This document describes a study that aimed to measure the costs and benefits of IT skills training for employees in Greek companies. It involved surveying employees, their supervisors, HR managers, and IT managers from 44 companies across various industries.
Employees' IT skills were assessed before and after a month of ECDL training and certification. This allowed the researchers to measure improvements in skills and reductions in time spent solving IT issues. The study also examined impacts on job satisfaction, productivity, and other factors.
While HR managers saw benefits to training, they did not prioritize it. The study sought to quantify the "cost of digital ignorance" and show returns on investment from training to encourage more support. Overall, the research
This document summarizes the student's industrial work experience at KKON Technologies. It discusses the various networking and IT projects worked on, including fiber optic cable installation, wireless access point installation, and network troubleshooting. The student gained knowledge and experience with networking tools and concepts like IP addressing, subnetting, router and radio configuration. Challenges included limited time for complex projects and unexpected network failures. In conclusion, the student recommends taking the industrial experience seriously to gain practical skills and standing out as a computer scientist.
The document provides information about RMIT University's Master of Business Information Technology (MBIT) program. It summarizes the program structure, courses, career outcomes, admission requirements, and fees. The two-year MBIT program can be completed full-time or part-time and provides students with skills in IT management, information and knowledge management, and e-business. Graduates will be qualified for challenging positions in business, government, and IT-focused organizations.
1) Project Praviin is an IBM initiative to partner with colleges and universities in India to better educate students for the IT workforce through training and professional certification.
2) It aims to enable students to quickly adapt to jobs and experience speedy onboarding by providing an industry-relevant curriculum and certification.
3) At the heart of Project Praviin are IBM Software Centers of Excellence which serve as training and certification hubs, connecting industry, academia, and students. They provide hands-on learning environments and opportunities to work on live projects.
We at IIHT would like to introduce ourselves as India’s largest IT education organization & Asia’s leading technology training organization in IMS, offering high quality industry specific cost effective professional computer training at individual and corporate levels. We are based out of Bangalore, the IT capital of India. IIHT has a strong presence in the Indian market with over 300 plus centers and we are present in West Africa, East Africa, China, Turkey, Malaysia, Middle East and other countries.
Franchise opportunity from IIHT. Having pioneered most of the certification courses in India, IIHT has mastered the process of delivery of training on products and certification courses.
This document provides a technical report on a student's six-month internship at LostCodes Technology Nigeria Limited. It details the student's activities, which included computer hardware maintenance and repair, learning Microsoft Office applications like Word and Excel, an introduction to Java programming, and basic computer networking. The report also describes LostCodes' products, services, departments, and organizational structure to provide context about where the internship took place.
Industrial training is an important aspect of training for professions that requires practitioners to develop skills for different purposes among which are skills for the operation of machines and hand tools; skills for manipulation of materials for complex and simple techniques and for production of and repair of damaged equipment. Broadly, professions in this category could be placed under technical and vocational education and example could include optical technology, dental technology, plumbing, carpentry and a host of engineering and health related vocations. Industrial training means the training (mostly skills acquisition) obtained from industries by student as part of the requirements to be met before graduation. Students go to learn under the tutelage of a more experienced person in the industry and this is essentially to connect school knowledge with real life experiences as it is in the industries. Industries could be an engineering workshop, laboratory, surgeries or a manufacturing plant.
This document summarizes the student's industrial work experience at KKON Technologies. It discusses the various networking and IT projects worked on, including fiber optic cable installation, wireless access point installation, and network troubleshooting. The student gained knowledge and experience with networking tools and concepts like IP addressing, subnetting, router and radio configuration. Challenges included limited time for complex projects and unexpected network failures. In conclusion, the student recommends taking the industrial experience seriously to gain practical skills and standing out as a computer scientist.
The document provides information about RMIT University's Master of Business Information Technology (MBIT) program. It summarizes the program structure, courses, career outcomes, admission requirements, and fees. The two-year MBIT program can be completed full-time or part-time and provides students with skills in IT management, information and knowledge management, and e-business. Graduates will be qualified for challenging positions in business, government, and IT-focused organizations.
1) Project Praviin is an IBM initiative to partner with colleges and universities in India to better educate students for the IT workforce through training and professional certification.
2) It aims to enable students to quickly adapt to jobs and experience speedy onboarding by providing an industry-relevant curriculum and certification.
3) At the heart of Project Praviin are IBM Software Centers of Excellence which serve as training and certification hubs, connecting industry, academia, and students. They provide hands-on learning environments and opportunities to work on live projects.
We at IIHT would like to introduce ourselves as India’s largest IT education organization & Asia’s leading technology training organization in IMS, offering high quality industry specific cost effective professional computer training at individual and corporate levels. We are based out of Bangalore, the IT capital of India. IIHT has a strong presence in the Indian market with over 300 plus centers and we are present in West Africa, East Africa, China, Turkey, Malaysia, Middle East and other countries.
Franchise opportunity from IIHT. Having pioneered most of the certification courses in India, IIHT has mastered the process of delivery of training on products and certification courses.
This document provides a technical report on a student's six-month internship at LostCodes Technology Nigeria Limited. It details the student's activities, which included computer hardware maintenance and repair, learning Microsoft Office applications like Word and Excel, an introduction to Java programming, and basic computer networking. The report also describes LostCodes' products, services, departments, and organizational structure to provide context about where the internship took place.
Industrial training is an important aspect of training for professions that requires practitioners to develop skills for different purposes among which are skills for the operation of machines and hand tools; skills for manipulation of materials for complex and simple techniques and for production of and repair of damaged equipment. Broadly, professions in this category could be placed under technical and vocational education and example could include optical technology, dental technology, plumbing, carpentry and a host of engineering and health related vocations. Industrial training means the training (mostly skills acquisition) obtained from industries by student as part of the requirements to be met before graduation. Students go to learn under the tutelage of a more experienced person in the industry and this is essentially to connect school knowledge with real life experiences as it is in the industries. Industries could be an engineering workshop, laboratory, surgeries or a manufacturing plant.
The document provides an overview of Bharat Electronics Limited (BEL) and its Kotdwara unit. Some key points:
- BEL is an Indian public sector undertaking under the Ministry of Defense manufacturing electronic products. It has 9 manufacturing units across India.
- The Kotdwara unit was established in 1985 and manufactures products like telecom switching equipment, radios, fire detection systems and more.
- The document outlines the unit's mission, organization structure, major milestones, product portfolio, and describes departments like HR, marketing, production, and finance.
- It also provides details on quality initiatives, employee development programs, and marketing and sales processes at the Kotdwara unit.
The document summarizes a student's experience in the Students Industrial Work Experience Scheme (SIWES) program at Panet Technologies Limited, a software development company. The student was given responsibilities like designing a student address book using Java, UML, and SQL. They faced challenges in learning new technologies but was able to complete tasks like developing websites and applications that interact with databases. Overall, the experience helped the student gain skills in technologies like HTML, Java, and working on software projects.
SIWES REPORT ON NETWORKING AND BASIC WEB DESIGNEjiro Ndifereke
This is a technical report on a 6 month Industrial Training on networking and little of web design. The format used is as stated in the SIWES Handbook.
This technical report summarizes the author's experience during a six-month internship at Nokia Siemens Networks in Lagos, Nigeria. The report covers topics such as the fundamentals of telecommunications, different telecommunication systems like fixed and mobile networks, and the architecture and implementation of GSM networks. It also describes projects undertaken at mobile network sites and learning experiences working with transmission equipment at Nokia Siemens Networks. The report aims to fulfill the requirements for the Student Industrial Work Experience Scheme (SIWES) as part of the author's undergraduate degree in electrical and electronics engineering.
This document is a report on the student's industrial training experience at Future Technology. It includes an introduction to Future Technology and describes the student's duties assisting with IT support and network administration. The bulk of the report focuses on a project to create a secure local area network for Future Technology, detailing the network design, devices used, security configuration and concluding that practical experience like industrial training is valuable for students.
