Recognizing and employing people refers to identifying and discovering the strengths and potentials of subordinates and employing people. The deficiencies can also be effectively reinforced. Although this work is important, there are a wide variety of research and methods. I personally think it is better to be familiar with the 9-type personality, and then apply it again, and it is not necessarily appropriate. An accurate understanding of a person always requires some processes and must be corrected multiple times in the middle to be complete. Based on the characteristics of my software development work, I used the concept of a capability account (inspired by the emotional account in <seven habits of high-performance people>) to identify people and employ people.
Table example:
All comments are carried out in a positive way, which helps to focus on "director "! Because there are many projects involved in the technology part, a technical tree can be developed to expand the involved technical project. On the one hand, the team members can understand what technologies will be used in their work? What else do you need to learn? The supervisor can also have a systematic understanding of the technical development of the team members. The evaluation level should not be too complex ~ 5. grading is complicated, and the day is long, SO 2 or 3 will become at a loss. Of course, there is no need to use a unified level for each item, but basically two points are enough. For example, if engineer a is asked to do something useful for process improvement, the "process and method optimization" project will not be given any extra points, the extra points may be "Technical learning and tackling problems" and "problem analysis capabilities ". In the evaluation process, subjective factors and near-root effects are inevitable. The supervisor must first analyze and then identify them. For example, in a release, QA rejects a part of the person's responsibilities due to being unqualified. This includes the following possible reasons: 1. QA discovers new problems. 2. Not clearly defined in specification. 3. The pre-release test is not complete. 4. I have not understood the function definition clearly. 5. There is no modification synchronization with other modules. 6. Receive the wrong command. 7. incomplete understanding of the responsible part of the code. 8. Negligence in coding. In addition to the primary responsibilities of individuals at, the process and supervisor's responsibilities should be reviewed for other items. (The supervisor is not doing well! Even the 8th supervisors have considerable responsibilities, such as the effectiveness of code lookup .) In short, the problem analysis and review should also take some thoughts. Depending on the occurrence of the problem as an opportunity, we should find improvement measures from the analysis. If it is a personal factor, the ability account can be adjusted according to the situation. The change frequency of personal capacity accounts should be smaller and smaller. The evaluation has been changing since the end of the trial period. You need to calmly consider whether the definition and Evaluation Method of indicators are subjective. During performance interviews, you can also use this table to discuss career development plans with employees and support from supervisors. At the beginning, some deviations are inevitable. As long as you dare to try and constantly correct them in practice, you can find a set of applicable practices, which will be of great help to team management, it is also a practice of self-improvement.
* In chapter 5 of <project management-a systems approach to planning, scheduling and controlling> of Harold kerzner, we mention the personal skills matrix, it also mentions several other similar tools as well as their functions and disadvantages.
Reprinted please indicate the source: http://blog.csdn.net/horkychen
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