Talking about the training work of software test engineer _ Software test

The position of the domestic software Test engineer has been from scratch for less than 10 years. The mature Software Testing theory system is only more than 10 years old. And the reality of the needs and aspirations of the best software test engineers, which has sprung up today, has made us think about a problem: how to develop and do the training of software test engineers.

Many people misunderstand the importance of software testing. Because the people who are just starting to do software testing are often from black box testing, black box testing does not require programming experience, so always give people feel that testers do not need too much knowledge, no matter who is able to do the job, it also leads to software companies do not want to, also believe that no need for software testing engineers to carry out training. Once the software products shipped to the user, found that the quality of inferior, inefficient, maintenance costs expensive, but also mercilessly scold testers incompetent, why not detect bugs (software defects).

There is an old saying in China: Maito. To see the consequences above, it is clear that at least now we should agree that software test engineers need to be trained as well as to receive formal training. Training what. I think that training should be done at least from three aspects.

First, induction training

Software testing engineers have come to a company that is always interested and ready to devote themselves to the battle of catching worms. But often do not have the method, the less effort, because not catch the worm, or even catch the bug is not important also be ignored by the developers. Put yourself in the shoes of these ambitious test engineers and think about how much they need induction training.

The induction training of software Test engineer can be divided into three aspects. Training of products, training of test techniques and testing tools. Software testing is the object of the enterprise development of software products, it is important to have a comprehensive understanding of software products and sober understanding. As a Test manager, you should arrange at least enough training time for the novice to study the content of the software being tested. We can make use of all available training materials. Software products themselves, user manuals, development team requirements specifications, technical documents, including the people familiar with the product to perform functional explanations, and so on, using these forms eclectic product content to quickly arm the test engineer's mind. This training is not enough to stop, to be good at testing the test engineer's learning situation, in time to ask them the most critical product issues, such as the core concept of products, business processes. There are training to check, through a question and answer the way, not only understand the product of the beginner's understanding of the degree, but also impart the essence of the product, and can also be from the beginner's doubts caught training in the loopholes, for better training in the future lay the foundation.

Because software test engineers are always expected to come from all walks of life, corners. Test experience, no test experience, all come together into the enterprise. So the necessary test technology training must be some. The main content of the training is black-box testing technology, because black-box testing technology is the basis, and the second is more expensive white box tester when needed, can also do a good job of black box testing. The common test methods of black box testing, the design of test cases, the common test types of black box test, the main problems of different test types, and so on, should be fully contacted in the induction training. Similarly, the method of learning is inseparable from the process of practice. You can find some universal feature points that testers try to design test cases. Only through easy to difficult, from simple to complex, repeated practice, can slowly build testers test concepts, design methods, catch the worm sensitivity, and ensure that they do not take unnecessary detours.

In the induction training, the training of testing tools has been gradually mentioned on the agenda. With the improvement of software scale and complexity, the pure sense of artificial testing can not meet the requirements of software testing, so the use of testing tools has emerged. In order to make people become the high-end testers who will use the tools as early as possible, we should also pay attention to the training of testing tools in the induction training. LoadRunner, WinRunner, TestDirector, these commonly used testing tools need to let the test engineer master as soon as possible. The network brings together a great deal of information about these tools, only to see how we can integrate and package ourselves to form the training materials that fit our needs.

Second, on-the-job training

Induction training is only a stepping stone in the field of software testing, which can lead beginners to understand the most essential part of the test work as early as possible. In order to really cultivate a qualified software testing engineer, only by the induction training is obviously not enough. A few years ago I heard a senior software development engineer mention the concept of injobtraining. It means that as an engineer, it is necessary to pay attention to the self training in the process of work, and as a manager, we should strengthen the knowledge inculcation and ability training of staff in the process of work.

Injobtraining can be either formal training or informal training. According to past experience, a pair of non-formal training, the effectiveness of its training is more easily guaranteed. Every test of a product or project will be an excellent opportunity for on-the-job training. From following the development team development user requirements, to assisting the development team and reviewing the functional design of the development team, and then to the test Engineer's independent completion of the test design work, to the final test execution, the test manager always needs to guide and lead the test engineers to teach them at all stages of the software development lifecycle What is the goal, work content, and outcome of the software test? The little test concepts and technical theories that have just been set up in the induction training need to be maximized in practice. In the on-the-job training process, the Test manager must spend a lot of effort to audit the work of the test engineer, as in the software products, like catching bugs, need to discover the work of each test engineer at the earliest possible vulnerabilities, work defects and the focus of improvement direction. It's impossible to assume that through induction training, test engineers really have learned everything. Do not forget that software testing is also a very technical work, and functional design, code development, such as the need for repeated practice, to find out the deficiencies, continuous improvement, work skills can be steadily improved.

Now the definition of software testing in the Enterprise category, I am afraid most of the situation is no longer simple test implementation itself. So a batch of software testing engineers into the enterprise, enterprises should be in accordance with the different characteristics of the engineers and expertise, in the in-service training process, the choice of focus for their training, that is, further strengthen the trend of on-the-job training. For example, someone may be good at completing the test design of a larger scale function, and then focus on developing their test design capabilities; Someone may be good at using test tools to develop test cases, focusing on developing their test tools; someone may be very patient, inquisitive and skeptical, Focus on developing the ability to test execution; others may have a two-year, two or three-year development experience that focuses on developing their white-box testing capabilities. In short, in the on-the-job training process, should according to the test engineer different work experience and the technical background, for its correct choice key training direction. If everything, it is possible to invest in large output small low price results, but also to dampen the enthusiasm of the test engineer, as well as the Test manager of the test Engineer's objective evaluation. Moreover, as a Test manager, it is not possible to have enough time and energy to train each of the test engineers each ability. Therefore, based on this consideration, in-service training to strengthen the purpose, focus, clear training direction and goal is particularly important.

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