This document discusses strengthening the institutional capacity of the Productivity and Vocational Training Department (PVTD) in Egypt. It contains surveys of students, companies, and employees to assess PVTD. It finds that PVTD provides quality training and workshops, but could improve facilities and relationships. It also contains recommendations to modernize PVTD's services, improve cooperation with external partners, and develop a customer relationship management system. The goal is to help PVTD better meet the needs of the labor market and perform its mission.
Training and Development in WIPRo
Wipro have an in-house training department that handles continuous training of employees.
Those with less than one year of experience are taken through a well-structured induction/training program. This will cover all aspects of software development skills that are required.
To meet the ever-changing requirements in training, wipro have rolled out their e-learning initiatives, which is available to all employees. Their "Virtual Campus" runs with the objective of building a vast learning community on the Net. The facility of "Training on demand" enables the individual to be in complete charge of his own learning experience.
Training and Development in WIPRo
Wipro have an in-house training department that handles continuous training of employees.
Those with less than one year of experience are taken through a well-structured induction/training program. This will cover all aspects of software development skills that are required.
To meet the ever-changing requirements in training, wipro have rolled out their e-learning initiatives, which is available to all employees. Their "Virtual Campus" runs with the objective of building a vast learning community on the Net. The facility of "Training on demand" enables the individual to be in complete charge of his own learning experience.
Right from its inception in July, 2002, TPDDL felt the need to create training facilities for TPDDL Employees. Ministry of Power, Govt. of India supported the concept of making CENPEID as National Training Resource
"Join Hand with game changers for Lean and Six sigma Implementation "Avinash kumar
Are you facing any of these challenges ... ?
Volatile Strategy
Internal rejections
Unsafe workplace
Frequent stock outs
High inventory levels
Customer Complaints
Lack of employee motivation
Lack of Stability in processes
Inability to sustain growth & results
A plant layout that hinders production
Low levels of Production & Productivity
Inability to scale business to new heights
Lack of synergy between teams
Lack of Scientific approach to solving problems
Lack of focus in training & People development
The CTU Training Solutions (Career Campus), established in 1987, offers a variety of up-to-date IT, business and design programmes with national qualifications and international certifications which develop skills and prepares the graduates for a future filled with exciting opportunities at our 14 campuses countrywide.
Era Business School Presents InCompany PGDM for Working Professionals and Exe...Ashu Gaur
Era Business School, Dwarka - PGDM Program for Executives and Working Professionals
For Inquiries, Program Details
Email: incompany@ebs.ac.in :: Call: 9560633394
Post Graduate Diploma in Management program for working executive engages professionals who do not want to interrupt the trajectory of their careers. This program promotes great participative approach to learning and necessitates rational commitment and collaboration at both personal and professional fronts.
Through an action-research approach, executives are encouraged to ruminate and explore ideas through hands-on action-based experiments. We follow transformative way of education in which executives challenge and learn within dynamic and tech-savvy environment.
It also aims at those who are between jobs, are on a sabbatical, need to pursue the program at flexible timings and also ladies who due to domestic compulsions have taken a break from their professions.
Right from its inception in July, 2002, TPDDL felt the need to create training facilities for TPDDL Employees. Ministry of Power, Govt. of India supported the concept of making CENPEID as National Training Resource
"Join Hand with game changers for Lean and Six sigma Implementation "Avinash kumar
Are you facing any of these challenges ... ?
Volatile Strategy
Internal rejections
Unsafe workplace
Frequent stock outs
High inventory levels
Customer Complaints
Lack of employee motivation
Lack of Stability in processes
Inability to sustain growth & results
A plant layout that hinders production
Low levels of Production & Productivity
Inability to scale business to new heights
Lack of synergy between teams
Lack of Scientific approach to solving problems
Lack of focus in training & People development
The CTU Training Solutions (Career Campus), established in 1987, offers a variety of up-to-date IT, business and design programmes with national qualifications and international certifications which develop skills and prepares the graduates for a future filled with exciting opportunities at our 14 campuses countrywide.
Era Business School Presents InCompany PGDM for Working Professionals and Exe...Ashu Gaur
Era Business School, Dwarka - PGDM Program for Executives and Working Professionals
For Inquiries, Program Details
Email: incompany@ebs.ac.in :: Call: 9560633394
Post Graduate Diploma in Management program for working executive engages professionals who do not want to interrupt the trajectory of their careers. This program promotes great participative approach to learning and necessitates rational commitment and collaboration at both personal and professional fronts.
Through an action-research approach, executives are encouraged to ruminate and explore ideas through hands-on action-based experiments. We follow transformative way of education in which executives challenge and learn within dynamic and tech-savvy environment.
It also aims at those who are between jobs, are on a sabbatical, need to pursue the program at flexible timings and also ladies who due to domestic compulsions have taken a break from their professions.
Skills development is not just about training people for employment; it must also empower people to create opportunities to make a living for themselves. Low levels of education and training, as well as the lack of standardised, appropriate and accredited training, are key constraints to enabling people to create their own opportunities.
