Software R&D is a highly complex and knowledge-intensive work that usually requires a variety of skills, especially good learning ability and innovation ability. Software R&D talents are high-level and need creative knowledge talents. Therefore, selecting outstanding fresh graduates from various colleges and universities to join the software R&D team and strengthening training are the continuous guarantee for the healthy and stable development of the software R&D talent team. .
After fresh graduates enter the job, unified and standardized management should be carried out, which is conducive to enhancing fresh graduates’ sense of identity and belonging to the corporate culture, and enhancing the stability of personnel.
According to various types of campus recruitment in recent years, fresh graduates will generally go through a period of internship after entering the job. The internship period is generally 1-3 months, and a few are as long as six months or more, and some are recruited after graduation. Therefore, fresh graduates generally go through the three stages of internship, probation, and regularization. For those who perform well in some internships exceeding 3 months, consider reducing the probation time or even exempting them from probation.
In general, the training and management of the corresponding graduates can be divided into three stages: the first stage is the training and learning period, the second stage is the induction period, and the third stage is the actual combat assessment period. For fresh graduates during the internship period and fresh graduates of non-matching majors, the cycle of each stage can be slightly different based on the actual situation.
The first stage: training and learning period management
The main task of the training and study period is to help fresh graduates understand and familiarize themselves with the company’s development history, company conditions, department conditions, and position conditions, familiar with company related systems, familiar with the department’s daily work systems and specifications, familiar with R&D processes and related specifications, and familiar with job requirements And the relevant situation of the position to be engaged in, understand the relevant business and basic technical requirements, etc.
The period of training and study period is normally 5 days, and the period of fresh graduates in the internship period and fresh graduates of non-corresponding majors can be appropriately extended by 5-10 days on this basis.
The second stage: Management during induction period
The main task of the induction period is to help fresh graduates understand and familiarize themselves with the working environment, work content, and work requirements of the position as soon as possible when they start to participate in the work of their position, and to be familiar with the complete work process and master the basic work methods to carry out related work. For example, for the recent graduates of the Java development engineer position, they should be familiar with the code development process and related specifications, master the development environment construction, code Check-out/Check-in, compile and run, and master the code hierarchy, configuration relationships, and database operations Wait, know how to write code to complete the development of a basic application function (such as adding, deleting, modifying, and checking functions), and so on.
During the on-the-job counseling period, it is necessary to arrange a special tutor to be responsible for tracking and guiding the fresh graduates to carry out related work, and to help the fresh graduates establish good working habits and master relevant skills.
The period of the induction period is normally one month, and the period of fresh graduates in the internship period and fresh graduates of non-corresponding majors can be appropriately extended by 15-30 days on this basis.
The third stage: actual combat assessment period management
The main task of the actual combat assessment period is that fresh graduates participate in the actual development process of the project according to the department, project team and related work assignments, and can complete the corresponding work tasks relatively independently. At the same time, the relevant assessment content and requirements will be further clarified. And carry out corresponding assessment work to help fresh graduates break through their role changes.
Although there will be mentors to follow up during the actual assessment period, it is more intermittent work guidance. At the same time, some performance guidance work will be carried out appropriately to help fresh graduates better adapt to the job position and work content.
The period of the actual combat assessment period is normally 2 months. The period of fresh graduates in the internship period and fresh graduates of non-corresponding majors can be appropriately extended by one month on this basis. Each month is a basic assessment unit. Corresponding objective evaluation of the work performance of corresponding mentors, direct supervisors and their departments should be made.