or replace the unnecessary licenses (MSOfc / OOo, Win32
/ Ubuntu, etc.) but i don't think this is sufficient since it doesn't
addresses the "business continuity" aspect during / after the
migration which is critical for an enterprise. keep in mind that
we're not just going to migrate the softwares but the "production"
workstation.
we can't force the user to use the alternative platform even
he/she likes Ubuntu+OOo so much, if we can't migrate the
in-house applications that his/her job is dependent on. i'm
referring to the legacy VB/VBA apps and i don't think we're
going to to run those apps (VBA macros would only run on
MSOfc) thru Wine since the performance wouldn't be any
better, if it is going to run 100% at all .
if we really want to address this issue, we should add the ff:
- walk thru / understand the enterprise's process.
- gather all the info regarding the in-house tools they're using.
- identify which can be migrated (and those can't or shouldn't be at all).
- present the TCO/TCD analysis and migration strategy.
If given the go signal:
- migrate the developers!
- migrate the in-house apps:
VB DBM apps to Web-based/LAMP
MSOfc/VBA to OOo/OOo BASIC
* to * using cross-platform languages.
etc.
- develop those missing features that the users are dependent
on into the new platform.
- test, test, test...
....
Once the apps are stable:
- user training, app deployment, support, ....
....
this may take yearS _before_ you can really start switching to
Web/OOo/Win32 and then to Web / OOo / GNULinux (a gradual
migration strategy). the desktop migration timing can be even
better if you're going to take advantage of the mass End-of-Life,
or upgrades of the enterprise's legacy machines.
On 9/20/06, Holden Hao <[EMAIL PROTECTED]
> wrote:
6. Have the OO.org training team give support after the training
Perhaps a good strategy would be the following:
1. Sell the idea of the migration to the organization
2. Formulate a commonly accepted migration and information systems policy
3. Hire an OO.org training team with good interpersonal skills
4. Identify and convince potential champions from different departments in the company and train them first
5. Use hands-on and authentic approach in teaching
7. Meet with the participants and discuss problems and solutions
8. Start with another batch and repeat the process incorporating things learned from previous sessions.
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