Research On The Optimization Of Telecommuting Performance Assessment For R&D Posts In Company T

Ever since the concept of telecommuting was introduced,the exploration of this mode of working has never stopped.As society becomes more networked and digital,more and more internet technology companies are trying to make telecommuting a regular mode of working.With the impact of the new crown epidemic,many companies are finding that offline working is becoming a luxury.In China,a complete communications infrastructure setup and affordable internet bandwidth prices have made telecommuting a norm,allowing Chinese businesses to find life in the midst of the epidemic.And now that epidemic prevention and control policies are gradually being relaxed,telecommuting still offers convenience.Some companies have begun to explore a permanent model of telecommuting,which differs from the challenges posed by the ad hoc model and requires new management approaches to deal with issues such as efficiency,remote management and performance assessment.Internet companies have an inherent advantage in telecommuting due to their business characteristics.However,they tend to focus only on the equipment and technical support needed to carry out their business,while neglecting remote office management,including performance appraisal.Many companies adopt a direct copy of offline performance appraisal,making it lead to a scenario that is not adapted and in urgent need of optimisation.This paper takes the development position of an Internet technology enterprise,Company T,as the research object,and through research and data collection,fully explores the problems that arise in the performance appraisal of Company T’s development post after entering the telecommuting mode.Firstly,information about the basic situation of Company T is collated,and the differences in office formats and performance appraisals before and after telecommuting are obtained through comparison.The interviews were then relied upon to obtain the basic direction of the performance appraisal issues,which provided a factual basis for the design of the questionnaire.In the processing of the interview results,a combination of subjectivity extraction and an improved coding method was used,using the latest AI language model to homogeneously translate the coded objects,while obtaining more accurate keyword results.In the questionnaire,qualitative issues were analysed through quantitative methods,facilitating in-depth analysis of the causes of the problems.In terms of response strategies,an attempt was made to optimise the original performance appraisal system for T’s R&D department by focusing on issues such as communication,efficiency and directivity,introducing OKR project management tools and analysing the job characteristics of development posts.The new performance appraisal optimisation plan provides a comprehensive adaptation of the entire appraisal system in terms of performance planning,execution,communication,assessment and application.The aim is to provide effective motivation and guidance to the development staff and to improve their communication,collaboration,project management and self-management skills in a remote working mode.In the end,some measures are proposed to ensure the successful implementation of the optimisation plan.This paper explores the practical issues that arise in the performance appraisal of development positions in a telecommuting mode and provides a targeted and structured strategy for optimisation.The ideas and analysis process provide a reference for the development of performance appraisals in companies with similar business types and telecommuting needs.