One Thousand Three Hundred and Fifty-Three, There Must Be a Brave Man Under the Reward

But at this time, the OA system will give them a low score, which makes those R&D personnel feel very fucked.

Because sometimes the research and development work really cannot be quantified.

This job, unlike other jobs, can be rated based on your workload.

Most of this job is mental work, and a lot of work is about thinking first in the brain and then being creative.

Even sometimes you have no breakthrough after months of hard thinking and meditation, but at a certain moment, there will be a breakthrough as soon as the inspiration appears.

And this kind of work, if it is rated according to the OA system, it will definitely be given a low score and will be eliminated at the end.

After all, research and development is not like other jobs, and it is very likely that there will be no results for several months or even years.

Even some R&D work, in the middle of the progress, will find that the original idea is wrong, or a certain program has made a mistake, so the original idea must be overturned.

In this way, according to the current OA system, it is impossible to evaluate R&D personnel.

So long before He Xiaojun and Xiao Feng met this time, he had already collected a lot of opinions from the head of the company's R&D department.

In fact, I also wanted to come to Keke Xiao Feng this time, what should I do in such a situation?

After all, the new OA system is really good, but scientific research must not be restricted by such rules and regulations.

And he had thought of 3M's solution before, so he also wanted to talk about it with Xiao Feng.

Unexpectedly, before he even opened his mouth this time, Xiao Feng offered to ask the R&D personnel to follow 3M's practice.

"How do you like this?"

"We can allow the personnel in the R&D department to spend three and a half days a week to complete their fixed tasks."

"For example, the experiments they are going to do, data collection, or experimental design and so on."

"And then give them a day and a half a week to do something they're interested in together."

"They can form different groups according to their hobbies to develop what they are interested in."

"Or a few people come together to complete the brainstorming, such as the project at hand, experimental design, detail completion, etc., they can all come together and talk freely."

"Everyone discusses together, expresses their own ideas, and then makes an argument."

Xiao Feng expressed his thoughts, while He Xiaojun slapped his thigh happily.

"Hey! I think this idea is very good, so that it can bring vitality to the scientific research team."

"For example, when I was in XX Institute, when I was carrying out a certain project, it was usually the boss, that is, the project leader, who designed the entire experimental process."

"And the people below can only be responsible for execution, such as launching experiments and entering data."

"But everyone doesn't understand why the boss designed it in this way, and there are many steps."

"And during the actual operation, you will also find that the boss has many unreasonable steps in the design, which leads to waste of consumables, or waste of time, and even eventually leads to the failure of the experiment, and you can't get the results you want."

"But because of the authority of the boss, not many people dare to react to the boss."

"Even if someone responds to the boss, but in the end the results are achieved, the results are all counted on the head of the boss, and those who put forward valuable opinions are not taken seriously."

"Such things can really be said to abound in our time."

"After a long time, everyone's enthusiasm has faded, and no one will give opinions anymore, as long as we do it according to the plan designed by the boss. As for whether we can produce results in the end, everyone doesn't care anymore. .”

"This is what I think is a major flaw in our scientific research field, and Mr. Xiao, your idea is very good."

"Break the authority in the scientific research group, break the hierarchy of superiors and subordinates, let everyone speak freely, and then OA will record everyone's suggestions."

"In this way, even if the results are achieved, they belong to everyone in the research group.

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"In this way, everyone's participation is increased, and talents can also be discovered in the process."

"And after doing this, as long as the reward and punishment mechanism is in place, everyone's enthusiasm for work will definitely be mobilized."

He Xiaojun also worked in the front line of scientific research for a long time in his early years, so he is very clear about the shortcomings of that field.

To be honest, there are really many problems in the field of domestic scientific research, and many of them are serious problems that restrict the progress of domestic science and technology.

Many truly capable people have no way to rise to the top, or are even buried. This is definitely a huge waste.

In the past, he was helpless in the face of such unfair situations, and he couldn't control what happened in other places.

But now in the ninth laboratory, he absolutely does not allow such a situation to happen.

The idea proposed by Xiao Feng provided him with a good idea.

For one and a half days, let everyone get together to find a way, brainstorm, and express their opinions.

