Technical Training|Your Questions, Our Answers
May
28
Filed Under (tech training) by admin
Chris Rights asked:
Training your dog is very important if you want a well behaved dog. Your dog is a member of the family and, like other members of the family, must learn the rules of the house. There are basically three techniques for training your dog. Are a mixture of traditional dog training, positive reinforcement for training and technical training.
Traditional techniques of training are about the First World War because it was developed to train the dogs of war. This type of training uses techniques of negative reinforcement and punishment. Collars or collars poles are frequently used for such training. Traditional techniques have the advantage that the consistency of results. However, every dog has its own personality and be careful when using these techniques, because you could even find a dog bite or be afraid of you. This is not the goal of training the dogs. The goal is to bring your dog to obey your orders.
The second type of dog training is the technique of positive reinforcement. In this technique, the dog is rewarded when the correct behavior. When is the command and praise him like you treat them. If you do not sit down, if not command. Some dog trainers swear by the techniques of positive reinforcement. It is said that the dog will learn faster and with greater regularity, with this type of training. One method that is popular in connection with the use of positive reinforcement and clicker training. The clicker is a device that runs the sound with a click “when pressed. The clicker is used to mark the exact moment when the dog performed the desired behavior. This kind of training is a joke for Mr. Chen, a master and dog .
The third technique popular dog training is the art of blended learning is a combination of positive and negative reinforcements. This type of training is widely used to train dogs for specific tasks, such as guard dogs or fighting dogs used.
Another technique, which is in the making, the use of search dog behavior. This is not really considered the training, but relies on the natural behavior of dogs. The premise is as the leader of the pack to be imposed. You must submit to the alpha dog, all dogs in the pack. This is done the appropriate body language and sounds. There is substantial evidence that it works and other studies should be conducted.
It ’s very important that you know what to do before starting any dog training. Get a few good books on dog training from someone who has been written for the economy for some time. Follow the advice of pounds and keep your workout short and consistent. Above all, to show your dog love and affection.
Get a FREE 6-day dog training course or get some more FREE dog training information, see Easy techniques for the training of a dog.
3 Easy Techniques For Training Dogs, Read More…
Pet Cpr Training
Training your dog is very important if you want a well behaved dog. Your dog is a member of the family and, like other members of the family, must learn the rules of the house. There are basically three techniques for training your dog. Are a mixture of traditional dog training, positive reinforcement for training and technical training.
Traditional techniques of training are about the First World War because it was developed to train the dogs of war. This type of training uses techniques of negative reinforcement and punishment. Collars or collars poles are frequently used for such training. Traditional techniques have the advantage that the consistency of results. However, every dog has its own personality and be careful when using these techniques, because you could even find a dog bite or be afraid of you. This is not the goal of training the dogs. The goal is to bring your dog to obey your orders.
The second type of dog training is the technique of positive reinforcement. In this technique, the dog is rewarded when the correct behavior. When is the command and praise him like you treat them. If you do not sit down, if not command. Some dog trainers swear by the techniques of positive reinforcement. It is said that the dog will learn faster and with greater regularity, with this type of training. One method that is popular in connection with the use of positive reinforcement and clicker training. The clicker is a device that runs the sound with a click “when pressed. The clicker is used to mark the exact moment when the dog performed the desired behavior. This kind of training is a joke for Mr. Chen, a master and dog .
The third technique popular dog training is the art of blended learning is a combination of positive and negative reinforcements. This type of training is widely used to train dogs for specific tasks, such as guard dogs or fighting dogs used.
Another technique, which is in the making, the use of search dog behavior. This is not really considered the training, but relies on the natural behavior of dogs. The premise is as the leader of the pack to be imposed. You must submit to the alpha dog, all dogs in the pack. This is done the appropriate body language and sounds. There is substantial evidence that it works and other studies should be conducted.
It ’s very important that you know what to do before starting any dog training. Get a few good books on dog training from someone who has been written for the economy for some time. Follow the advice of pounds and keep your workout short and consistent. Above all, to show your dog love and affection.
Get a FREE 6-day dog training course or get some more FREE dog training information, see Easy techniques for the training of a dog.
3 Easy Techniques For Training Dogs, Read More…
Pet Cpr Training
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May
25
Filed Under (tech training) by admin
Frank O’Tools asked:
When you invest in new staff, you want to make the wisest decisions possible. It is in your best interest to make sure that the decision you make is made on an informed basis which has been brought about by the training you have received for recruitment interviewing skills. It is time well spent reviewing resumes and conducting informative interviews to make sure you hire the best people for the job. When you hire the right people to begin with, you will save yourself a substantial amount of time hiring and training replacement staff down the road. The more skillful you become at recruitment interviewing skills the easier you will make the recruitment and management process
By hiring the right people, you will also be saving your company recruiting and training costs. As a leader, your company trusts you to interview and hire staff that will benefit the company. Let’s discuss these and other reasons in further detail.
7 Reasons to Hire the Right People the First Time:
1. You will save yourself time interviewing, training and hiring down the road. It takes a lot of time (and money) to advertise open positions, review resumes, screen applicants, set up interviews, conduct the interviews, extend offers, and then start training the new staff. The less time you have to spend doing this work, the more time you can spend leading, motivating, developing and training your team.
2. You will save the company recruiting and training costs. Just think of all the people that a new staff member spends time training with:
* A Human Resource manager to go over paper work and company policies.
* Yourself or a trainer to go over on the job coaching and training.
* Fellow staff members for job shadowing.
* A corporate trainer for soft skills training.
* A trainer for technical training.
That is a lot of time and as they say time is money. If your recruitment interview skills produce a staff member who is willing to contribute to the company’s success, then the time is well spent. If the new staff member is not excited about his job, or worse hates his job, then it is time (and again money) wasted.
3. You will increase productivity and have less hassle as you try and ramp up new employees. When through correct recruitment interview skills you hire the right person the first time, your business will experience an increase in productivity. The new staff member will be motivated to jump in and learn! Once all your staff members are in place, you won’t see your time being wasted from constantly having an empty chair to fill.
