Dear General Manager, leaders:
I entered the NES computer company from May last year to now, in this year, I've been committed to the concern and love of you. I express my heartfelt thanks. This year's work is very helpful to me, I have learned a lot, and the cooperation with colleagues in the company is quite happy and tacit. But unfortunately, after the end of this year, I will leave the company. Making this decision is quite difficult to personally, as a middle-level cadre of the company, I believe that the company, especially some ongoing projects will bring a certain loss. I will try my best in the rest of the working hours and transfer their work in front of the time to minimize or avoid these losses.
NES is a very promising company, from I entered NES to now, the company has more and more projects, and the scale is also growing every day. Although there are some such problems in the company, just like other domestic software companies, it is inevitable in development, and I believe that these problems will be resolved in reasonable and improvement over time. And the company deputy general manager XXX, the project manager XXX and other people conscientiously and responsible for the work attitude and the spirit of the work of my work left a deep impression. It can be said that the company's development and their efforts are not open. So my resignation is not for the company's system or individual dissatisfaction, it is exactly my personal will.
Since I have made a decision, I think I can stand on a relatively neutral position to make some opinions and suggestions for NES, I hope to have some help to the future development of NEs, I have to help the leadership reference.
I. Establishment of performance evaluation standards. For any company, constantly stimulating employee work and enthusiasm is quite important, and software companies are no exception. A good system should be created to guarantee and motivate outstanding employees. Project bonuses and year-end bonuses are a incentive approach taken by more companies. In addition, in the project, employees with highlight performance are also very important to reward and spiritual rewards with certain substances. Don't underestimate the spiritual reward, sometimes a title will also encourage employee's work enthusiasm. This, our company is still quite enough. To establish such a reward system, the key is to have a set of standards for the measurement and assessment of work, which is important to develop such a standard. Although software companies have certain particularities, internationally excellent software companies' management experience and related technical documents (such as CMM software maturity assessment standards) can provide detailed information on the company to develop such a set of standards. As long as the company is willing to organize human resources to develop a set of performance evaluation criteria to meet their needs, it can not only make the company's business, but also laid a solid foundation for the future development. Second, the training of employees. The development speed of computers and related technologies is obvious, so training for software developers is also the top priority. I believe this company's senior leaders have long realized that the company's training systems are not satisfactory. The reason can be said to have various aspects, but the key is to pay too much attention to the use of internal resources. In fact, the company can provide employees with relevant information on various external training institutions and training courses, allowing employees to choose freely, and give a certain cooperation with the training time. As for the training fee, you can let the employees bear themselves. If the amount is not large, you can reimburse it after the exam is passed. For the larger than the large number of exams, the company will save the invoice, and the employees will continue to work for the company for a while and reimbursement. If employees can achieve some certificates that are very beneficial to the company's development, they can also make corresponding adjustments at the wage level, and the specific situation is mastered by the company. I believe that if such measures can be taken, the training of the entire company's employees will have great promotion. Third, the reuse of resources. As a large-scale software company, can it be or how to do how much software resource reuse is the key to judge whether the company is rid of the workshop software development. The resource is first accumulated, and when the company has some resources, how to accumulate these resources? Save these accumulation in what way? How to use these have accumulated resources? These three issues are an indispensable part of resource reuse. It will help the resource reuse, which will have great help to shorten the completion cycle, improve the quality of the completion. The project that has been completed should not only have some documents and source programs. Related technology and common modules should not only be saved in the brain of the developer. It should be sorted out of the company's database, and then develop new related software, it can be quickly found and once again utilized and perfect. This is a long-term and huge project, but the company should be able to realize that this cost is completely worth paying. The CMM standard is one of the roads that can help the company go on the right track. Fourth, the internal computer management system. As a software development company, if there is no such internal computer management system, it is incredible like a shoeper's son without shoes. Since other industries know that the company's computer management system can greatly improve their production efficiency and company profit by purchasing or entrustment, it is better to have such a management system. . The performance measurement standards, resource reuse, etc. mentioned earlier are inseparable from a perfect corporate internal database management system. I think this should cause company decision makers to pay full attention, although I personally hope that the company can have such a system and use some working hours to develop some relevant project management modules and functions, but these are managed by a complete management The system still has a considerable distance, and this is not the power of me. Even if I leave the company, I still hope that someone else or a team will complete and continue to optimize such a system with the support of the company's leaders. The above is a point and suggestion that I personal on the company. If this can help NES to help, I will also be a great encouragement and comfort to I will leave the company. Finally, I wish
Shang Qi