The students industrial work experience scheme (SIWES) is a skills training programme designed to expose and prepare students of Universities, Polytechnics/Colleges of Technology/Colleges of Agriculture and Colleges of Education for the industrial work situation they are likely to meet after graduation.
The document provides information about LIDO Telecom Pvt. Ltd., a company that provides telecommunications education and advisory services. It offers seminars, eLearning programs, books, consulting services, and specializes in telecom expertise. LIDO aims to train professionals to keep up with emerging technologies and help address the shortage of skilled telecom workers through its educational programs and services.
The document provides an overview of the National Information Technology Apprenticeship System (NITAS) program. NITAS was created jointly by the Department of Labor and CompTIA to provide a nationally-recognized apprenticeship system for the IT industry. The program includes seven apprenticeship concentrations, including Database Services. NITAS aims to ensure the US IT workforce has competitive skills through a combination of on-the-job learning and classroom instruction. Employers can register with NITAS to train new and existing employees, with the goal of improving productivity.
Practical Curriculum For IT skilled workforceChuong Nguyen
The document discusses the need for changes in engineering and IT education curricula to better meet the needs of industry. It notes a mismatch between the skills taught in university and the requirements of employers. The document proposes recommendations from industry for focusing curricula on areas like technical skills, programming, project management, quality assurance, and architecture. It emphasizes the importance of practical skills and continuous training to support the knowledge industry and economic prosperity.
IRJET- Android Application for Training and Placement Cell using Machine ...IRJET Journal
This document describes an Android application that was developed to automate the activities of a university's training and placement cell. The application aims to better manage and support the placement process through coordination between students, alumni, recruiters, and the training and placement officer (TPO). It allows users to register profiles, view job postings and workshops, apply for opportunities, and communicate via a chat forum. The application is intended to address issues with the existing manual system by reducing errors, improving data access and updating, and facilitating improved communication across user types. A prototype of the application demonstrates login and registration screens as well as the intended user interfaces and flow between modules.
IRJET- Enhanced Mobile Application for Training and Placement CellIRJET Journal
The document describes a mobile application developed to enhance the functions of training and placement cells in colleges. The application allows placement officers, faculty coordinators, and students to access training and placement information online. It facilitates tasks like maintaining student databases, sharing notifications and updates, tracking student selection by companies, and generating professional resumes. The application also incorporates quick response (QR) code-based security for employer feedback and helps students access interview preparation resources. It aims to streamline processes, improve transparency, and strengthen industry-institute collaboration for student placements.
India Specific Issues with Software Engineering Educationkirtigarg
This document discusses challenges relating to software engineering education and training in India. It identifies several issues with SE curricula, including a lack of emphasis on engineering principles, problem solving skills, and practical application. It also notes a lack of qualified teachers, large class sizes, and short time allotted to SE courses. Additionally, the document discusses a mismatch between industry needs and the skills taught, as well as a lack of research emphasis in SE. Suggested solutions include reforming curricula to better align with industry requirements and incorporate more hands-on learning.
This document provides an overview of Microsoft Exchange Server 2003. It discusses the key features and new capabilities introduced in Exchange Server 2003, including enhanced disaster recovery, improved message and mailbox management tools, and the ability to drop inbound email before full processing. The document also provides background on Exchange Server, noting it is an enterprise email, calendaring, contacts and tasks application developed by Microsoft. Exchange Server 2003 runs on Windows 2000 Server and Windows Server 2003.
This technical report summarizes the author's experience during their Students' Industrial Work Experience Scheme (SIWES) at Enclave Computer College in Lagos, Nigeria. The author worked in the networking and maintenance departments where they gained experience in topics like HTML, network topology, software installation, and laptop repair. The 6-month training provided hands-on learning opportunities and exposure to colleagues and professionals that will help bridge the gap between the author's education and future career.
The Automotive industry employs 12,600 South Australians, which is 1.5% of the State’s workforce.
More than 2,000 jobs are expected to open up over the next five years due to industry growth and replacement of people who will retire.
Not surprisingly, most of the people working in the Automotive industry repair and maintain vehicles, mostly cars and trucks.
There are jobs everywhere in South Australia, but most of the jobs are in the northern and southern metropolitan areas.
The student completed a 6-month industrial training at the American University of Nigeria (AUN) in the Department of Information Systems/Software Support Unit. During the training, the student learned back-end development using PHP and MySQL to create dynamic websites, and how to add and manage records in a database using SQL. The training helped provide practical skills to supplement the student's theoretical knowledge from university studies.
This document is a technical report submitted by Okpeh Harrison Jacob detailing his six month SIWES training at Elizade University's Information Communication Technology Unit from May 2018 to October 2018. The report provides an introduction to SIWES, a description of the work done during the training including learning PHP, HTML, CSS, JavaScript, MySQL, and completing projects. It also includes chapters on the knowledge gained, observations, contributions made and recommendations. The training provided hands-on experience in web development and database administration.
BDV Skills Accreditation - Definition and ensuring of digital roles and compe...Big Data Value Association
The objective of the workshop is to highlight the need for a pan European level skill recognition for Big Data that stimulates mobility and fulfils the definition of overarching Learning Objectives & Overarching Learning Impacts. It is also meant to get feedback on the formats that are being prepared namely, usage of Badges, Label and EIT Label for professionals.
This document discusses a study that aimed to develop and validate an instrument to measure critical success factors for Enterprise Resource Planning (ERP) system implementations. The study defines 12 constructs related to ERP implementation success. It then describes the methodology used, which involved developing measurement scales for each construct and testing them on a survey of 53 organizations in Australia. The results validated a 65-item instrument measuring seven dimensions of ERP implementation. The document argues this model provides a valuable tool for researchers and practitioners to assess ERP implementation projects.
The document provides an overview of Bharat Electronics Limited (BEL) and its Kotdwara unit. Some key points:
- BEL is an Indian public sector undertaking under the Ministry of Defense manufacturing electronic products. It has 9 manufacturing units across India.
- The Kotdwara unit was established in 1985 and manufactures products like telecom switching equipment, radios, fire detection systems and more.
- The document outlines the unit's mission, organization structure, major milestones, product portfolio, and describes departments like HR, marketing, production, and finance.
- It also provides details on quality initiatives, employee development programs, and marketing and sales processes at the Kotdwara unit.
The document summarizes a student's experience in the Students Industrial Work Experience Scheme (SIWES) program at Panet Technologies Limited, a software development company. The student was given responsibilities like designing a student address book using Java, UML, and SQL. They faced challenges in learning new technologies but was able to complete tasks like developing websites and applications that interact with databases. Overall, the experience helped the student gain skills in technologies like HTML, Java, and working on software projects.
SIWES REPORT ON NETWORKING AND BASIC WEB DESIGNEjiro Ndifereke
This is a technical report on a 6 month Industrial Training on networking and little of web design. The format used is as stated in the SIWES Handbook.
This technical report summarizes the author's experience during a six-month internship at Nokia Siemens Networks in Lagos, Nigeria. The report covers topics such as the fundamentals of telecommunications, different telecommunication systems like fixed and mobile networks, and the architecture and implementation of GSM networks. It also describes projects undertaken at mobile network sites and learning experiences working with transmission equipment at Nokia Siemens Networks. The report aims to fulfill the requirements for the Student Industrial Work Experience Scheme (SIWES) as part of the author's undergraduate degree in electrical and electronics engineering.
This document is a report on the student's industrial training experience at Future Technology. It includes an introduction to Future Technology and describes the student's duties assisting with IT support and network administration. The bulk of the report focuses on a project to create a secure local area network for Future Technology, detailing the network design, devices used, security configuration and concluding that practical experience like industrial training is valuable for students.