4. You will increase customer satisfaction. New staff members who have been recruited correctly through the best practices of recruitment interviewing skills techniques will be easily trained in your ways of doing things, they will be open to learning and training. It will be easy for you to train them how to handle a wide range of customer service situations. Eventually they will need little assistance from you. Customers will appreciate their courtesy, professionalism, and efficiency. If you are constantly recruiting and interviewing new staff, you will have more customer complaints about unknowledgeable, unhelpful, and inefficient staff.
5. You will increase morale and see less distraction. There is no doubt about it; a high turnover causes quite a bit of distraction among other staff members. There are questions floating around about why the staff member left, if he was terminated, if there is going to be layoffs, etc. If it is the case where you had to terminate the staff member, (even if the staff member had to be replaced because you got it wrong through poor recruitment interviewing skills) other staff members will wonder who’s next? This distraction decreases morale and can negatively impact the entire department. When the right people are in place, morale is high and there is much less distraction.
6. You will build team spirit. Staff members that know each other, enjoy working together, and are motivated by a leader (you!) build a strong bond powerful, dynamic team spirit. It is more difficult to build this team spirit when the members of the team are constantly changing and you are spending all your time on recruitment interviewing.
7. You will give your company a good reputation. Applicants often ask about a companies staff turnover rate. When you have a low turnover rate, your company will gain the reputation as an employer with a first-class reputation for looking after their people. In fact many companies are now finding it is money well spent training their leaders and managers in recruitment interviewing skills and saving money on recruitment costs.
Halogen Track Lighting
When you invest in new staff, you want to make the wisest decisions possible. It is in your best interest to make sure that the decision you make is made on an informed basis which has been brought about by the training you have received for recruitment interviewing skills. It is time well spent reviewing resumes and conducting informative interviews to make sure you hire the best people for the job. When you hire the right people to begin with, you will save yourself a substantial amount of time hiring and training replacement staff down the road. The more skillful you become at recruitment interviewing skills the easier you will make the recruitment and management process
By hiring the right people, you will also be saving your company recruiting and training costs. As a leader, your company trusts you to interview and hire staff that will benefit the company. Let’s discuss these and other reasons in further detail.
7 Reasons to Hire the Right People the First Time:
1. You will save yourself time interviewing, training and hiring down the road. It takes a lot of time (and money) to advertise open positions, review resumes, screen applicants, set up interviews, conduct the interviews, extend offers, and then start training the new staff. The less time you have to spend doing this work, the more time you can spend leading, motivating, developing and training your team.
2. You will save the company recruiting and training costs. Just think of all the people that a new staff member spends time training with:
* A Human Resource manager to go over paper work and company policies.
* Yourself or a trainer to go over on the job coaching and training.
* Fellow staff members for job shadowing.
* A corporate trainer for soft skills training.
* A trainer for technical training.
That is a lot of time and as they say time is money. If your recruitment interview skills produce a staff member who is willing to contribute to the company’s success, then the time is well spent. If the new staff member is not excited about his job, or worse hates his job, then it is time (and again money) wasted.
3. You will increase productivity and have less hassle as you try and ramp up new employees. When through correct recruitment interview skills you hire the right person the first time, your business will experience an increase in productivity. The new staff member will be motivated to jump in and learn! Once all your staff members are in place, you won’t see your time being wasted from constantly having an empty chair to fill.
4. You will increase customer satisfaction. New staff members who have been recruited correctly through the best practices of recruitment interviewing skills techniques will be easily trained in your ways of doing things, they will be open to learning and training. It will be easy for you to train them how to handle a wide range of customer service situations. Eventually they will need little assistance from you. Customers will appreciate their courtesy, professionalism, and efficiency. If you are constantly recruiting and interviewing new staff, you will have more customer complaints about unknowledgeable, unhelpful, and inefficient staff.
5. You will increase morale and see less distraction. There is no doubt about it; a high turnover causes quite a bit of distraction among other staff members. There are questions floating around about why the staff member left, if he was terminated, if there is going to be layoffs, etc. If it is the case where you had to terminate the staff member, (even if the staff member had to be replaced because you got it wrong through poor recruitment interviewing skills) other staff members will wonder who’s next? This distraction decreases morale and can negatively impact the entire department. When the right people are in place, morale is high and there is much less distraction.
6. You will build team spirit. Staff members that know each other, enjoy working together, and are motivated by a leader (you!) build a strong bond powerful, dynamic team spirit. It is more difficult to build this team spirit when the members of the team are constantly changing and you are spending all your time on recruitment interviewing.
7. You will give your company a good reputation. Applicants often ask about a companies staff turnover rate. When you have a low turnover rate, your company will gain the reputation as an employer with a first-class reputation for looking after their people. In fact many companies are now finding it is money well spent training their leaders and managers in recruitment interviewing skills and saving money on recruitment costs.
Halogen Track Lighting
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May
24
Filed Under (tech training) by admin
Dr.maurizio Cucchiara asked:
VOIP Training and Education is gaining popularity as this vital technology is becoming an imperative to maintaining a competitive edge.
Designing any training course, the first aspect you have to consider is the answer that the training course will have to furnish to the demand of learning formulated by the buyer.
A non superficial knowledge of the training needs it allows to predispose a suitable and effective answer in terms of contents and, often, also of methods.
Besides it also allows to choose the teachers and trainers able to transfer knowledge to participants and also to manage processes.
From Were to Begin ? As for any other training intervention a plan of action is needed, what follows could be useful in our case:
1- Define Training Goals and Objectives:
Naturally the objectives of a training course on VOIP can be different according to the dimension of your firm and to your line of business.
For example if your firm is a small or medium enterprise that utilizes VOIP services as end user, the objectives of a training course on VOIP could be these:
-To make aware project managers and responsible of function persons of the necessity to adjust the organization to the technology Voice Over IP;
-To homogenize VOIP knowledge and skills among the business responsible launchings;
-To Identify the application problem list;
-To stimulate the dialogue among the persons responsible of function.
If your firm is a firm that supplies products, services and VOIP consultations, then the objectives could be:
To understand the market context and the perspectives of development of the VOIP products and services in your region or country.
To identify the technical and application problem list of the VOIP with reference specifically to the integration between traditional telephone infrastructures and IP networks of which it requires the client to safeguard the investments effected in the past.
