Software Industry Performance Management

What is performance management in the software industry? Performance Management

Performance management is a means and process for managers to ensure that their work activities and results are consistent with their organizational goals. It identifies, measures, and conveys information about the employee's performance and level, and provides guidance to achieve the organization's goals. What we hear is "Performance Appraisal": performance appraisal is the basis and means of performance management, and it is also the necessary stage of performance management. It is impossible to reach the performance management stage without passing the performance appraisal stage.

Why Performance Management

Achieving goals: performance appraisal is essentially a process management, rather than just an assessment of the results. It aims to break down the long-term goals into annual, quarterly, and monthly indicators, and constantly urge employees to achieve and complete the process. Effective performance appraisal can help enterprises achieve their goals.

Mining problems: performance appraisal is a PDCA cycle that constantly develops plans, executes, checks, and processes. It is reflected in the entire performance management process, this includes performance target setting, performance requirement fulfillment, performance implementation correction, performance interview, performance improvement, and re-goal formulation. This is also a process of continuous Problem Discovery and improvement.

Distribution of benefits: the assessment that is not linked to the benefits is meaningless. The employee's salary is generally divided into two parts: fixed salary and performance salary. The assignment of performance salary is closely related to the employee's performance appraisal score. Therefore, when it comes to appraisal, the employee's first response is often the issuance of performance salary.

Promoting growth: the ultimate goal of performance appraisal is not simply to distribute profits, but to promote the growth of enterprises and employees. Identify problems and improve problems through assessment, identify gaps for improvement, and finally achieve a win-win situation. The application of performance appraisal focuses on the combination of compensation and performance. Compensation and performance are two inseparable links in human resource management. When you set the salary, the salary has generally been divided into fixed salary and performance salary. The performance salary is embodied through performance, and the performance appraisal of employees must also be reflected in salary, otherwise, both performance and compensation will lose incentives.

Personnel incentives: through performance appraisal, the company's incentive mechanisms are fully utilized by combining employee recruitment, job title change, training development, and labor compensation, which is conducive to the healthy development of enterprises; at the same time, it is easy for employees to establish a psychological model of continuous self-motivation.

Performance management classification

Performance management can be divided into two categories. One is incentive-type performance management, which focuses on stimulating employees' work enthusiasm and is more suitable for enterprises in long-term stages. The other is control-type performance management, it focuses on standardizing employees' work behaviors and is suitable for mature enterprises. However, no matter which assessment method is used, its core should be conducive to improving the overall performance of the enterprise, rather than worrying about the index score.

Performance Management Problems

Performance management is a core function of human resource management. It is very important for human resource management. However, the performance management of new industries is facing a number of problems. The traditional performance appraisal methods are not suitable. With the implementation of performance management, it is difficult to promote and there are many obstacles, many problems cannot be solved by the Human Resources Department. Many enterprises use traditional methods to assess technical staff. This is just an explanation of the company (we have implemented performance management), but performance management cannot last for a long time, finally, it is gone.

1. Software development cannot be quantified
2. Programmer level issues
3. How to assess mental workers
4. Changes are always faster than planned, and indicator decomposition is disrupted.

The performance management of technical personnel has exceeded the capability of the human resources department. Therefore, the performance management of multiple departments must be continuously deepened to effectively support the entire operation of the enterprise.

Misunderstanding of performance management

Performance management emphasizes the consistency between organizational goals and individual goals, and emphasizes the simultaneous growth of organizations and individuals to form a "win-win" situation. Performance management reflects the "people-oriented" philosophy, both managers and employees are required to participate in all aspects of performance management.

In my opinion, Enterprise Performance Management in China is classified as employee assessment. Many people think that the problem in the enterprise is that employees are not active in work and have no sense of responsibility. I think such an enterprise should first reflect on itself. Enterprise culture and employees.

In the evaluation index scoring system, many enterprises score assessment items, for example, 1 ~ 10 points, and then calculate the total score. This score is unreasonable.

How to manage performance

Performance management should take software development as the main line and run through the software development process, rather than a task other than software development. Performance management cannot affect normal software development and should not be a burden on technicians. Integrating performance management into development becomes a part of the software development process. Performance management should be implemented by the technical department and assisted by the Human Resources Department. Instead of looking at how to evaluate employees, it is better to build a motivated team. Therefore, we should focus on team building rather than assessment.

Development Mode

The software development team of the project management model, regardless of innovation, will reduce the enthusiasm of employees, employees do not have a sense of participation, the employees are considered as work hours, a component, a resource, regardless of the scheduling of the project manager,. Employees cannot pay attention to their ideas. They only execute commands. I like agile development teams, and I like full-stack developers. In every step of the software development cycle that allows developers to participate, human resource utilization is high, make development work interesting, from passively receiving task assignments to actively participating.

Determine the contribution of the Code submitted to the team

Analyze the submission quantity of each member in year, month, and week to determine their contribution to the team. This is a convincing piece of data, and no one is opposed to it. A lot of work will be done after you submit it.

Note that comparison at the same level cannot be broken down. The more contributions you make, the more you understand the system. In this way, you will have a better chance to get promoted.

Team Constraints

The team's constraints are far greater than those of rules and regulations.

Pause, something to handle, write it here first, there is time to supplement.

Software Industry Performance Management