Training Options
n Training by
Equipment Vendors: This is the most widespread form of training, especially
at service provider organizations. Here, the vendor that does the deployment of
the network is also responsible for training the professionals employed by the
service provider in the operations and maintenance of the network.
The training program is part of the entire contract in many cases. However,
this only takes care of short-term training needs. As and when new service
creations take place, or augmentation of the network takes place (which is an
ongoing process) new training needs crop up. The training lag needs to be
removed by providing adequate training and retraining to professionals on
emerging technologies and related areas of operations.
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n Strong
In-house Training Team: This approach means that the service provider has an
in-house training team comprising experienced trainers. But the approach has not
really worked as service providers have not really paid much attention to it. As
a responsibility of the HR department, training and retraining are yet to emerge
as a priority area for service providers. Most of the service providers do not
have adequately qualified training manpower to impart the required training,
which leaves little option for them than to outsource their needs.
n Outsourcing:
Outsourcing one’s entire training needs to a specialized training service
provider is the best option that is available to the service providers today but
unfortunately it has not been fully exploited. There are several reasons to
outsource the training part to a third-party provider. This not only frees
service providers from the extra burden of developing an in-house training team
but also allows them to concentrate on operational aspects. Most of the players
have high-quality training programs and also offer customized packages for the
service provider. The service provider, by outsourcing, can establish a
long-term relationship with training providers to gain a competitive edge in
emerging technologies.
This can also help service providers offload non-core functions. They need
not worry about hiring the right training staff, can save on capital
expenditure, and do away with the need to create a training infrastructure. Many
of these outsourcers have also partnered with consultants to deliver more
effective training programs, which would not have been feasible for them if they
followed the in-house training model. The key, however, is finding the training
provider that delivers what it promises.
There have been reports of gaps between what was promised and what actually
was delivered. So the challenge is to select a training provider who can service
the service provider’s specific needs without putting a heavy load on the
latter’s budget.
Training Outsourcing Tips
Important Areas of Training |
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n Training
Experience: The amount of prior experience that the training company has in
training professionals working with service providers is crucial. The
credibility of the company is very important and that depends on the number of
satisfied customers it has and the reputation it enjoys in the market place. The
training provider should ideally have a full-time experienced faculty with rich
practical experience.
n Course
Content: It is of prime importance to ensure that the training company has a
comprehensive and quality training content available at its disposal. The study
material forms an important part of any training program and serves as a
reference source once the training is over. It should also be ensured that the
instructors are among the top in their respective areas and the training
material incorporates latest technologies and applications.
n Cost:
Going for a cheaper alternative may sometimes prove counterproductive. At the
same time, paying a higher cost does not guarantee a quality training program.
So the need is to do a cost-benefit analysis before finally outsourcing one’s
training needs to a particular company. Cost-effectiveness has to be measured in
terms of the benefits that the training is going to accrue to the service
provider. This can vary depending on the type of infrastructure and quality of
instructors that the training company has to offer.
n Instructors’
Profile: This is of immense important as trainers are going to be the ones
who will make the difference between the success and failure of a training
program. It should be ensured that instructors are the best in their areas of
specialization and have the requisite technical expertise. They should be able
to explain the underlying concepts and supplement them with a practical
understanding of telecommunications technologies and services.
n Commitment:
The commitment of the training company towards training is important. Training
is an ongoing exercise and the services of the training company should be
available as and when required (say for re-training), even after the training is
complete. Service providers should inculcate a long-term relationship with the
training company as training is not a one-time solution.
n Training
Tools: It is very important to find out whether the training company has the
required training tools to carry out and support the training program in the
desired manner. The instructor-led training program should be supplemented with
audio, video, and simulation for a better understanding of the subject.
n Customization:
It has to be found out whether the training company has the wherewithal to
customize the training program to suit the client’s product or service or it
can offer just a run-of-the-mill course content.
n Hands-on:
This should be a priority as there are very few companies that actually offer
hands-on sessions. The reason is very simple. Buying costly telecom equipment
and providing training on them is something that no one is ready to do due to
the cost factor and some vendor-warranty related issues. The solution for this
is to look for capabilities in the company to offer real-life simulations and
troubleshooting exercises on a demo network, covering the practical side of
relevant technologies.
n On-site
Training: This is important due to two reason. First, it takes care of the
hands-on training needs. Second, disruptions in business are minimized with
employees remaining on site while undergoing training
Training Scenario
The telecom training market in India is still in its nascent stage despite
the presence of several telecom service providers offering various
services.
BSNL being the largest employers of telecom professionals in India, its
training need are also sizable. As such, it has set up large-scale in-house
training facilities for its professionals. Among private operators, Reliance and
Bharti also reportedly have in-house training teams. These teams take care of
the training needs of professionals, once the training contracts with vendors
are over. Reliance has also set up an open-for-all training institute to cater
to the growing needs in various areas of specialization. Large user
organizations also have training requirements for their in-house networking
departments.
n Market Size:
As the market is not mature and organized enough, it is really difficult to
assess its size in terms of value. BSNL is reportedly spending around Rs 100
crore through its Advanced Level Telecommunications Center and various regional
training centers on training and skill upgradation of its employees. (BSNL
professionals get their training from Advanced Level Telecommunications Training
Center, Ghaziabad besides the regional centers which are about 44 in number.)
One good news is that ALTTC is considering to open up its training facility to
private operators. Some operators have even approached ALTTC for the purpose.
Approximately the same amount is being spent by the private sector on
training its employees. This spending is largely accounted for, both by the
vendor-specific training on products as well as training in new and emerging
technologies. A very small fraction of this is also being spent on
non-technology training areas like marketing and customer care. Bharti has spent
about Rs 20 crore to set up Bharti School of Telecommunication Technology and
Management in association with IIT Delhi.
n Healthy
Growth Projected: It is projected that at a 20—25 percent growth in the
telecom industry, the market for telecom training and education will be in the
range of Rs 350-400 crore in the near future. A study by Arthur Anderson
(commissioned by the British Council) estimated that in the near future, the
market will be around 55 million pounds.
Academy—Industry Initiatives Are a Growing Trend |
Some training institutes have come up as a result of the efforts of service Bharti School of Telecommunication Technology and Management Ushamartin Academy of Communication Technology Dhirubhai Ambani Institute of Information and Communication Technology |
The study pointed out that there is continued pressure on admission at
premier institutions. To be easily absorbed in the industry, graduates from
other institutions will need to undergo training in order to gain knowledge and
build specific skill-sets. It is the quality of manpower that will primarily
cause the manpower demand-supply gap in the telecom industry–hence the need
for training.
n Little Scope
for Specialized Training: While no one can doubt the potential, the business
of specialized education or training in telecom is not considered lucrative
enough. This is because while the working professionals have been too busy to
spare time for training, telecom has not attracted engineers or MBAs, the way
IT, finance or management consultancy did some time ago. Moreover, those already
working in the industry will need to train themselves in the new technology,
business and policy areas. Education and training in all aspects of technology,
business and policy is needed to attain "the right mix of knowledge
necessary to survive in a highly competitive environment," according a
senior telecom professional with years of national and global experience.