The document discusses ideas for reducing the time it takes for students to transition from campus to a corporate job in the IT sector. It begins by outlining the problem statement and need to reduce this transition time to impact the organization's bottom line. A mind mapping technique is used to generate non-linear ideas which are then categorized based on where they could be implemented, such as changes to the educational system or organizational changes. Over 50 ideas are proposed across several categories, with the most practical idea being to provide rewards for students who complete training before joining. The most disruptive idea is to turn 4 years of graduation into an apprenticeship duration. The idea of gamifying the campus to corporate journey is highlighted as the author's favorite idea
Campus to Corporate Training Delhi Indianeha_irikai
iRikai (www.irikai.com) is a New Delhi, India based training firm. One of our key offerings is the campus to corporate transition program. Designed in conjunction with industry veterans and customized by industry, the program addresses the vast gap between skills taught in Indian colleges and skills required by industry. The focus is on creating professional, loyal and motivated employees who are able to set and achieve long term goals for themselves and can contribute positively to the organization.
Smart student program project campus to corporateSarwan Singh
The aim of every student after completing education is to secure a good job. They also want to make good & steady progress in professional & personal life. But; they are neither able to secure a good job nor able to achieve the success they aspired for.
Also; many professional complain that though they work very hard but they do not get the success they deserve but their undeserving colleagues get better increments.
The reason for this disturbing phenomenon is that we are not aware of what is needed to get jobs. Good marks equal good job is a myth. If I work hard I will get good increments & a promotion is another myth.
Keeping this in mind The English Academy has started a project:Smart Students Program-Project Campus to Corporate
This project aims to appraise the students entering the job market what qualities & skills employers actively look for in a potential employee at time of interview.
This project also presents to the working professionals the qualities & skills employers look for when deciding on promotions & increments.
Training And Developing Employees - Human Resource ManagementFaHaD .H. NooR
Training and developing Current and New Employees, Human resource management regards training and development as a function concerned with organizational activity aimed at bettering the job performance of individuals and groups in organizational settings. Training and development can be described as "an educational process which involves the sharpening of skills, concepts, changing of attitude and gaining more knowledge to enhance the performance of employees".[1] The field has gone by several names, including "Human Resource Development", "Human Capital Development" and "Learning and Development".
Campus to Corporate Training Delhi Indianeha_irikai
iRikai (www.irikai.com) is a New Delhi, India based training firm. One of our key offerings is the campus to corporate transition program. Designed in conjunction with industry veterans and customized by industry, the program addresses the vast gap between skills taught in Indian colleges and skills required by industry. The focus is on creating professional, loyal and motivated employees who are able to set and achieve long term goals for themselves and can contribute positively to the organization.
Smart student program project campus to corporateSarwan Singh
The aim of every student after completing education is to secure a good job. They also want to make good & steady progress in professional & personal life. But; they are neither able to secure a good job nor able to achieve the success they aspired for.
Also; many professional complain that though they work very hard but they do not get the success they deserve but their undeserving colleagues get better increments.
The reason for this disturbing phenomenon is that we are not aware of what is needed to get jobs. Good marks equal good job is a myth. If I work hard I will get good increments & a promotion is another myth.
Keeping this in mind The English Academy has started a project:Smart Students Program-Project Campus to Corporate
This project aims to appraise the students entering the job market what qualities & skills employers actively look for in a potential employee at time of interview.
This project also presents to the working professionals the qualities & skills employers look for when deciding on promotions & increments.
Training And Developing Employees - Human Resource ManagementFaHaD .H. NooR
Training and developing Current and New Employees, Human resource management regards training and development as a function concerned with organizational activity aimed at bettering the job performance of individuals and groups in organizational settings. Training and development can be described as "an educational process which involves the sharpening of skills, concepts, changing of attitude and gaining more knowledge to enhance the performance of employees".[1] The field has gone by several names, including "Human Resource Development", "Human Capital Development" and "Learning and Development".