A learnership is a work-based education and training programme that is linked to a qualification registered on the National Qualifications Framework (NQF) with the South African Qualification Authority (SAQA). Learnerships are occupational directed programmes that consist of both structured theoretical learning and practical workplace (on-the-job) experience. The duration of a learnership is approximately twelve months, and results in a full national qualification. CTU has over 14 Registered ICT Learnerships up to NQF Level 5 and 6.
At CTU the learnership best practice is identified as follows:
• All training is Instructor Led
• Learners attend training 4hrs per day (morning / afternoon)
• Learners attend workplace for the rest of day
Various other options can be offered, however CTU suggests the 6 months theoretical sessions and 6 months’ workplace experience as the best alternative to the above method.
Learnership groups smaller than 20 will fall into the Full-time Career Programme commencing in the month of February each year, groups larger than 20 are not restricted to specific starting dates and can be customized according to client’s needs.
For companies who successfuly complete and submit a workplace skills plan and annual training report and include learnership programmes within the plan, submit a letter of intent to their relative SETAs receive grants to fund these methods of learning. Employers can receive even further funding incentives when implementing learnerships, via tax relief (rebate) for each learnership agreement entered into.
JumpSeat is an open-source product which delivers hands-on training & support on top of your existing enterprise applications.
It works over any web-based system, without requiring any code integration, and subject matter experts can create interactive guides themselves.
Unlike your traditional options, this type of in-context learning allows users to access guides in the moment-of-need, while being productive during active learning.
So how does your organization handle software training and support?
Career development in the canadian workplace, national business survey employ...CERIC
Employer Size Analysis
CERIC’s latest analysis of its National Business Survey presents a breakdown of results by employer size—fewer than 10 employees, 10 to 49 employees, 50 to 99 employees, 100 to 499 employees, and more than 500 employees—and points to differing views on the labour market, training obligations and soft skills.
CTU developed and registered Skills Development Programmes (SDP’s) specifically for learners whom would like to up-skill themselves whilst earning credits towards National Qualifications. The Learner will study certain electives, enabling them to gain valuable training in the various SDP’s. CTU assists the Learners with building of Portfolios of Evidence (POE’s) whilst the Learner is working and gaining Workplace Experience too. CTU has registered the SDP’s with the relevant SETA’s, thereby adhering to legislation governing SDP’s. Assessing and Moderating of the Learners POE is also part of the learning experience, enabling credits to be claimed.
The Skills Development Act (No. 97 of 1998) recognises the provision of skills programmes as the most dynamic feature of the emerging education and training system in South Africa. The role of a skills programme is for the development, up-skilling and multi-skilling of human resources. The provision of skills programmes also assist workplaces to develop meaningful career and learning pathways for their employees in a highly accessible manner. This in turn leads to the improvement of workplace practices, employability and mobility of the South African working force.
A Study on Training and Development in Syberbrigade Pvt Ltd, Hyderabadijtsrd
The research project entitled -‘A study on Training and Development’ is an attempt to understand the opinion and attitudes of the various categories of employees of the syberbrigade private limited, Hyderabad., towards the maintenance of effectiveness of Training services provided by the Company. The data was collected through well structured questionnaires which contains closed end question. This survey was carried out in various departments of the Company. In the course of study, it was found that the training programs analyzed were provided to all the employees of syberbrigade private limited and was not specific to particular category of employees. The results were presented with the help of different charts and diagrams. Findings of the study were drawn from the analyzing of data’s, suggestions and conclusions have been made based on the findings. I. Bhargavi | Dr. P. Basaiah "A Study on Training and Development in Syberbrigade Pvt Ltd, Hyderabad" Published in International Journal of Trend in Scientific Research and Development (ijtsrd), ISSN: 2456-6470, Volume-6 | Issue-6 , October 2022, URL: https://www.ijtsrd.com/papers/ijtsrd51835.pdf Paper URL: https://www.ijtsrd.com/humanities-and-the-arts/education/51835/a-study-on-training-and-development-in-syberbrigade-pvt-ltd-hyderabad/i-bhargavi
Leveraging Contextual Learning in Your Talent Development Strategy The HR Observer
Creating and retaining a skilled workforce is an issue faced by many organisations in the Middle East. Companies in the region need to have a comprehensive talent management strategy, from recruitment and retention to leadership development. Putting learning at the core of talent development enables organisations to create tomorrow’s workforce. This session will provide delegates with an opportunity to understand how contextual learning delivers knowledge and know-how to employees when and where they need it. Illustrated by examples from companies in the region, the session leaders will show you how the concept can be put to work to develop tomorrow’s workforce.
