The glory and dream of the test Engineer (v)

Heaven and earth are unkind to all things as a dog. The Saints are unkind to the people for their humble dogs. -"Lao Tzu"

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Management, it's always a headache. The author will discuss the test management with you, difficult to become opinion, after all, swim, throwing bricks, hoping to introduce some jade.

Management is the foundation of the art based on technology, since it is art, understanding of each have seen, combing up is also a complicated, after all, everyone engaged in different occupations, the environment is different, the company culture is different, the experience of different projects, the formation of the world view and values are not the same ...

As a scientific doctrine of it practitioners, complex and various different do not go to research practice is obviously not in line with scientific ideas, in the spirit of seeking truth from facts and the "golden mean" in the words "learned, interrogation, careful thinking of, discerning, Benedict." "We still have to bite the bullet to explore.

Generalizing I think I can not do, we still have a few practical small problems to explore, as far as possible to do sprat.

1, who is the manager in the test organization?

Who is the manager in the field of testing? What are the people who tell us about our work every day? such as project main test, Test department manager and Test department director. If only from the point of view of authority, it seems correct, the direction of the first-level guidance and assignment tasks. These people, because of their position in the buttocks, determine to a large extent the way in which an organization operates or the direction of the project.

It's too risky to decide who the manager is too simple from the position of the butt. Too simple is the good running of an organization and the success of a project is closely related to each of us, depends on each person's positive struggle, not a manager's glorious great right. Being too dangerous means that a wrong decision by a manager can lead to the demise of an organization, and the development of an organization depends on the temperament or ability of an individual to cause great uncertainty throughout the organization.

Based on the above two points, I personally think that in a well-functioning and excellent organization, each individual is a manager, not to give other people to publish instructions, but that each individual can manage and constantly optimize their work affairs, adjust and avoid the cause of inefficient or unreasonable affairs, Thus, the whole organization tends to be stable and safe on the basis of exerting the potential of the individual actively.

2, the purpose of testing organization management

Whether in terms of the company or our individual, we must have a purpose, as the cause and effect of the release of the cycle, the Confucian Scientia, Taoist quietism, no matter what the cloak, there must be an intrinsic purpose. So what is the purpose of our testing organization's management? In simple terms, I think there are 3 points below:

01) Improve the overall performance of the project

02) Project Quality is controllable

03) Project Personnel Promotion

These 3 items are the goal of our Test team management and the focus of our work.

3, prerequisites for the management process

After the test management purpose is clear, we implement our management process according to the actual situation, but do not worry, want to implement specific management content, there are several prerequisites to solve.

01) have no desire, come back haunting. I think managers should do this first, such as you do not want to let people in the organization late to leave early, then you must first do not late early, or the team's centrifugal force will increase.

02) Avoid mechanically. We will learn a lot of management methods in different projects or management books, can we take them directly to use in our current management process? I suggest to be cautious, a lot of previous management experience and methods have a specific occurrence of the environment, direct take doctrine, may face the problem of acclimatized. Therefore, in the application of a method or a strategy, to do a good job of investigation and analysis, the actual situation to make adjustments, the improvement is often more effective than the revolution.

03) Do a good job of monitoring feedback. policy formulation is one thing, and the process of execution is another. Many management processes fail in the execution, so in this link to do a good job of monitoring and feedback work, follow up each link, to need to adjust the need for timely adjustment.

4, review of the test transaction management process

After summarizing and validating, I divided the test transaction management process into the following 9 parts, as shown in:

These 9 processes basically cover most of the test transaction management, detailed in each of our one by one details below. The whole process is more, the text narrative is not very intuitive, can not BB.

5, test transaction management process (i)-Requirements management

This process is relatively simple, there is nothing to say, good communication can be.

6, test transaction management Process (ii)-Program management

There are several points to note in planning management:

01) plan to be as thin as possible, not to generalize the big concept

02) plan must be clear, specific to each responsible person and time

03) plan to follow up timely, the best daily regular check

04) Once the plan is postponed, find a specific reason and try to avoid it next time

7, test transaction management Process (iii)-task assignment management

In this process, managers should make reasonable use of all available resources to serve the team, it is best not to narrow the vision to a small scope.

8, test transaction management process (iv)-executive management

There are three main points of concern: progress, quality and results. This link many managers will ignore the supervision of this element, supervision is not the meaning of the urge, but to real-time understanding of the state, according to the existing state to determine whether the goal can be achieved, to do the necessary dynamic adjustment.