The 5 Barriers to Effective Training Programs and How to Crush Them - Webinar...BizLibrary
Even in organizations where training and development priorities are closely aligned with business goals there’s plenty of room for improvement.
So, the question is what barriers do we need to be overcome if training and development departments are to increase the value they add to workforce performance and productivity, and remain relevant?
In this webinar we'll outline the 5 barriers to effective training and development programs and best practices for overcoming those barriers.
1. Efficiency -
2. Status Quo - inertia and risk aversion.
3. Convenience - throwing training at the problem and hoping it works.
4. Training Mindset - moving from a focus on training to performance.
5. Manager Support - managers are the single most important factor in improving employee performance.
Are you a fresher?
Graduated in IT?
Trying to establish a career in IT?
IT Graduate working in Non-IT sector?
Have a gap between education & employment?
Solution is Here <a> http://codefruxtechnology.com/OnjobTraining.aspx </a>
What is on the-job training, for staff and individualsThe Pathway Group
what is on the job training for staff and individuals, sitting with nellie, advantages sitting nellie, On-the-job training, On-the-job training is training that takes place while employees are actually working. benefits of training on the job, on the job training methods, on the job training means that skills can be gained while trainees are carrying out their jobs. This benefits both employees and the business. Employees learn in the real work environment and gain experience dealing with the tasks and challenges that they will meet during a normal working day.
Building a Business Case for eLearning
This slideshare explains what a business case is, and how it can help you convince key decision-makers in your organization to fund eLearning initiatives.
What is a Business Case?
An overview of the components that make up a business case, as well as the steps you should take before beginning the process.
Building a Business Case
An examination of a business case’s individual components, from Executive Summary to Closing Statement, including:
* Executive summary
* Business need
* Solution
* Proposed budget
* Anticipated return on investment
* Implementation plan
* Potential challenges
* Closing statement
Presenting a Business Case
A study of the steps you should take before, during and after your presentation to help ensure your success.
What Decision-Makers are Looking For
An examination of the specific areas decision-makers will be looking at, and that you should ensure you address.
Next generation learning: How new tech are changing the gameBrightwave Group
Digital technologies have radically altered the ways that people capture and harness the skills, knowledge and information they need to do their jobs better. We're moving beyond the restrictions of a linear e-learning course into a continuously online world of resources and connections. Learning is more granular, less formal and more mobile than ever.
This seminar discusses the theory and presents striking examples of how next generation learning technologies are already working within the new learning paradigm to offer real benefits for your organisation.
Key learning points:
• Core factors influencing how we work today
• New ways of learning that tie in to learners' expectations: social, informal, mobile learning
• How to empower learners to benefit from the opportunities of the next generation learning environment
• New technologies that provide real impact to learners and organisations alike.
The 5 Barriers to Effective Training Programs and How to Crush Them - Webinar...BizLibrary
Even in organizations where training and development priorities are closely aligned with business goals there’s plenty of room for improvement.
So, the question is what barriers do we need to be overcome if training and development departments are to increase the value they add to workforce performance and productivity, and remain relevant?
In this webinar we'll outline the 5 barriers to effective training and development programs and best practices for overcoming those barriers.
1. Efficiency -
2. Status Quo - inertia and risk aversion.
3. Convenience - throwing training at the problem and hoping it works.
4. Training Mindset - moving from a focus on training to performance.
5. Manager Support - managers are the single most important factor in improving employee performance.
Are you a fresher?
Graduated in IT?
Trying to establish a career in IT?
IT Graduate working in Non-IT sector?
Have a gap between education & employment?
