Sunday, 30 June 2013

Content Management System

A software application used to upload, edit, and manage content displayed on a website. A content management system can perform a variety of different tasks for a website including regulating when content is displayed, how many times the content is shown to a specific user, and managing how the content connects or interacts with other elements of the website. This software also enables less technical individuals to manage content on a website easily without having an extensive coding background.

CMS Website Design:

CMS or a 'Content Management System' quite literally allows you to control and manage the content within your web site - without technical training. Using this uncomplicated system you can very easily add, delete images and edit text in your web site on the fly. You can also have an unlimited number of pages and a full site-search engine. What's more... with 'Navega Bem - Web Design' you can have a highly professional CMS web site at a very reasonable price indeed!

Why we choose CMS:

A CMS web presence allows you to manage your web site even if you have no technical knowledge, experience with HTML or web site design. It also reduces the calls to your web design agency or IT department for changes to the web site. CMS reduces the time required to publish, allowing you to get your content on-line faster. This is a very important issue for any professional web site.

CMS Comparison: Drupal, Joomla and Wordpress

WordPress is both free and priceless at the same time. WordPress started as just a blogging system, but has evolved to be used as full content management system and so much more through the thousands of plugins, widgets, and themes now available. WordPress is a state-of-the-art semantic personal publishing platform with a focus on aesthetics, web standards, and usability. It supports multiple users, categories, comments, bookmarklets, RSS syndication, several APIs,
Joomla! is one of the most powerful Open Source Content Management Systems. It is used all over the world for everything from simple websites to complex corporate applications. Joomla! is easy to install, simple to manage, and reliable. It can deliver a robust enterprise-level Web site as well, empowered by endless extensibility for clients' bespoke publishing needs.
Drupal is a software that allows an individual or a community of users to publish, manage and organize a great variety of content on a website. Equipped with a powerful blend of features and configurability, Drupal can support a diverse range of web projects ranging from personal weblogs to large community-driven sites.

Tuesday, 25 June 2013

Why do we need Training for a job?

In the corporate world, trainees and interns may perform many of the same functions in a Business. While internships and trainees are very similar, they do not fill the same role for a company. They can also provide different aspects for those who are looking to get into the Business world.

Difference between trainee and intern?

Trainee means.....It is someone with a degree and without work experience or little (6 months)work experience. In another words A trainee is an official employee of the firm that is being trained to the job he/she was originally hired for. (Literally an employee in training). Typically a lot of firms will have a training period (2-3 months) where the person is still being evaluated after which an official decision to hire on a permanent basis is made

Intern / Internship-

Intern means....  Usually an intern is a student in the field who is looking for experience in the field before he/she seeks a job.
An internship is a process that individuals go through to learn more about a company and gain experience. Internships can be paid or non-paid, depending on the situation. Individuals who go through an internship program are typically college age or just out of college and wish to gain some experience in the industry in which they hope to break into in the future. In many cases, students will get involved with internships over their summer break or during a semester.

An internship program is typically known as a temporary assignment (3 weeks or 4) for an individual. The person will work as an intern for the company for a certain amount of time and will then be finished.

Why is on the Job Training Important?

On the job training is important because it allows those with no experience to work and learn at the same time. It provides opportunity for those with little or no education as well

Why is Employee Training Important?Employee training is important to show workers what is expected of them and how to do it. Without training they would not understand what the requirements of the job are, and of customers.

Why is workplace training important?

Excellent training increases Confidence to complete the work perfectly. Training always helps to reduce, and even eliminate, costly mistakes and errors in the workplace. Employees learn to master the basics of their jobs with the help of effective training and practice.

Importance of Teamwork in training?

Teamwork is extremely important in the workplace. In training period work offer for a team (3 to 5) to complete in given time period. No one person has the burden of doing all the work.The team put full effort to complete their work within time period. If they complete their work successfully. Automatically always they get confident.

Benefits of Teamwork

  • Different strengths and weaknesses are realized when working as a group on a project.
  • When your team has a successful teamwork structure, it can improve communication among employees.
  • One of the social benefits of teamwork is personal satisfaction in seeing a project through completion with a set of people.
  • Through teamwork we learn our role in society--are we leaders or followers? Independent or dependent thinkers?
  • Employees are able to attack a problem from more angles and make better-informed decisions than an individual worker could do alone.

Sunday, 23 June 2013

Workshop for students/ freshers                                                                                  

Workshop (career guide / job oriented) can play a crucial role in graduate student professional development. They provide valuable experience for graduate students, and can be beneficial in multiple ways. An internship offers an opportunity to gain relevant experience, and to get a realistic perspective on what it is like to work within a given field. If you decide to seek employment in your internship area, employers know you are making an informed choice, rather than a last-ditch, "anything other than academia" leap.

What you learn in workshop?

The workshop is valuable in terms of skill development, another key advantage is that you can gain an insider perspective of the profession. 
In workshop, you have the unique vantage point of being in a learning or training role within the organization. You have opportunities to gather information through both formal and informal means. Take the opportunity to ask colleagues about their career paths. The more information you have, the better you can determine whether the field is a good match for you. Employers place a high value on relevant skills and work experience.

