In-depth analysis of successful project R & D management for famous Enterprises

New technology enterprises, especially in the IT industry, have almost all well-developed project R & D management systems. The role of a good management system on enterprises is potential, and the benefits cannot be obvious in a day or two.
It is a clear embodiment, but plays a background and framework role in the long-term operation of the enterprise, and finally achieves a sound operation. Before developing to a large scale, enterprises have formed a relatively complete project management system.
The future healthy growth of the industry is of great significance.

In terms of project R & D management, I use the Phoenix Company (a subsidiary of Motorola invested in the production of Semiconductor components in Leshan, Sichuan Province)
Management Methods of technical departments, project management system of technical departments of Huawei communication technology company, and PCB design department of Acer computer company (the design department includes Taipei design headquarters, subikewan Design Division of Philippines, and China big company)
The Sun Yat-sen Design Division of Lu joined hands with the network management to conduct project R & D. The project R & D management method is used as the basic material to summarize the common cyclic process management methods, mainly consists of the following parts:
Success: The task planning system, the post responsibility system, the work incentive system, the performance evaluation system, the backward Elimination System, the talent import system, and so on.

1. Task Planning

The task planning system is also called the target mechanism, which is a plan for the project development goal. Planning is feasible and challenging. The former is also called the overall goal, and the latter is also called the stage goal.

Far
The project objectives should be forward-looking and clear, so that all members of the project are very clear and think that the project has a development prospect. This is the goal shared by all project members and plays a centripetal force.
It directly affects all aspects of future project development. Therefore, the forward goal, that is, the general goal, usually has a formal document and each member has a copy. At the first regular meeting in the early stage, the presentation documents are usually used to explain
To achieve a good impression, senior leaders will also come to encourage everyone to work together to accomplish the goal. The overall goal may be to divide the work of each group, or even distribute them directly to each member based on their expertise. This is also true.
Generates personal long-term goals.

The short-term goal is the road section for achieving the long-term goal. It is possible to achieve the long-term goal only when the goal of each stage is well completed. Each stage objective is composed of one
Small-level meetings are made, and thus the personal short-term goals of each member are derived. At the same time, the second and later target meetings of each stage have summed up the work gains and losses of the previous stage, so that each member can send
Reports are made to serve as an important basis for future assessment. Work plans and arrangements for the next stage are made based on the relationship between the overall goal and the objectives of the completed stage.

How to set forward target rules
It depends on the technical difficulty of achieving the overall goal and the overall strength of the project team members, we also need to refer to various software and hardware loops for actual implementation goals.
Environment. It is recommended that the goal of each stage should not exceed 20% of the actual implementation ability, but be more than the actual implementation ability, in order to complete in the progress of self-transcendence. In Acer's corporate culture, there is such an idea: complete
After the job is completed, the boss scores 60 points. If the job is completed twice, the boss scores 80 points. If the quality and quantity of the jobs are completed exceed the expectation, the boss gives a full score.

2. Post Responsibility System

Post
The post responsibility system is based on the long-term and recent goals of each member, and is divided into the long-term responsibilities and recent responsibilities. Job responsibilities must be clear and quantitative, which varies from person to person. All group responsibilities and individual Members
All responsibilities should be documented and each member should be clear about their responsibilities. It can be said that this is a work of a considerable number of people in the enterprise environment in mainland China.
It is also known as the "secular path", rather than the position in which I should do what and what to do according to my work goals. However, this kind of responsibility is extremely unfavorable for a R & D team. How can this problem be solved?
Changes depend not only on the post responsibility system and incentive mechanism, but also on the establishment of a relatively benign corporate or departmental culture.

Everyone will have inertia, motivation only under pressure, or passion for work only under incentive conditions. If the responsibility is not clear enough, responsibility will be involved in the work process. This is very unfavorable for teamwork. It is true that some responsibilities cannot be fully determined by the owner of the group. In this case, the owner of the group should be primarily responsible.

3. work incentive system

Exciting
Incentive Mechanisms include material incentives and non-material incentives. Material incentives include salary incentives and option incentives, while non-material incentives include spiritual incentives, prospective incentives, and educational incentives. This is how to attract and retain talent and make talent available
An extremely important mechanism that gives full play to talents. After the members of the project team clarify their work objectives and responsibilities, they will start to work. This is like a car starting to run on the road to the target. While
An incentive is the oil added to the car. To make the car move forward at a faster speed, you must refuel. Before the goals of each stage are met, the primary node usually uses non-material incentives.

Excellent
God's encouragement is usually carried out in the form of praise, divided into verbal and written praise or ordinary praise and meeting praise. Generally, a project leader should give a verbal praise to his employees and give them excellent
God's power is to cheer for him, not to blame him from time to time. Sometimes, the effectiveness of such incentives is incomparable to those of other incentives, but on the other hand, the utility time is not long. Therefore, coping with jobs that are easy to ignite
Passionate employees often praise them. This kind of incentive is more effective for young employees or new employees. The written or meeting praise is generally the praise of those who have made significant contributions. Foreground incentives. This is
A tempting incentive. That is to say, prospects should motivate employees to understand the material rewards, New Capital Promotions, employee grades, and job promotion directions after they have successfully completed this task or even exceeded the job. Such incentives
If conditions exist, you can document them.

Educational incentives: Today's employees, especially those in the IT industry, are well aware of the importance of education to them because of the rapid upgrading of technical knowledge. That is to say, educational incentives should be based on their jobs. In Acer, Education Incentives are implemented based on regular training, senior staff taking new employees, and providing self-education conditions.