Solution is Here <a> http://codefruxtechnology.com/OnjobTraining.aspx </a>
What is on the-job training, for staff and individualsThe Pathway Group
what is on the job training for staff and individuals, sitting with nellie, advantages sitting nellie, On-the-job training, On-the-job training is training that takes place while employees are actually working. benefits of training on the job, on the job training methods, on the job training means that skills can be gained while trainees are carrying out their jobs. This benefits both employees and the business. Employees learn in the real work environment and gain experience dealing with the tasks and challenges that they will meet during a normal working day.
Building a Business Case for eLearning
This slideshare explains what a business case is, and how it can help you convince key decision-makers in your organization to fund eLearning initiatives.
What is a Business Case?
An overview of the components that make up a business case, as well as the steps you should take before beginning the process.
Building a Business Case
An examination of a business case’s individual components, from Executive Summary to Closing Statement, including:
* Executive summary
* Business need
* Solution
* Proposed budget
* Anticipated return on investment
* Implementation plan
* Potential challenges
* Closing statement
Presenting a Business Case
A study of the steps you should take before, during and after your presentation to help ensure your success.
What Decision-Makers are Looking For
An examination of the specific areas decision-makers will be looking at, and that you should ensure you address.
Next generation learning: How new tech are changing the gameBrightwave Group
Digital technologies have radically altered the ways that people capture and harness the skills, knowledge and information they need to do their jobs better. We're moving beyond the restrictions of a linear e-learning course into a continuously online world of resources and connections. Learning is more granular, less formal and more mobile than ever.
This seminar discusses the theory and presents striking examples of how next generation learning technologies are already working within the new learning paradigm to offer real benefits for your organisation.
Key learning points:
• Core factors influencing how we work today
• New ways of learning that tie in to learners' expectations: social, informal, mobile learning
• How to empower learners to benefit from the opportunities of the next generation learning environment
• New technologies that provide real impact to learners and organisations alike.
Next Gen Learning: How New Tech is Changing the GameBrightwave Group
The way we learn at work is changing. As expectations shift, workplace learning must evolve. Find out how to harness innovation and technology to meet the needs of your next generation learners.
Download our Social Learning Revolution whitepaper here: http://ow.ly/wp0Gi
A one of a kind "phyGital" module of education experience delivery in India connecting the remotest with the most accesible with a sequence of pre learning+ hands on+ post supplements ,across schools through to colleges, all bahaviorally backed via machine learning and implemented on scales of physical interactions and virtual scalabilities
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Through a clear digital strategy which integrates systems, technology, people and data, SERC has transformed its digital landscape. Integrated, centralised systems aggregate and disseminate data, enhancing efficiency whilst informing and shaping the curriculum and wider college strategy.
This presentation will explore a systematic approach which integrates systems, technology, people, and data; identify ways in which data analytics has transformed and shaped the curriculum and digital strategy; and explore how organisational culture can be shaped through strategic investment in technology, systems and people.
Total Learning: formal, informal and social learning with xAPIBrightwave Group
Charles Gould's presentation from his session on the Management Xchange stage at DevLearn 2014.
Using case-studies and real-world examples, the session covers:
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early adoption examples of dynamic social learning in real-world scenarios
- how social and collaborative tools deliver a personalised learning experience
Learn how to design a 70-20-10 learning ecosystemSprout Labs
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Unit 8 - Information and Communication Technology (Paper I).pdfThiyagu K
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Read| The latest issue of The Challenger is here! We are thrilled to announce that our school paper has qualified for the NATIONAL SCHOOLS PRESS CONFERENCE (NSPC) 2024. Thank you for your unwavering support and trust. Dive into the stories that made us stand out!
2024.06.01 Introducing a competency framework for languag learning materials ...Sandy Millin
http://sandymillin.wordpress.com/iateflwebinar2024
Published classroom materials form the basis of syllabuses, drive teacher professional development, and have a potentially huge influence on learners, teachers and education systems. All teachers also create their own materials, whether a few sentences on a blackboard, a highly-structured fully-realised online course, or anything in between. Despite this, the knowledge and skills needed to create effective language learning materials are rarely part of teacher training, and are mostly learnt by trial and error.
