Voici comment vous pouvez former et éduquer les employés à l’utilisation efficace des nouvelles technologies dans le domaine de l’informatique.

Training and educating employees on using new technology effectively in IT begins with assessing their needs and capabilities. Understand the skill levels and knowledge gaps of your workforce regarding the new technology to tailor the training program accordingly. This assessment can involve surveys, interviews, or skills assessments to identify areas where additional training and support are required.

Execute comprehensive preparing programs custom fitted to distinctive ability levels, utilizing hands-on workshops and online assets. Empower nonstop learning through normal upgrades and refresher courses to keep representatives capable. Cultivate a culture of experimentation and back, permitting for trial and mistake to advance certainty in utilizing unused innovation. Give open specialized bolster channels and documentation for progressing help and reference.

Pour ma part, je procède toujours à un entretien pour "prendre la température" et trouver les "points de souffrances". Le changement de process, d'outils et d'environnement peut rapidement être une source de stress et compromettre le bien être d'un salarié. Le but étant de rassurer et d'encadrer avant même le début du processus de formation.

Identify areas where the new technology can benefit your end-users and show them how. This will increase their interest and speed up the adoption.

La formación para los empleados debe lograr un equilibrio entre los objetivos que se espera alcanzar como empresa y la manera en que el talento humano los debe afrontar, para de esta forma enfocar esfuerzos en fortalecer aquellas capacidades que nos habiliten en la obtención de logros. De esta manera, además optimizamos tiempos, e involucramos a la compañía en la ruta que se defina.

Tech Revolution: Energize Your Group Getting your staff to embrace the newest IT innovations is essential, but ensuring they utilize them expertly calls for innovative training. Here's how to raise your workout intensity: Stir Things Up: • Blended learning: You may study at your own speed using online courses, and you can ask questions and receive hands-on experience in classroom sessions. • Microlearning: Tricky business? Divide it up into manageable portions using brief films, interactive guides, or fast tests. • Real-World Challenges: Use scenarios modeled after actual work environments to test your newly acquired abilities. Make it enjoyable: • Gamification: Use challenges and simulations to make learning into a game.

A tecnologia permeia atividades do cotidiano. Atualmente fala se da importância de preparar a sociedade para habilidades tecnológicas e a IBM , por exemplo,espera de capacitar 30 milhões Cultivar uma cultura organizacional curiosa e aproximação próxima da tecnologia é essencial antes de investir em treinamentos caros. Aplicativos são projetados para uma experiência intuitiva do usuário, facilitando o aprendizado através de guias rápidos e tutoriais. Identificar multiplicadores internos familiarizados com tecnologia é fundamental, dedicar treinamentos técnicos a públicos específicos, capacitando lideres com formação introdutória. Incorporar novas tecnologias é essencial para a competitividade, independente do ramo de atuação

In my experience, organizations that have a culture encouraging and imbibing continuous learning have it easy to adapt and educate their employees to learn new tech. The dedicated learning management teams have either built robust systems or have outsourced or partnered with training-as-a-service providers. Rewards and recognitions encourage the employees to be motivated to take up the training. Additionally, the training can be made available in small snippets and interesting gamified forms so that it's easy to access and complete. For organizations still building the training set-up, can either tie up with external service providers and train the trainer or can use internal experts to build and train the team members.

Pelos anos de atuação em empresas no setor tech de treinamento avançado (linguagem de programação, Bd e Cloud) consigo enxergar a pelo menos 6 pontos para a implantação ou melhoria: - Entendimento os objetivos organizacionais, - Análise das atividades e Processos atuais, - Avaliação dos Usuários finais Empresariais, -Análise das tendênciais e Tecnologias Emergentes, - Análise de Custos e Benefícios e Desenvolvimento de um plano de ação.

Training employees on new technology in IT requires a strategic approach to ensure effective learning and implementation. 1. Assessment of Training Needs 2. Develop Training Objectives 3. Select Training Methods 4. Create Training Materials 5. Engage Employees 6. Provide Hands-on Experience 7. Offer Support Resources 8. Monitor Progress 9. Encourage Continuous Learning 10. Evaluate Training Effectiveness 11. Monitor Adoption and Usage 12. Celebrate Success By following these steps, you can effectively train and educate employees on using new technology in IT, ultimately leading to successful implementation and improved business outcomes.