The students industrial work experience scheme (SIWES) is a skills training programme designed to expose and prepare students of Universities, Polytechnics/Colleges of Technology/Colleges of Agriculture and Colleges of Education for the industrial work situation they are likely to meet after graduation.
The document provides information about LIDO Telecom Pvt. Ltd., a company that provides telecommunications education and advisory services. It offers seminars, eLearning programs, books, consulting services, and specializes in telecom expertise. LIDO aims to train professionals to keep up with emerging technologies and help address the shortage of skilled telecom workers through its educational programs and services.
The document provides an overview of the National Information Technology Apprenticeship System (NITAS) program. NITAS was created jointly by the Department of Labor and CompTIA to provide a nationally-recognized apprenticeship system for the IT industry. The program includes seven apprenticeship concentrations, including Database Services. NITAS aims to ensure the US IT workforce has competitive skills through a combination of on-the-job learning and classroom instruction. Employers can register with NITAS to train new and existing employees, with the goal of improving productivity.
Practical Curriculum For IT skilled workforceChuong Nguyen
The document discusses the need for changes in engineering and IT education curricula to better meet the needs of industry. It notes a mismatch between the skills taught in university and the requirements of employers. The document proposes recommendations from industry for focusing curricula on areas like technical skills, programming, project management, quality assurance, and architecture. It emphasizes the importance of practical skills and continuous training to support the knowledge industry and economic prosperity.
IRJET- Android Application for Training and Placement Cell using Machine ...IRJET Journal
This document describes an Android application that was developed to automate the activities of a university's training and placement cell. The application aims to better manage and support the placement process through coordination between students, alumni, recruiters, and the training and placement officer (TPO). It allows users to register profiles, view job postings and workshops, apply for opportunities, and communicate via a chat forum. The application is intended to address issues with the existing manual system by reducing errors, improving data access and updating, and facilitating improved communication across user types. A prototype of the application demonstrates login and registration screens as well as the intended user interfaces and flow between modules.
IRJET- Enhanced Mobile Application for Training and Placement CellIRJET Journal
The document describes a mobile application developed to enhance the functions of training and placement cells in colleges. The application allows placement officers, faculty coordinators, and students to access training and placement information online. It facilitates tasks like maintaining student databases, sharing notifications and updates, tracking student selection by companies, and generating professional resumes. The application also incorporates quick response (QR) code-based security for employer feedback and helps students access interview preparation resources. It aims to streamline processes, improve transparency, and strengthen industry-institute collaboration for student placements.
India Specific Issues with Software Engineering Educationkirtigarg
This document discusses challenges relating to software engineering education and training in India. It identifies several issues with SE curricula, including a lack of emphasis on engineering principles, problem solving skills, and practical application. It also notes a lack of qualified teachers, large class sizes, and short time allotted to SE courses. Additionally, the document discusses a mismatch between industry needs and the skills taught, as well as a lack of research emphasis in SE. Suggested solutions include reforming curricula to better align with industry requirements and incorporate more hands-on learning.
This document provides an overview of Microsoft Exchange Server 2003. It discusses the key features and new capabilities introduced in Exchange Server 2003, including enhanced disaster recovery, improved message and mailbox management tools, and the ability to drop inbound email before full processing. The document also provides background on Exchange Server, noting it is an enterprise email, calendaring, contacts and tasks application developed by Microsoft. Exchange Server 2003 runs on Windows 2000 Server and Windows Server 2003.
This technical report summarizes the author's experience during their Students' Industrial Work Experience Scheme (SIWES) at Enclave Computer College in Lagos, Nigeria. The author worked in the networking and maintenance departments where they gained experience in topics like HTML, network topology, software installation, and laptop repair. The 6-month training provided hands-on learning opportunities and exposure to colleagues and professionals that will help bridge the gap between the author's education and future career.
The Automotive industry employs 12,600 South Australians, which is 1.5% of the State’s workforce.
More than 2,000 jobs are expected to open up over the next five years due to industry growth and replacement of people who will retire.
Not surprisingly, most of the people working in the Automotive industry repair and maintain vehicles, mostly cars and trucks.
There are jobs everywhere in South Australia, but most of the jobs are in the northern and southern metropolitan areas.
The student completed a 6-month industrial training at the American University of Nigeria (AUN) in the Department of Information Systems/Software Support Unit. During the training, the student learned back-end development using PHP and MySQL to create dynamic websites, and how to add and manage records in a database using SQL. The training helped provide practical skills to supplement the student's theoretical knowledge from university studies.
This document is a technical report submitted by Okpeh Harrison Jacob detailing his six month SIWES training at Elizade University's Information Communication Technology Unit from May 2018 to October 2018. The report provides an introduction to SIWES, a description of the work done during the training including learning PHP, HTML, CSS, JavaScript, MySQL, and completing projects. It also includes chapters on the knowledge gained, observations, contributions made and recommendations. The training provided hands-on experience in web development and database administration.
BDV Skills Accreditation - Definition and ensuring of digital roles and compe...Big Data Value Association
The objective of the workshop is to highlight the need for a pan European level skill recognition for Big Data that stimulates mobility and fulfils the definition of overarching Learning Objectives & Overarching Learning Impacts. It is also meant to get feedback on the formats that are being prepared namely, usage of Badges, Label and EIT Label for professionals.
This document discusses a study that aimed to develop and validate an instrument to measure critical success factors for Enterprise Resource Planning (ERP) system implementations. The study defines 12 constructs related to ERP implementation success. It then describes the methodology used, which involved developing measurement scales for each construct and testing them on a survey of 53 organizations in Australia. The results validated a 65-item instrument measuring seven dimensions of ERP implementation. The document argues this model provides a valuable tool for researchers and practitioners to assess ERP implementation projects.
NEC Employee Accreditation Activity ProjectNetwork Enterpriser.docxrosemarybdodson23141
NEC Employee Accreditation Activity Project
Network Enterprisers Corporation
Employee Accreditation Activity Project
Version 0.1
June 25, 2015
Presented by:
Mr. Mariano Maldonaldo
Ms. Charlene Stroud
Project Proposal
Developing an Employee Accreditation Activity process is an important step toward the Network Enterprisers Corporation’s vision as a winning business in a competitive market. This proposal will outline the methods and resources needed to be successful in tracking employee training and certification.
Table of Contents
I.
TABLE OF CONTENTS
II.
ACKNOWLEDGEMENTS
III.
LIST OF FIGURES
1.1
GOALS AND OBJECTIVES
1.2
SYSTEM STATEMENT OF WORK
1.2.1 General Requirements
1.2.2 Extended Requirements
1.3
System Context
1.4
Major Constraints
2.0
PROJECT ESTIMATES
2.1
Historical Data
2.2
Applied Techniques and Results
2.2.1 Activity, Task and Function List
2.2.2 Best Effort Estimation
2.3
Project Resources
2.4.1 Manpower
2.4.2 Hardware Requirements
2.4.3 Software Requirements
3.0
RISK ASSESSMENT
3.1
Risk Assessment Activities
3.2
Risk Management Roles
4.0
PROJECT SCHEDULE
4.1
Deliverables and Milestones
4.2
Work Structure Breakdown
5.0
PROJECT MANAGEMENT TEAM
5.1
Structure
5.2
Responsibilities
6.0
TRACKING AND CONTROL DEVICE
6.1
Quality Assurance
6.2
Change Management
7.0
Database Management
7.1
User Interface Design and Relationships
7.2
Support Services
ANNEX A
APPENDIX B
List of Figures
Figure 1: Organization Chart
6
Figure 2: Current System
6
Figure 3: Problem Statement
8
Figure 4: Development Cost
12
Figure 5: Min Computer Requirements
14
Figure 6: Server Specifications:
15
Figure 7: Personnel Management Development Table
16
Figure 8: Database Relationships:
17
Figure 9: Physical Design
18
Figure 10: Form Wizard Employee Information
19
Figure 11: Form Wizard Visitor Information
19
Figure 12: Controlled Access Management Information
20
Figure 13: Sample Input
22
Figure 14: Request For Services
23
Figure 15: Sample Output
24
Figure 16: Database Document
25
Figure 17: Repository
82
Figure 18: Context Model
83
Figure 19: Functional Decomposition Diagram
84
Goals and Objectives
The Network Enterpriser Corporation (NEC) will need a training tracking database for the Information and Programming Department (IPD) to pass the August Security Manager’s Quality Control Inspection. Employees are required to make sure that all of their certification and course requirements are up to date. If a NEC employee does not have the proper certification and training requirements they will lose access to controlled areas and or information. This proposal is to determine if creating a Share Point Excel Training Management tracking system to track classroom and online training will assist in keeping all employees in the Information and Programming Department current on all training and certification requirements. The proposed database i.