Knowledge and skills frameworks, generally called competency frameworks, for ELT teachers, trainers and managers have existed for a few years now. However, until I created one for my MA dissertation, there wasn’t one drawing together what we need to know and do to be able to effectively produce language learning materials.
This webinar will introduce you to my framework, highlighting the key competencies I identified from my research. It will also show how anybody involved in language teaching (any language, not just English!), teacher training, managing schools or developing language learning materials can benefit from using the framework.
Introduction to AI for Nonprofits with Tapp NetworkTechSoup
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This Gasta posits a strategic approach to integrating AI into HEIs to prepare staff, students and the curriculum for an evolving world and workplace. We will highlight the advantages of working with these technologies beyond the realm of teaching, learning and assessment by considering prompt engineering skills, industry impact, curriculum changes, and the need for staff upskilling. In contrast, not engaging strategically with Generative AI poses risks, including falling behind peers, missed opportunities and failing to ensure our graduates remain employable. The rapid evolution of AI technologies necessitates a proactive and strategic approach if we are to remain relevant.
The French Revolution, which began in 1789, was a period of radical social and political upheaval in France. It marked the decline of absolute monarchies, the rise of secular and democratic republics, and the eventual rise of Napoleon Bonaparte. This revolutionary period is crucial in understanding the transition from feudalism to modernity in Europe.
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2. Reduce Campus to Corporate
Transition Time in IT sector
Problem Statement
An empathetic, truly concerned, highly capable,
knowledgeable, pragmatic, 38 year old Head of Corporate
University of a multi-billion dollar IT service organization who
has been serving in various positions within the IT industry in his
16+ years of experience of which 6 years have been in
shaping the talent development of the organization
NEEDS A WAY TO
reduce the campus to corporate transition time
BECAUSE
it would impact the bottom line of the organization
3. Reduce Campus to Corporate
Transition Time in IT sector
Non-Linear Ideation
Leveraged Mind Mapping technique to
think in non-linear angles
A mind map is a graphical way to represent ideas and concepts.
It is a visual thinking tool that helps structuring information, helping
you to better analyze, comprehend, synthesize, recall and
generate new ideas.
4. Reduce Campus to Corporate
Transition Time in IT sector
Categorization
Ideas are grouped based on where they
are to be implemented
5. Reduce Campus to Corporate
Transition Time in IT sector
Changes in Educational
System - School
1. Sow the seeds for out of the box
thinking through self-exploring
experiments
2. Teachers to be trained for
encouraging OOB thinking
3. Contests to encourage exploration -
by Government and Industries
4. Identify students interests and
organization can adopt students and
pay for their education
5. Adopt story telling and experiential
learning as the primary means of
teaching
6. Reduce Campus to Corporate
Transition Time in IT sector
Changes in Educational
System - College
6. Industry aligned curriculum
8. Encourage research & development
7. Form knowledge sharing / self
interest groups to enhance sharing
9. Include Corporate culture, business communication as
mandatory topics in graduation
7. Reduce Campus to Corporate
Transition Time in IT sector
Changes in Educational
System - College
10. Field assignments for students
11. Introduce Student teaching
hour to encourage knowledge
sharing and ability to learn by
themselves
12. 4 years of graduation turned
to apprentice duration
13. Mandate internship for Professors
in industries to gain industrial
knowledge which they can impart to
the students
8. Reduce Campus to Corporate
Transition Time in IT sector
Organizational Changes
- Effective Recruitment
14. Select candidates in pre-final year and
engage with them thru out final year with
assignments 15. Recruit only from relevant streams
16. stringent
entry criteria
17. Recruitment thru
knowledge application
mode rather than just
knowledge assessments
18. Educate recruiters on the recruiting process
19. Only certified employees can
participate in recruitment drives
20. A magical shredder, which shreds
