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

Because sometimes R&D work cannot be quantified in detail.

This job, unlike other jobs, can be rated according to your workload.

Most of this job is mental work, and many jobs are thought first and then creative in the brain.

Sometimes you even have no breakthrough after thinking hard for several months, but at a certain moment, there will be a breakthrough in the existing one.

If such a job is rated by the OA system, it will definitely be scored low and will be eliminated at the end.

After all, R&D is not like other jobs, and it is very likely that you will not be able to produce results in a few months or even years.

Even some R&D work, halfway through progress, will find that the original creativity is wrong or a program is wrong, so it will overturn the past.

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 solicited a lot of opinions from the head of the company's R&D department.

Actually, I also want to ask Xiao Feng this time, what should I do if I have such a situation?

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

He had thought of the solution to 3M company before, so he also wanted to talk about this matter with Xiao Feng.

Unexpectedly, before he could speak, Xiao Feng took the initiative to propose that he wanted the R&D personnel to implement the 3M method.

"How do you think this is the case?"

"We can let R&D personnel complete their fixed work tasks for three and a half days a week."

"For example, the experiments they want to do, data collection, or experimental design, etc."

"Then give them a day and a half a week to do what they are interested in."

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

"Or a few people work together to complete brainstorming, such as the projects they have at hand, experimental design, and details, etc., and they can all get together to speak freely."

"Everyone discusses together, say out your own ideas, and then make a argument."

Xiao Feng expressed his thoughts? He Xiaojun slapped his thighs happily.

"Hey! I think this idea is very good? This will bring vitality to the research team."

"For example, when I was at XX Institute, when I was working on a project, I was usually the boss? That is, the project leader designed the entire experiment process."

"And the people below can only be responsible for the execution, such as conducting experiments? Entering data."

"But everyone doesn't understand many steps about why the boss designed this way."

"And during the actual operation, you will also find that the boss has many unreasonable steps for designing it, which leads to wasting consumables, time, and even eventually leads to the failure of the experiment and the results they want."

"But because of the boss's authoritative attributes? Not many people dare to react with the boss."

"Even if someone reacted with the boss? But in the end, the results came out, but the results were all counted on the boss, and the people who made valuable opinions were not taken seriously."

"Those things were really everywhere at that time."

"After time, everyone's passion faded? No one could give any suggestions. Just do it according to the plan designed by the boss. As for whether the results can be achieved in the end? No one cares anymore."

"This is a major drawback in our scientific research field, and Mr. Xiao, you have a very good idea."

"Break the authoritarianism in the scientific research team? Break the upper and lower classes and let everyone speak freely? Then the OA records the suggestions put forward by everyone."

"In this way, even if the results are achieved, they are all part of the research team."

"This will increase everyone's participation? You can also discover talents in this process."

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

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

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

Many truly capable people cannot get to power or even be buried, which is definitely a huge waste.

In the past, he was powerless to deal with such unfair situations, and he couldn't control it even if it happened elsewhere.

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.

In one day and a half, let everyone get together to find ways, brainstorm, and express their opinions.

In this process, those newly added young blood are likely to burst out with unprecedented vitality and many bold ideas that are imaginative.

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

What everyone is afraid of is not that you have a big brain, but that you have no idea!

Maybe it is the idea that someone has opened up, which will bring a leaps and bounds to the entire project.

If it were the past, such a contribution would be very likely to be given to Mi by the boss of the project team.

This situation is most likely to happen frequently in China.

Those who have truly worked hard, or even those who have achieved a final result, not only did not share the fruits of victory, but were not buried.

If this continues, what's going on?

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

No matter who your creativity is, it will be recorded, and then it will be achieved.

Then the intelligent OA system will naturally give a score.

In a project team, anyone who makes much contribution will have an OA system to score.

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

And in a project progress, young people who have performed well, or have big ideas and are imaginative, will be recorded.

In the next work, if there are two more times, the two eyes will behave like this.

Then such people will be included in the Qianlong Plan by the company and will be trained in a focused manner.

It is even very likely that you will become a project leader at a young age and receive financial and technical support from the company.

At this time, for project teams 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 things they are interested in.

Of course, the things they developed are definitely not those messy things that cross the border.

It must be something related to their work.

They can either fight alone or find some people with the same interests to form a team together.

Once their research is clear, they can apply for project approval from the company.

If you submit it to the review committee, if you pass the test, you will receive financial and technical support from the company.

Even if their research results are valuable, they can gain greater resource tilt from the company.

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

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

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

No creativity or lack of innovative spirit is just the label that those foreigners with ulterior motives have put on us in order to build their psychological advantages.

Indeed, we Chinese 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 with technology and scientific knowledge.

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

For example, in the past, we even mastered the knowledge of mathematics, physics and chemistry.

But we have always been relatively weak in how to innovate with the knowledge we have in hand and design experimental promotion plans.

However, in the past four decades, with more and more exchanges with foreign countries, especially academic exchanges.

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

What we need to do now is to bring those R&D systems and concepts to the country and implement them.

What Xiao Feng and He Xiaojun need to do now is to liberate the work enthusiasm and innovation capabilities of R&D personnel.

In fact, our domestic scientific researchers in the past did not have the ability to innovate, but were just bound by certain factors.

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

When they were poor and deserted at that time, they were all able to create atomic bombs and created countless disciplines and miracles in China.

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

In the past, the biggest drawback of domestic scientific research was that the reward and punishment mechanism and distribution mechanism of scientific research were not very clear.

This greatly weakens the enthusiasm of scientific researchers to rely on research and development.

For example, a company has employees and innovatively develops something new, which has great economic benefits.

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

As for the inventor, it would be fine if you give a little reward.

In this way, R&D personnel will inevitably feel very unbalanced.

If this continues, the enthusiasm and willingness of R&D personnel will inevitably decline.

On the other hand, American companies never stingy with huge rewards in this regard. In other words, they not only analyze the sentence "There must be a brave man under heavy rewards" thoroughly, but also implement it very well!
Chapter completed!