Educating and training employees on effectively utilizing new IT technology is vital for its successful integration and utilization within an organization. Below is a holistic strategy to accomplish this: Assessing Needs, Tailoring Training Materials, Interactive Training Sessions, Continuous Learning Opportunities, Feedback Channels, Practical Scenarios, Support Resources, Incorporating Gamification, Leadership Backing, and Performance Evaluation.

I am a huge fan of boot camp style introductions to a new product. Get all your folks that need to know it together in a room. Have a certified expert show them how it works. Give them hands on exposure to it. Let them ask questions of the expert and offer a knowledge check at the end! Check up on it periodically. Once you have a group like that trained up, have them help roll it out to others and create focused groups to point and shoot at specific issues with the product.

Technical skills development and culture change is not a sprint. It’s a marathon. Make sure your people carve out set regular times in their schedule to learn. Protect that time as vigorously as you would protect billable revenue. The time invested in researching, learning, mastering and getting certified today is what will allow you to bill and execute in 12 months time. Keep sharpening the saw

One thing I found helpful in planning is to consider the geographical needs. If you have teams across multiple geographies, you need to consider that into your planning, is this a program that would make sense in a hybrid format, with some folks in the house and others online? In all of these, you need to find a way to bring those online along, if you consider it financially wise to implement hybrid approach, they need to be present and feel it.

Researching about the best training program in the market and which matched one requirement. Follow a structured plan right from learning basic to advanced.

Providing employees with dedicated work hours to train demonstrates your organization's commitment to its value and facilitates a successful learning experience by integrating it into regular work schedules. This also reinforces the importance of knowledge acquisition and fosters its successful implementation.

Según la experiencia, se sugiere hacer la capacitación en conjunto, con los empleados o representantes de ellos, a fin de poder llegar a algunos acuerdos con relación al tema de disponibilidad de tiempo u horas, así como de la modalidad.

Anytime you have new technology, "new" being the keyword, you won't find a lot of experts. So training is extremely important to make new experts. IMHO

Once the training needs have been identified, develop a comprehensive plan that outlines the objectives, content, delivery methods, and timeline for the training program. Consider incorporating a mix of training formats, such as in-person workshops, online courses, video tutorials, and hands-on demonstrations, to accommodate different learning styles and preferences. Establish clear learning goals and milestones to track progress and ensure the training remains focused and effective.

Develop a comprehensive training plan that outlines the objectives, content, and delivery methods for educating employees on the new technology. Consider incorporating a variety of training modalities such as instructor-led sessions, online courses, hands-on workshops, and self-paced learning resources to accommodate different learning styles and preferences. Align the training plan with organizational goals and timelines to ensure timely implementation and adoption of the technology.

Utilizing experts can greatly enhance the effectiveness of training initiatives. Bring in internal or external subject matter experts who have expertise in the new technology to lead training sessions, provide guidance, and answer questions from employees. Experts can offer valuable insights, practical tips, and real-world examples that enrich the learning experience and help employees gain a deeper understanding of the technology and its applications.

Searching and connecting with the communities and learning from them is one of the best ways to learn quickly and effectively. Connect with industry leaders on LinkedIn and seek guidance from them also helps one to grow in that industry.

-Asignación de Mentores: Empareja a los empleados menos experimentados con mentores que tengan experiencia en las nuevas tecnologías para proporcionar guía y apoyo continuo. Soporte especializado: Asegúrate de que haya personal especializado disponible para ayudar a los empleados con que requieran mejorar en sus capacidades y fomentar capacitación cruzada

A terceira etapa crucial para um treinamento eficaz em TI envolve a colaboração com especialistas. Seja através da expertise interna da organização ou da contratação de profissionais externos especializados na nova tecnologia, a presença desses especialistas é fundamental. Eles trazem insights valiosos, experiência prática e podem abordar questões específicas dos funcionários. Ter líderes com conhecimento aprofundado demonstra o compromisso da empresa com o desenvolvimento da equipe e a adoção de tecnologias atualizadas, garantindo precisão e relevância nas informações transmitidas durante o treinamento. Essa abordagem reforça a importância estratégica do aprendizado contínuo e da inovação dentro da organização.

Ter especialistas no assunto do treinamento é essencial e primordial para o sucesso. Sendo ele interno ou externo. Estar atento as últimas novidades para não passar algo superado ou desatualizado.