Lace presentation at world manufacturing forum 2014 wshop on learning gamific...Fabrizio Cardinali
This document discusses promoting training and performance support analytics in manufacturing workplaces. It introduces the Manufacturing Training Analytics (Man.Tr.A.) Maturity Model, which provides a roadmap for analyzing an organization's current state, defining a target maturity level, and developing processes and metrics to close gaps. The model emphasizes electronic performance support systems and training analytics to increase retention beyond what is possible through traditional eLearning alone. Implementing this model supports the shift toward smarter training needed for smarter manufacturing in today's changing business environment.
The document is an information brochure for the 2010 MBA program at the Indian Institute of Technology Roorkee. It provides details about [1] the Department of Management Studies and MBA program, [2] admissions criteria and procedures, [3] faculty, placements, facilities and resources available to students. Important dates for the application process are provided, with a deadline of January 29, 2010 to submit completed application forms. Contact information is also included should potential candidates need additional information.
The IT Administrator is an independent IT qualifications within the EUCIP system, which write the necessary competences for the „administrator” position. The 3.0 version of the IT Administrator (EUCIP) defines a narrower set of competences, which allows to possess a basic exam, and obtaining a EUCIP IT Administrator Fundamentals (ITAF) certificate. To obtain this ITAF certificate the candidates have to proof their knowledge in four areas (Hardware, Operating systems, Networks and IT security).
EUCIP - European Certification of Informatics Professionals - is a professional certification and competency development scheme, aimed at informatics professionals and practitioners.
It consists of a Core certification as well as 21 Specialised certifications for a range of competences which are set out in an array of job-specific profiles. In addition, there is a standalone certification for IT Administrators.
AICA promotes the IT professionalism by means of its annual Congress, its journal “Mondo digitale”, researches, projects and courses. It participates to the CEN IT Skills Workshop which has developed the European e-Competence Framework.
AICA is responsible in Italy for the following competence frameworks and certification systems: e-Citizens, ECDL, EUCIP. "AICA – Associazione italiana per l’Informatica e il Calcolo Automatico – is an Italian Association, member of CEPIS the Council of European Professional Informatics Societies.
The Role of The McDonald’s IT Project Management Pilot in Developing a Model ...Rob Wilson
The Role of The McDonald’s IT Project Management Pilot in Developing a Model for 21st Century Apprenticeship Alice Rowland Information Services Organization Development Manager McDonald’s Corporation-- Oak Brook, Illinois Abstract Throughout 2003 the Information Services organization of McDonald’s Corporation will deliver an IT Project Management Apprenticeship pilot program. The program is in association with CompTIA’s National IT Apprenticeship System (NITAS) as part of the grant from the U.S. Department of Labor. The McDonald’s pilot will demonstrate how a large scale IT organization can use registered apprenticeship as a vehicle to achieve rapid and uniform competency attainment as well as productivity improvement in its IT workforce. The pilot will show the criticality of producing measurable business results from apprenticeship. The McDonald’s pilot has and will continue to help the CompTIA team develop and refine its design for IT apprenticeship. This paper describes how McDonald’s is handling several key design and operational questions affecting the implementation of apprenticeship in a large scale IT organization. Components of The McDonald’s Apprenticeship Model summarizes the components of the IT Project Management Apprenticeship that are being used in the Information Services Organization of McDonald’s Corporation. The primary objective of the apprenticeship is to achieve measurable improvements in the productivity of project managers as evidenced by: ---more projects achieving their stated business objectives ---more projects being under measured business control ---project managers coming up to speed more quickly than using traditional training methods Additional benefits expected from the apprenticeship include reduced portfolio risk, decreased project costs and enhanced managerial skills on the part of mentors (journey workers).
The author wishes to thank the following individuals for their contributions to this paper and to the Voyager Program: 1) The Workforce Development staff at the Computing Technology Industry Association (CompTIA) for their support of the project and use of the NITAS infrastructure 2) The Information Resources Group at the Naval Undersea Warfare Center in Keyport, WA for sharing their Rodin process and other innovative ideas on 21st Century Apprenticeship 3) The ATELS staff in the U.S. Department of Labor for their support and assistance with the registration of the apprenticeship 4) The staff at DeVry University’s Center for Corporate Education for providing the classroom instruction, for assisting with registration, and for creating the Qualification cards. 5) Laura Antos for her logistical support within McDonald’s 6) The McDonald’s I/S apprentices, mentors and coaches 7) John Aaron for his input to and review of this paper
Does your company have a need? A need for the skills? The interest in hiring a veteran? Training in shorter time-frame, producing a better informed and productive employee. Not to mention the $$ incentives. Have questions? robert@mil-net.us
The document outlines a business plan for an IT Productivity Office at Philips Lighting. It proposes establishing the office to address issues like lack of knowledge transfer when users leave and out of date training materials. The office would conduct risk assessments, develop training programs, and support key users to improve business process execution and safeguard knowledge. Key goals are increased productivity and business value through collaboration between IT and business users. Tactics include developing templates and tools to manage the productivity process and requests.
The document provides background information on the MSC Malaysia IHL Business Plan Competition (MIBPC) which is organized annually by the Multimedia Development Corporation (MDeC) and Ministry of Higher Education (MOHE) to develop university entrepreneurs. The competition began in 2004 and has grown significantly each year. It aims to provide students with training, funding, and opportunities to commercialize their ICT business ideas and plans. The document outlines the competition categories, evaluation criteria, prizes, and timeline. It also provides examples of past winners and participating universities as well as funding support provided to teams through various MDeC grants and pre-seed funds.
Werner B. Korte presented on the need for T-shaped professionals and leadership skills for Europe's high-tech economy.
1) The ICT workforce in Europe grew from 3.2 million in 2001 to 4.7 million in 2014 but demand is expected to outpace supply, creating the need for over 500,000 additional ICT jobs by 2020.
2) While Europe has improved e-skills policies and education, challenges remain in developing the highest level skills and attracting foreign talent to close the growing skills mismatch.
3) There is an estimated need for 40,000 additional professionals with e-leadership skills annually through 2020 to fill specialized roles requiring both broad and deep technical expertise
This document discusses a presentation given by David Bathiely Fernandez of EXIN on the future of ITSM. It begins with an introduction of EXIN and overview of common ITSM frameworks like ITIL and ISO/IEC 20000. It then discusses why ITSM is important for organizations, focusing on improved productivity, efficiency and customer satisfaction. Finally, it covers EXIN's training and certification programs, emphasizing the benefits certification provides to both individuals and organizations.
The document provides an overview of the National Information Technology Apprenticeship System (NITAS), which is a nationwide apprenticeship program for the US IT industry. NITAS contains seven apprenticeship programs, including the Network Infrastructure and Devices concentration. This concentration has three proficiency levels and outlines the classroom instruction, experience requirements, exams, and certifications needed to complete each level. NITAS is a voluntary program that aims to ensure the US IT workforce has competitive skills through combining on-the-job learning with classroom instruction.