only the misfit candidates application
forms
9. Reduce Campus to Corporate
Transition Time in IT sector
Organizational Changes
- Pre-Onboarding Stage
25. Move few of the on-campus training to self
paced training before they join
21. Provide an organization
owned mobile device
loaded with required
curriculum and assessments
22. Assess readiness of the
students and have normal
and fast track streams for
training
23. Appropriate rewards for
those who complete the
training curriculum before
they join the organization
24. Access to corporate technical
forums to feel the job
10. Reduce Campus to Corporate
Transition Time in IT sector
Organizational Changes
- Tiny Changes in Training
26. Teach them how to learn in a
corporate setting first before teaching
what to learn
27. Support training and post-training
period with a mentor
28. Curriculum as close to real project
scenario as possible
29. Trainees to shadow associates in
project for a specific duration
30. Reverse mentoring during training period
11. Reduce Campus to Corporate
Transition Time in IT sector
Organizational Changes
- Tiny Changes in Training
31. Training pills to impart knowledge
32. Do away with training process and
put them in work directly
33. Organizations to mandate campus
training hours to their employees
34. Offer self-but-fast-paced track for
students who are willing to take their
career in their hands
35. Brain Transplant to all new joinees
with that of experts
12. Reduce Campus to Corporate
Transition Time in IT sector
Organizational Changes
- Tiny Changes in Training
36. Encourage paired learning similar to
pair programming
37. Provide a virtual tree to every
trainee which grows according to the
knowledge they have absorbed;
39. Gamify the campus to corporate journey
with appropriate tools and levels
38. Guiding robot to every trainee for a
charge
13. Reduce Campus to Corporate
Transition Time in IT sector
Organizational Changes
- Pre-employee Engagement
40. Constant engagement with all
educational institutes through
stimulating contests 41. Open one day every quarter for
college students to visit the
organization and interact with anyone
they want
42. Set up Know Your Organization labs
in the institutes for the students to feel
the corporate environment before they
step in
43. Holograms of a day in corporate
made available to students
14. Reduce Campus to Corporate
Transition Time in IT sector
Encouraging Society
44. Like earlier era of 4 castes, identify sects of
population who are eligible to work on specific
industries.
45. Forecast industrial need and inject
appropriate gene into the fetus to ensure they
become work ready when they reach the right
age
46. Government mandate for industries to provide
industry specific training at educational institutes
47. Create learning doctors as a
profession to cure those who cant learn
48. Have brain scans to new born
babies to identify learning challenges
in future and treat at an early stage
15. Reduce Campus to Corporate
Transition Time in IT sector
Spot Light
50. During graduation ceremony, his
likely supervisor to be tagged and
informed for recruitment
51. During recruitment, green light to
glow behind the student, if he is fit for
the role
49. Babies born with birth mark indicating what is their
suitable profession
16. Reduce Campus to Corporate
Transition Time in IT sector
Most Practical Idea
Appropriate rewards for those who complete the training
curriculum before they join the organization
• Encourages students to take
their career in hand
• Reduces the training effort on
students for the organization
• Typical win-win situation for both
the employees and the students
17. Reduce Campus to Corporate
Transition Time in IT sector
Most Disruptive Idea
4 years of graduation turned to apprentice duration
By the nature of its operation, key asks from IT industry’s employees
are to be effective in problem solving, decision making and logical
thinking.
They seldom use their non-IT engineering concepts at work.
Hence a more meaningful learning environment that is close to or
the real environment in form of apprenticeship will help bridge the
gaps
18. Reduce Campus to Corporate
Transition Time in IT sector
My Favorite Idea
Gamify the campus to corporate journey with appropriate
tools and levels
Gamification in learning helps to establish a
sense of achievement; In a standard training
model, trainees have the number of days to
pass by as the counter to keep them ticking.
If the training is gamified with appropriate
milestones and rewards, it could be very
effective and trainees have something more
tangible to look forward to than just counting
days
