Functional manual test engineer... role need a defined timeframe !!

At the time of foundation of a software system, primarily considered key factors  are base idea, requirements surrounding that idea and best possible implementation of that idea by the development team. Gradually, the base idea turns into a small tree having roots and branches grown deep enough, through various end users, having drastically different thought process from each other. Every potential user has specific need and wants customized solutions. Now, we need specialized dedicated domain expert or business analyst, to fetch requirements, document requirements in detail, effectively communicate with development-testing counterparts and keep throughout customer interaction procedure smooth. Going ahead, we want someone thinking of varied aspects of our software system with respect to customer specific need in depth and to test all of them forehand. Till this point, software testing is a supporting job function which can be taken care along with development process by a same development engineer or a development team or a business analyst. 

Now, there is a need to have a dedicated test engineer on a team. We start with freshers obviously - full of enthusiasm, fresh ideas, high time availability, almost no constraints or burden of responsibilities and low cost to company. We provide basic required training and start with testing of our software system. However, to speed up these young team members in order to match the current team velocity, it requires serious efforts from senior members in the team. To overcome this, we decide to hire a mid-level experienced software test professional who can work under minimal supervision and can handle junior test team members too. Because, the company is growing, it leads to the rapid change in expectations from software testing team. But, every team member is occupied with a day to day tasks and have kept learning of new technology as a secondary job objective. Apparently, we hire new test professionals having knowledge of latest technology or test automation need of our software system. It gives birth to self awareness in existing test team individuals. Every person is different and thus acts differently. Someone might want to continue with current role, if satisfied with current type of work and able to adjust with new team members. Someone starts upgrading skill set and joins a new company quitting current job. During performance review, even if learning is made mandatory, there is no mandate on maximum years of experience of functional manual test engineers. At organization level, learning academy maintains good amount of learning courses with good content too. However, training is not directly linked to product specific requirements. As a result, organization level learning credit achieved is not implemented in real job functioning. Ultimately, in-spite of going through learning, achievement is not practical enough. Generally, when it comes to job switch or getting promoted to next level,  then only - self learning, out of the box thinking, achievements apart from assigned work, such parameters gain importance. 

Generally a functional manual test engineer with more years of experience is not a welcoming position or job requirement. Ideally, after spending certain years in testing functionality, one should not be allowed to continue, even if a candidate is working in same organization. Irrespective of circumstances, functional manual test engineer role should have a timeframe limit of maximum years of experience. It will also help to avoid pesticide paradox effect. Based on individual's choice, one can continue to work in existing organization or keep opting positions in different organizations, but eventually one has to choose the role - domain expert or test automation engineer or team lead or Dev-Ops or some other role. Can we retain the talent in our team and provide required training in order to choose them suitable role? Yes, whatever is chosen, it requires lots of self learning and dedication from a candidate. The monotonousness of daily work life without self learning gets stretched to the level that one quits a job and finds another suitable place. But if a candidate is going to continue with same role, the unanswered  question will follow - "What extra is done apart from testing functionality of software under test? "

Professionals with the knowledge of advance technology will definitely improve quality of software. Especially for functional software test engineers, there should be a mandate to improve skill set than just testing a functionality. Even if a person is playing crucial role on important product aspect, one should be mandated to pause and go through extensive training to upgrade skill set. Most of the time freshers joining as new employees goes through certain well defined training, as per specific need of an organization, before actually working on software projects. We should have such predefined and mandatory roadmap for functional manual test engineers too. For example, first 2 years in manual testing followed by certain stream specific training to go ahead. So that one can take new role and responsibilities based on knowledge acquired,  opening up opportunities for other young aspirants to start their careers as manual test engineers. The duration may vary from organization to organization. But having predefined roadmap will surely increase employee retention rate, bring transparency in performance review process and job satisfaction of employees will be higher. When a fair chance is given for self improvement, domain knowledge can also be retained at organization level.

Having defined roadmap is good for every individual working in organization. However, I have observed an absolute  necessity of it for functional manual test engineers. Till the time software delivery is going smooth and a functional test engineer continues to work without high expectations, the one is praised for the hard work done and the domain expertise gained. But this is mere for a certain time-span. In future upgraded skill set is a need of ever increasing software product complexity. Most often, heavy workload, person specific work dependency and tight timelines of deliverables are the excuses highlighted, when is comes to attending learning courses of long duration. If professionals switching jobs does not hamper the deliverables then how team members taking out few days for self learning could affect the software delivery. We can time-frame the implementation of new learned technology for a candidate going through such training from organization. So that learning does not go un-utilized. As there is no mandate from organization front, for a manual functional test engineer, you set goal for yourself and upgrade your skills. Functionality of software under test is utmost crucial part, because it is developed based on specific requirement of end user. Functionality testing, when accompanied by latest technology, it helps to create robust system, leading to resolute customer satisfaction. Give a touch of your expertise to enhance your career by upgrading skill set and implementing new ideas... embrace the functional testing.