Suggestions for testing tool training

 Suggestions for testing tool training

More and more companies are buying or starting to use automated testing tools to improve testing efficiency. However, although I purchased a testing tool suitable for my own company or product, I did not receive the expected results. Why? There are many reasons for this. This article mainly puts forward some suggestions for problems arising during training, for more information, see Jose Fajardo's a detailed look at the idiosyncrasies of test tool training.

After purchasing a tool or tool available, the tester may be unable to understand the new tool or tool, or even the automation test, or upgrade the test tool, the tool needs to be customized on a large scale for the company's products. The test Manager should often consider how to familiarize everyone with the tools as quickly as possible through training.

· Dispel unrealistic expectations for testing tools

First, the test Manager should eliminate the expectation that the tester can quickly master the test tool and quickly apply it to the actual project in just two to three days. In general, short-term training, especially the preliminary training, is only a basic operation to teach you to record and play back scripts, trainees cannot immediately apply the tools to a variety of complex projects or products. In this case, it is recommended that the test Manager designate an experienced mentor or test tool expert for the test personnel to solve the problems encountered by the tester when actually using the test tool or to continuously instill a good automated test method.

Testers should also eliminate some unrealistic expectations for automated testing tools before they actually use them. For example, testing tools can replace all manual tests, and automated testing is recording/playback. In this way, when encountering problems, you can avoid your own point of view or disappointment with the tool.

· Screening trainers

The test Manager should carefully consider the trainer's choice. Some companies will contact external training institutions or sell tools to their own companies. At this time, the test manager needs to inquire about the trainer's qualifications and other background information, and pay special attention to the trainer's experience and time in using the tool.

Some companies will hire trainers directly until the project is completed. In this case, you need to identify the trainer's qualifications.

In addition, sometimes there may be some testing tool experts in the company who already have training materials suitable for the company and general training materials for suppliers.

· Select persons to be trained

Not all people need recording or automated testing scripts, so it is best not to start training like a pot of cake. The test Manager should prioritize projects or personnel allocation. Actual or core automated testers are expected to have the highest priority. Other testers can participate in conceptual tool training or informal training through our tool experts.

· Train "trainers"

After an external trainer leaves, the trained personnel may need to provide training to those who are not involved in the training, and they need to pass their knowledge to others. Therefore, the test manager needs to inform the first group of trainees before training that they need to provide training requirements to others and list a plan after training.

Of course, you also need to provide training personnel with professional training skills. Tool experts may not be able to provide public training. Some may face problems such as insufficient training, unreasonable training structure, and unclear expression. These will prevent others from receiving the correct information.

· Review training materials

Training materials are very important for training. Trainers organize their own training processes through which trainees can learn about the training content and future memories. Therefore, the training materials must be comprehensive, but briefly reflect the training items. It is recommended that the test Manager review training materials in person or assign others.

· Feedback Mechanism

After the training, you need to collect the opinions of trainees on the training and correct or improve the training in a timely manner. The training effect can also be enhanced through a small exam after training.

· Record unsolved problems

During the training process, trainees can raise their own questions, so the trainer may be unable to answer some questions temporarily. All trainers should record such questions and respond promptly.

In actual use of tools, you may also encounter problems such as tool failure or tool bug. The test Manager should also assign a dedicated person to collect such problems and solicit solutions or temporary contingency methods from the tool provider or within the company. They are also part of the knowledge base.