Technical Report Writing Training

technical report writing training_3"technical report writing training"

Network Support Schools - Available Education and Training

Numerous accredited vocational schools and colleges are available to provide an education in network support to various students. Educational training in this specific area of the technical support field can prepare students for a number of exciting careers. Prospective students will find that they can enroll in an accredited program to gain the degree they desire. With a variety of available education and training programs, network support schools can allow students to gain the skills and knowledge they need to succeed in this growing industry. Training is available at levels ranging from an associate to a master degree.

Associate degree training is available through various vocational learning programs. Preparation for a degree at this level typically requires two years of study in a variety of areas. Students can train for a number of professions when pursuing an associate level degree in network support. Possible careers can include working as:

• Technical Support Help Desk Technicians


• Network Support Administrators


• MIS Managers/Assistants


• Network Support Supervisors

...and many other related professions. Students can prepare for careers such as these by studying course subjects like:

• Network infrastructure


• Operation Systems


• Internetworking


• A+ Certification Preparation

...and many other related courses depending on the desired career. Students who choose to gain an associates degree in this field can enter into the workforce or further education at the bachelor's level.

Bachelor degree training in network support can be completed through an accredited vocational school. Bachelor's degrees can be obtained with four years of study. Students who wish to earn an education at this level can train for a variety of careers. Career education and training in this field can prepare students for employment as:

• Computer Consultants


• Programmers


• Help Desk Managers


• Software Programmers

...and more. Students will need to study a variety of subjects in order to enter into these careers. Coursework can include technical support training, networking principles, report writing, operating systems, database management, and a number of other related subjects. Pursuing an education at this level will prepare students to obtain a masters degree in the field, or seek employment.

Master degree training and education opportunities are available from various vocational schools and learning programs. Students can train for their desired career with an additional two years of study in this field. Prospective careers for students can include employment as:

• Network Administrators


• Researchers


• Database Administrators


• Communications Analysts

...many other exciting professions. Training for any of these careers will require the completion of various courses. Coursework may consist of training in computer science, math, computer engineering, management, and more. And a number of other studies based on the desired career. Students who enter into career training programs at this level can expect to start the career of their dreams in network support.

Accredited educational training programs, schools, and colleges offer students the training needed to enter into their desired career. Accreditation is provided by various agencies such as the Accrediting Commission of Career Schools and Colleges (ACCSC). Full accreditation is proof that the education and training provided will be of the best quality available to students. By researching network support schools students can find the one that meets their personal education and career goals.

 

DISCLAIMER: Above is a GENERIC OUTLINE and may or may not depict precise methods, courses and/or focuses related to ANY ONE specific school(s) that may or may not be advertised at PETAP.org.

Copyright 2011 - All rights reserved by PETAP.org.

Notice to Publishers: You may use this article on Ezine or on your Website; however, ALL links must remain intact and active. Failure to retain links is expressly prohibited and violators will be prosecuted extensively by law.

About the Author

Renata McGee is a staff writer for PETAP.org. Locate Schools for Network Support as well as Online Network Support Schools at PETAP.org, your Partners in Education and Tuition Assistance Programs.

Occupational Questionnaire


technical report writing training
technical report writing training
technical report writing training

Technical Report Writing Training

technical report writing training_2"technical report writing training"

Training & Development

Training & Development

  *Dr. Shanmukha Rao Padala ** Dr. N.V.S.Suryanarayana

 

Organisation and individual should develop and progress simultaneously for their survival and attainment of mutual goals.  So, every modern management has to develop the organisation through human resources development.  Employee training is the most important sub-system of human resources development.  Training is a specialised function and is one of the fundamental operative functions for human resources management.

 

Meaning:

After an employee is selected, placed and introduced in an organisation he/she must be provided with training facilities in order to adjust him to the job.  Training is the act of increasing the knowledge and skill of an employee for doing a particular job.  Training is a short-term educational process and utilising a systematic and organised procedure by which employees learn technical knowledge and skills for a definite purpose.  Dale S Beach defines the training as "…. the organised procedure by which people learn knowledge and/or skill for a definite purpose."

In other words training improves changes and moulds the employee's knowledge, skill, behaviour and aptitude and attitude towards the requirements of the job and the organisation.  Training refers to the teaching and learning activities carried on for the primary purpose of helping members of an organisation to acquire and apply the knowledge, skills, abilities and attitudes needed by a particular job and organisation.