Nothing better than tapping in to your local expert. People that have experience speaks volumes between what the textbook says and real life scenarios.

Never be too afraid to let your ego go and admit you don’t know something. The majority of us are jacks of all trades. Which is useful, unless you need specific information and answers. Having an expert on hand will only ever be a good thing. So, reach out. Leverage someone else’s knowledge before beating your head against a wall for hours trying to find the answers yourself.

Los expertos agregan mucho valor y siempre son muy bien valorados por los estudiantes. Hay que considerar que dependiendo de la formación la participación de especialistas en la materia agregan mucho valor a los cursos y traen problemas reales al momento de explicar casos a la audiencia.

This might cut across the grain, but experts are often not my go-to...at least not at first. In order to train others using technology it is helpful to interview those that have just signed onto the team. What were the stumbling blocks that they recently identified? Technology changes quickly, and often the "experts" were trained so long ago, and on a different version, that they don't always provide the most accurate viewpoint. Their point of view can be precise, but it is often very far from where you need to start. And we all know, accuracy and precision are two different things!

Em nossos treinamentos ,bem como, em nosso serviços procuramos ministrar ambos, ou seja, treinamentos e serviços através de especialistas cada qual com formação e conhecimentos sólidos sobre os assuntos a serem abordados, de forma que todos os participantes possam aproveitar ao máximo as condições e as atribuições que lhe impuserem as avaliações decorrentes das matérias ministradas.

We need to be willing to foster the mentality that it’s ok to learn and tinker with the new stuff, making the mistake in not doing this is the bigger issue. Some techs need this way of learning, books don’t cut it and classes are old school. Don’t get caught up in the monetary part and look more toward the future of the business in being able to recoup that knowledge down the road.

Encourage employees to practice using the new technology in a supportive environment. Provide opportunities for hands-on experience, simulations, or sandbox environments where employees can explore and experiment with the technology without fear of failure. Encouraging practice fosters confidence, reinforces learning, and enables employees to develop proficiency and proficiency in using the new technology effectively.

Cybersecurity is a different animal. Your degree is paper in a trash without hands on experience, internships, and building labs. Utilize sandboxing, Virtualization, emulation, and practice live environments in isolated enclaves. Utilize the existing knowledge base from vendors that you are practicing especially for configuring NGFW firewalls etc. and refer to documentation. You will not make it far if majority of the pursuit is money, it requires some passion and obsession Encourage employees to fail, troubleshoot, and rebuild and do over again and troubleshoot most of the time again, understand root cause document findings and learning or prevention etc.

Knowledge management in multidisciplinary teams is essential to integrate and enhance diverse skills towards common goals. By sharing experiences, expertise and perspectives, the team can face challenges in a more holistic and innovative way. The exchange of knowledge promotes continuous learning, increases efficiency in problem solving and reduces rework. In addition, it fosters an environment of collaboration and trust, fundamental to collective success. An effective knowledge management allows to make the most of the diversity of talents and experiences, boosting creativity and excellence in deliveries.

Hands-on Workshops: Conduct workshops where employees can experiment with new technology in a guided, interactive environment. This helps them understand practical applications and provides immediate feedback.

Incentivar projetos em grupo e agendar uma apresentação para os integrantes da empresa, a fim de aumentar a percepção em profissionais que já estão na empresa.

Encouraging employees for using new technology and providing them new opportunities that builds confidence and proficiency in using the new technology effectively.

Get your employees comfortable with the idea of training on new software and new features for current software, atleast yearly, better quarterly, but find the balance that works for you.If you don’t stay consistent and train them yearly, your practices for effective training will diminish and you will have to get the plane back in the air again before you can introduce new technology non-disruptively and effectively. Poor training leads to underutilized software which translates to wasted money, yearly as most models for software ownership are today subscriptions.

Encourage employees to practice using the new technology in a safe environment. This could involve setting up test scenarios or providing sandbox environments for employees to explore and experiment with the technology.

Offer ongoing support to employees as they transition to using the new technology in their day-to-day work. Provide access to resources, such as user manuals, knowledge bases, and online forums, where employees can find answers to common questions and troubleshoot issues independently. Additionally, designate internal champions or support staff who can provide guidance, mentorship, and technical assistance to employees as they navigate the learning curve associated with the new technology

To get succeeded with maximum best user experience, a support provision is the key. When a user exploring the product and come back for a support, its actually an opportunity to tune our system to address difference customer side of usage needs. Over the best support will give the Product to be more reliable and authentic and it is a potential key to stay Number 1 in that domain

Registrar as principais dúvidas para que posso ser preparado um material tirando as dúvidas mais frequentes e divulgar para empresa.