Specific updating on necessary technical knowledge to effectively configure the customers VOIP equipments
Which is the Target Audience of a VOIP Training?
Here are some examples but this list is not exhaustive:
-IT managers
-Technical sales/marketing personnel
-Consultants
-Network designers and engineers
-Product design engineers developing integrated-services products
-Telecom technicians and managers integrating PBX services within data networks
-Systems administrators who will manage a converged network
2. Determine Participants’ Needs
In a VOIP training the initial demands of learning are usually the followings:
-Necessity to furnish the basics of VOIP technology to the participants, especially to those who are not technicians;
-To furnish a common language to all participants, both to those coming from Information Technology function that from the other areas not tightly tied up to the Information Technology (for instance administration, marketing, production);
-To facilitate the integration of the new technology with those existing;
-To appraise the impact of VOIP on the business structure and on the redefinition of the duties of the personnel;
-To understand the necessary elements to the determination of the ROI (Return On Investment) of the project of investment in the VOIP technology.
3. Outline Training Content
Here for example some hints:
-Introduction to Voice over IP
-Understanding the Requirements of Voice in an IP network
-Understanding Gateways and Their Roles
-Encapsulating Voice in IP Packets
-Calculating Bandwidth Requirements
-Understanding Security Implications
Voice over IP Signalling and Call Control
-Understanding the Need for Signals and Call Control
-Configuring H.323
-Configuring SIP
-Configuring MGCP
-Comparing Call Control Models
-Improving and Maintaining Voice Quality
-Comparing Voice Quality Measurement Standards
-Understanding VOIP Challenges
-Understanding QOS (Quality Of Services) and Good Design
-Understanding Jitter and Delay
-Understanding QOS Tools in the WAN (Wide Area Network)
-Configuring QOS in the WAN
-Understanding Voice Bandwidth Engineering
Scalable Numbering and Applications
4. Develop Instructional Activities such as brainstorming, case studies, cooperative group work
Skill development is best achieved through modelling, practice, and feedback, while information acquisition can be achieved through group discussion or collaborative group work
Some strategies that promote active learning include brainstorming, games, mini-lectures, small group work, cooperative group work, simulations, role-playing, and VOIP implementation success case studies
5. Prepare Participant Evaluation Forms
The purpose of the evaluation is to determine the extent to which the training achieved its objectives and to identify what adjustments, if any, need to be made to the VOIP training design or follow-up process. Some issues to address through the evaluation form:
-Did the participants acquire the knowledge and skills that the VOIP training was supposed to provide?
-Were the trainers knowledgeable about VOIP training content?
-Were the activities interesting and effective?
-Was the training format appropriate?
-Is more training on this or related topics needed to support participants in their work?
6. Determine Follow-up Activities for the Event.
Without follow-up, the benefits of a VOIP training may quickly be forgotten or never used.
Follow-up activities provide the continued support and feedback necessary for the successful implementation of new ideas and practices.
To be effective, follow-up activities should be planned as you develop your VOIP training design, and should include a range of opportunities for participants to reflect on both the content of what they learned during the VOIP training and the process of implementation.
Pellet Stove Comparisons
VOIP Training and Education is gaining popularity as this vital technology is becoming an imperative to maintaining a competitive edge.
Designing any training course, the first aspect you have to consider is the answer that the training course will have to furnish to the demand of learning formulated by the buyer.
A non superficial knowledge of the training needs it allows to predispose a suitable and effective answer in terms of contents and, often, also of methods.
Besides it also allows to choose the teachers and trainers able to transfer knowledge to participants and also to manage processes.
From Were to Begin ? As for any other training intervention a plan of action is needed, what follows could be useful in our case:
1- Define Training Goals and Objectives:
Naturally the objectives of a training course on VOIP can be different according to the dimension of your firm and to your line of business.
For example if your firm is a small or medium enterprise that utilizes VOIP services as end user, the objectives of a training course on VOIP could be these:
-To make aware project managers and responsible of function persons of the necessity to adjust the organization to the technology Voice Over IP;
-To homogenize VOIP knowledge and skills among the business responsible launchings;
-To Identify the application problem list;
-To stimulate the dialogue among the persons responsible of function.
If your firm is a firm that supplies products, services and VOIP consultations, then the objectives could be:
To understand the market context and the perspectives of development of the VOIP products and services in your region or country.
To identify the technical and application problem list of the VOIP with reference specifically to the integration between traditional telephone infrastructures and IP networks of which it requires the client to safeguard the investments effected in the past.
Specific updating on necessary technical knowledge to effectively configure the customers VOIP equipments
Which is the Target Audience of a VOIP Training?
Here are some examples but this list is not exhaustive:
-IT managers
-Technical sales/marketing personnel
-Consultants
-Network designers and engineers
-Product design engineers developing integrated-services products
-Telecom technicians and managers integrating PBX services within data networks
-Systems administrators who will manage a converged network
2. Determine Participants’ Needs
In a VOIP training the initial demands of learning are usually the followings:
-Necessity to furnish the basics of VOIP technology to the participants, especially to those who are not technicians;
-To furnish a common language to all participants, both to those coming from Information Technology function that from the other areas not tightly tied up to the Information Technology (for instance administration, marketing, production);
-To facilitate the integration of the new technology with those existing;
-To appraise the impact of VOIP on the business structure and on the redefinition of the duties of the personnel;
-To understand the necessary elements to the determination of the ROI (Return On Investment) of the project of investment in the VOIP technology.
3. Outline Training Content
Here for example some hints:
-Introduction to Voice over IP
-Understanding the Requirements of Voice in an IP network
-Understanding Gateways and Their Roles
-Encapsulating Voice in IP Packets
-Calculating Bandwidth Requirements
-Understanding Security Implications
Voice over IP Signalling and Call Control
-Understanding the Need for Signals and Call Control
-Configuring H.323
-Configuring SIP
-Configuring MGCP
-Comparing Call Control Models
-Improving and Maintaining Voice Quality
-Comparing Voice Quality Measurement Standards
-Understanding VOIP Challenges
-Understanding QOS (Quality Of Services) and Good Design
-Understanding Jitter and Delay
-Understanding QOS Tools in the WAN (Wide Area Network)
-Configuring QOS in the WAN
-Understanding Voice Bandwidth Engineering
Scalable Numbering and Applications
4. Develop Instructional Activities such as brainstorming, case studies, cooperative group work
Skill development is best achieved through modelling, practice, and feedback, while information acquisition can be achieved through group discussion or collaborative group work
Some strategies that promote active learning include brainstorming, games, mini-lectures, small group work, cooperative group work, simulations, role-playing, and VOIP implementation success case studies
5. Prepare Participant Evaluation Forms
The purpose of the evaluation is to determine the extent to which the training achieved its objectives and to identify what adjustments, if any, need to be made to the VOIP training design or follow-up process. Some issues to address through the evaluation form:
-Did the participants acquire the knowledge and skills that the VOIP training was supposed to provide?