And in this process, those newly joined young blood are likely to burst out with unprecedented vitality, and many bold and unconstrained ideas.

And these creativity and vitality are exactly what a research and development department needs most.

What everyone is afraid of is not that your brain is too big, but that you have no ideas!

And maybe it's someone's brain hole, which will bring a breakthrough to the whole project.

If it was in the past, such credit would most likely be given to Mi by the boss of the project team.

This situation happens frequently in the country, nine times out of ten.

Those who have really done useful work, even those who have made the final decision, not only failed to share the fruits of victory in the end, but were not buried yet.

If things go on like this, what's the deal?

But now in the Ninth Laboratory, because of the intervention of the OA system, every time everyone holds a discussion meeting.

No matter who's idea is, it will be recorded, and when the time comes, it will really produce results.

The intelligent OA system will naturally give a score.

In a project team, whoever made how much contribution will be scored by the OA system.

In this way, everyone can share the fruits of victory, which will lead to a virtuous circle.

And in a project promotion, young people who have performed outstandingly, or have big brains and ideas that are powerful and unconstrained, will be recorded.

In the next work, if there are two more such two-eyed performances.

Then such a person will be included in the Qianlong plan by the company and focus on training.

It is even very possible to become a project leader at a young age and receive financial and technical support from the company.

At this time, for the project team with projects.

For those R&D personnel who do not have a project at hand, they can also use this day and a half to use the resources provided by the company to develop something they are interested in.

Of course, these things they developed are definitely not those messy things that cross borders.

Definitely something related to their work.

They can go it alone, or they can find some people with the same interests and hobbies to form a team together.

And once their research has taken shape, they can apply to the company for project approval.

Submit it to the review committee, and if you pass the test, you will get financial and technical support from the company.

Even if their research results are of great value, they can also obtain greater resource tilt from the company.

This is the management method that Xiao Feng and He Xiaojun discussed later.

In their opinion, this method, used to manage those R&D personnel, will definitely be able to maximize the work enthusiasm of those R&D personnel.

In fact, both of them firmly believe that our scientific researchers in Huaguo are not stupid at all.

What lacks creativity and innovative spirit is just a label that those gringos with ulterior motives put on us in order to build up their inner strengths.

It is true that we Chinese people are indeed lagging behind foreign countries in the field of modern innovation.

In fact, this is mainly because we have laid a lot of foundations in the early stage.

In recent years, we have caught up in technical and scientific knowledge.

What we lack now is actually a reasonable scientific innovation system.

Just like before, we even mastered the knowledge of mathematics, physics and chemistry.

However, we have always been relatively weak in how to use the knowledge in our hands to innovate, but design a plan for experimental advancement.

But in the past forty years, as we have more and more exchanges with foreign countries, especially academic exchanges.

We have fully studied and mastered certain system design of modern scientific research and development.

What we have to do now is to bring those research and development systems and concepts to China and implement them.

Now what Xiao Feng and He Xiaojun have to do is to liberate the enthusiasm and innovation ability of the R&D personnel.

In fact, in the past, our domestic scientific researchers were not incapable of innovation, but were constrained by certain factors.

As early as the founding of the People's Republic of China, many scientific experts returned to China from overseas because of their patriotic enthusiasm.

At that time, when they were poor and white, they were all able to build the atomic bomb, and created countless disciplines and miracles in China.

Now, Xiao Feng firmly believes that our scientific researchers can also create miracles.

One of the biggest drawbacks of domestic scientific research in the past was that the reward and punishment mechanism and distribution mechanism for scientific research were not clear.

This has greatly weakened the enthusiasm of researchers to rely on research and development.

For example, the employees of a certain company have innovated and developed something new, and the economic benefits are very large.

But the company will say that this was developed while working in our company, so the results belong to our company.

As for the inventor, it is fine to give a little reward.

In this way, the R&D personnel are bound to feel greatly unbalanced.

If things go on like this, the enthusiasm and willingness of R&D personnel will inevitably decline.

On the other hand, American companies have never been stingy with huge rewards in this regard. In other words, they have not only thoroughly analyzed the phrase "under great rewards, there must be brave men", but also implemented them very well!

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