New Ideas for performance evaluation of Software testers

How is a software engineer? How to judge? Component System? How much code is written? A person with a short mind can immediately oppose it. Exquisite Code does not need to be long. If the ratio is long, it would have been better to call a function in a public library. Now I will copy it. There is a state variable that can be reused, And I will add one more ;...... There are many programmers.

Experts quit, someBugIt will take a week to check and check for two o'clock every night. This guy must have jumped up. Therefore, the component recording system does not work. Recording System? It's easy to go to work eight hours a day. Who is better than working overtime! What's more, do you know what I do when I work overtime? During the day, I can access the Internet every day and work at night. Or I can play games when I work overtime. The boss is not there. After a long time, it became a big pot of rice. This does not work either.

There is no way to do this. HR experts usually jump out at this time: KPI! The full name of KPI is key performance index, which is the form that everyone needs to fill in every quarter or every month every year:

　　Assessment item weight score

　　WorkQuantity: 30%

Quality of Work: 30%

10% work attitude

10% communication skills

...... ......

Total

As a technical leader and manager, although confused: does this not solve my problem at all! But at least I know what to do. You have completed filling it out. If you work too much overtime, you can get a full score of your workload. If you play games, your work attitude will be deducted ...... This approach is easy to implement, and in general, at least the Team Leader managers think it is fair. The boss was happy to stop seeing that they agreed. However, this method also has a big problem. The biggest problem is to put people to death: Good people will always be good people, and falling behind will always be backward. After a long period of time, we will discuss seniority issues, and the old man will lose power and the Enterprise will lose motivation. This method is centered on the Organizational Structure: The team lead scores the team members, the manager scores the team lead and the General Manager scores the manager. This is probably the main method for most units with assessment.

Is there any way to change this situation? A better way is to change from an organizational structure-centered to a project-centered assessment. Abstract: The score of each member is evaluated in each project. The score is measured based on technical indicators; the assessment score for each quarter of each year is determined by the total score of individuals involved in the project. Generally, this scoring method applies to the Evaluation of Personnel below all managers. The manager's evaluation can be managed by MBO, that is, manage by objective. This evaluation method can greatly stimulate the motivation of grassroots employees. Because the evaluation result is the sum of scores in each project, they will be happy to participate in more projects. The evaluation is determined by technical indicators. For example, the workload is measured by the number of completed functional points, and the quality of work is measured by the number of bugs in each thousand lines of code. technicians will think this is fair, this gives us motivation to work harder. This evaluation method also requires the management to have an open management attitude: From "I want to manage" to "I come to evaluate.

Openness, first, is embodied in allowing employees to flow freely inside. Many grass-roots organizations, middle-level organizations, and managers have a kind of reluctance to let people go, so that some internal employees cannot go to their preferred positions and finally choose to leave the company. In this way, it is better to let them look for opportunities in the company and take on the consequences of job transfer. Second, I believe that employees with full trust and clear authorization and responsibility will work hard to complete their work. This is much better than nanny-style management. In the past, I met a very competent team leader who often compared his project as if he were holding a circle of eggs with both hands. When he did not pay attention, the eggs were leaked to show how bad his team was; later, the team leader left, and the subsequent versions of the project were released normally. Of course, the biggest requirement of this management method is good information management. For example, the Code should have a unified code library management, rather than simply stored in the personal hands of programmers; Bugs should also exist.Defect managementLibrary, not just to talk to the programmer. At the end of each project, the calculation of each statistical indicator is also cumbersome and requires manpower and patience. In addition to information management, managers and team leaders at all levels of organizational structures are also very important. This is because they have weakened their dominant role in employee evaluation, and even the results of this evaluation method are inconsistent with their "influences. I just need to discuss with them: What may change is personal prejudice, not scoring.