-Were the trainers knowledgeable about VOIP training content?
-Were the activities interesting and effective?
-Was the training format appropriate?
-Is more training on this or related topics needed to support participants in their work?
6. Determine Follow-up Activities for the Event.
Without follow-up, the benefits of a VOIP training may quickly be forgotten or never used.
Follow-up activities provide the continued support and feedback necessary for the successful implementation of new ideas and practices.
To be effective, follow-up activities should be planned as you develop your VOIP training design, and should include a range of opportunities for participants to reflect on both the content of what they learned during the VOIP training and the process of implementation.
Pellet Stove Comparisons
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May
21
Filed Under (tech training) by admin
Kris Koonar asked:
Truck driving is fast catching up as an excellent career option with sizable remunerations. Truck drivers are in high demand and there is a huge shortage of experienced and skilled drivers with CDL training. The duties are not limited to driving trucks but also involve their maintenance and repairs as well. CDL training should involve all factors, right from simple driving skills to parking and maneuvering skills, and to knowledge about truck components.
A Commercial Driver’s License (CDL) is a prerequisite for drivers of heavy or large trucks. A regular driver’s license is sufficient for other types of trucks. Many private and public training schools provide vocational and technical training to aspiring drivers. Different high schools offer courses for driver training as well as automotive mechanics. The training generally starts with a Department of Transportation physical test as well as a drug screening. The physical screening involves checking the blood pressure levels, the eyesight ratings, the hearing abilities and any other health related issues that may be dangerous while driving long distance on these heavy vehicles. The trainings also involve classroom training for undertaking written tests for the CDL AP learners permit.
To get a CDL it is not enough to simply be trained driving skills. Drivers of large trucks need to be able to maneuver crowded streets, and be able to drive skillfully and carefully on the highways, too. Trainings mostly involve teaching aspirants on the driving range the practical aspects of driving, right from starting the truck to learning how to use defensive driving techniques. The student will be instructed on the shifting of the gears, straight backing, parallel parking, serpentine backing, dock backing as well as negotiating turns.
However, this is not all that they need to know. They also learn about the safety procedures to follow, to make their journey a safe one. Most important is to undertake pre-trip inspection, to make sure that while driving they do not face problems with the truck, which could endanger lives. These schools also have classroom sessions to teach the drivers the rules of the road.
The truck driving schools also train the drivers to maintain a correct logbook, which is very important in this industry. There are rules that have to be followed regarding the number of hours for which the driver can drive, how much time he needs to rest before he starts driving and so on. A driver may be given a citation or ’shut down’, which means that he will have to stop driving until he catches up with non- driving hours.
There are certain important security measures put in place by the different states to protect their citizens. There are certain guidelines on handling the hazardous materials. If, you are required as a truck driver, to move hazardous material, the CDL requires a hazmat endorsement, and conducts a background check and a fingerprint check. Training schools then help prepare for such additional endorsements that may be required.
Trainees also have the opportunity to work with an experienced driver for some time till they are confident enough to drive on their own. This hands-on experience is highly useful to develop them into skilled drivers. Most of the truck driving schools designs their training programs involving all these factors.
Outdoor Gas Fireplace
Truck driving is fast catching up as an excellent career option with sizable remunerations. Truck drivers are in high demand and there is a huge shortage of experienced and skilled drivers with CDL training. The duties are not limited to driving trucks but also involve their maintenance and repairs as well. CDL training should involve all factors, right from simple driving skills to parking and maneuvering skills, and to knowledge about truck components.
A Commercial Driver’s License (CDL) is a prerequisite for drivers of heavy or large trucks. A regular driver’s license is sufficient for other types of trucks. Many private and public training schools provide vocational and technical training to aspiring drivers. Different high schools offer courses for driver training as well as automotive mechanics. The training generally starts with a Department of Transportation physical test as well as a drug screening. The physical screening involves checking the blood pressure levels, the eyesight ratings, the hearing abilities and any other health related issues that may be dangerous while driving long distance on these heavy vehicles. The trainings also involve classroom training for undertaking written tests for the CDL AP learners permit.
To get a CDL it is not enough to simply be trained driving skills. Drivers of large trucks need to be able to maneuver crowded streets, and be able to drive skillfully and carefully on the highways, too. Trainings mostly involve teaching aspirants on the driving range the practical aspects of driving, right from starting the truck to learning how to use defensive driving techniques. The student will be instructed on the shifting of the gears, straight backing, parallel parking, serpentine backing, dock backing as well as negotiating turns.
However, this is not all that they need to know. They also learn about the safety procedures to follow, to make their journey a safe one. Most important is to undertake pre-trip inspection, to make sure that while driving they do not face problems with the truck, which could endanger lives. These schools also have classroom sessions to teach the drivers the rules of the road.
The truck driving schools also train the drivers to maintain a correct logbook, which is very important in this industry. There are rules that have to be followed regarding the number of hours for which the driver can drive, how much time he needs to rest before he starts driving and so on. A driver may be given a citation or ’shut down’, which means that he will have to stop driving until he catches up with non- driving hours.
There are certain important security measures put in place by the different states to protect their citizens. There are certain guidelines on handling the hazardous materials. If, you are required as a truck driver, to move hazardous material, the CDL requires a hazmat endorsement, and conducts a background check and a fingerprint check. Training schools then help prepare for such additional endorsements that may be required.
Trainees also have the opportunity to work with an experienced driver for some time till they are confident enough to drive on their own. This hands-on experience is highly useful to develop them into skilled drivers. Most of the truck driving schools designs their training programs involving all these factors.
