How to realize efficient test management

Many companies have set up R&D testing departments, but the testing management is still unsatisfactory. Then, in the IPD process system, how to establish an efficient test team? The first step is to plan the process as the manager of the testing department. Let's take a look at the product development process of IPD: in the process of new product development, testers should participate in the whole R&D activity from the concept stage, and the earlier they enter, the better. Each process needs a task, rather than a formal test when the system development turns to testing. The activities of each stage are as follows: SDV is system design verification, that is, system design verification, and functional testing, that is, verifying whether each subsystem meets the design specifications; BBFV is the functional verification of building blocks, that is, the functional verification of compilation modules; SIT is a system integration test, that is, a system integration test; SVT is a system verification test, a system verification test; Finally, evaluate the test and close the test defects. The test department manager needs to establish the process, template and checklist for each stage. Step 2: After the process is established, the test department manager is responsible for the allocation of test resources. Different people should be responsible for different testing functions, such as software testing, hardware testing, machine testing, performance testing and so on. For some test positions, there may be a shortage of personnel, so we should recruit or train internally as soon as possible so that the right people can do the right things. If the manpower for testing is insufficient, developers can supplement the corresponding testing roles to complete the testing process. The third step is to improve the business level and technical level of the test team. If testing a medical ultrasonic equipment, testers need to know in detail how to use the ultrasonic equipment and its functions. Only when they are familiar with the business can they really test products from the user's point of view. On the other hand, it is also important to improve the technical level of detection. The technical level includes the design ability of test, the use of automation tools, the understanding of product development technology, and the mastery of product platform technology and development tools. If testers have one or two years of development experience, it will be very helpful for product testing. The fourth step is to build the platform of the testing department. Such as establishing test case library, test tool library, test experience summary library and so on. Organize some internal experience sharing regularly to learn from each other's business knowledge and testing technology. During the period of managing the test team in Huawei, the author usually shares his time with the department twice a week, so that some senior development or test engineers can share their business experience and form a written record. After a year of accumulation, all businesses and technologies will form a good test asset. Different product lines share the test platform to improve the efficiency of tool development and reuse the same test platform. The fifth step is to establish the examination system and incentive mechanism for testers. The main factors of testers' assessment are work performance, standardization of documents, comprehensive quality and work attitude. Among them, job performance accounts for most of the proportion, such as more than 70%, document standardization 10%, comprehensive quality 10%, and work attitude 10%. The performance of testers is a difficult indicator to measure. Han Jie Consulting suggests that the following aspects should be investigated: 1) The number of bugs submitted and the number of test cases executed; 2) the value of finding problems; 3) Test skill level (design level of test cases, mastery and use level of test tools, ability to locate problems); 4) The efficiency of test execution, and whether the test task can be completed quickly under the premise of meeting the test coverage. In addition, some testers' soft skills, such as responsibility, communication ability, research ability and teamwork, are assessed as comprehensive factors. If a tester is irresponsible and perfunctory, even if a large number of questionnaires are submitted, it cannot prove that his test quality is high. Secondly, a positive working attitude is the key to improve the test quality and the overall team atmosphere, and communication ability directly affects the test work efficiency and the cooperation and division of labor between different departments. The sixth step is to solve the problem of testers' sense of accomplishment. In many companies, people are biased against the testing department. They think testers don't develop products, and their work is much less than that of developers. The reason is that they lowered their requirements and paid less when recruiting. After the testers join the job, they find that there is a big salary gap with the developers, which will lead to a psychological gap, which will make it difficult to actively mobilize their work enthusiasm and affect the testing efficiency. In the long run, it will form a vicious circle. So how to solve the problem of test team's sense of accomplishment? Suggestions are as follows: 1) Give the testing department a correct positioning. What is the role of testing department in the overall value chain of the company? 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 automated test engineers should be on an equal footing with developers, and the salary of test engineers at the executive level can be reduced. 2) Process assurance. Suggest a structured product development process, clarify the definition of roles and responsibilities, as well as detailed processes such as product submission, problem tracking and problem positioning. 3) Develop testing technology and platform, develop testing patents, and build a platform for testers to accumulate and upgrade their skills. 4) Continuously improve the ability of test organization, test methods and automated test tools. 5) Establish a career path for testers. Such as technical channels and management channels. Technical channel: test engineer-"senior test engineer-"test expert management channel: test engineer-"test supervisor/team leader-"test manager It is really not easy to do a good job in test management in such a domestic environment that R&D is more important than testing. But as long as the above six points are done well, we believe it will be of great help to improve the status of the testing department, standardize the product testing process of the company, cultivate the ability of testers and establish the authority of the testing department.