Training should not be done out of compulsion
Training for IT personnel tends to be focussed more on completing
IT projects that have been bagged than helping individual
team members enrich their respective domains. Prof
Sunil Rai, Joint Director and Chairperson, Centre
for IT at the S P Jain Institute of Management &
Research, elaborates concerns and issues in IT training
Today all businesses, be they large or small, are IT-enabled.
IT plays the role of an ideal business catalyst. The percentage of IT components
has risen, and these are evolving across verticals. This is why IT training
is essential for these businesses to derive the maximum benefit from their IT
On the technology side, employees aspire to learn, a desire that goes beyond
counting their pay packages. Mostly, constant updation on technologies motivates
people to stay longer in an organisation. I feel that enterprises should give
organised training with the focus being more on helping employees grow in their
respective domains of expertise. This should also bring down the attrition rate.
IT Training Comes of Age
IT training has come a long way from monotonous classroom sessions to deploying
hi-tech tools and simulators that facilitate repeated teaching and practising
lessons. This can be done within the individuals desired environment,
time and comfort. These simulators create life-like scenarios which impart the
criticality of various issues.
IT businesses have two sides, demand and supply. The demand side consists of
IT-user companies and services, while the supply side would include infrastructure-solution
developers, and product and network integrators.
Levels of Training
Training in different domains of information technology forms the bread and
butter for almost all IT companies globally. Training can be further categorised
as induction-level, incremental, and mid-career training for senior executives.
Induction-level training is for new recruits. It broadly covers organisational
vision and structural hierarchy. Freshers are directly absorbed by companies
and later trained in various technologies as per their pool of projects and
infrastructure. Besides the organisational overview, freshly recruited engineers
are trained on various development languages and technologies.
Incremental training is for employees with several years
of experience and specific domain expertise. They are trained in various aspects
of team and project management. Training helps individuals to take on new responsibilities
and projects. It enables them to handle the entire management and software development
lifecycle until the project is delivered to the clients.
Mid-career training is for senior executives who may hold senior positions within
an organisation and look after key operations and business aspects. The training
is to help them understand and offer them a preview of the global business scenario.
This training has to help them understand the business challenges and
Technology in Training
Companies have to train employees in various technologies more out of compulsion
than to hone up individual knowledge and complement their career graph. This
is more so on the demand side. I feel that this has to change since few companies
genuinely train with the intention being to teach.
Training is nowadays done with the help of multiple tools that include the electronic
catalog or the e-books, simulators, and learning management systems. All these
systems facilitate anytime, anywhere access to learning content
and administration. They also help cut costs. e-learning can be achieved through
PowerPoint presentations and video recorded lectures transmitted via the Internet.
The why of certification
Employees aspire to learn, a desire
that goes beyond counting their pay packages. Constant updation on technologies
motivates people to stay longer in an organisation. Enterprises should
therefore give organised training with the focus being more on helping
employees grow in their respective domains of expertise
IT certification adds dividends to both individuals and the
organisations that employ them. This is, at times, mandatory in bagging prestigious
offshore multi-dollar projects and contracts.
The certification itself may not prove that the individual
is well-versed with the subject as compared to non-certified colleagues, but
it certainly offers leverage and helps provide a systematic approach to trouble-shooting.
Project management and tools are important, and this importance is growing.
Professionals in IT should understand applications, processes and management.
Certification also helps an individual earn a better pay package. Besides, it
assists the HR fraternity in building a transparent evaluation system, and makes
for a knowledge-oriented competitive workplace. The prestige and privileges
associated with premier certifications also enhances the market value of professionals.
The change in IT training and management has evolved. Today,
it is adding innovative new concepts to ease and automate various business processes
across verticals. Strangely, there also seems to be a lack of co-ordination
between the HR and development teams. HR assigns and issues training, but the
project manager can dedicate members from his team based on the projects
delivery deadlines. Irrespective of various tools and automation in training,
there still seems to be a wide gap when it comes to dedicated trainers and faculties.
It would be difficult to separate IT and management. Project management is the
key to successful IT assignments. The challenge of project management is to
optimise integration of various resources to meet the pre-defined objectives.
I feel there has to be a more dedicated and quality-focussed approach to project
management in IT training as well as in other aspects of IT management.
The outsourced training era
Most of the training nowadays is outsourced to institutes with core competencies
in their respective areas. These institutes include IITs, NITs, BITS Pilani,
and organisations like NIIT.
It is also observed that the competitive market is reflected in the increase
in the number of enrolments for post-graduation programmes across various universities
and institutes. This should help enterprises to contribute in saving time, energy
and resources. The resources created should be seen more as a business investment
rather than a liability.
As told to Dominic K