Research On Competency Evaluation Of Software Developers In A Company Based On Iceberg Model

In recent years,the IT industry has become a fast-growing industry,and the software R?D industry is also booming.At present,my country's software R?D market is showing a state of blossoming.The We Chat official account of the Ministry of Industry and Information Technology of China Development Network announced the statistical bulletin of the 2019 software and information technology service industry last year.Data show that in 2019,there were more than 40,000 companies with annual revenue of more than 5 million yuan in software and information technology service business in the country,and a total of 7,176.8 billion yuan in software-related business revenue,a year-on-year increase of 15.4%.With the rapid development of the IT industry and the prosperity of the software research and development industry,more and more people are engaged in software research and development.Software development itself is a creative work.Compared with other types of work,it requires software developers to have a very solid theoretical foundation and practical skills.In addition,the rapid technological update and iteration of the software R?D industry requires software practitioners to have the ability to continue learning and rapid learning,which undoubtedly puts forward higher requirements for software developers.At the same time,modern software R?D no longer requires a single coding ability,but also requires software R?D personnel to have the ability to understand business problems,solve business problems,project drive,and risk control.In contrast,the scientific talent evaluation system for software developers has not kept pace with the times,and various indicators and evaluation methods are imperfect and even defective.This article first investigates the current research status of software R?D personnel's competency evaluation,proposes possible research ideas and routes based on the research status,and investigates the theoretical basis of learning.Secondly,through the investigation and research on the talent evaluation system of software R?D personnel of a certain company,it pointed out many defects in the existing evaluation system,such as imperfect indicators,too one-sided evaluation,too many subjective factors,and opaque evaluation process,and analyzed the problems behind the problems.Find the crux of the reason.At the same time,combining the software R?D competency model and the iceberg model,a new evaluation system that meets the company's current strategic development and personal career development needs is proposed.Through the AHP analytic method,the corresponding weights of different indicators are determined to ensure that different indicators can be reasonably reflected in the overall talent evaluation.At the same time,combined with the fuzzy evaluation principle,the fuzzy qualitative evaluation is transformed into a clear quantitative evaluation.Finally,through the combination of iceberg model,AHP level analysis,and fuzzy evaluation,a new talent evaluation system that combines quantitative and qualitative,scientific and reasonable is constructed.Finally,according to the actual situation of the company,a specific implementation method is proposed,and the experience and shortcomings in the implementation process are summarized to seek continuous improvement.