Salary
Capital incentive is the most basic incentive mechanism in the employment relationship. The rationality of the salary structure will directly affect the incentive effectiveness of this mechanism and even all incentive mechanisms. That is to say, the salary structure should be consistent with the root of "pay-as-you-go"
This principle. For the outside of the company, the average salary level of the company and some important related indexes should be adapted to the society. If the overall salary of a company is worse than the average salary of the same industry in the society, it will inevitably become a talent
Important reasons for the loss. For the company, the best salary confidentiality system cannot avoid the exchange of personal salary information by individual employees. Therefore, the rationality of the salary structure is particularly important. If you cannot handle your salary
The most basic incentive mechanism is obviously that the employment relationship established on this basis is particularly fragile. Salary-Based Relative transparency, especially to avoid unreasonable salaries for employees of the same or equivalent positions
The difference leads to a mental imbalance. This kind of passive and passive work thought of "taking more money and doing more than one thing" affects the work efficiency. At Acer and Phoenix, every new asset is distributed.
Previously, the company held a brief department meeting to introduce the operation status of the Group and its subsidiaries this month, points out the deficiencies in the work, especially in the Department, and instructs them to improve.

Period
The original meaning of Power incentive is to purchase the stock of a certain period of time at the stock price agreed in advance. In general, the stock is appreciated. The implementation of the option system not only reduces the generation of Enterprises
Cost management, improving enterprise performance, and more importantly, using this method can retain the human capital for the survival of the enterprise, is the root of the enterprise's rapid and stable development. For companies not listed yet
Pre-agree on how much benefit R & D personnel can gain in a project within a certain period of time. Of course, once the expected benefits are not realized, there will be no dividends. Such an agreement can be in the form of a contract
To improve employees' trust in this move. Macro company's option incentive in the software and hardware R & D department is: employees who continue to sign the contract for three years after three years of service, will pay 30 thousand yuan as incentive, continue to sign the contract for six years
In three years, the company will pay 50 thousand yuan as an incentive and send shares to the company at the same time. Huawei will send shares based on its position and service life. Employees can purchase internal shares of the company and participate in profit distribution, stocks can be traded internally.
Through the implementation of option incentives, employees and companies form a community of interests and destiny, basically achieving their personal value goals.

4. Performance Evaluation System

Performance appraisal is
Required, but without a more scientific assessment standard and assessment system, it is difficult to achieve the real purpose of performance assessment. That is to say, the assessment should have a high degree of accuracy, otherwise its negative effects will be immeasurable. Therefore,
The primary performing performance appraisal personnel should have a high level of evaluation. For specific projects, they should have an objective evaluation of the importance of each job position and the level of individual stage goals.

Connect
Generally, performance appraisal cycles are either seasonal or periodic. The so-called Seasonality is a quarterly evaluation, which serves as a reference for the quarterly award. The phase is an evaluation based on each stage of project development.
Accumulate points to the final project. Of course, other assessment cycles are also feasible, such as once a month, because a considerable number of companies have a monthly performance award in the new capital structure. At Acer and Phoenix
The assessment consists of three parts: Supervisor assessment, colleagues' assessment, and employee self-assessment. The ratio of each part of the assessment to the total score is different between the two companies. Acer is responsible for 60% of supervisors, 30% of colleagues, and of employees.
10% for self-assessment; 50% for supervisors, 30% for colleagues, and 20% for employees respectively.

5. Backward Elimination

Backward Elimination
This refers to the personnel management system for employees who have been retired from the same position as planned after the assessment. If there are enough people in the R & D department, it is necessary to make the move later. Only after the survival of the fittest, metabolism, input
Fresh blood allows the team's R & D strength to grow. At the same time, it will also put a lot of pressure on lower-and middle-level employees to promote their self-improvement in R & D. Of course, if a project team is still small
Very weak. It cannot be implemented yet.

The elimination mechanism usually involves trial elimination and phase elimination. Phase elimination passes performance appraisal after each phase task is completed.
Employee. Acer computer company phased out the final 10% of employees in each department by performance every year, while Phoenix Company was 30%. Trial elimination is based on understanding the skills of new employees and assigning certain
The task observes its working ability and the learning ability in training, and then adopts a elimination mechanism. During the trial period, Huawei's elimination rate was 2/3, while Acer's elimination rate was 1/3.

Of course, in preparation
Before removing an employee, because some employees have many talents, they should fully consider whether the employee has other abilities and make another job arrangement, build a platform for it to maximize its capabilities.
Enterprises can not only minimize the loss of talent due to the relative one-sidedness of the assessment, but also disclose the company's technical and commercial secrets. At the same time, they can exert their working abilities to create value for the enterprise, avoid further recruitment
To slow down the work progress.

6. Talent import system

Talent is the most valuable resource for enterprises. The concept of "enterprise development, people-oriented" is a core part of the corporate culture of many well-known multinational corporations around the world. The improvement of the Talent import mechanism is especially important because of the importance of talent for enterprise development. After the talent import mechanism is completed, the source of enterprise human resources will be well done.

Pair
For an enterprise, employees who can directly or indirectly create greater value for the enterprise are considered to be talents. In particular, people who can fill certain shortage of posts must pay more attention to them. How to assess whether a person is
Not a talent? Interview is especially important. For technology, this requires not only comprehensive technical skills, but also a high degree of loyalty to the company. At Acer computer and finic
SI has four talent import pathsProgram.

They are: traits test, professional test, computer application test, and interview. The traits test mainly uses iqtest to understand the psychology of candidates.
Characteristics, such as teamwork, enterprising, learning, and tolerance, check whether the characteristics are associated with the job responsibilities of the position. Professional written examinations are usually used in English, it is mainly related to job-related professional Basics
Knowledge testing; computer application testing is a job-related computer application testing, such as AutoCAD in mechanical design, pads in motherboard Design
The interview is an interview between recruiters and candidates who have passed the first three procedures. They mainly learn about the mentality, previous work experiences, work objectives, and reasons for leaving the job.