17% receive meaningful feedback. The most positive engagement booster was in managers who focused on employee strengths. In the end, one out of every two employees will leave a job to get away from their boss when unsupported.
Millennials are taking the workforce by storm — one-third of those employed are millennials, and soon those numbers will take the lead. Millennials are important to companies as technology continues to shift and grow, and they are passionate about offering their talents to their employers. It’s vital that millennials have access to bosses who offer support and engage their staff through meaningful feedback, accessibility and help with goal-setting.
In return, millennial happiness and job satisfaction soar, positively impacting productivity, performance, policy and work culture. A healthy relationship between boss and employee is vital to company success and the growth of millennial careers as the workforce continues to age. Bosses shouldn’t be the reason that millennial employees leave. They should be the reason millennials stay and thrive in the workplace, pushing it toward greater success.