Research On Softwaredevelopers Performance Appraisal System Of Hu Ludao DY Company

With the development of Chinese economy,obtained the swift and violent development of software enterprises in China,but most of the software enterprises in our country at the development stage,scale and management level of enterprises needs to be improved.Due to the particularity of software enterprises,r&d staff played a crucial role in software enterprises,an objective and fair performance appraisal of r&d staff is also a software enterprise the core content of human resources development and management.R&d staff performance appraisal is not only related to resource management process,also determines the staff development,organizational performance,software organization strategy problem such as product quality and enterprise core competitiveness.Therefore,to establish a set of accord with the characteristics of r&d personnel performance evaluation system has become the core issue of current software enterprises.This article is based on the performance evaluation related theory,using the methods of literature research,questionnaire investigation,the huludao city DY software company performance evaluation system problem.The article first introduces the research background and significance of this article,the research contents and train of thought,and discusses the research status at home and abroad,and discussing the related theory;Secondly,analysis of DY software company research and development personnel performance appraisal system present situation;Again,through the questionnaire and on-the-spot visiting,DY analysis software company research and development personnel performance appraisal system of the existing problems and causes;Finally,the DY software company research and development personnel performance evaluation system is optimized.The research results show that DY software company research and development personnel performance appraisal exists unreasonable performance evaluation indicator set,appraisal main body of a single,poor communication performance appraisal feedback,evaluation period set unreasonable,the problem such as performance evaluation result application is not in place,it because of the importance of performance appraisal lack of understanding,the lack of performance appraisal lack of implementation of corporate culture,performance appraisal,training,supporting system is not sound.Suggestions through refactoring performance appraisal index system,diversified evaluation main body,strengthen the communication performance appraisal feedback,setting up reasonable assessment cycle,improve the performance appraisal result application,such as perfecting the existing research and development personnel performance appraisal system,and to improve the overall performance appraisal cognition level,build conducive to performance appraisal implementation of enterprise culture,strengthen the research and development personnel performance appraisal training,improve the system of performance appraisal form a complete set of measures,such as optimized mechanical effect appraisal system implementation.