Outdoor Gas Fireplace
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May
13
Filed Under (tech training) by admin
James P asked:
I am currently studying to be a general automotive technician however I would one day like to work with Porsche or Ferrari. Are there any Porsche or Ferrari training centers here in the U.S.? If so where can I find information on how to enroll?
Cleaning Vinyl Siding
I am currently studying to be a general automotive technician however I would one day like to work with Porsche or Ferrari. Are there any Porsche or Ferrari training centers here in the U.S.? If so where can I find information on how to enroll?
Cleaning Vinyl Siding
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May
11
resonance321 asked:
…and I was just wondering what his experience will be like there…especially since he is Air Force at and Army post. Thank you for any advice or response =)
Pellet Stove Inserts
…and I was just wondering what his experience will be like there…especially since he is Air Force at and Army post. Thank you for any advice or response =)
Pellet Stove Inserts
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May
07
Filed Under (tech training) by admin
Bill Handschin asked:
If you talk to any information technology (IT) or research and development (R&D) professional, they’ll smile when you say this: The complaint from business is, “The work is always late, and it’s always over budget.” When you ask a technology company’s executives, managers or human resources vice president, “Would you like to get more work done on time and on budget?” “Would you like to start seeing results instead of hearing excuses?” The answer is always a resounding, “Yes!”
So where is the disconnect? That’s a loaded question, and it often comes down to this: A technician was hired or promoted into a supervisory or managerial position and the decision was based on performance in his or her current technical position. What follows is a painful struggle to figure out how to operate in the business world, which is totally different than the technological world.
At every level of management, new positions have different skill and ability requirements. To move from one level to the next is not just more of the same, it is a qualitative difference. In technical fields, this gap is even larger – the knowledge, skills, abilities and interest requirements differ greatly from the role of individual contributor to the role of manager. Along with the differences in skills is a very different culture.
The risk that technology companies face is very real: It is extremely expensive to make the wrong hiring decision. If you hire the wrong person into a management role, you will not only disrupt the work, it will take you several months to realize it was the wrong hire, and several more months to replace the manager. It can easily cost you an amount between a year-and-a-half to four years of the ineffective manager’s salary to correct the mistake. Thoughtful assessment, selection and training can save your company a hefty sum in the long run.
Let us examine the challenges of hiring or promoting a technically trained person to supervise or manage a technical department, and discuss the assessment, coaching and developmental strategies to ensure their success.
Qualitative Transition, Not Quantitative
I like to use this analogy: When sales people are promoted into sales management, they are still in the same culture – the sales culture. When technical people are promoted to management, they must move from the technical culture to the very different – and contrasting – business culture. They must now operate in two different worlds – the technical world and the business world – and successfully negotiate the inevitable and ongoing conflicts between the two cultures. In The Leadership Pipeline, authors Charan, Drotter and Noel discuss the transition from one level of management to the next as a passage. “Each passage represents a major change in job requirements that translates to new skill requirements, new time horizons and applications, and new work values.”
The first passage, they say, is from managing self to managing others. “Though this might seem like an easy, natural leadership passage, it’s often one where people trip. The highest-performing people, especially, are reluctant to change; they want to keep doing the activities that made them successful. As a result, people make the job transition from individual contributor to manager without making a behavioral or value-based transition. In effect, they become managers without accepting the requirements.”
The Nature of Technicians & Managers
They are two complete opposites on the spectrum. First, it’s important to gain an understanding of what makes technical people tick. Individuals who pursue technical degrees and careers tend to have a common set of natural likes, dislikes, interests and modes of operation, and managers have a completely opposite set. Technicians tend to have a bias toward objective measurement, they tend to be objective rather than subjective, and they are trained to always seek the correct, factual answer, even to the point it might paralyze them in allowing them to move to the next task. People get into a technical field because they like it and have a strong personal interest. They commit to years of expensive training in order to become a professional in the field in which they’re practicing, and they strive to stay current in all the new and interesting topics; that’s where their identity is. Technologists as introverts People tend to go into technology because they’re better at dealing with things or ideas rather than with people. They tend to be poor delegators because they are used to working alone. They have their own little world and their own defined tasks that they enjoy doing, and in which they are proficient. Technologists don’t like to engage in the day-to-day negotiating and compromising that organizations depend on to get things done. They talk about it as “politics” and generally want nothing to do with it.
Managers are the opposite. Effective managers must often make decisions without all the facts at hand. They’re capable of strong intuitive judgments. In business, you need to keep things moving along and make decisions now. Even if it’s based on partial information and it’s not perfect, you need to go ahead; you can make it better later. You must make decisions in the best interest of the organization, where lost opportunities are often more expensive than an imperfect decision. The obligation of managers is to the business, not their technical field. Technical managers must shift their alliance to the organization rather than paying attention to technical details. This can be extremely difficult for technologists. Managers need to be skilled interpersonally because they must accomplish tasks by working through others. That means being skilled at working with people individually as well as within groups. Managers do not do the work themselves. They must let go and delegate the work to others and be judged on the results accomplished by the team. Managers need strong interpersonal skills to participate in the negotiating, compromising and “wheeling and dealing” that are the lifeblood of organizational life. At the interface between technical and business arenas, they must deal successfully with constant conflict. These are skills that most technical people are not trained or experienced in, and typically do not like.
Technical Management Requires a Paradigm Shift
So what does a technical expert need to learn to be successful as a manager? Basically, they must turn their whole world upside down. When sales producers transition to sales management, they must learn: now they’re a trainer or coach instead of a producer, they’re responsible for holding other people accountable – others do the work, and their loyalty must shift from their own individual sales goals to whatever the company wants them to do.
For the technical person, that’s just the beginning. Technicians moving into management must possess, or be willing (and able) to learn, all of the skills described in the previous section, plus how to effectively bridge the gap between the business world and the technical world. They must learn how to help people on both sides of the fence understand what the issues are and how to go about resolving them.
There is another important caveat: They have to be good enough in the technical arena to be credible in the eyes of the people they’re supervising. That doesn’t mean they have to be the best expert. They must be an effective manager of technical people.