Information Management Unit 5 New IT initiativesGanesha Pandian
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The webinar may also give some examples on how nonprofits can best leverage Walmart Business+.
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Answers about how you can do more with Walmart!"
This slide is special for master students (MIBS & MIFB) in UUM. Also useful for readers who are interested in the topic of contemporary Islamic banking.
LAND USE LAND COVER AND NDVI OF MIRZAPUR DISTRICT, UPRAHUL
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core of India. Mirzapur, with its varied terrains and abundant biodiversity, offers an optimal
environment for investigating the changes in vegetation cover dynamics. Our study utilizes
advanced technologies such as GIS (Geographic Information Systems) and Remote sensing to
analyze the transformations that have taken place over the course of a decade.
The complex relationship between human activities and the environment has been the focus
of extensive research and worry. As the global community grapples with swift urbanization,
population expansion, and economic progress, the effects on natural ecosystems are becoming
more evident. A crucial element of this impact is the alteration of vegetation cover, which plays a
significant role in maintaining the ecological equilibrium of our planet.Land serves as the foundation for all human activities and provides the necessary materials for
these activities. As the most crucial natural resource, its utilization by humans results in different
'Land uses,' which are determined by both human activities and the physical characteristics of the
land.
The utilization of land is impacted by human needs and environmental factors. In countries
like India, rapid population growth and the emphasis on extensive resource exploitation can lead
to significant land degradation, adversely affecting the region's land cover.
Therefore, human intervention has significantly influenced land use patterns over many
centuries, evolving its structure over time and space. In the present era, these changes have
accelerated due to factors such as agriculture and urbanization. Information regarding land use and
cover is essential for various planning and management tasks related to the Earth's surface,
providing crucial environmental data for scientific, resource management, policy purposes, and
diverse human activities.
Accurate understanding of land use and cover is imperative for the development planning
of any area. Consequently, a wide range of professionals, including earth system scientists, land
and water managers, and urban planners, are interested in obtaining data on land use and cover
changes, conversion trends, and other related patterns. The spatial dimensions of land use and
cover support policymakers and scientists in making well-informed decisions, as alterations in
these patterns indicate shifts in economic and social conditions. Monitoring such changes with the
help of Advanced technologies like Remote Sensing and Geographic Information Systems is
crucial for coordinated efforts across different administrative levels. Advanced technologies like
Remote Sensing and Geographic Information Systems
9
Changes in vegetation cover refer to variations in the distribution, composition, and overall
structure of plant communities across different temporal and spatial scales. These changes can
occur natural.
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Exploiting Artificial Intelligence for Empowering Researchers and Faculty, In...Dr. Vinod Kumar Kanvaria
Exploiting Artificial Intelligence for Empowering Researchers and Faculty,
International FDP on Fundamentals of Research in Social Sciences
at Integral University, Lucknow, 06.06.2024
By Dr. Vinod Kumar Kanvaria
This presentation was provided by Steph Pollock of The American Psychological Association’s Journals Program, and Damita Snow, of The American Society of Civil Engineers (ASCE), for the initial session of NISO's 2024 Training Series "DEIA in the Scholarly Landscape." Session One: 'Setting Expectations: a DEIA Primer,' was held June 6, 2024.
A review of the growth of the Israel Genealogy Research Association Database Collection for the last 12 months. Our collection is now passed the 3 million mark and still growing. See which archives have contributed the most. See the different types of records we have, and which years have had records added. You can also see what we have for the future.
5. Contents
Executive summary 4
1. Introduction 5
2. Previous research in the field-The European perspective 5
3. Research objectives 9
4. Research Design 11
4.1 Users’ profile 12
4.2 Questionnaire design 14
4.2.1 Candidate’s questionnaire 14
4.2.2 Supervisor’s questionnaire 15
4.2.3 HR manager’s questionnaire 15
4.2.4 IT manager’s questionnaire 16
5. Data Analysis 17
5.1 Analysis of the questionnaire given to candidates
before ECDL training and certification 17
5.2 Questionnaire given to candidates after ECDL training and certification 25
5.3 Questionnaire given to supervisors BEFORE ECDL training
and certification 33
5.4 Questionnaire given to supervisors AFTER ECDL training
and certification 36
5.5 Analysis of questionnaire addressed to HR managers 43
5.6 Analysis of the Questionnaire addressed to IT managers 50
6. Discussion 54
References 57
ANNEXES 58
Annex 1 58
Annex 2 73
Annex 3 90
IT Skills: The Business Gain │ 3
7. 1. Introduction 2. Previous research in the field-
The European perspective
Over the last 2 years businesses in Europe
experienced (and they still do) the effects of the Several studies have been published concerning
financial crisis that burst in USA in mid 2007. ICT skills, in order to gather evidence and explore
At a European level, the economy nowadays is in possible actions with a view to design a coherent
the deepest recession since the 1930s. Europe’s and consistent long-term e-skills strategy. In 2005,
economic future and more specifically a report on the supply and demand of e-Skills in
enterprises’ viability depends at a high level on Europe was released, which analyzed the
their ability to become a knowledge and evidence, both qualitative and quantitative, on the
innovative economy. Towards this direction the supply and demand of e-Skills in Europe over the
European workforce should be able to actively period 1998-20061. A CEN Workshop Agreement
participate in the globalized labor market and to was published in 2006, covering a state-of-the-art
deal with the increasing demands of technology review of progress in ICT practitioner skills
and business requirements. For this reason, ICT frameworks in the EU2. In 2006, the Commission
skills should be of priority, not only for the EC also established an e-Skills and e-Learning expert
policy but for the enterprises agenda as well, in group in order to help designing a long-term e-
order for them to be competitive in the global Skills agenda.
economy.
Furthermore, a survey3 commissioned by
What makes this survey well-timed is the Microsoft that was conducted in September and
growing demand for highly-skilled ICT October 2009 in 1370 organizations in 13
practitioners and users in EU. It is critical for the European Union countries showed that the recent
success of European industries to re-skill Europe’s financial crisis has increased the need in order to
workforce for the needs of the knowledge-based lower the gap between the e-skills and the labor
economy. Both innovation and the uptake of ICTs market demand. Moreover, according to the same
have been given high priority in the renewed survey there is a clear need to re-skill the existing
Lisbon agenda that sets the EU’s strategy for workforce within the enterprises as in five years’
creating growth and jobs in a sustainable manner. time less than 10% of jobs will require no ICT
The success of the Lisbon strategy, the skills at all. The first European e-Skills Week,
competitiveness of European industry and social taking place 1-5 March 2010, aims to raise
cohesion appear to be dependent on the awareness of the growing demand for highly
availability and the effective use of ICTs and the skilled ICT practitioners and users within the
knowledge, skills, competences and inventiveness industry4. It promotes the idea that today more
of the European workforce and citizens. than ever, e-skills and computer literacy are a
competitive advantage on the job market.
1
Source: “Enterprise and Industry”
2
Source: “Enterprise and Industry”
3
Post Crisis: e-skills are needed to drive Europe’s innovation society
4
“eSkills Week major campaign to improve ICT skills in Europe”
IT Skills: The Business Gain │ 5
11. The Cost of Ignorance
R.O.I.
