What are the most important technical training considerations for an IT team?

Objectives of the training should be pacified supporting #Communication ( soft skills, 5 steps of customer handling skills) #Detailed process insights and tecnical knowledge to be shared # Mock practices to be followed # Knowledge test after evey session covered

In the heart of India's IT hub, I worked for a major tech firm. Our IT team, vital to various industries, focused on automating mundane tasks. Non-IT members collaborated with techies, turning ideas into reality. The mandatory annual appraisal project loomed, pushing us to explore the latest in tech. To stay current, we underwent targeted training, crucial in the ever-evolving tech landscape. Together, we tackled challenges and transformed them into successes, showcasing the power of an agile and innovative IT team.

In my opinion, below are some pointers to be kept in mind while planning technical trainings. - Aligning the training with specific job roles. - Adding practical exercises with real time scenarios - Including an up-to-date content with industry trends and insights. - Evaluate the understanding and on-job usage with regular assessments. - Provide development assistance for professional certifications.

A simple process to help you design any training, technical or otherwise: Three questions to ask yourself as a facilitator. What do want them to know? How do you want them to feel? What do you want them to do after the session?

One of the most important things that I have learnt, before anything else. Live the life of the user. Communicate with the business on what they want, all else is secondary until you really know what is required and how best the user can be in ease.

Based on my experience, blended learning often emerges as the most effective training method, especially for technical training. It combines the best of various approaches: instructor-led sessions provide expert guidance and immediate feedback, self-paced modules allow learners to absorb complex information at their own pace, and hands-on components ensure practical skill application. This versatility caters to different learning styles and keeps engagement high. Incorporating online elements also offers flexibility, crucial for accommodating diverse schedules.

It's important to recognize that the effectiveness of a training method can vary greatly among individuals. For example, while self-paced learning might be effective for those who are self-disciplined, others may benefit more from the structure of instructor-led sessions. Including a feedback mechanism where the IT team can share their preferences and experiences with different training formats can be invaluable for tailoring future training initiatives.

Je nach Anzahl der zu Trainierenden und der Art derInhalte, sind andere Ansätze zu verfolgen: Blended Learning eignet sich sehr gut dazu, standardisiertes Wissen aufzubauen und dieses zu verinnerlichen. Desweiteren sind diese oft weniger Zeit- und kostenintensiv da auch einzelne Mitarbeiter schnell hierzu Zugang erhalten und man die Herausforderung der Terminfindung von einer Gruppe umgeht und einen niederschwelligen Zugang ermöglicht. Wenn es über grundlegende Themen hinausgeht und es um die Implementation in der Organisation, also die Umsetzung geht, sehe ich persönlich Klassenraumtrainings als hilfreicher, aufgrund der besseren Konfektionalisierung dieser auf die speziellen Herausfordrungen in der Organisation und dem Fachbereich.

Utilize uma variedade de métodos de treinamento, como workshops, cursos online, treinamento prático, mentoring e certificações. Considere a aprendizagem contínua, com programas que se ajustem às demandas de horários ocupados.

Training requires practicality. Without practically demonstrating the capability and limitations of IT systems, practically, the theory is good as useless.

In my experience any training, technical or not must be tailored to your audience. When teaching, it is about connecting with you students because without that connection, even if you have a great program your students will walk away with nothing you wanted to teach them. Know your students IT level then prepare and teach accordingly. Remember connection leads to interaction and interaction leads to learning.

One thing that is not mentioned here or in the methods section is that IT training can be very boring and serious. Bringing humor into your training can be very productive. Also, if you are training attendees to learn software, process flow, or policies and procedures in IT, use scenarios that the students would relate to. Do a start to finish scenario each time a concept is taught to reinforce the learning. Scenarios help learners to feel the learning and not to just think about it.

I agree that keeping training content relevant and up-to-date is crucial, especially in the fast-evolving field of IT. An approach I recommend is integrating case studies or examples from recent projects within the organization. This not only ensures content relevance but also helps in applying theoretical knowledge to practical scenarios, enhancing the overall learning experience.

The training content could be enhanced by adding interactivity and customization. Include interactive elements like quizzes, simulations, and hands-on exercises to boost engagement and retention. Tailor content to the specific roles and projects of your IT team for greater relevance. Incorporate various formats, such as videos, podcasts, and infographics, to cater to different learning styles. Use real-world case studies and problem-solving scenarios to provide practical context. Regularly seek feedback from your team to ensure the content remains aligned with their needs and industry developments. These improvements will make the training more engaging, practical, and tailored.

Gerade die Aktualisierung des Wissens in der IT ist herausfordernd, da auch aufgrund der VUCA-Welt sich Umstände schnell ändern. Die IT ist hierbei die Veränderung der VUCA-Welt auf Steroiden: Eine neue Technologie erobert alles im Sturm und macht gelerntes quasi obsolet oder zwingt zu adaptieren an andere Umstände (Vgl.: der Cloud Boom vor ein paar Jahren und die damit einherkehrende Umstellung der Trainingsinhalte) Hierbei muss auf eine notwendige Aktualisierung des Wissens der Mitarbeiter und Kontext mit den benutzten Technologien in der Organisation geachtet werden. Jede Technologie muss erlernt werden, je schneller neue auftauchen, desto mehr muss in die Aktualisierung der IT-Skills investiert werden. Hier geben Hersteller viel vor.

