The Research Of P Company’s Software Development Personnel Management System

With the rapid development of China’s economy, the software service has developed rapidly. As the creator of the software, now need a lot of software developers. To establish an effective software development personnel management system to effectively manage software development staff incentive and fully call their work enthusiasm, tap their potential, software enterprises urgently need to solve the major issues. According to the characteristics of software developers to establish a scientific and effective software development personnel management system, is very import for company.This paper first analyzes the development history of P company software development personnel management system, to find the main problems from system of administration, appraisal system, salary system, incentive mechanism, such as in system of administration, the personnel management system is not reasonable, the "pyramid" type of the talent structure can not meet the development of the project as P company needs. In the evaluation system, to day based examination system appeared team internal friction serious impact on team cooperation. In the salary system, the salary is lower than the average level of PLM company, the unfairness salary has already seriously affected the talented person’s loss. In incentive system, lack of the necessary cultural incentives. Then give P company software developers of new management system with full respect for software developers, to maintain fair, vary from person to person as the principle of the construction of the new management system. The construction of the new management system of P company’s software development staff includes four aspects, including the construction of new system of administration, the construction of new appraisal system, the construction of the new salary system and the construction of the new incentive mechanism. In the system of administration proposed "olive" software development personnel structure, the flexible base location, the establishment of the software R&D center system, change from project development to product development. In the new appraisal system, cancel the day base examination system, set up a number of quantitative indicators, the goal is to inspire everyone’s enthusiasm for the work. In the construction of the salary system, the establishment of a reasonable salary level, a fair salary system. In the construction of the new incentive mechanism, give many incentive methods, such as salary incentive, promotion incentive and cultural incentive. Finally, the paper gives the implementation of the new management system of P software development, according to the specific situation of P company, and gives the specific implementation methods. In this paper, we give the new scheme in the implementation process may encounter problems, such as the implementation of execution in the process of how to get high salary information is more reasonable, project appraisal project examination items to standardize and PMO rights and scale problem.In this paper the author based on many years of work experience in P comany, make full use of the theory closely linked to the actual, the P company software developers new management system can help P company to better select, develop and motivate employees. The problems and deficiencies which are pointed out in this paper are prevalent in China’s software enterprises. This paper plays a guiding role for building up management system for similar software enterprises, also has certain reference value.