After the initial training, ongoing support is crucial for continued success. Set up a help desk or a dedicated team that employees can turn to when they encounter difficulties. Create resources such as FAQs, forums, or knowledge bases that they can access to find answers to common questions. Offering support helps to mitigate frustration and ensures that small issues don't turn into significant roadblocks. It also fosters a culture of learning and adaptation within the organization.

Ter uma área de sustentação / suporte é fundamental para dar assistência conforme necessidade. Utilizar os recursos tecnológicos como uma plataforma EaD, vídeos curtos com dicas, fóruns para debates, entre outros facilita a evolução e traz confiança para os iniciantes.

Définir une personne dédiée pour répondre aux interrogations et mettre a disposition des processus écrits ou vidéos est une bonne façon de rassurer et d'encadrer les salariés dans leur phase de prise en main. Cela permet de réduire le stress et le découragement qui pourrait en découler.

To add onto this, analyze customer feedback to see any discrepancies from training employees. You could also set up a manual with a step by step process on how to use an application. A help desk agent might be able to enhance their communication skills while fostering better interactions with consumers based on that feedback.

Assim como podemos observar no exemplo das artes marciais, mesmo os mestres faixas pretas precisam constantemente de suporte e reciclagem para continuarem o aperfeiçoamento de suas técnicas, e isso virá dos Mestres mais antigos e mais graduados, assim é na carreira profissional seja qual for a profissão ou a formação desejada portanto o auxílio de mestres mais experientes nos levará a resultados mais eficientes e consequentemente ao sucesso.

Offer ongoing support and resources to employees as they navigate the learning curve and apply the new technology in their daily work. Establish dedicated channels for seeking assistance, such as help desks, knowledge bases, or online forums, where employees can access troubleshooting tips, FAQs, and peer support. Provide access to training materials, user guides, and tutorials that employees can reference as they encounter challenges or need additional guidance. By offering comprehensive support, you can empower employees to overcome obstacles and maximize their use of the new technology.

Establezca un sistema de soporte continuo para que los empleados puedan obtener asistencia cuando la necesiten. Esto puede incluir guías de referencia rápida, foros de discusión en línea, sesiones de preguntas y respuestas y acceso a expertos en tecnología. Un soporte adecuado garantizará que los empleados no se sientan abrumados por la nueva tecnología y puedan seguir progresando.

Gathering feedback from employees throughout the training process is essential for evaluating its effectiveness and identifying areas for improvement. Solicit feedback through surveys, focus groups, or one-on-one discussions to gauge employees' satisfaction with the training program, identify any challenges or barriers they encountered, and gather suggestions for enhancements or additional support needed. Use this feedback to iteratively refine and optimize the training program to better meet the needs and preferences of employees and ensure their success in adopting the new technology.

Gather feedback from employees regularly to assess the effectiveness of training programs. Use assessments, quizzes, and performance evaluations to measure learning outcomes and identify areas for improvement.

Recueillir les commentaires et, selon moi, indispensable. En tant que formatrice, il est primordial de savoir si mon travail a eu l'effet escompté. Est ce que les fonctionnalités ont été comprises ? est ce que les cas / exercices sont assez pertinents et facilement adaptables à leur besoin ? est ce qu'ils ont eu toutes les réponses à leurs questions ? plein d'interrogations qui permettent de s'améliorer au fur et à mesure.

-Evaluación Continua: Implementa evaluaciones regulares para medir el progreso de los empleados y la eficacia de la capacitación. Esto puede incluir pruebas, evaluaciones de habilidades prácticas, y autoevaluaciones. -Solicitar Retroalimentación: Pide feedback a los empleados sobre el programa de capacitación para identificar áreas de mejora y ajustar el programa según sea necesario.

Solicite comentarios de los empleados al finalizar la capacitación. Esta retroalimentación será invaluable para evaluar la efectividad del programa de capacitación e identificar áreas para mejoras futuras. Los comentarios de los empleados también pueden revelar nuevas necesidades de capacitación que no se hayan abordado inicialmente.