Items affected by training Min. lost Competence Saved time
per week improvement (min)
Help others 38 20% 7,6
Printing problems 22 13% 2,86
Waiting for help 22 20% 4,4
Internet access 13 16% 2,08
Problems with mail 12 16% 1,92
WP problem 11 24% 2,64
Minutes / week 118 18% 21,5
Hours / year = 17,2 Days / year = 2,15 294 € /year
3. Research objectives
The current survey aims at measuring the cost of Companies can then estimate the cost of digital
IT ignorance for an organization in Greece. ignorance and decide on the financial benefits
Currently, the Greek market lacks such a survey achieved, whether they invest in IT education or
that would enable companies to: not.
identify how employees handle IT related
The steps followed in this survey are described
difficulties
below:
figure out the cost of digital ignorance for
1. Employees’ skills were assessed before they
their employees
receive any formal training through a mock test
appreciate the importance of digital training (ECDL Expert for WORD, Excel, Powerpoint
and Access) prepared and carried out by
measure their ROI of IT training
ECDL Hellas.
invest in IT education
2. ECDL Hellas provided the training to
candidates for a month and the opportunity
Furthermore, the survey identifies the time that
to sit the ECDL exams and certify their skills.
employees spend trying to solve IT queries due to
lack of relevant skills and how much time their 3. Following this, we were able to measure the
supervisors spend trying to help them. improvement on IT skills by comparing the test
In addition, the survey looks into the methods results before and after training and
that employees use to solve IT difficulties. certification as well as the time spent by
The cost of digital ignorance is measured per employees and supervisors to solve OFFICE
employee both on a weekly and annual basis. related queries before and after training and
certification.
IT Skills: The Business Gain │ 9
13. 4. Research Design
This section explains how the research survey
has been designed and carried out. In total, 44 companies participated in our research, as shown in the
following table:
Table 1: Participating companies
The participating organizations cover 9 different industries as the following graph shows with almost
1/3 of the companies coming from the manufacturing sector.
Graph 2: Industry distribution
IT Skills: The Business Gain │ 11
15. Graph 3: Gender distribution per application
The following graph presents information regarding the age of candidates per application. We grouped
candidates into three age groups, those candidates that are under 30 years old, those between 31 and 45
years old and candidates that are older than 45 years old. The majority of the participants were up to 45
years old whereas in both PPT and Access no participant was over 45 years old.
Graph 4: Age distribution per application
IT Skills: The Business Gain │ 13
17. 4.2.2 Supervisor’s questionnaire
In total, 43 questionnaires were answered by
Participants’ supervisors were also given HR managers. They, initially, provided some
questionnaires before training and certification, information about the name, website, industry in
in which they were asked to give their which, the company operates. HR managers were,
perceptions concerning the skills and training then, asked to give quantitative information
needs of candidates. regarding the number of employees, users of
OFFICE applications, training cost on an annual
Questionnaires were given to:
basis and finally the annual training cost on IT
• 26 supervisors of WORD candidates applications. Another question concerned the
• 60 supervisors of EXCEL candidates ECDL certification and whether it is popular
among employees. HR managers were then asked
• 40 supervisors of POWERPOINT candidates
if there are any company plans to invest on
and
training that would lead to ECDL certification or
• 14 supervisors of ACCESS candidates
other certification in the future. The next question
was about the importance of IT training for the
Specifically, they were asked to comment on the
company, whether it is planned or randomly
number of years they supervise each candidate.
occurring, connected to employees’ development
They were also asked to evaluate the candidate’s
plans, whether it is considered as a tool to
skills on the use of either
improve quality/IT use and public image of the
WORD/EXCEL/POWERPOINT/ACCESS,
company. Another question explored the value
depending on the application the user mostly
that the IT training has given to the company
works on. Supervisors were also asked to
(productivity increase, cost reduction, job
consider whether the candidate needs further
rotation, error reduction, job satisfaction, service
training on the use of either
quality improvement, company’s public image
WORD/EXCEL/POWERPOINT/ACCESS and
improvement). The final question aimed to
to specify certain fields (e.g. Create a table, Design
explore why companies do not invest on
and run queries in the case of ACCESS).
IT training (possible cost, low importance, lack of
In addition, supervisors were asked whether the
interest, lack of appropriate certification
candidate has requested additional training on
programs, other priorities).
either WORD/EXCEL/POWERPOINT/ACCESS.
Then, supervisors were asked whether the
candidate asks them for help/advice when
he/she faces difficulties with the specific
application and how often this occurs on a weekly
basis. Finally, supervisors were asked whether
they believe training can enhance the candidate’s
sense of job satisfaction, relations with colleagues,
commitment to organization, competitive position
in the market, career opportunities in the
organization.
4.2.3 HR manager’s questionnaire
IT Skills: The Business Gain │ 15
19. 5. Data Analysis 5.1 Analysis of the questionnaire given to
candidates before ECDL training and
This section presents the findings of the survey. certification
It analyzes all the results of the research survey as
well as the perceptions that both candidates and When asked to evaluate their performance on
supervisors gave. The analysis has been carried WORD, 11.5% only of respondents admitted
out for both the two stages of the research: before having problems with the use of the specific
and after the training certification. application. 73% of them though, performed
poorly (score up to 30%) in the mock test.
The following graph clearly shows that the
participants overestimated their skills concerning
WORD application, as 23 out of 26 achieved a
lower score from what they thought they were
able to do.
Graph 5: Mock test results compared to candidates’ perceptions on WORD
It is interesting though to compare the regarding the skills of their subordinates.
perceptions of supervisors with the mock test The two previous graphs show a clear gap for
results of the candidates. Around 15% only of both candidates and supervisors concerning their
supervisors evaluated poorly the skills of their perceptions and what the employees actually
employees. Given the low performance in the perform.
mock test, this reveals a serious lack of knowledge
IT Skills: The Business Gain │ 17
21. Graph 8: Mock test results compared to supervisors’ perceptions on EXCEL
More than half the respondents/users of POWERPOINT, overestimate their skills.As the mock test
revealed they performed considerably lower compared to their perceptions. However, almost 26% of
respondents/users of POWERPOINT performed better than they actually believe they would do.
Overall, results suggest that respondents are not aware of their skills and either overestimate or
underestimate their performance, as the graph below shows.
Graph 9: Mock test results compared to candidates’ perceptions on POWERPOINT
Our results suggest that supervisors also lack a clear picture of their employees’ skills on the use of
POWERPOINT (see graph 10). More than 50% of the supervisors overestimate the skill of their
employees while almost 26% of the supervisors underestimate the performance of their people
on POWERPOINT.
IT Skills: The Business Gain │ 19
23. Graph 12: Mock test results compared to supervisors’ perceptions on ACCESS
Regarding the question “how candidates handle Moving now to each application, 53.8% of
OFFICE difficulties”, respondents were given a respondents that use WORD try to find a solution
number of choices, including: themselves. 34.6% of respondents would ask their
colleagues for help. 7.7% of respondents use the
vii) Find solution myself help function, while 3.8% of respondents would
viii) Ask a colleague ask the IT help desk. Graphically, this information
ix) Use help function is shown below.
x) Search internet
xi) Ask IT help desk
xii) I ignore it
Graph 13: How candidates handle WORD difficulties
IT Skills: The Business Gain │ 21
25. 35.7% of respondents that use the ACCESS help desk. 7.1% would search the Internet for a
application try to find a solution themselves. solution. Patterns of behavior change slightly,
21.4% of respondents use the help function, while maybe due to the increased difficulty of this
14.3% of respondents would ask their colleagues application and the advanced knowledge that is
for help. 7.1% of respondents would ask the IT required. Graphically, this information is shown
below.
Graph 16: How candidates handle ACCESS difficulties
Overall, our findings indicate that almost half 5.2% would search the Internet for a solution,
(45.8%) the people asked, would spend time while only a 4.4% would make use of the IT help
trying to find a solution themselves, while trying desk. Finally, 2.6% of respondents would ignore
to solve OFFICE related difficulties. 31.7% of the problem.
respondents would ask a colleague for help, while
11.3% would use the help function.
Graph 17: How candidates handle OFFICE difficulties
IT Skills: The Business Gain │ 23
27. 5.2 Questionnaire given to candidates after ECDL training and certification
After candidates received ECDL training for In EXCEL, we can observe that 100% of
a month they took the ECDL exams on ECDL candidates also achieved better results in the
EXPERT. ECDL test results were compared ECDL test after the training they have received.
to the mock test results taken before training. The vast majority of candidates managed to
In WORD, we can observe that 100% of improve performance considerably and actually
candidates achieved better results in the their results were again much closer to their initial
ECDL test after the training they have received. perceptions, as the graphs show below.
