المساعد الشخصي الرقمي

مشاهدة النسخة كاملة : الفرق بين Junior و Senior فى التصميم و الويب



Rise Company
09-12-2017, 05:18
الفرق بين صغير Junior المصممين / المطورين وكبير Senior المصممين / المطورين
الفرق بين Senior Designer و Junior Designer
الفرق بين Junior Web Developer و Senior Web Developer.
Senior Designer vs Junior Designer vs Junior Web Developer vs Senior Web Developer

صغير Junior:
اصطلاحاً هو الشخص الذي يكون في المرحلة البدائية فى التصميم / الويب

كبير Senior:
اصطلاحاً هو الشخص الذي يكون في المرحلة الاحترافية فى التصميم / الويب

قائد Team leader:
هو الشخص الذي قد اجتاز هذه المراحل و تم تعيينه كقائد لفريق العمل

هذه الالقاب ليست سهلة ولا تتمنح ليك على حسب وجودك في الشركة ، ربما تكون Senior في شركة وفي شركة تانية Junior !
اسعى دايما تكون Senior بس متقولش انك Senior والا مش هتوصل انك تكون كده ابداً
الفرق بين الاتنين واضح تماما وبين جداً في طريقة الشغل والتفكير و اتمام العمل .


الفرق بين المصمم الجديد Junior Designer و المصمم المحترفSenior Designer

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المصمم الجديد :



[*=right]في طريقة تنفيذ العمل لا يلتفت ابدا لخطواته او طريقة اتمامه للشغل نفسة ويبدأ بعشوائية فيستهلك وقت كبير جدا في التصميم
[*=right]دايما طموح المصمم الجديد انه يخلي تصميمه ممتاز ومنسق وموزون وكل الوانه ممتازة.
[*=right]دايما الخطوات تستغرق وقت لحل المشكلة بالتصميم ولكنه يفشل في ايضاح الفكرة ويستهلك طاقة ومجهود اكتر.



المصمم المحترف :



[*=right]في طريقة تنفيذ العمل بيتخذ خطوات محسوبة ومعروفة لإتمام وظيفته واتمام تصميمه
[*=right]دايما طموح كبير المصممين ان تصميمة يكون ممتاز ومميز جدا ويكون جديد تماما ملفت وابداعي في نفس الوقت
[*=right]دايما الخطوات مدروسة ومتزنه واسلوبه يرفعه الى الامام دون اي فقدان للوقت او الفكرة ويقوم بإيضاح الفكرة وحل المشكلة تماما.


الفرق بين المطور الجديد Junior Developer و المطور المحترف Senior Developer

https://www.rise.company/forum/images/imported/2017/12/10.png



process of searching and hiring good developers can be quite difficult for many companies around the world. Small web studios, large IT companies and individual entrepreneurs often compete for talented programmers. But the problem of personnel hunger can be easily solved if junior developers are taken into account. Does it make sense to hire juniors and to teach them or seniors are beyond competition anyway? Surely, if you have a 6-month-project you won’t spend time on trainings for novices. But it depends. So whom to choose? Junior versus senior, who is better?Finding Candidates

The most obvious problem when searching for a good developer is a huge shortage of such specialists on the market. To find a worthy junior is much easier than a competent senior.
JUNIOR. Many students start searching for a job while studying. A student will be happy to come to a job interview to try his/her best at least. You have a chance to talk to a number of candidates to offer the job to the best one.
SENIOR. As a rule, experienced developers are quite happy on their current workplaces and do not plan to change them. So they rarely respond to recruiters’ messages who try to reach them on different websites. You have little chance to communicate with such candidates, not to mention hiring them. To hire strong developers is not an easy task. Recruiters have to come up with sophisticated ways of finding candidates. These efforts are not always successful.

Experience

Many companies think that rich experience is not always essential. The key point here is the willingness to work and learn.
JUNIOR. There can be very difficult tasks that only experienced developers are able to solve them by using proper technologies. But if you often deal with routine problems, juniors can do with them good. Of course, a senior copes with simple tasks faster, can participate in product development, but not just write the code. However, if it’s not required in your projects, a junior developer is a good choice.
SENIOR. Seniors’ experience allows them to be gods of web and mobile development. Outsource seniors can even choose projects, payments and clients. In a company if there is no interesting job, an experienced developer can become bored. One of the most common ways to fight the emotional burnout at work is to change a workplace. As a result, the senior that was found and recruited with so much pain can be lost.

Training

Modern companies and individuals want to hire specialists who are easy to be trained without a need to be retrained. In this aspect juniors are better to learn how to work according to the standards of a particular organization or person.
JUNIOR. Beginners are always more receptive. You can convince them without an effort to follow the best practices such as development through testing. Besides, it’s not so difficult to improve a junior’s knowledge in certain areas. As a result, a company can quickly pump up novice’s skills.
SENIOR. If an experienced specialist has worked with bad processes for years, it will be difficult for him/her to change methods of work.

Motivation

The main thing for any specialist is knowledge and experience. So everybody will appreciate any help, opportunity to do real work, good payment and assistance with training. All this greatly increases an employee’s motivation. Some ambitious employees appreciate a possibility of training and having new experience even more than the salary.
JUNIOR. When a junior has a feeling of his/her engagement in a company’s mission, he/she gets a big job satisfaction. But as soon as the employee gets more experienced, motivation can drop down. You should raise his/her salary, otherwise he/she may think about changing the job.
SENIOR. Experienced employees are more difficult to motivate. You should talk with the employee and make an individual plan how he/she should achieve the goals.
In conclusion, here are some tips that can help you solve the problem whom to hire:


To solve routine issues you can hire and train a junior. Difficult tasks need a senior’s look.
Trainings for employees increase their motivation and loyalty. Juniors appreciate new knowledge, experienced developers are happy to improve their skills.
All candidates should be properly filtered. The search for a good developer is a marathon of experienced and even inexperienced job seekers. But if you pre-filter candidates for education, background, general views and life position, you can select the best ones.