Introduction :

At Rajpur Holdings our team is small enough that communication and mentorship aren’t optional, they’re how the work gets done. We take employee growth seriously, and that starts with setting clear learning goals up front, checking progress against them regularly, and adjusting when the work changes. This document is the process checklist used between the employee, their mentor, and management to keep that on track.

Essai d’application logicielle : Dhir runs the manual test pass on the Meta Quest 3 build before each release and is assigned two bugs per sprint that he reproduces and root-causes independently before proposing a fix. Learns the Unity Profiler, the Frame Debugger, and Android logcat during the placement. Bug reports are expected to include reproduction steps and a probable cause, not just a description. Success is measured by catching at least one regression before it reaches a build.

Collaboration : Works remotely with the engineering team on a daily standup and a weekly 30-minute 1:1 with his supervisor, where Dhir sets the agenda. Every pull request he opens is reviewed with written feedback, and from Week 5 he reviews one teammate’s pull request a week. Attends sprint planning, review, and retro as a full participant, and presents his own work in sprint review at least twice during the placement.

Gestion du temps : Sets and shares his own weekly working hours around his class schedule at the University of Alberta, revisited around exam periods. Estimates each ticket before starting it and compares estimate to actual at the end of every sprint to build calibration. Anything at risk gets flagged at the midpoint of the sprint, not the end, and is rescoped with his supervisor rather than quietly running over.

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Commentaires supplémentaires des étudiants :

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