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If you talk to any information technology (IT) or research and development (R&D) professional, they’ll smile when you say this: The complaint from business is, “The work is always late, and it’s always over budget.” When you ask a technology company’s executives, managers or human resources vice president, “Would you like to get more work done on time and on budget?” “Would you like to start seeing results instead of hearing excuses?” The answer is always a resounding, “Yes!”
So where is the disconnect? That’s a loaded question, and it often comes down to this: A technician was hired or promoted into a supervisory or managerial position and the decision was based on performance in his or her current technical position. What follows is a painful struggle to figure out how to operate in the business world, which is totally different than the technological world.
At every level of management, new positions have different skill and ability requirements. To move from one level to the next is not just more of the same, it is a qualitative difference. In technical fields, this gap is even larger – the knowledge, skills, abilities and interest requirements differ greatly from the role of individual contributor to the role of manager. Along with the differences in skills is a very different culture.
The risk that technology companies face is very real: It is extremely expensive to make the wrong hiring decision. If you hire the wrong person into a management role, you will not only disrupt the work, it will take you several months to realize it was the wrong hire, and several more months to replace the manager. It can easily cost you an amount between a year-and-a-half to four years of the ineffective manager’s salary to correct the mistake. Thoughtful assessment, selection and training can save your company a hefty sum in the long run.
Let us examine the challenges of hiring or promoting a technically trained person to supervise or manage a technical department, and discuss the assessment, coaching and developmental strategies to ensure their success.
Qualitative Transition, Not Quantitative
I like to use this analogy: When sales people are promoted into sales management, they are still in the same culture – the sales culture. When technical people are promoted to management, they must move from the technical culture to the very different – and contrasting – business culture. They must now operate in two different worlds – the technical world and the business world – and successfully negotiate the inevitable and ongoing conflicts between the two cultures. In The Leadership Pipeline, authors Charan, Drotter and Noel discuss the transition from one level of management to the next as a passage. “Each passage represents a major change in job requirements that translates to new skill requirements, new time horizons and applications, and new work values.”
The first passage, they say, is from managing self to managing others. “Though this might seem like an easy, natural leadership passage, it’s often one where people trip. The highest-performing people, especially, are reluctant to change; they want to keep doing the activities that made them successful. As a result, people make the job transition from individual contributor to manager without making a behavioral or value-based transition. In effect, they become managers without accepting the requirements.”
The Nature of Technicians & Managers
They are two complete opposites on the spectrum. First, it’s important to gain an understanding of what makes technical people tick. Individuals who pursue technical degrees and careers tend to have a common set of natural likes, dislikes, interests and modes of operation, and managers have a completely opposite set. Technicians tend to have a bias toward objective measurement, they tend to be objective rather than subjective, and they are trained to always seek the correct, factual answer, even to the point it might paralyze them in allowing them to move to the next task. People get into a technical field because they like it and have a strong personal interest. They commit to years of expensive training in order to become a professional in the field in which they’re practicing, and they strive to stay current in all the new and interesting topics; that’s where their identity is. Technologists as introverts People tend to go into technology because they’re better at dealing with things or ideas rather than with people. They tend to be poor delegators because they are used to working alone. They have their own little world and their own defined tasks that they enjoy doing, and in which they are proficient. Technologists don’t like to engage in the day-to-day negotiating and compromising that organizations depend on to get things done. They talk about it as “politics” and generally want nothing to do with it.
Managers are the opposite. Effective managers must often make decisions without all the facts at hand. They’re capable of strong intuitive judgments. In business, you need to keep things moving along and make decisions now. Even if it’s based on partial information and it’s not perfect, you need to go ahead; you can make it better later. You must make decisions in the best interest of the organization, where lost opportunities are often more expensive than an imperfect decision. The obligation of managers is to the business, not their technical field. Technical managers must shift their alliance to the organization rather than paying attention to technical details. This can be extremely difficult for technologists. Managers need to be skilled interpersonally because they must accomplish tasks by working through others. That means being skilled at working with people individually as well as within groups. Managers do not do the work themselves. They must let go and delegate the work to others and be judged on the results accomplished by the team. Managers need strong interpersonal skills to participate in the negotiating, compromising and “wheeling and dealing” that are the lifeblood of organizational life. At the interface between technical and business arenas, they must deal successfully with constant conflict. These are skills that most technical people are not trained or experienced in, and typically do not like.
Technical Management Requires a Paradigm Shift
So what does a technical expert need to learn to be successful as a manager? Basically, they must turn their whole world upside down. When sales producers transition to sales management, they must learn: now they’re a trainer or coach instead of a producer, they’re responsible for holding other people accountable – others do the work, and their loyalty must shift from their own individual sales goals to whatever the company wants them to do.
For the technical person, that’s just the beginning. Technicians moving into management must possess, or be willing (and able) to learn, all of the skills described in the previous section, plus how to effectively bridge the gap between the business world and the technical world. They must learn how to help people on both sides of the fence understand what the issues are and how to go about resolving them.
There is another important caveat: They have to be good enough in the technical arena to be credible in the eyes of the people they’re supervising. That doesn’t mean they have to be the best expert. They must be an effective manager of technical people.
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May
07
honeyellen88 asked:
Is it worth it? Does it really get you a job? Do you get a good education for your money?
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Is it worth it? Does it really get you a job? Do you get a good education for your money?
Vinyl Siding For Your Home
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May
05
Filed Under (tech training) by admin
Pramila Mathew asked:
“You can have brilliant ideas, but if you can’t get them across, your ideas won’t get you anywhere.”-Lee Iacocca 1924- (former CEO of Ford and famous for reviving the Chrysler brand)
In today’s world, where the survival of the fittest is the norm, it has become imperative to sharpen one’s technical skills, and more importantly, one’s soft skills. Technical skills can be learnt, applied and measured to an established degree. But the same cannot be said of soft skills. Soft skill is a sociological term for an individual’s Emotional Intelligence (EQ). It can be broadly defined as personal attributes that enhance an individual’s interactions, job and career prospects. Whether it involves face to face customer interaction or even indirect correspondence over telephone or e-mail, employees adept at soft skills will achieve both individual as well as organizational success. Hence soft skills is critical to showcasing one’s hard skills; both can be considered to be two sides of the same coin - one without the other has no impact.
