| China’s IT industry has developed rapidly since the 21 st century,and the business income,the number of enterprises and employees in the software industry have increased significantly.As a national strategic emerging industry,the scale of software business market has reached 6.3 trillion in 2018,and the number of employees in the whole industry has reached 6.43 million.IT industry is a typical knowledge intensive and technology intensive industry.Developers have already become an important carrier and core source of enterprise driven innovation.The objective and fair performance evaluation of developers is not only conducive to strengthening the human resource management of enterprises,but also helps developers better carry out career planning,improve work performance and improve the quality of software.In order to successfully achieve the strategic objectives of enterprises,stabilize the R & D team,stimulate the working potential of developers,and establish a set of performance evaluation in line with the working characteristics of developers System is one of the most important tasks for software enterprises.A software company was founded in 1993,focusing on the field of manufacturing informatization.Its headquarter is located in J City,with a registered capital of 38 million.It has 164 employees,including 124 R & D personnel(including 94 developers and 30testers).As the core value creation link of the company,software R & D is also highly concerned by the company.This paper selects the performance evaluation system of developers in a software company as the research object,optimizes the original performance evaluation system by using the modified balanced scorecard theory system,and establishes a set of performance evaluation system of developers in line with the strategic development of a software company.The optimized performance evaluation system is more consistent with the strategic objectives of a software company,and can promote its strategic objectives Implementation.Based on the research results of performance evaluation and software developers’ performance evaluation at home and abroad,this paper introduces the current situation of performance evaluation system of developers in a software company,analyzes the problems existing in the performance evaluation system before optimization,and then optimizes the performance evaluation system of developers in a software company by using the modified balanced scorecard.The evaluation system consists of 3 aspects of the performance evaluation system before optimization,19 indicators are optimized into 45 indicators in four dimensions: post responsibility,internal communication,innovation,learning and growth.At the same time,this paper selects the developers of a software company to apply the two performance evaluation systems before and after optimization,and obtains enlightenment by comparing the evaluation results under the two evaluation systems.Finally,it puts forward the guarantee Measures.In this paper,the revised balanced scorecard is applied to the performance evaluation system of a software company,and the post responsibility dimension is replaced by the financial dimension,which solves the problem that it is difficult to use economic indicators to measure the performance of developers during the performance evaluation period;according to the working characteristics of developers,the internal communication dimension is replaced by the customer dimension;the innovation dimension is replaced by the internal process dimension,which focuses on guiding development In addition to emphasizing professional ability,the learning and growth dimension also increases the construction and sharing of knowledge platform.The optimized performance evaluation system of developers is more in line with the post characteristics and work practice of developers,and has a positive guiding role,which is helpful to improve the work performance of developers,and has a certain degree of innovation. |
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