Graph 18: ECDL test results before and after ECDL training in WORD
Graph 19: ECDL test results compared to candidates’ perceptions in WORD
IT Skills: The Business Gain │ 25
29. Graph 23: ECDL test results compared to candidates’ perceptions in POWERPOINT
In ACCESS, we observe that 91.66% of candidates achieved better results in the ECDL test after the
training they have received.The vast majority of candidates managed to improve performance
considerably and actually their results were again much closer to their perceptions, as the graphs show
below.
Graph 24: ECDL test results before and after ECDL training in ACCESS
Graph 25: ECDL test results compared to candidates’ perceptions in ACCESS
IT Skills: The Business Gain │ 27
31. Candidates were also asked to report their 34.4% of candidates partially agree while 7.4% of
perceptions on whether they think their candidates expressed indifference in this question,
knowledge is sufficient after ECDL training and 4.2% of candidates partially disagreed and 5.7%
certification. On average, as the graph below of candidates disagreed that their knowledge is
shows, 48.4% of candidates believe that their sufficient after ECDL training and certification.
knowledge is sufficient after the training and
certification.
Graph 27: Candidates’ perceptions after training and certification
Candidates were also asked to report their views While 7.3% of candidates expressed indifference
on whether they think their work efficiency has in this question, 5.7% of candidates partially
improved after ECDL training and certification. disagreed and 8.4% of candidates disagreed that
On average, as the graph below shows, 61.1% of their work efficiency has improved after ECDL
candidates agree. 17.5% of candidates partially training and certification.
agree.
Graph 28: Candidates’ perceptions after training and certification
IT Skills: The Business Gain │ 29
33. Moreover, the participants were asked to report 5.2% of candidates partially disagreed and 16% of
their views on whether their relations with candidates disagreed that their relations with
colleagues improved after the ECDL training and colleagues improved after ECDL training and
certification. On average, as the graph below certification. Overall, training doesn’t seem to
shows, 22.3% of candidates agree. 13.6% of have great influence on the participants
candidates partially agree. While 42.9% of concerning the way they interact with their
candidates expressed indifference in this question, colleagues.
Graph 31: Candidates’ perceptions on work relations after training and certification
Candidates were also asked to report their views While 31.8% of candidates expressed indifference
on whether their organizational loyalty improved in this question, 5.7% of candidates partially
after ECDL training and certification. On average, disagreed and 13.7% of candidates disagreed that
as the graph below shows, 32.6% of candidates their organizational loyalty improved after ECDL
agree. 16.1% of candidates partially agree. training and certification. It appears though, that
more than 48% of respondents believe that
training and certification strengthened their
corporate loyalty.
Graph 32: Candidates’ perceptions on organizational loyalty after training and certification
IT Skills: The Business Gain │ 31
35. 5.3 Questionnaire given to supervisors BEFORE ECDL training and certification
Supervisors, through their answers, provided us Overall, as the graph below shows, 90.1% of
with very interesting insights with regards to supervisors agree or partially agree that training
their perceptions on the value of OFFICE training will increase the employee’s sense of job
on their employees. 80.8% of supervisors consider satisfaction. 7.9% of supervisors appeared to be
that training on WORD will increase the sense of indifferent in this question, while 2% of
job satisfaction of their employees. 65% of supervisors disagreed that there is a relationship
supervisors believe the same for EXCEL training between OFFICE training and increase in
while 59.5% and 61.5% of supervisors believe the employee job satisfaction.
same for training on POWERPOINT and ACCESS
respectively.
Graph 35: Supervisors’ perception on training-increase in job satisfaction
When asked whether training will improve employees’ relations with colleagues or not, 19.58% of
supervisors agreed, while 29.3% of them merely agreed. 27.95% of supervisors admitted indifference,
while 23% of them partially disagreed or disagreed.
IT Skills: The Business Gain │ 33
37. Graph 38: Supervisors’ perception on training-improved employability
When asked whether training will improve employees’ career path in the organization, 33% of
supervisors agreed, while 40.3% merely agreed. 13.9% of supervisors expressed indifference, while 7.1%
partially disagreed and 5.7% of them disagreed.
Graph 39: Supervisors’ perception on training-improved career path
Finally, certification of IT skills is important for recruitment for 38.4% of supervisors. 31.1% of
supervisors merely agree on this, while 16.1% of them expressed indifference. 6.1% partially disagreed
and 8.4% of supervisors disagreed on this question.
IT Skills: The Business Gain │ 35
39. WORD/EXCEL/POWERPOINT/ACCESS. 5% of supervisors partially disagreed and 3.4% of
Regarding accuracy/attention to detail, on either them disagreed that ECDL training and
WORD/EXCEL/POWERPOINT/ACCESS, 46.6% certification improved accuracy/attention to
of supervisors agree it has improved, 27.3% of detail on either WORD/EXCEL/POWERPOINT/
supervisors partially agree, while 17.7% of ACCESS. The graph below summarizes the above
supervisors expressed indifference. findings.
Graph 41: Supervisors’ perception on performance after training and certification
After candidates received ECDL training and the employee has not asked for help to solve
certification, their supervisors were asked to difficulties in OFFICE. 15.4% of supervisors
report if and how often the candidate asks the reported that the candidate has asked for help to
supervisor questions related to OFFICE. 84.6% of solve difficulties in OFFICE, as the graph shows
supervisors reported that after ECDL training and below.
certification,
Graph 42: Supervisors’ receiving questions after training and certification
IT Skills: The Business Gain │ 37
41. Moving to PPT application, before training and the number fell to 10.7% who reported being
certification, 35.9% of the supervisors were asked asked PPT related questions 1-2 times per week
PPT related questions 1-2 times per week and after PPT training and certification, as the graph
2.6% of supervisors reported being asked PPT shows below.
related questions 3-5 times,
Graph 45: Supervisors’ receiving POWERPOINT questions before & after training and certification
In ACCESS 7.1% of supervisors reported being This appears to be connected to the complexity
asked ACCESS related questions 1-2 times per and specialization of ACCESS application since
week before the training whereas there were no supervisors may not be even aware of ACCESS
related responses after ACCESS training and and employees have no reason to ask their help in
certification, as the graph shows below. the first place.
Graph 46: Supervisors’ receiving ACCESS questions before & after training and certification
IT Skills: The Business Gain │ 39
43. Supervisors were asked to present their views on 4.1% of supervisors partially disagreed and 7.4%
the job satisfaction for the employee after ECDL of them disagreed that job satisfaction of the
training and certification. 29.4% of supervisors employee has improved after ECDL training and
agree it has improved, 30.5% of supervisors certification. The graph below summarizes the
partially agree, while 28.5% of supervisors above findings.
expressed indifference.
Graph 49: Supervisors’ perceptions on job satisfaction after training and certification
Supervisors were asked to present their views on 5.3% of supervisors partially disagreed and 6.6%
the employee’s relations with his/her colleagues of them disagreed that the employee’s relations
after ECDL training and certification. 22.4% of with his/her colleagues has improved after ECDL
supervisors agree that it has improved, 21.8% of training and certification. The graph below
supervisors partially agree, while 43.9% of summarizes the above findings.
supervisors expressed indifference.
Graph 50: Supervisors’ views on relations with colleagues after training and certification
IT Skills: The Business Gain │ 41
45. 5.5 Analysis of questionnaire addressed to HR managers
HR managers were asked to report the annual The same cost increased to 283.3 Euros for the
training cost per employee for the years 2006, year 2007 and to 403.7 Euros for the year 2008.