Jon Drakes, Director – International Solutions Architects, SumTotal
2. Strengthening the Institutional Capacity of the Productivity and Vocational Training Department PVTD within the Vocational Training System in Egypt
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2-executive summery
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CAF Common Assessment Framework
MIS Marketing information system
JICA Japan International Cooperation Agency
Google drive Google Drive is a file storage, File hosting service
Omnia Omnia, The Joint Authority in Education in the Espoo Region is
a regional education development center with five campuses
CRM Customer relation management
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2-executive summery
Omnia
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Target group Objectives for the sample
size
Amount of forms received
Students 300 243-81%
Companies 200 116-58%
Employees)40)100)40( 200 125+)28= *(15376,5%
Total amount and% 700 512-73%
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•JICA
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google drive
online
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5-1)3
5-1-1
student Class teacher level of training Workshop Trainer
v. satisfy 28 27 26 58
satisfy 55 45 48 31
Relative. satisfy 12 18 16 7
un satisfy 5 10 10 4
5-1-2-
Provides a methods of safety visual aids
workshop Safety class Visual aids
available in plenty 36 12
Available 54 51
relatively Available 5 25
5.1.3
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The center provides activities I am I join in activities I feel safe inside the center I feel safe among my colleagues
Always 10 9 30 53
Sometimes 51 48 50 34
relatively 10 14 11 11
never 29 29 9 2
v.good good Bad v.bad
Center activities 10 57 17 16
Classroom Facilities 18 62 13 7
workshops Facilities 37 55 6 2
Your relationship with center director 14 70 5 11
Your relationship with the social Specialist 32 51 10 7
Your relationship with your colleagues 54 44 1 1
Curriculum 15 69 8 8
5-1-5
-2:
5-2-1
–(...
How you know Do you know How do you know Areas of dealing
Yes 100
word of mouse 44
Training services 21
Forums and exhibitions 14
Practical Training 45
Short courses 29
Graduate employment 20
Production for others 3
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100
Impression last 5 years
Positive 75 67
Negative 5 5
Neutral 19 17
I don’t know 1 12
5
diversi
fied in
trade
modern
suitable for
labour market
respo
nsible
profession
al high
quality
easily
reached
innovation
renovation
custome
r
oriented
lea
din
g
flex
ibl
e
coop
erati
on
cope with
labour
market
industrial
experience
v.good 36 19 41 31 66 16 55 43 59 69 27 48
Relative. g 58 66 50 59 29 62 30 37 29 26 57 42
TOTAL 94 85 91 90 95 78 85 80 88 95 84 90
Pvtd description
arrange
2 3 4 1 5 1 4
significantly good 2 13 7 8 3 16 9 14 9 5 15 6
totally not suitable 2 1 2 2 1 4 1 4 2 0 2 2
I don’t know 2 2 1 1 1 3 4 2 1 0 0 2
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4575
trainees acquire competences skills vtc,se quipped new facilities trainers skill excellent pvtd need personal skills
strongly agree 28 19 33 71
agree 54 44 54 21
don’t know 6 27 10 6
disagree 6 8 3 0
strongly disagree 3 2 0 2
28+54=82-
current Image of PVTD VTC,s
very positive 22
Positive 58
I don,t know 14
negative 7
very negative 0
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:20-20-30
63
pvtd personal perception pvtd develop five years past pvtd compared to other
positive 52 13
netural 31 30
negative 26 37
I don’t know 0 19
exellent 1
good 42
avarege 41
bad 8
I don’t know 6
11
cooperate with PVTD specialization needed
Yes 91
No 9
short courses 4
on job training 5
graduate employment 3
Production 1
Others 87
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pvtd description
diversified in
trade
modern suitable for
labor market responsible
professional
high quality
easily
reached
innovation
renovation
leadi
ng
industrial
experience
fit it v.well 13 2 8 6 24 3 26 26
fit it relatively well 64 58 46 53 42 43 49 48
Total 77 60 54 59 66 46 71 74
Pvtd description 1 4 5 3 2
mostely doesn’t fit 9 16 18 17 13 14 7 10
dosnt fit at all 6 12 17 14 7 25 8 7
I don’t know 5 8 6 4 8 10 5 5
52
12
17
52
25
0
10
20
30
40
50
60
satisfied reltively satisfied not satisfied
work invironment
work inviroment
13. Strengthening the Institutional Capacity of the Productivity and Vocational Training Department PVTD within the Vocational Training System in Egypt
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help you ins self-
update
provide equipment, row
material
enable apply safety
health
Admintrative environment taking some
decisions
publish orders,
newsletter
yes 14 6 12 80 30
relatively 54 57 60 50 46
no 26 30 22 35 15
Administrative communication
top mangment External Parties Other Departments discuss your proposals for development
yes 32 19 38 6
relatively 46 38 44 46
no 17 36 12 39
financial stability mental stability fairs in work
allocation
social culture services
other work duties
suitable
work hours
yes 6 7 10 5 55 67
relatively 51 58 54 32 0 24
no 38 30 30 57 37 4
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achieve you hope willing to qiut your manager drive you pvtd perform its mission
yes 2 18 21 3
relatively 49 0 50 69
no 44 75 26 24
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7-3
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CRM
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Annexes
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