RESEACH ON SOFTWARE DEVELOPER PERFORMANCE
APPRAISAL SYSTEM
ABSTRACT
The rapid development of modern enterprises requires the support of software system.
The stable operation of the software system is inseparable from the development and
maintenance of software developers. Now most of the enterprises contain software developers.
Therefore the design of a scientific, fair, reasonable, high efficient software developer
performance appraisal system is the most important work in the enterprises.
Based on the features of software developer and the actual situation of S company, this
paper designs the Technical Competence Appraisal Indicator Questionnaire of Software
Developer and Technical Competence Appraisal Indicator Weight Questionnaire of Software
Developer to determine the level of the company’s software developer and performance
evaluation indicators at the same level. Through the investigation into the expert
questionnaires, the paper determines the weight of indicators by the analytic hierarchy process.
This evaluation system is maneuverable in the actual process of performance appraisal and is
worth promoting.
The paper mainly includes the following four aspects:
First, Introduces the research object, research purpose, research significance, research
ideas and research methods.
Second, the paper firstly analyzes and summarizes the general theory of performance
appraisal, the performance appraisal theories of software developer domestic and abroad, and
the study on the methods of performance appraisal; then the paper explores current software
development situation and working features of software development in China, especially the
definition of software developers, the observation on demands of software developers and the
factors of encouraging them. In the end the paper analyzes the main problems the software
developers may encounter during the performance appraisal.
Third, based on the study of above mentioned theories, the paper builds a principle of
appraisal system for software developers. The paper puts forward a performance appraisal
system coordinated with technical competence appraisal and working performance appraisal
through deep analysis and demonstration.
Fourth, taking example of S company, the paper analyzes the ages, working years of
software developers, the performance appraisal system and the relationship between
performance appraisal results and salary and explores the existing problems. Thereby, the摘 要
现代企业高速发展，离不开软件系统的支持，软件系统的稳定运行离不开软件开发
人员的开发和运维，现在的大部分企业的员工中都有软件开发人员。因此设计一个科学、
公平、合理、高效的软件开发人员绩效考核体系就是企业最重要的工作
本文通过结合软件开发人员的工作特点和 S 公司实际情况，设计了“软件开发人员
技术能力考核指标调查问卷”和“软件开发人员技术能力考核指标权重调查问卷”，确
定该公司的人员等级水平和在同等级上的绩效考核指标；通过对专家进行问卷，利用层
次分析法确定指标的权重；这种考核体系在企业的实际绩效考核过程中具有可操作性，
并具有较大的推广价值
论文主要包括以下四方面内容：
第一，简单介绍本文研究对象、研究目的、研究意义、研究思路和研究方法
第二，首先，通过查阅文献资料，对绩效考核的一般理论，国内外软件开发人员的
绩效考核理论以及绩效考核方法研究进行分析归纳和总结。其次，对我国软件开发现状、
软件开发工作特点的进行分析，也对软件开发人员的具体工作分类、软件开发人员对工
作的诉求考察、以及激励其发展的条件因素等进行分析。最后对软件开发人员绩效考核
会遇到的主要难点进行分析
第三，通过上述资料分析、研究后，制定出自己关于软件开发人员考核体系的原则
并通过深入分析和论证，最终提出技术能力考核，和工作表现考核相配合的软件开发人
员的绩效考核体系
第四，以企业—S 公司为例，分析该企业软件开发部门目前的人员年龄分布、工龄
情况、考核体系、考核结果与薪酬的关系，找出存在的问题。从而提出具体的考核改进
办法，构建 S 公司完整的软件开发人员绩效考核体系，并提出一些完善绩效考核体系的
其他措施
关键词：软件开发；软件开发人员；绩效考核；绩效考核体系paper puts forward suggestions of improvement on appraisal system, builds a complete
performance appraisal system for S company and proposes other measures to improve the
performance appraisal system.
KEYWORDS: software development, software developer, performance appraisal,
performance appraisal system