2007 and 2008. Their answers were grouped per Regarding the annual training cost per employee
industry giving quite interesting findings. in services industry (including transport/logistics,
Three broad categories of industries were education, tourism, banking), it reached 407.8
employed in our sample: Euros in 2006, 400.3 Euros in 2007 and an increase
to 492.8 Euros in 2008. The annual training cost
1. manufacturing, construction
per employee in retail industry (including
2. services, transport/logistics, education, pharmaceuticals) reached 246.5 Euros in 2006,
tourism, banking increased to 292.4 Euros in 2007 and decreased to
264 Euros in 2008. The second category appears to
3. retail, pharmaceuticals
be higher than the other two mainly because the
banking sector invested more on training than the
Our findings suggest that during 2006, the annual
rest of the industry sectors. The expenditures in
training cost per employee in manufacturing
training were increased from 2006 to 2008 but it
(including construction) industry reached 259.5
would be interesting to repeat the survey for 2009
Euros.
and 2010 in order to explore how the financial
crisis has influenced the training budgets.
Graph 52: Annual training cost per employee
IT Skills: The Business Gain │ 43
47. Graph 54: HR managers’ perceptions on ECDL certification
With regards to IT training initiatives, HR While 91.2% of HR managers admit that IT
managers gave valuable insights. More than training initiatives take place after supervisors'
72.7% of them agree or partially agree that IT request, 87.9% of them agree or partially agree
training initiatives aim a decreasing the skills’ gap that IT training initiatives take place after
among the users. 77.5% of HR managers agree or employees' request. 60.6% of HR managers agree
partially agree that IT training initiatives improve or partially agree that IT training initiatives are
employees’ satisfaction. Only 15.6% of HR included in the annual development plan, as the
managers believe that IT training initiatives are graph shows below.
considered as a reward for achieving individual
goals. 72.8% of HR managers agree or partially
agree that IT training initiatives are linked to the
annual individual development plan.
IT Skills: The Business Gain │ 45
49. Graph 56: HR managers’ perceptions on IT training initiatives
With regards to IT training, 91.2% of HR 39.4% agree or partially agree it has increased
managers believe that it has improved employees' employees' willingness to help other colleagues,
productivity, 100% agree or partially agree it has 51.6% agree or partially agree it has helped
improved IT tools' usability, 46.9% agree or re-engineering the organization, 24.3% agree or
partially agree it has reduced IT users support partially agree it has developed emulation among
costs, 42.5% agree or partially agree it has assisted basic and advanced IT users and 51.6% agree or
employees in changing roles or functions (job partially agree it has motivated other users to
rotation), 75.8% agree or partially agree it has request IT training, as the graph shows below.
reduced the number of errors in the usage of IT
systems,
IT Skills: The Business Gain │ 47
51. Graph 58: HR managers’ perceptions on IT training
It is interesting to note that although HR that employees have sufficient IT knowledge,
Managers in their majority recognize all the 35.2% agree or partially agree that it is difficult to
advantages of IT training, IT training budgets distract employees from their job, 16.7% partially
were slightly decreased and in their majority they agree that employees are not interested for such
don’t intend to proceed with ECDL training & training, 5.9% partially agree that existing
certification or other types of certifications training seminars are not sufficient to cover their
(see graph 54) needs and 35.3% admit that IT training is not a
priority, as the graph shows below.
Finally, regarding the question why IT training
initiatives do not exist in their company, out of 18
respondents, 94.4% of HR managers denied that
the cost is the main reason. 55.5% of them feel
IT Skills: The Business Gain │ 49
53. Graph 60: Certified or advanced users of OFFICE
Regarding the company’s investment on IT, 92.7% 82.9% of IT managers reported that their company
of IT managers reported that everyone in the has an Intranet. 9.8% of IT managers admitted
organization has access to Internet. 2.4% of the lack of Intranet, but there are plans to introduce
respondents admitted lack of Internet access for one to the company, while 7.3% admitted there is
everyone, while suggesting that there are plans to no Intranet in the organization and no plans for
change this situation. 4.8% admitted that not investing on such a service. 97.5% of IT managers
everyone in the organization has access to reported that their company has a website, while
Internet. 2.4% reported plans for creating one, as the graph
shows below.
Graph 61: IT managers’ reports on company
IT Skills: The Business Gain │ 51
55. More specifically, by grouping companies hours on average to solve OFFICE related
according to the number of employees, we can see problems.
that the increase in the number of OFFICE users,
does not necessarily lead to a proportionate Also, companies with 101-250 OFFICE users
increase in personnel. would employ on average 6.4 IT people and
spend 10.7 hours on average to solve OFFICE
For example, companies with less than 50 OFFICE related problems, while companies with 251-500
users would employ on average 2 IT people, and OFFICE users would employ a few more,
spend 6 hours on average to solve OFFICE related 8.3 IT people and spend fewer hours on average
problems, while the same applies to companies to solve OFFICE related problems.
with 51-100 OFFICE users who would spend 4.5
Table 5: IT users-IT investment
IT Skills: The Business Gain │ 53
57. Supervisors, on average, agreed that training and With regards to ECDL training and certification,
certification could improve the above factors for it is widely known among HR managers and their
candidates and stressed the importance of IT employees, while they do not consider obtaining
skills for recruitment. Supervisors also reported it of high importance. The majority of HR
considerable improvement in overall performance managers admitted that it is neither a priority to
of candidates after they received training and obtain ECDL certification or any other type
certification, and specifically on: of IT certification, despite admitting that
IT training initiatives could have a number
• speed
of positive effects on employees, including:
• appearance and presentation of a report
• decrease the skills’ gap among the users
• reduction of errors
• improve employees’ satisfaction
• usage of more applications
• consider it as a reward for achieving
• accuracy/attention to detail
individual goals
The time supervisors spend to help candidates
solve IT difficulties, after they received training • assist in employees' job rotation
and certification, was considerably decreased. • a means to improve documents' quality
• improve company's corporate image
HR managers that also participated in our
• reduce administrative support procedures
research reported the annual training cost per
• reducing ICT users support costs
employee and the annual IT training cost for the
years 2006-2008. Comparing and contrasting • improve the overall IT usability within
results, allowed us to assume that while there was the company
an increase in investment from 2006 to 2007, it
was followed by a decrease in training cost and IT
training cost in 2008.
IT Skills: The Business Gain │ 55
59. References 7. “Post Crisis: e-skills are needed to drive Europe’s
Innovation Society”, International Data
1. “A survey of ECDL “graduates” in Italy” (2003), Communication (2010), available at
Fulvia SALA, AICA http://www.microsoft.eu/LinkClick.aspx?filetick
et=bQQeH2nAaF8%3D&tabid=60
2. “Digital Literacy and ICT Skills” (2007)
elaborated by empirica, Report No. 6, available at 8. “Recruitment Confidence Index” (2010)
http://ec.europa.eu/information_society/eeurop available at
e/i2010/docs/benchmarking/wp6_digital http://www.alba.edu.gr/Rci/pages/default.aspx
Literacy and ICT Skills.pdf
9. “Research of ICT usage among Greek households:
3. “Enterprise and Industry” (2010) available at Year 2009” (2009) available at
http://ec.europa.eu/enterprise/sectors/ict/e- www.statistics.gr/.../A1901_SFA20_DT_AN_00_
skills/support/. 2009_01_F_GR.pdf /
4. “eSkills Week major campaign to improve ICT skills
in Europe” (2010) available at
http://insight.eun.org/ww/en/pub/insight/pol
icy/network/eskills_week_launch.htm
5. “Individuals who have never used the Internet”
(2010) available at
http://epp.eurostat.ec.europa.eu/tgm/table.do?t
ab=table&init=1&plugin=1&language=en&pcode
=tin00093
6. “Monitoring e-Skills Demand and Supply in
Europe. e-Skills shortages and statistics caveats– a first
wrap-up of reactions” (2010) available at
http://www.eskills-monitor.eu/2009-03/is-
europe-facing-an-e-skills-gap/
IT Skills: The Business Gain │ 57