Soft skill training has numerous dimensions. Some modules, amongst others which are highly sought after, have been mentioned below:
1. Communication Skills Training:
Communication is a dynamic process through which thoughts and feelings are conveyed. Effective communication is an essential component of organizational success whether it is at the interpersonal, inter group, intra group or external levels. It facilitates learning and knowledge sharing which is essential to the healthy growth and culture sustenance of your organization.
The Learning Process:
People in organizations typically spend over 75% of their time in inter personal communication; thus is it is no surprise to find that poor communication is at the root of a large number of organisational problems. There exist a number of barriers to effective communication that arise out of the utilisation of improper language, non verbal cues and feedback. In the present age of globalisation, insufficient understanding of cultural differences can also result in critical judgmental errors in the communication process.
We understand that in today’s tough competitive business world, lucid and effective communication is very important. MMM Training Solutions help to provide professionals with practical and constructive advice on methods of effective communication.
2. Team Building skills:
Team building skills are critical for managerial effectiveness. Better understanding of team work can make an employee more effective. There exists a strong synergy amongst members who have the ability to build on their collective strengths. It is important to contribute as a focused team. Success occurs when a team can accomplish and scale greater heights to a greater degree than an individual can. The stages involved in team building are:
1. Clarification of team goals
2. Identification of issues which inhibit the team from reaching their goals
3. Addressing of those issues, removing of inhibitors and enabling the goals to be achieved
MMM Training Solutions emphasizes on developing skills in individuals to be effective team members. We deliver training for managers on how to create a successful team and for staff on how to be part of one.
3. Time management:
“The bad news is time flies. The good news is you’re the pilot.” - Michael Altshuler ( Psychotherapist and Clinical social worker)
The significance of proper time management lies not just in meeting deadlines. It indicates professionalism, focus, reliability and consistency to clientele. Hence it is of utmost importance to develop potential in this area. Successful people use time management to achieve excellent results. The key is to realise that one cannot possibly do everything that there is to do. Many people spend their days in a frenzy of activity, but achieve very little because they do not concentrate on the right things. Instead, one has to decide how to spend the limited amount of time one has each day. At the heart of the subject is a simple but obvious focus - one has to concentrate on results, not on being busy. Since time management helps in completing more work with relatively lesser effort, stress is considerably reduced.
MMM Training Solutions provides your staff with practical advice and tips on how to effectively manage their time in a practically and tactful manner; at the same time adhering to the quality standards that your organization upholds.
4. Presentation skills:
“I do not object to people looking at their watches when I am speaking. But I strongly object when they start shaking them to make sure they are still going.” -Lord Birkett (1883-1962)
In her book, “Presentation Skills (2nd edition- University Press)”, author Suzy Siddons writes that a good presentation contains many of the same constituents as a good restaurant meal. The participants should be hungry. The chef should be at least competent, if not inspired. The menu should be tempting, understandable and offer a range of choices to all the diners. The ingredients should be the best possible. The service should be impeccable. The ambience should be comfortable and attractive. There should be no nasty after- effects.
Today, presentation skills are required at every level. For effective presentations, it is necessary to research the audience and understand their needs. Structuring presentations to establish rapport, maintain interest and to end an impact is a skill that can be developed through meticulous practise.
The art of presentation is two dimensional- speaking and listening. It is equally important to be a good listener. The significance of effective listening is well delivered in the quote, “it is the province of knowledge to speak and it is the privilege of wisdom to listen.”
Studies conducted have shown that the greatest fear human beings face is the fear of public speaking. At MMM Training Solutions, we train your staff to present their ideas in a manner that is clear, concise, interesting and persuasive.
In the face of the ongoing economic downturn, cutting back on soft skill training and focusing on technical skills is not the best option. At this hour, it has become even more imperative to narrow the existing gap between desired and actual level of soft skills of the employees. This would lead to effective communication that directly increases work performance as there is an enhancement in the effectiveness of communication.
Your employees learn by solving real time challenges within the work environment. Successful soft skill training helps participants unlock their inner leader, and sets into motion a positive and congenial atmosphere that encourages constant learning through self initiative. This in turn helps retain talent by giving your organization the extra edge and hence builds a competitive advantage.
There is an adage in business: “People rise because of their hard skills and fall because of (the lack of) soft skills”. Soft skill training aims at nurturing and shaping attitudes, no matter what the individual nature. It manages the interactions between every employee within the workplace. Hence it enhances efficiency and minimises the attrition rate.
Soft Skill training enables your employees to function effectively in the global marketplace among numerous and various business cultures. It enhances the core competence and confidence of an individual. NASSCOM forecasts that this can narrow the wide gap existent between the talent supply and technical demand.
Since acquiring soft skills is far more challenging than ‘hard’ skills, imparting of the same is often outsourced. This enables organizations to hire experts who are aware of the current global trends and practices. However one time training on soft skills cannot impact an organization for life. For long time sustenance, training needs to be on its growth plan in order to maximize human capital. This helps in talent retention and knowledge sharing within the work place.
MMM Training Solutions brings to your organization great expertise and modular solutions. We help employees, your valuable assets, in dealing with change, effectively functioning within a team, and performing at their highest potential in order to reach excellence.
You can find more articles at www.mmmts.com. MMM Training Solutions conducts soft skills training and executive coaching anywhere in the world. We guarantee the effectiveness of our training. You may reprint this article by requesting permission from: pramila.mathew@mmmts.com
Designer Scented Candles
“You can have brilliant ideas, but if you can’t get them across, your ideas won’t get you anywhere.”-Lee Iacocca 1924- (former CEO of Ford and famous for reviving the Chrysler brand)
In today’s world, where the survival of the fittest is the norm, it has become imperative to sharpen one’s technical skills, and more importantly, one’s soft skills. Technical skills can be learnt, applied and measured to an established degree. But the same cannot be said of soft skills. Soft skill is a sociological term for an individual’s Emotional Intelligence (EQ). It can be broadly defined as personal attributes that enhance an individual’s interactions, job and career prospects. Whether it involves face to face customer interaction or even indirect correspondence over telephone or e-mail, employees adept at soft skills will achieve both individual as well as organizational success. Hence soft skills is critical to showcasing one’s hard skills; both can be considered to be two sides of the same coin - one without the other has no impact.
