If your project is rally based and your team constantly needs reminder to put information for defects they have fixed, you can use this tool.
Tool goes through your rally defects and check each defect against configured set of rules. If it falls under one or more case it will send notification to project team and owner of the defect to fix those issues in Rally.
You can define as many custom rules you want for as many rally defect fields. There is no limitation for rule condition size as well.
If defect state is fixed made and resolution description is not filled by developer of that work, he will get this in notification as a reminder.
DEFECT_STATE == FixMade AND (RESOLUTION == BLANK OR RESOLUTION_DESCRIPTION == BLANK), Resolution should not be blank when state is fix made
DEFECT_STATE == FixMade AND FIXED_IN_BUILD == BLANK,Found In Build should not be blank when state is fix made
For more you can download opensource tool from below github.
Hanuman’s mother once asks him why they went through all the trouble of building a bridge across the sea, fighting demons, and killing Ravan to save Sita. “You could have just lashed your tail and in a single sweep gotten rid of the demons and saved Sita without any trouble. So why didn’t you?” Hanuman replies: “Because no one asked me to. Besides, it was Ram’s story not mine.” This tale draws attention to two points. The appraisee (Hanuman) knows that he is being celebrated for his compliance, not his capability. But he does not begrudge the appraiser (Ram) as he knows the story is about Ram’s exploits and not Hanuman’s.
So whose story is your appraisal system measuring and what exactly is it measuring? It is not a measure of the employees alone or in isolation; it is a measure of the employee in a particular context; it is a measure of what the employees were asked to do and whether the resources allocated to them was good enough to enable them to reach the results. If the results are bad, then the problem is not just with the employees, it is also with the organization’s expectation and resource allocation. The appraisal system reveals how good or bad the organization is.
But that is not how we see appraisal system. We use it to determine how much we should pay employees, who should be promoted. In other words, it is a tool that is used to determine distribution of company expenses. We use it to judge employees and measure them against each other, determine how much a person should be paid. We do not see it as an appraisal of organizational capacity and capability. It is as much about the subordinate as it is about the appraiser and the organization as a whole.
Check what makes the shareholder and CEO happier: more profits (company has done well) or better bonuses (people have done well). This will reveal the attitude towards the appraisal system.
Try this simple process. Check how many times the CEO checks if the sales target has been achieved. And then find out how many times he checks if the appraisal has been done. You will find that if you do not chase the CEO, the appraisal is often not done. But no one has to chase the CEO to ensure the sales are closed on time. He in fact is busy chasing the CFO to delay closing.
What does this mean? It reveals how much people matter in a company. How much do we truly value them. Are they simply a means to an end or as valuable as the shareholder? We talk about company growth but often that is regardless of people growth so there is no connection between the balance sheet and the appraisal system. But people join a company for their own growth, not the company’s growth. Nobody says this publicly; it is not politically correct. This detail is not appreciated in modern management. We are too driven by institutional models to value individuals. And so naturally, the appraisee feels invisible and is never happy with the report card. Even if he has given more his spectacular best in a particular market, he knows the bell curve of the organisation will democratize him, make him average and equal to others, which is never good enough. Naturally there is lack of ownership and a lot of angst.
Courtesy & Reference: Economic Times