Last issue published an article 「 The size of R & D effectiveness team of small and medium-sized Internet companies 、 Function division and analysis of advantages and disadvantages 」, A small friend from the left asked a question , Must the R & D effectiveness team be independent ？ That's a good question , Finally from to svn hit tag Such technical issues began to turn to team building and organizational structure .
In fact, this problem can be compared ：
RD Must the team be independent ？
Must the product team be independent ？
QA Must the team be independent ？
Must the O & M team be independent ？
Must the designer team be independent ？
This makes it easy to get the answer . Divide by function , The sooner you become independent, the better ,1 A person can also be an independent team , Report directly to senior leaders , Conduct business independently ; Think in terms of the number of people 1-4 You don't have to be an independent team when you are an individual , cooperation 、 To build 、 Part-time job 、 Virtual team may be a good choice , But when the team is big （4 Person or 4 More people ） It is imperative to be an independent team . When to be independent , Several people are independent , This is related to the company's positioning 、 Existing organizational structure 、 Leadership cognition has a lot to do with .
「DevOps R & D effectiveness group 」：
Left one's question ： Why the R & D effectiveness team must be independent ？
Qingchuan ： How does independency embody value
Mr. Han ： Does size always have to have a team ？ Can't take a part-time job ？ Virtual is also a team
Must the R & D effectiveness team be independent ？ It's not necessary , Some teams do not have full-time R & D efficiency engineers , Other people are doing it part-time , There is no independence .
If there is a full-time R & D Efficiency Engineer, he must be independent ？ It's not necessary . Fewer R & D effectiveness engineers can not cover all job responsibilities , More likely to isolate , Unable to provide effective support .
Scene settings ： Effectiveness team 1～4 people
There should be a background and scene when talking about problems , Tanghongshan boss Tang pointed this out , I think it's good . For example, in this article, we have such scenario restrictions
The production and research personnel are less than 200 people
Effectiveness team 1～4 people
We assume that 100 Human production and research team , Divided into two major departments ,2 R & D effectiveness support staff , Everyone supports one . In fact, in this case ,2 Individual support 50 I still have a hard time . At this time, some functions are undertaken by other corresponding personnel to maintain the normal operation of the entire R & D system , such as
Each R & D performance partner supports a business team , They belong to their own business teams
PMO Students supervise Jira Use training and authority assignment of
The operation and maintenance partners work part-time on R & D efficiency system maintenance , back SLA indicators , At the same time, it is responsible for data backup
You can see from above , In fact, although we only have two full-time partners , But through part-time job 、 Cooperation mode of joint construction , We are already a four person virtual team . The difference is that the full-time R & D partners support the actual business , Other co construction tasks are undertaken by others PMO、 Even QA Part time job . Small team actually has a big problem for personal growth , It's not easy to find a particularly senior person , If the company develops slowly, it is not easy to stay ; Those with relatively shallow qualifications , It is not conducive to growth , Also stay for a while .
for instance ：
Our department has been an independent team since we had designers , Report directly to the big boss . Responsible for all products in the Department , Guarantee all products to the greatest extent UI At a relatively high level . It is also reasonable for the company to maximize the use of design resources .
When the production research team grows to 4 Departments ,200 Human time , Small partners in R & D efficiency have also increased to 4 Full time personnel . At this time, the work content, rights and responsibilities need to be sorted out
4 Business units , Every business unit 50 people . Every business unit needs 1 Supported by a small partner of R & D efficiency 「 Business support work 」
4 Different business departments need to support different workloads ,APP The support workload of the client and the server is huge ,2 There are relatively few innovation departments .「 Support workload varies greatly 」
The company began to pay attention to standardized process construction , It needs to be unified 4 Processes of business units 「 Horizontal pull through work 」
Because there are already 4 A full-time partner ,PMO、 O & M and QA Our small partners expect the R & D effectiveness team to undertake more work 「 infrastructure 」
4 The qualifications of a full-time partner 、 There are great differences in abilities . A little friend who just graduated , A senior ; A script kid , A social expert
Team organization scheme
At this time, we are faced with two choices .
Scheme 1 、 Keep the virtual team
The first solution is to keep the virtual team , Each full-time partner is responsible for supporting the corresponding business team , The co construction is still supported by other teams . The problem is ：
1） The young partner who just graduated has a good attitude but can not support a business line independently , Someone needs to take
2） Senior employees are more than enough to support the current business line , Feel nothing new , Want to take the initiative to undertake more functions and develop upwards
3） Script boy has no problem making some scripts, but his communication skills are not strong
4） Sorting out the social networking process 、 improvement 、 The implementation of this aspect awesome , Poor script ability and lack of experience in system management
Option two 、 Independent team
Second choice , Relevant functions are merged into one R & D effectiveness team . Senior staff as a team Lead, Lead other small partners to complete the work together . The specific methods are as follows
1） It meets the management demands of senior employees , Enthusiasm is immediately full
2） The school's enrollment is guided by senior staff , Undertake more business support work , Personal growth is rapid
3） The script boy undertakes a small part of the supporting work , At the same time, most of the energy is focused on system stability , Platform construction
4） Social experts are responsible for the overall horizontal work , The process improvement and optimization are progressing rapidly , The work has been highly praised by the company's leaders
Changes brought about 1） Senior employees need to be trained 、 Improve management functions 2） Each person undertakes part of the business support work to back up each other , At the same time, they also undertake public functions .
Comparison conclusion
Through the comparison of the above two schemes , Enter the team directly when the number of people is small , Business closed loop , Conducive to business development , More ground ; It is more resilient to form a team when there are many people , It meets the demands of the business for the R & D efficiency team , At the same time, it is also conducive to the stability of the R & D efficiency team , People can give full play to their talents and assign different jobs according to their different experiences and abilities , It also meets the demands of employees .
Divide by function , The sooner you become independent, the better ,1 A person can also be an independent team , Report directly to senior leaders , Conduct business independently ;
Think in terms of the number of people ,1-4 You don't have to be an independent team when you are an individual , cooperation 、 To build 、 Part-time job 、 Virtual teams can also , But when the team is big （4 Person or 4 More people ） It is imperative to be an independent team .
When to be independent , Several people are independent , This is related to the company's positioning 、 Existing organizational structure 、 Leadership cognition has a lot to do with .
Reference material ：
Division criteria and list of first, second and third tier Internet companies
