IT Training & Development Manager
Identify training and development needs within an organization through job analysis, appraisal schemes and regular consultation with business managers and human resources departments. Design and expand training and development programs based on the needs of the organization and the individual. Consider the costs of planned programs and keep within budgets as assessing the return on investment of any training or development program is becoming increasingly important. Manage the delivery of training and development programs and, in a more senior role, devise a training strategy for the organization.
Monitor and review the progress of trainees through questionnaires and discussions with managers. Evaluate training and development programs. Help line managers and trainers solve specific training problems, either on a one-to-one basis or in groups. Keep up to date with developments in training by reading relevant journals, going to meetings and attending relevant courses.
Identify and assess future and current training needs through job analysis, career paths, annual performance appraisals and consultation with line managers. Draw an overall or individualized training and development plan that addresses needs and expectations.
A minimum of a Bachelor’s degree in computer science, computer information systems, information technology, a closely related field, or a combination of education and experience equating to the U.S. equivalent of a Bachelor’s degree in one of the aforementioned subjects.
Sr. Java Developer
Plans and coordinates preparation of project documentation, such as engineering drawings, production specifications and schedules, and contract modifications, to ensure customer contract requirements are met. Reviews contract to determine documentation required for each phase of project, applying knowledge of engineering and manufacturing processes. Analyzes proposed changes of product design to determine effect on overall product and system. Coordinates modification records for management control. Establishes change orders and prepares for change authorization and documentation by company and subcontractor. Reviews and analyzes released engineering change data and coordinates changes with engineering, quality, support, manufacturing, and engineering data control activities.
Manages a segment of a program or a function. Responsible for the direct supervision/management of the staff. Responsible for providing objective-oriented direction to subordinates utilizing management guidelines & general policies. Program Manager responsibilities include: planning and program performance addressing cost, schedule, technical performance, and quality of a work package, subsystem, or related group of work packages on a large system development-type contract or full responsibility for all aspects of program performance on a large delivery order or mid-size technical services-type contract.
Oversees projects and task assigned to the organizational group performed by non-exempt and/or exempt employees. Becomes involved only when required to assist in meeting schedules or to resolve technical or operational problems. May accomplish results through lower level supervisor or exempt employees.
Increasing globalization. Rapidly evolving technology. New, virtualized ways of working. And a Millennial generation of workers and customers. Together, these megatrends are changing the IT landscape—and comprising the Future of Work. For companies to become "next generation businesses," IT leaders must be seen as integral players who deliver on four value levers: efficiency, effectiveness, virtualization and innovation.
Demand on IT infrastructure is skyrocketing as businesses grow increasingly dependent on automation to penetrate new markets and increase worker productivity. But in today’s uncertain economy, most IT budgets are flat. The challenge for application infrastructure managers is to help direct dollars to new revenue-generating business opportunities while overseeing the transformation from today’s legacy to tomorrow’s more dynamic infrastructure. Emerging as the main success drivers are the need for consistent, measurable results and end-to-end visibility.
With increasing competition, human resources recruiting companies need a simple effective and secure system to manage their business. SV Professionals provides an effective recruiting software solution which helps companies to reduce the turnaround time and a simple way to keep track of requirements, candidates and clients.
As the same requirement is received by hundreds of other recruiting companies. It is companies who automate and find ways to reach candidates faster than their competitors could eventually make the placement. Along with a quick turnaround time it is also important to submit resumes with relevance and accuracy. Besides applicant tracking system, HR software and staffing Management software features. SV Professionals also offers strong CRM functionality which helps to maintain relationship with candidates and clients. We help both recruiting and sales teams to use one common system.
Dev Ops Developer
We don't believe in "one-size-fits-all." We take a role-based approach. Our professional in-house training experts design tailored programs reflective of business processes, key terminology, and the unique end user tasks in your company.
Available on-site or online our tailored training courses are packed with demonstrations, participant interactivity, reinforcement discussions and hands-on exercises to jump-start your team's performance and drive results. Train-the-Trainer services are also available to ramp your internal instructors on how to educate the user community.
Let us put the optimal training program in place for you. We are committed to playing a key role in educating users on effectively using SV Professionals to perform their jobs.