How to realize efficient test management

Many companies have set up R&D testing departments, but the management of testing is never satisfactory. So, in the IPD process system, how exactly to establish a highly efficient test team? The first step is to plan the process as a test department manager. Let's take a look at the IPD product development process: in the new product development process, test personnel from the conceptual stage will be involved in the beginning of the entire R & D activities, the earlier the better, each process needs to be should have the task, rather than to the end of the system development to the test when the test is formally carried out, each stage of the activities are as follows: one of them, SDV is system design verification, i.e., system design verification, is a functional test, that is, the verification of each subsystem to check whether it meets the design specifications; BBFV is building block fuction verification, i.e., compilation module function verification; SIT is system integration testing, i.e., system integration testing; SVV is system integration testing, i.e., system integration testing, i.e., system integration testing, i.e., system integration testing. SIT is system integration testing, i.e., system integration testing; SVT is system verification testing, system verification testing; and finally, the evaluation of the test and the closure of test defects. Test manager needs to establish each stage of the process, templates and Checklist. The second step, after the process is established, the test manager is responsible for the allocation of test resources for different test functions, such as software testing, hardware testing, machine testing, performance testing, etc., are responsible for the different personnel, for some test positions may be a lack of personnel, as soon as possible, recruitment or internal training, so that the right people to do the right thing. the right person to do the right thing. If the manpower for testing is insufficient, the corresponding testing roles can be supplemented by developers to complete the testing process. The third step is to improve the business and technical level of the testing team. Such as testing a medical ultrasound equipment, testers need to know how to use the ultrasound equipment, as well as a detailed understanding of its functions, only to be familiar with the business to really test the product from the user's point of view; on the other hand, to improve the technical level of testing is also a very important aspect of the level of technology, including the design capabilities of the test, the use of automation tools, and the understanding of the product development technology, mastery of the product platform technology and development tools, and the ability to test. Product platform technology and development tools, if the testers have one or two years of development experience, the product testing is very helpful. The fourth step is to build a test department's **** enjoyment platform. Such as the establishment of test case library, test tool library, test experience summary library and so on. Regularly organize part of the internal experience sharing, mutual learning business knowledge and testing technology. I manage the test team in Huawei during the general two weekly departmental sharing time, so that some senior development or test engineers to share business experience, and the formation of written records, a year of accumulation, all the business and technology will form a very good test assets. For the test platform between different product lines to *** enjoy, improve the efficiency of tool development, reuse the same test platform. The fifth step is to establish the assessment system and incentive mechanism for testers. The main factors for testers' assessment are work performance, document standardization, comprehensive quality, and work attitude. Among them, work performance accounts for most of the proportion, such as more than 70%, document standardization is 10%, comprehensive quality is 10%, and work attitude is 10%. Tester performance is a very difficult to measure indicators, Hanjie consulting suggests the following aspects of the examination: 1) the number of submitted BUGs and the number of test cases 2) the value of the problems found in itself 3) the level of testing skills (test case design level, the level of mastery of the use of testing tools, the ability to locate the problem) 4) the implementation of the efficiency of the test, to meet the test coverage of the premise, whether it can be quickly and efficiently. Under the premise of meeting the test coverage, whether the test task can be completed quickly. In addition, some testers' soft skills such as sense of responsibility, communication ability, research ability, teamwork, etc. are assessed as comprehensive elements. If a tester is not responsible for his work, he will not be able to prove the high quality of his test even if he submits a large number of questionnaires. Secondly, positive working attitude is the key to improve the quality of testing, and the overall team culture, communication skills directly affect the efficiency of testing and cooperation between different departments. The sixth step is to solve the problem of testers' sense of achievement. In many companies, people are biased against the test department, feel that the testers do not develop products, the work is much less than the developers, where in the recruitment of lower requirements, lower treatment, testers into the job, found that with the developers of the treatment difference of a large cut, there will be a psychological gap, it is difficult to mobilize the work of the positive, affecting the efficiency of the test. This will form a vicious circle in the long run. So how to solve the test team's sense of accomplishment? It is recommended to improve the following aspects: 1) Give the test department the correct positioning, what is the role of the test department in the company's overall value chain? The pay gap between developers and testers should be as reasonable as possible. For example, white-box test engineers, senior system test engineers, performance test engineers or automation test engineers should be equal to the developers, and the salary of test engineers at the executive level can be reduced requirements. 2) Process assurance. Suggest structured product development process, clear definition of roles and responsibilities, as well as product submission, problem tracking, problem location and other details of the process. 3) The development of testing technology, platform, test patent development, to create a platform for testers to accumulate and improve their skills. 4） Continuous improvement of testing organization ability, continuous improvement of testing methods and automated testing tools. 5) Establish the career path of testers. Such as technical channel and management channel. Technical channel: test engineers --- "senior test engineers ---" test experts Management channel: test engineers --- "test supervisor/team leader ----" test manager In China, this heavy R & D, light test environment, do a good job in the management of the test is really not easy. But as long as we do the above six points, we believe that for improving the status of the test department, standardize the company's product testing process, cultivate the ability of the testers, and establish the authority of the test department will have greater help.