| The rapid development of modern enterprises requires the support of software system.The stable operation of the software system is inseparable from the development andmaintenance of software developers. Now most of the enterprises contain software developers.Therefore the design of a scientific, fair, reasonable, high efficient software developerperformance appraisal system is the most important work in the enterprises.Based on the features of software developer and the actual situation of S company, thispaper designs the Technical Competence Appraisal Indicator Questionnaire of SoftwareDeveloper and Technical Competence Appraisal Indicator Weight Questionnaire of SoftwareDeveloper to determine the level of the company’s software developer and performanceevaluation indicators at the same level. Through the investigation into the expertquestionnaires, the paper determines the weight of indicators by the analytic hierarchy process.This evaluation system is maneuverable in the actual process of performance appraisal and isworth promoting.The paper mainly includes the following four aspects:First, Introduces the research object, research purpose, research significance, researchideas and research methods.Second, the paper firstly analyzes and summarizes the general theory of performanceappraisal, the performance appraisal theories of software developer domestic and abroad, andthe study on the methods of performance appraisal; then the paper explores current softwaredevelopment situation and working features of software development in China, especially thedefinition of software developers, the observation on demands of software developers and thefactors of encouraging them. In the end the paper analyzes the main problems the softwaredevelopers may encounter during the performance appraisal.Third, based on the study of above mentioned theories, the paper builds a principle ofappraisal system for software developers. The paper puts forward a performance appraisalsystem coordinated with technical competence appraisal and working performance appraisalthrough deep analysis and demonstration.Fourth, taking example of S company, the paper analyzes the ages, working years ofsoftware developers, the performance appraisal system and the relationship betweenperformance appraisal results and salary and explores the existing problems. Thereby, the paper puts forward suggestions of improvement on appraisal system, builds a completeperformance appraisal system for S company and proposes other measures to improve theperformance appraisal system. |
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