Performance appraisal for small software companies (1)

Recently I posted a post on the Internet about how software developers perform performance appraisal. Performance appraisal has always been a troublesome problem.

Performance appraisal of labor is even more difficult. It seems that there is basically no good solution. I am also engaged in performance appraisal in the company. I have some experiences and these experiences are acceptable.

It can be confined to small software companies, because small software companies have their own characteristics. If you are in a large software company, it may be of no value.
Small software companies are companies with less than 50 people. There is no definition in this regard in China. Based on the data provided by the Ministry of Industry and Information Technology, 50 companies should calculate

It's a small company. Small companies also have their own advantages, because the division of labor is less, the difference in work content is small, and work quantification is relatively large companies.
How to quantify work? First, it depends on the company's organizational structure, because different organizational structures lead to different quantifications. 10 to 8 small software companies

9 is the project-based organizational structure. For example, Company A has 15 staff members and 4 projects in parallel. The most common is to allocate four persons (including project management personnel,

Developed by the tester ). On the surface, management is easy, and every project team becomes a problem. If you lose, you lose. In fact, the project does not save much effort. Report later

It's too late to do it. I will report who has changed the job later, and the quality of customer complaints will be too bad.
Is the utilization rate of human resources the highest? In fact, it is not because of the factors that differ in management capabilities (in fact, management capabilities differ greatly, and team outputs differ greatly)

, There are always idle people in each project. The way we change this phenomenon is to change the organizational model of an enterprise to the organizational structure of a vocational school. In this way, even 15

People, four projects in parallel, that is, a team. One functional manager, four project managers, three testers, and seven developers. In this way, the utilization of human resources is clear at a glance. In this way, standard process management has a good starting point.
(To be continued)

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