How to manage the performance of R & D team?

Now the R & D management process , Performance evaluation is unavoidable , How to evaluate the performance of the development team is relatively more reasonable and scientific , This paper mainly discusses how to establish a performance evaluation system for R & D teams

present situation :

In the vast majority of existing teams , Performance evaluation is either based on data , Either subjective evaluation or a combination of the two to make a comprehensive evaluation . Data collection and evaluation methods tend to be traditional , Basically, the evaluation results are obtained by manual collection and calculation .

The problem is :

The existing methods have the following problems :

1. Low data collection efficiency
2. The evaluation criteria are not unified , There is a phenomenon of patting the head
3. The evaluation scoring is not scientific , Eventually, it is easy to become subjective evaluation
4. The corresponding tools are not unified , There are even no standard tools

programme :

This scheme proposes a flexible performance evaluation method , To solve the unscientific situation of team performance evaluation .

1. First, the manager formulates the performance evaluation dimensions of each member of the team ; Dimensions can be expanded level by level
2. Set the weight ratio for each dimension
3. Set the data collection source （ Support system data collection and personnel evaluation ）
4. Set the weight of data source evaluation score
5. Input data to calculate the score

Take the performance evaluation of the R & D team , for instance :

1. The manager formulates the performance evaluation items of members in each position of the team

Each dimension can be expanded level by level , such as " Ability evaluation " Disassemble into the following items

enthusiasm	conscientiousness	Executive ability	Expertise

” Code quality “ Take apart

2. Set weights for each dimension

Then the above example , Corresponding to the following settings

Ability evaluation children

enthusiasm	conscientiousness	Executive ability	Expertise
20%	25%	20%	35%

Code quality children

3. Set each data collection source

The source of data collection can be the system , It can also be personnel .

4. Set the weight of data source evaluation score

![image.png](https://p1-juejin.byteimg.com/tos-cn-i-k3u1fbpfcp/5c752163cd024a22b4ce964843b24484~tplv-k3u1f

（ The score of each sub item after expansion is similar to that of the main item , Don't expand again ）

1） Evaluator ( That is, the data source ) For each weight, the column is not 0% Item of

2） The comprehensive score of each column ( such as : Version quality column )＝ Rating of each data source × The weight of each data source The sum of the

3） Comprehensive score = Each column （ Version quality 、 Work progress 、 Code quality …） Total score of × Weight percentage of the whole column The sum of the

Get the comprehensive score data . That is, everyone's final score ;

Refer to appendix

Alibaba performance appraisal management system : http://www.docin.com/p-2128136430.html