Gather feedback from employees throughout the training process to identify any areas that may need further attention or improvement. This could be done through surveys, focus groups, or individual discussions.

Feedback being crucial. But let's be honest, employees are bombarded with surveys. Here's how to navigate "feedback fatigue" to get actionable insights on tech training: "Feedback Fridays" with Pizza Engineers were notoriously resistant to feedback surveys. Solution? "Feedback Fridays." Every other Friday, we offered free pizza and held informal discussions about the latest training session. The relaxed atmosphere encouraged open dialogue. We learned that some preferred hands-on workshops over video tutorials, and others craved more post-training practice exercises. This feedback directly shaped future training sessions. Make feedback collection engaging, relevant & fun; you're able to gather insights that improve training programs.

Recopilar la opinión de los que han aprendido nuevas cosas de otros compañeros. Es fundamental para poder valorar la capacidad de enseñar que tenemos.

Here's a contracting view to trigger conversations Why does a co many need to train its workforce on IT? When we hire a Financial controller fo we train on accounting and finance principles? When we hire an HR exec do we teach that person principles of HR in hiring, Compensation?? Most of the tools people need already have tips and now even context assisted help (like Grammer or copilot ), so why would we waste time and effort to create something? Gen AI can help ve boring trainings. If the intent is to familiarize the colleagues on what we use for emails and what we use for reimbursement etc, those to me are induction orientation topics.

Develop a comprehensive training program that includes hands-on workshops,online tutorials,interactive training sessions to help employees gain the necessary skills and confidence to use the new technology. Provide regular updates and resources to keep employees informed about the latest features and best practices can support ongoing learning. Engage in knowledge sharing/mentoring can make the training process more engage and interactive. offer continuous support,feedback and opportunities. By investing in effective training and education programs, organizations can empower their employees to leverage new technology to drive innovation, increase efficiency, and achieve business objectives.

To effectively train employees on new technology in IT, develop a tailored training plan using various methods like workshops and online courses. Provide clear instructions and resources, encourage participation, and assign mentors for support. Offer ongoing reinforcement and celebrate milestones to keep employees motivated. With a structured approach and support system in place, employees will confidently embrace and utilize new technology.

Applying the Gemba principle from lean methodology, which emphasizes learning by going to the actual place or bringing in the right expert to teach, can be an effective strategy. Identifying the technology being introduced and its relevance to different teams or individuals within the organization is crucial, as not everyone may require training simply because the technology is new. Training individuals on new technology can be complex, as their perspectives and preferred methods of receiving information vary. Employing diverse training methods like instructor-led sessions, online courses, video tutorials, hands-on workshops, and documentation can be beneficial in accommodating different learning styles and preferences.

Great,piece. I think we can also include gamification,that is transforming the training process into a game-like experience. It includes Creating challenges, quests, leaderboards, and rewards to make learning more engaging and enjoyable. This can increase motivation and retention among employees as they compete or collaborate in their learning journey. This is one way you can leverage people's natural inclination towards competition and achievement, making the process of learning new technology more fun and immersive.

Hands-on is the best approach. Set up regular seminars and workshops where a new technology is introduced and allow employees to interact with these devices.

Here's what else to consider. Most people are hesitant or afraid of technology. They need reassurance. Sometimes that's all that is needed. As an admin, I tell them not to worry about breaking it. Anything you break I can fix. Then they relax.

Building upon my experience, I strongly believe that fostering a gamified ecosystem not only stimulates exploration and creativity but also serves as a powerful tool for seamlessly embedding new technologies into the fabric of company processes. By cultivating a culture that prioritizes adaptability and enjoyment over rigidity, organizations can truly harness the potential of innovation.

Explain Use Cases: - Explain what kind of problems that the new technology is going to solve. - Neither the organization nor the employee like to learn a new technology, just because it is newly or recently released. - Value addition or value creation of the technology with Use Cases will stimulate the employee to learn the new technology. - The above will be useful even during a training program. - As a consultant or as a trainer I often get to use or train latest technologies. My observations are as and when the contextual examples/scenarios are given even to me as a user or to the participants, automatically the way one sees at the technology will be different.

Nowadays, the most powerful technology we should be able to use is chatGPT. Each person should be taught how to give the right commands/prompts to obtain the objectives they want to achieve. It would help any corporate department to increase their productivity