Soft skill training has numerous dimensions. Some modules, amongst others which are highly sought after, have been mentioned below:
1. Communication Skills Training:
Communication is a dynamic process through which thoughts and feelings are conveyed. Effective communication is an essential component of organizational success whether it is at the interpersonal, inter group, intra group or external levels. It facilitates learning and knowledge sharing which is essential to the healthy growth and culture sustenance of your organization.
The Learning Process:
People in organizations typically spend over 75% of their time in inter personal communication; thus is it is no surprise to find that poor communication is at the root of a large number of organisational problems. There exist a number of barriers to effective communication that arise out of the utilisation of improper language, non verbal cues and feedback. In the present age of globalisation, insufficient understanding of cultural differences can also result in critical judgmental errors in the communication process.
We understand that in today’s tough competitive business world, lucid and effective communication is very important. MMM Training Solutions help to provide professionals with practical and constructive advice on methods of effective communication.
2. Team Building skills:
Team building skills are critical for managerial effectiveness. Better understanding of team work can make an employee more effective. There exists a strong synergy amongst members who have the ability to build on their collective strengths. It is important to contribute as a focused team. Success occurs when a team can accomplish and scale greater heights to a greater degree than an individual can. The stages involved in team building are:
1. Clarification of team goals
2. Identification of issues which inhibit the team from reaching their goals
3. Addressing of those issues, removing of inhibitors and enabling the goals to be achieved
MMM Training Solutions emphasizes on developing skills in individuals to be effective team members. We deliver training for managers on how to create a successful team and for staff on how to be part of one.
3. Time management:
“The bad news is time flies. The good news is you’re the pilot.” - Michael Altshuler ( Psychotherapist and Clinical social worker)
The significance of proper time management lies not just in meeting deadlines. It indicates professionalism, focus, reliability and consistency to clientele. Hence it is of utmost importance to develop potential in this area. Successful people use time management to achieve excellent results. The key is to realise that one cannot possibly do everything that there is to do. Many people spend their days in a frenzy of activity, but achieve very little because they do not concentrate on the right things. Instead, one has to decide how to spend the limited amount of time one has each day. At the heart of the subject is a simple but obvious focus - one has to concentrate on results, not on being busy. Since time management helps in completing more work with relatively lesser effort, stress is considerably reduced.
MMM Training Solutions provides your staff with practical advice and tips on how to effectively manage their time in a practically and tactful manner; at the same time adhering to the quality standards that your organization upholds.
4. Presentation skills:
“I do not object to people looking at their watches when I am speaking. But I strongly object when they start shaking them to make sure they are still going.” -Lord Birkett (1883-1962)
In her book, “Presentation Skills (2nd edition- University Press)”, author Suzy Siddons writes that a good presentation contains many of the same constituents as a good restaurant meal. The participants should be hungry. The chef should be at least competent, if not inspired. The menu should be tempting, understandable and offer a range of choices to all the diners. The ingredients should be the best possible. The service should be impeccable. The ambience should be comfortable and attractive. There should be no nasty after- effects.
Today, presentation skills are required at every level. For effective presentations, it is necessary to research the audience and understand their needs. Structuring presentations to establish rapport, maintain interest and to end an impact is a skill that can be developed through meticulous practise.
The art of presentation is two dimensional- speaking and listening. It is equally important to be a good listener. The significance of effective listening is well delivered in the quote, “it is the province of knowledge to speak and it is the privilege of wisdom to listen.”
Studies conducted have shown that the greatest fear human beings face is the fear of public speaking. At MMM Training Solutions, we train your staff to present their ideas in a manner that is clear, concise, interesting and persuasive.
In the face of the ongoing economic downturn, cutting back on soft skill training and focusing on technical skills is not the best option. At this hour, it has become even more imperative to narrow the existing gap between desired and actual level of soft skills of the employees. This would lead to effective communication that directly increases work performance as there is an enhancement in the effectiveness of communication.
Your employees learn by solving real time challenges within the work environment. Successful soft skill training helps participants unlock their inner leader, and sets into motion a positive and congenial atmosphere that encourages constant learning through self initiative. This in turn helps retain talent by giving your organization the extra edge and hence builds a competitive advantage.
There is an adage in business: “People rise because of their hard skills and fall because of (the lack of) soft skills”. Soft skill training aims at nurturing and shaping attitudes, no matter what the individual nature. It manages the interactions between every employee within the workplace. Hence it enhances efficiency and minimises the attrition rate.
Soft Skill training enables your employees to function effectively in the global marketplace among numerous and various business cultures. It enhances the core competence and confidence of an individual. NASSCOM forecasts that this can narrow the wide gap existent between the talent supply and technical demand.
Since acquiring soft skills is far more challenging than ‘hard’ skills, imparting of the same is often outsourced. This enables organizations to hire experts who are aware of the current global trends and practices. However one time training on soft skills cannot impact an organization for life. For long time sustenance, training needs to be on its growth plan in order to maximize human capital. This helps in talent retention and knowledge sharing within the work place.
MMM Training Solutions brings to your organization great expertise and modular solutions. We help employees, your valuable assets, in dealing with change, effectively functioning within a team, and performing at their highest potential in order to reach excellence.
You can find more articles at www.mmmts.com. MMM Training Solutions conducts soft skills training and executive coaching anywhere in the world. We guarantee the effectiveness of our training. You may reprint this article by requesting permission from: pramila.mathew@mmmts.com
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May
02
Filed Under (tech training) by admin
Pooz asked:
I leave to Air Force Basic training April 28th, then to Tech training, so my question is, do we actually get to bring/ship anything with/to us during Tech training? Like a computer/TV?
I leave to Air Force Basic training April 28th, then to Tech training, so my question is, do we actually get to bring/ship anything with/to us during Tech training? Like a computer/TV?
I’m thinking about buying a laptop right after Basic training so I can use it during technical school. Is that even possible?
Will there even be Internet/ cable?
Would I be able to buy a laptop online? I’m hoping to get one on Newegg cause they offer the best deals.
I don’t really see how my family would be able to bring my 42 inch HD tv or my desktop computer.
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