In-depth technical training
Server and network administration, information security and infrastructure work. For in-house IT staff, not for end users.
Four formats. They differ not in content but in the make-up of the group and the depth of coverage.
The programme is built around the company needs: several departments, different roles, shared context. Suitable when introducing a new system or switching software.
One-to-one sessions with an engineer at the learner pace. Most often ordered for executives and for new hires in key roles.
Sessions for a department or a shift. The optimal group is up to ten people; beyond that there is no time for everyone questions.
Server and network administration, information security and infrastructure work. For in-house IT staff, not for end users.
The topics come from real support requests. Usually 80 percent of tickets are five or six recurring questions.
For the sales team. After the training, deals stop being tracked in a notebook.
For all employees. Noticeably fewer incidents caused by emails with links.
For all employees. A drop in support requests right after the migration.
For marketing, support and analytics. Routine work with texts and documents takes less time.
For the company IT staff. Less dependence on a contractor for everyday tasks.
Training pays off where the support statistics are visible. We look at which support requests repeat most often and build the programme around them. After the sessions the number of such requests usually drops noticeably, and that is the measurable result.
No off-the-shelf courses: the content is built around your system, your procedures and the level of the group.
A short survey of the participants and a review of frequent support requests. Teaching what people already know is wasted time.
We build the sessions around real scenarios and agree them with you. Every block ends with practice rather than theory.
We run sessions in person or online, with a recording. We work in your system on test data so mistakes break nothing.
We leave short instructions and a recording. New employees learn from them without repeating the course.
What people resist is usually not the training but the feeling that the new system makes their work harder. So we start with what specifically becomes easier for that person and teach on their own tasks. Abstract courses about system capabilities genuinely do provoke rejection.
User-level topics fit into one or two two-hour sessions. Technical training for IT staff takes longer, from several days. We avoid long blocks: after two hours retention drops sharply.
Yes, this is common where turnover is high. After the first course we usually leave recordings and instructions, and the company onboards newcomers itself, coming back to us only for the harder topics.
After the course we issue a list of topics and participants, which is enough for internal reporting and to confirm briefing on information handling rules. We do not issue state education certificates.
Tell us who needs to learn what and how many people are in the group. We will propose the format, the programme and the timeline.
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