Different people learn training differently. The training tools must be aligned with how someone prefers to learn. Not use it just because it was the most cost effective, or it was the easiest or cheapest to implement. Some of us learn well on our own, giving time to explore, research or play around with the library of tools or applications. Others require a hands-on approach with instructors at their reach to clarify doubts or when they get stuck during the process. Some prefer Face to Face, and others prefer a moment in the night where it is quiet and they think best. So technical training cannot be a one size fits all process. To be more effectively, there should be a set of standardised training plus some customisation.

When choosing training tools, it's essential to consider the IT infrastructure of the organization and any compatibility issues. For instance, if the IT team predominantly uses a specific set of tools or platforms in their daily operations, aligning the training tools with these can facilitate a smoother learning curve and better integration of training into practical work.

For technical training, several tools can be highly effective. For online or blended learning, an LMS like Moodle or Blackboard offers robust functionality to host and track courses. For interactive eLearning content, tools like Articulate Storyline or Adobe Captivate are ideal. For hands-on training, simulation tools such as VMware for virtual environments or Cisco Packet Tracer for network simulation are useful. For collaboration and communication, platforms like Slack or Microsoft Teams facilitate seamless interaction. Additionally, tools like Zoom or Microsoft Teams can be used for virtual live sessions.

Gerade bei der Implementation eines LMS sollten die benötigten Stakeholder ins Boot geholt werden: IT, Personalentwicklung, QM, Datenschützer und Organisationsentwicklung. Die Auswahl der Funktionen sollte PE Zuständigkeit sein, allerdings muss das System in die vorliegende Infrastruktur eingebettet werden und hierbei allerhand Regularien beachtet werden (DSGVO, ISO 9001, ISO 27001, TISACS, etc.) Nur durch eine Vernetzung all dieser Bereiche und Sicherstellen der Schnittstellen, kann ein solches Projekt gelingen und nicht nur adaptiert werden, sondern das bestehende System transformieren.

Existem diversas ferramentas de treinamento disponíveis para equipes de TI, cobrindo uma ampla variedade de tópicos e formatos de aprendizagem. A escolha das ferramentas dependerá das necessidades específicas da sua equipe, mas aqui estão algumas categorias e exemplos de ferramentas que podem ser úteis: - Plataformas de Ensino Online; - Plataformas de Certificação; - Ferramentas de E-Learning Internas; - Webinars e Vídeos de Treinamento. Lembre-se de adaptar as ferramentas escolhidas de acordo com as necessidades específicas da sua equipe e do seu ambiente de trabalho. O uso de uma combinação de métodos e ferramentas pode proporcionar uma experiência de treinamento mais abrangente e eficaz.

An example I've seen work well in training evaluation is incorporating a continuous feedback loop, where feedback is not just a one-time event post-training but a regular part of the training cycle. This allows for timely adjustments and improvements, ensuring that the training remains effective and relevant. Peer reviews and group discussions can also be a part of the evaluation process, fostering a culture of continuous learning and collaboration.

For IT teams, prioritizing ongoing training in cybersecurity, cloud computing, and emerging technologies is crucial. Additionally, fostering a culture of continuous learning and hands-on practical experience enhances skills, adaptability, and problem-solving capabilities.

Realize avaliações regulares para medir o progresso da equipe. Ajuste o plano de treinamento conforme necessário com base nos feedbacks e resultados das avaliações.

Acredito que a forma mais correta é a avaliação diária nas situações de trabalho cotidianas, pois podemos ver cono o profissional lida com as dificuldades, trabalho em equipe, busca de novos conhecimentos, se compartilha os seus conhecimentos com a equipe. Assim pode ser visto o desempenho real no trabalho diário, e se pode conhecer melhor o profissional.

One of the things the military does really well is the "After Action Review" or AAR. This basic tool applies everywhere. At the end of the training: - Ask the team what the training objective was. - Ask if the training objective was met. - Ask what they liked/didn't like/want to change. In the military they tend to do "3 sustains and 3 improves" but I was never a fan of forcing responses. Leave it open to both and let the team drive the conversation. If the training was terrible, let them have freedom to explain why. Just make sure you also lead them to answer the follow up question "how would you improve it or what would you do different". Don't let the evaluation portion become a gripe session. Constructive criticism.

I recently asked a Software Engineer that I plan to hire to develop new skills and competency in a tech stack. There are a few considerations; one being their ability to learn new skills and new technical training. And the fundamental assessment are these 2 values we evaluated: 1. Open Mindedness 2. Resourcefulness If they are open minded enough to learn or at the minimum accept that they are willing to learn new things, half the battle is won. But if they are closed minded to new technical skills or different technical knowledge; then it is really hard to teach a "old dog" new tricks. If they are resourceful enough, we just have to point them to the right direction and they will be more than willing to pick up the technical knowledge.

When it comes to technical training in an IT team, the most important things to remember are to make sure that the training is in line with the company's objectives, use a competency management system that is thorough and considers employees' present skill levels as well as their future goals, encourage agility through flexible training, ensure that competency assessments are fair, identify and close skill gaps using a measurement-based approach, make data-driven workforce decisions, and cultivate a culture of continuous improvement where employees are inspired to advance their skills. IT teams may make sure that their training initiatives successfully support both individual and organizational performance by concentrating on these factors.