Thus, training bridges the differences between job requirements and employee's present specifications.

 

Goal of Training:

Training has certain goal, where the main aim is to train the employees with the best of the knowledge available so that performance is achieved to the maximum and as well it leads to higher job satisfaction. The questions in this section are designed to help the owner-manager define the objective or goal to be achieved by a training program. Whether the objective is to conduct initial training, to provide for upgrading employees, or to retrain for changing job assignments, the goal should be spelled out before developing the plan for the training program.

 

ü Do you want to improve the performance of your employees?

ü Will you improve your employees by training them to perform their present tasks better?

ü Do you need to prepare employees for newly developed or modified jobs?

ü Is training needed to prepare employees for promotion?

ü Is the goal to reduce accidents and increase safety practices?

ü Should the goal be to improve employee attitudes especially about waste and spoilage practices?

ü Do you need to improve the handling of materials in order to break production bottlenecks?

ü Is the goal to orient new employees to their jobs?

ü Will you need to teach new employees about overall operations?

ü Do you need to train employees so they can help teach new workers in an expansion program?

 

Therefore you should review the advantages of each type in relation to your objective or goal.

ü Can you train on-the-job so that employees can produce while they learn?

ü Should you have classroom training conducted by a paid instructor?

ü Will a combination of scheduled on-the-job training and vocational classroom instruction work best for you?

ü Can your goal be achieved with a combination of on-the-job training and correspondence courses?

 

Method of Instruction:

One or more methods of instruction may be used. Some are better for one type of training than another. For example, lectures are good for imparting knowledge, and demonstrations are good for teaching skills.

 

ü Does the subject matter call for a lecture or series of lectures?

ü Should the instructor follow up with discussion sessions?

ü Does the subject matter lend itself to demonstrations?

ü Can operating problems be simulated in a classroom?

ü Can the instructor direct trainees while they perform the job?

 

Training content for different categories of employees:

Training methods and content may not be the same for different categories of employees. As such management has to train the employees of different categories in different areas and through different methods based on the job analysis. Training methods and content for a few jobs are discussed hereunder with a view to giving an idea to the reader.

 

Supervisory training:

Supervisors mostly learn to supervise under the guidance of a manager. Hence; the emphasis should be on the on-the-job training methods. These Methods can be supplemented by various off-the-job training methods. course content of training to this category include: production control, organisation methods, work/activity control, method study, time study, job evaluation, company policies and practices, personnel policies, procedures, programmes, training the subordinate, grievance handling, disciplinary procedure, communication, effective instruction, report writing, performance appraisal, personnel records, dealing with absenteeism, labour turn-over, industrial and labour laws, leadership qualities etc.

 

Sales training:

Emphasis should be towards on-the-job as well as off-the-job training methods in training the sales personnel. course content include job knowledge, organisational knowledge, knowledge about the company products, customers, competitors, sales administration procedures, law concerning sales, special skills like prospecting, making presentations, handling objections, closing the sales etc., employee attitudes such as loyalty to the company and trust in the company products, understanding and tolerance with regard to potential and existing customers.

 

Clerical training:

Emphasis may be given on the off-the-job training in training the clerical Personnel. The training content includes organisation and methods, company policies, procedures and programmes, background knowledge of the company, forms, reports, written communication, clerical aptitude, maintaining ledgers, records etc.

Learning and teaching:

The training programme will not be effective if the trainer is poorly qualified or ill-equipped with the technical aspects of the content or if he lacks aptitude for teaching and teaching skills. Training comprises of mainly learning and teaching. Training principles can be studied through the principles of learning and principles of teaching.

 

About the Author

*Dr. Shanmukha Rao Padala : Isworking as Faculty in the Department of Commerce and Management Studies, Andhra University Campus, Vizianagaram. He participated in several National and International Seminars, Workshops, Symposias,  FDP Programmes and published rich number of articles in reputed journals.       E-Mail: srpadaslaau@gmail.com and Mobile : +91 94403 23606.

 

**Dr. N.V.S.Suryanarayana : The author is an eminent person in the field of Education. Presently he is working as Faculty in the Department of Education, Andhra University Campus, Vizianagaram. He has rich experience in the field of Teacher Education about a decade at Post Degree and PG level. E-Mail: suryanarayana_nvs@yahoo.com, Mobile : +91 94403 48609,

 

 

Checkpoint Learning Competency Model (HD)


technical report writing training
technical report writing training