Sixth chapter Rainbow Pin Yu Ji (zhong)

With the experience in Etang, I have a new understanding of big companies, if you want to make a screw, then big company will make you very comfortable, but if you have a lot of your own ideas, in large companies is difficult to implement. In the first two days of Gameloft I did a very important thing, is to chat with each person for a few days, understand the company's composition and workflow. As a job, I am a QA, but the game company's understanding of software testing is even more superficial (about the game test understanding, you can see my previous written about the "game test from the zero" article, has been deadline), the company several producer on the test is considered dispensable, And there is no concept of quality processes. The whole company is basically a workshop-style approach, a bit of product managers with a bunch of people do, do to the French look, toss a few months, it came out of the feeling. Reminds me of a word, job-hopping this thing is often the more jumping bad ah.
Then went to Beijing to participate in QA training, Beijing came to a former Lenovo QA, I need to follow up for a few days, it is the first time to fly (hey, many years ago ah. ), I feel good. Training things I will not mention, is the basic document flow .... From my point of view, it was rather pedantic.
Back to Shanghai, the first thing to deal with is the release of the issue, often appear the version is not unified, or the wrong version of the situation occurs. Next is the question of testing resources, a game to do dozens of platforms, a test is completely busy.
For version control is more familiar with the content, so in the company use VSS specification made a little adjustment, all the test version must get the Label from VSS, and the compilation environment must be on a dedicated computer. Then slowly migrated to SVN, just the company also in the global Unified SVN server address, all the code to go abroad synchronization (mainly there is an old game code is missing, as if the game is called Red, a bit of the spirit of the bucket Luo feeling).
And for the recruitment, is really excited and nervous, after all, is the first really to do the recruitment, how to find a suitable person indeed a bit of difficulty, although quilt cover a lot of times, but the face of others still have no experience. Two recruitment requirements are clear in mind:
1. Understand the game, not play the game
2. Understand the test, not the chaotic point
So on the resume to the HR request, the resume did not appear in the game pass, resume did not appear in the test pass, so resume from the usual 200+ into 30 or so, then the biggest idea is so many people to cast resumes, is it because the game test is very simple and fun? The first brothers in the back came to the bitter end, but they should all be good now (the first people are now the core of the big game companies).
The content of the interview does not have to talk more, can only say that a lot of wonderful, all kinds of playing games do not think, say not clear why they like to play this game and understanding of the game. Play a game for several years, ask what experience, do not know, what bugs, do not know, what unreasonable place, say not clear. Ah, think recruit a person with an idea is very difficult, on the other hand met the right people with ideas, wages can not talk down, because at that time the recruitment game test treatment is 2000, many times to the above mentioned this problem, the above are basically rebuffed. At least two levels of testing it, on the one hand is the game player-type testers, mainly responsible for the implementation of the low wage, said the past. Another aspect is that there is a certain analytical design of the testers, they are not the game players but more able to see the game as software, they are more responsible for the design part, these people need to pay a little higher.
With the passage of time to test the Department of Personnel also gradually more, no one to do the test to do QA is meaningless, first solve the thorny problem, so that period of time I was part of the (QA,QC MANAGER,SCM) Three positions, every day is full, the heart is full, very full of fun.
Near Christmas, there is a game (VJ golf) to be released, because the game has more than 60 versions (Java,brew plus each resolution), the entire department only about 7 people, then the daily work is a very magical rhythm. Is the afternoon wait for version, until 12 o'clock in the evening finally version came out, and then test 6 hours to the morning 5-6 test completed, we sleep, 12, and so on version. Although each development said that the afternoon back to the version, but each time is delay, that period of time really each team is to stay up late, behind us a few are living in the company, because home to sleep back too troublesome, cause aunt see us a few 9 points more out to the toilet brush face is not just the beginning of the surprise expression.
Process not to mention, there is no skill, because there is no way to have any skills, on this time, to release, in addition to overtime and other versions, testing, there is nothing to do, and everyone's technical ability to decide you also have nothing to do (so-called automation what in the year is not possible to achieve, And even if you can realize that your team is a gamer, and you don't have the ability to do something about programming extensions in it.
So day after day passed a year, the Test team also from the beginning of the 10 people not to the team, expanded to 60 people, the first floor is almost a game test, and the first few also became the team Leader behind. In this I also encountered the need to deal with the situation of staff, the reason for dismissal is also very simple, that is, to work overtime to play, no way to call (according to the current statement is personality, I work is not at random to you sent), and in the working time is not practical enough, the game company can joke casually, But can not work when careless, several certain can measure the problem, but did not find. Remember when you fired the words "Maybe you will hate me now, I have experienced, but I hope this can give you a lesson, let you know that the work is not you feel happy on the line, you need to be responsible for your work." ”
With the gradual increase of personnel, training becomes a prerequisite, every person into the company needs to go through the basic GL Rule (you as checklist) and the training of software testing concepts, I started to do, and then by the following people to do, But the effect or benefit of training now in retrospect is indeed a bit of a problem, there is no special training for the people, just according to their own will to teach others is actually a lot of problems.

Narration in this chapter:
1. Maybe your job is a certain position, but when you get to a higher position, you have to look through the surface of the demand, solve the problem is the key, not what you do, or the problem will not be solved.
2. Recruitment is a technical work, how to recruit the right people is very important
3. Any position should have a hierarchy, if everyone is anything will be no difference, in fact, and nothing is the same, will only general
4. Any technology depends on the ability of the team members, even if you have a good framework, tools, but if the use of people who do not have the ability to implement the
5. Dismissal is always a problem that every manager will encounter, perhaps a bit wrong to kill the innocent situation appears, but a team cohesion is very important, this is a team, not because of a person's problems and bad rules, many things do not fear that we do a thing wrong, I am afraid that everyone wants to follow their own ideas to do things, and finally blame each other.

Sixth chapter Rainbow Pin Yu Ji (zhong)