9, test transaction management process (v)-Feedback management

10, test transaction management process (vi)-BUG management

Needless to say, everyone contact every day, a little attention under the timely submission and verification can be.

11, test transaction management Process (vii)-version management

This process is more important and there are several key points that need to be specifically explained:

01) Note the compatibility of the version: Data compatibility, multi-version compatibility, network compatibility, system compatibility, etc.

02) Detailed check of the version before release, more and less is not suitable

03) After the release to carefully check again online again this update content

04) do a good job of updating records, such as date, content, owner, etc. Did a lot of little friends forget this step?

12, test transaction management process (eight)-document management

SVN is a good companion ~

13, test transaction management process (ix)-Resource coordination Management

There is no such feeling, management to a certain extent, to a large extent, the coordination of various resources. Why? Based on the following 2 points: first, any individual is difficult to guarantee the quality of the project, the second is to coordinate all the resources can be coordinated for their own use in order to make things fast and good solution. So how can we reconcile it well? The only way to do that is to communicate, communicate, and communicate.

In this case, the test transaction management process is basically described, and we will continue to look at the personnel management process.

I personally think that people management is divided into 2 parts: teams and individuals. Let's discuss each of the 2 details below.

14, test Personnel management process (i)-Team objectives

Regarding the goal, we should pay special attention to the current project development stage, in order to consider the current team's main contradiction. Set goals also do not have some empty slogan, it must be a concrete plan can be implemented. Mainly for short, swagger as a supplement.

15, test Personnel Management Process (ii)-Team culture

Team culture is not shout out, is made out. From the understanding of indoctrination, into practical implementation. Team culture has to take into account the inclusion and inheritance, of course, inclusive refers to the principle of tolerance, rather than a hodgepodge, as for those who can not fit in the membership, more communication and communication, really no, substitution bar, meddling and a hodgepodge will eventually harm themselves.

16, test Personnel Management Process (iii)-Team building

There's nothing to say, usually eating and drinking is the simplest and most effective, but not the only. The form of team building actually does not matter, the important is the goal, through the team construction can let everybody enhance cohesion, can let everybody increase mutual understanding and communication, this is the most important.

17, test Personnel management process (iv)-individual attitude management

This process manager needs to pay attention to is not Bushi, as far as possible to give the opportunity. Another point is more taboo empty to preach, often do not work or even counterproductive, rather than their own example, aboveboard work to let team members convinced.

18, test Personnel Management process (v)-Individual performance

Performance management is our management process of the most important, about the performance of the book is very much, it is a lot of opinions, I personally understand that the purpose of performance itself is not for the bonus, but through performance indicators as a reward and punishment of the Reference and standards, in essence, to enhance the team and personal incentive tools. First, let's take a look at some of the metrics that make performance assessment standards:

01) Parallel positions 90% assessment points to the same, so as to ensure the maximum level of fairness and justice.

02) Do not make conceptual entries to ensure that each article is enforceable and evaluated. Clear is the best, can avoid the late assessment of unnecessary disputes.

03) to have a personal growth of the proportion, the growth of the individual will ultimately promote the overall growth of the team, quantitative changes caused by qualitative change.

04) The purpose of the formulation has been timed around the improvement of the overall performance of the team and individual promotion, do not make some irrelevant things as the key assessment points.

After the completion of performance, to regularly according to the standards to carry out the assessment, must not go through, there is no standard assessment. The examination should strictly enforce the standard, to be fair and impartial, but should pay attention not to mistake into the dull lost, for some special circumstances appear also to pay attention to the flexibility, because our goal is not to punish who, but to encourage everyone to do better. The principle of law, the human.

Performance after each review, management staff as far as possible according to each feedback to summarize thinking, see with the time and the development of the project, whether there are some assessment points are not suitable for the current situation, to make timely adjustments, the assessment plan as far as possible with the time, can not be in the rut.

19, test Personnel Management process (vi)-Personal competency development

The skills and interests of each individual in the test team may vary, and for each person's characteristics, we should encourage more in-depth research in your field, encouraging you to combine your interests and skills with practical work to drive testing towards specialization. Encourage people to share more, can effectively promote the interest of individual learning.

Links: https://zhuanlan.zhihu.com/p/21097783

The glory and dream of the test Engineer (v)