What is the difference between internship and workshop /  training?
Many people confuse between these two words.. 

'Internship' is an opportunity where you practically apply your academic knowledge , example-doing some project work, etc.

Whereas workshop/training as the name says is a workshop/training program. If students undergo workshop in a company and you gain good guidance for higher studies or get a view which jobs suits for you or how to get a suitable job and what qualities you should improve within yourself to reach your goal etc., If you are already working and you undergo training in some field in a company/ industry and you gain more practical knowledge, sharpen you skills etc. You may or may not do some project, but it's not a compulsion. It depends on the company if they want you to involve in some project work.

                                                                     Strengths of workshop

  • Encourage communication and acceptance of other viewpoints
  • Are useful when the solutions to problems are not clear
  • Are useful for small groups where there is a common interest or concern.

How can choose quality workshop / check the conducting workshop is worth for you.....?

  • Check the portfolio of conducting institute / person.
  • Should verify time period (HOUR LECTURE IS NOT A WORKSHOP)
  • Should ask whom they are specifying for workshop.
  • Is there any extension programme after workshop.

Tuesday, 18 June 2013

Workshop encourages learning, thinking and creativity


Take brief planning

Draw a workshop planner
On your blank sheet of paper, draw a table with the following headings:
choose Topic from where you want to start ( it will change on the basis of group)
Learning Style/Activity and Time period

Decide what you want your participants to learn

 If you don't know what you want people to learn, it will be very hard to design your training workshop.
Think about your participants leaving the room at the end of the workshop. They should learn and should feel they can try to become special.

For Example...
Try to set 1 - 3 learning outcomes for a one-day workshop. Instead of saying, "I want to teach people about potatoes," try to be clear:
By the end of the day, participants will:
know how to plant potatoes
know which diseases affect potato crops and how to avoid them
have the knowledge and tools to complete their own planting and sowing time planner.
This also makes it much easier to market your training workshop, as participants can easily decide if it's right for them.

who are attending your workshop? Get clear picture about your audience ?

Who do you want to learn from your workshop? What level of knowledge do they already have about the topic? Do you know them, or are they strangers?

People have different learning styles –think about how you can put them at ease from the start, some find it easier to learn through discussion, group exercises, whereas others prefer to be lectured at, or given information to read themselves.

give them a chance to introduce themselves, and take care to explain why you are there and where your expertise comes from. Ask them if the learning outcomes will meet their needs.

write a bullet point list (Important points to discuss)

Bullet point three things they need to know to reach the learning outcomes
Under each learning outcome, write a bullet point list of up to three things your participants need to learn about.
Write these in the ‘topics’ column of your planner, one per row.
For example:
Learning outcome 1 - know how to plant a potato
best time to plant/seasons
seeds and tools required
soil types and feed.

Decide how you want to teach each section

Thinking about your audience and what you’re trying to communicate, decide what learning style would be best. Write this in the column marked ‘Learning Style’, beside each bullet point in the ‘topic’ column. For more complex topics, it’s useful to use two or even three styles like presentation, group discussion for each learning point, to make sure that all participants are taking it in.

Learning styles could include:

Small group discussion/exercises – explain an exercise to the whole group, then ask them to address it in smaller groups. This is usually when you've presented something a bit more complex. Asking them to discuss it and answer a question together will help them digest what you've told them, and then verbalize the new information for themselves. In a group format, it reduces the pressure on the individual to come up with an answer themselves. This can also be useful if you want to make 'force' certain participants to interact with each other.

Pairs exercise – ask participants to talk to their neighbor. This works when you’re confident that everyone has a basic understanding of the topic, so won’t be stuck with only one person to help them. It also works when you have little time for an exercise, as there are less people involved in the conversation.
Individual exercise/reading – this works when participants need to think about something unique to themselves or their organisation, or where there is a lot of text they need to read (people have hugely differing reading speeds and it can be intimidating to read as a group).

Don’t forget to factor in time for feed back. This can take up a lot of time, and you need to control it. Decide in advance whether you want to take feedback from every individual, from each group, or not at all. Explain what you’re going to do before you start the exercise.

Session of time increase

Work through the ‘time’ column and estimate how long it will take you to complete each section. You might find you've got too much. If this happens, you need to decide whether you can use a different learning style (for example, cutting down on feedback), or if you need to lose a topic.

Remember to factor in breaks, and time at the end for an evaluation form. Always build in some flexibility in time – if the participants have lots of questions, you should give yourself some leeway to answer them without rushing the rest of the day.
Be very clear about timings at the beginning of the day – some people like to sneak away early and this can be very disruptive if you’re running an interactive session. Ask people to tell you if they need to leave before the end.
You might find it easier to write the actual (clock) times rather than the length of time, e.g.
2.45 – 3pm (15 mins)
This means you know exactly when you need to finish a section.

Content of your section

Now you have designed the workshop, you need to actually write the content. Finally you should check whether you have completed all things what you want to tell your audience and are they grasping bullet points from you. Remember one thing ask feed back and if anyone suggest anything for your next workshop, make a note.  Followed these steps as you’ll have a structure to work to hr workshop, training workshop.