About SME test organizations and human resources
First discuss the test organization model, and organize common test organization models can be divided into three types:
1. Test organization as part of the development organization
The advantage of this model is:
Ø The only advantage is that when the project is very small, this model can reduce overhead and improve efficiency;
The disadvantage of this model is:
Ø Test service to develop, testing unrestricted unrestricted completion of the objective meaningful test task;
Ø Test resources (including staff, funds, tools, time) are controlled by development managers, and it is impossible to achieve objective correct resource configuration;
2. Test organization as part of the project organization
The advantage of this model is:
Ø Test service is in project, project managers can have the relationship between the development and testing of the development and testing of the developers;
Ø Test managers report to the project manager, and the problems found will be better;
The disadvantage of this model is:
Ø Project managers generally have the same agenda and interest in the development manager;
Ø Test is partitioned as part of the project resource;
Ø The resources of the test may not be reasonably utilized, and even if it is not guaranteed;
3, test organization independently of the project
The advantage of this model is:
Ø Corporate managers adjust the relationship between test and project from the perspective of the company's interests;
Ø Test manager reports to the company manager, the project problem is objectively reflected, product quality can be fully attached;
Ø Test resources can be fully guaranteed and will allocate reasonably in the project;
The disadvantage of this model is:
Ø Compared to the first two models, the shortcomings of the model do not talk;
From the three models discussed above, when the company has reached a certain extent, there are multiple items in progress, the first two models are definitely not suitable, they will also cause waste of resources to varying degrees, and the objective fairness of the test is also It will not be guaranteed. Then, the third model becomes an inevitable choice. This model is also currently using many companies at home and abroad.
The determination of the test model affects the configuration of resources (including staff, funds, tools, time) and testing process.
According to data, currently in some more famous software companies, general testers and developers are available in the range of 2: 1--1: 6, and professional test organizations are responsible for testing tasks.
This shows that if you want to achieve the quality requirements of the company through the third model, it is necessary to do tissue structure and project team to independeado, but also to have a certain number of professional testers.
However, many domestic software companies do not do this, many test tasks (such as unit testing, integration test) are still completed by developers, testers are only systematically testing. Even, system testing is also done by other project developers of developers or temporarily. The test resource is not satisfied. The boundaries of development is blurred, the responsibility is unclear, and go back to the original old road.
Below we will discuss the organization of the test process under the conditions of the resources (mainly referred to), and how to configure resources.
Assuming that multiple projects are carried out simultaneously, the test organization is responsible for all project test tasks, and each project will form a test team (report to the test organization) according to the above-mentioned equipped equation. If the test personnel test organization, even if you don't consider skill conditions, you can't meet the previous proportional assembly requirements, and finally, the testers equipped for each project may be very small, even, this test activity that organizes the organization may not be implemented. Therefore, we offer the following concepts:
Task drive personnel equipped with group collaborative organizational testing processes.
The task-driven personnel are equipped, requiring test organizations to combine testers according to various projects, and is equipped with a test team for each project, and the proportion of testers and developers is generally around 1:10. In the absence of test tasks, testers can be adjusted to test teams that require testers.
The so-called group collaborative organizational testing process is in each project, the test team is responsible for the project test task, the test activity is carried out under the leading group of the test team, the needs or part of the activities need to be completed, participate in the development of the test The person was determined when the test group was established. The test team has the power to review the task and work results of the developer.
The task-driven personnel equipped with the group collaborative organizational testing process, allowing tester / developers to reach reasonable proportion, which can partially make up for insufficient test personnel, allowing organizations to implement tests in accordance with the third scheme. However, this does not completely solve the problem of insufficient test staff, and the solution is still equipped with enough test resources.
The program is a modified version of the third model. The same is also the advantage of the third program, and his shortcomings are also obvious:
Ø Test staff may be transferred between projects;
Ø Collaboration between groups cannot fundamentally solve the problem of insufficient test personnel, and the skills of participating developers participating in the test do not necessarily meet the requirements;
Ø Test organizations apply for developers who participate in tests, need to obtain the consent of the project manager;
Ø Can developers involved in the testing of uncertainties in place in place, or to maintain a good communication between the test group and the project group to bring obstacles.
