What do you usually learn in the course of "One”Java training class?
The courses in different schools are definitely different
What do you usually learn in the course of "One”Java training class?
The courses in different schools are definitely different, but the formal training school courses definitely include basic courses and advanced courses.
1. JavaSE, the core and foundation of Java technology, will be exposed to basic Java syntax, object-oriented programming ideas, commonly used Java APIs, multi-thread concurrent programming, data structure/* * * framework, IO/ network programming/reflection/design mode. This stage is often the most important, and many knowledge and framework applications are based on this. After learning this part, it is no problem to design some simple desktop applications.
In the next advanced course, database (MySQL) and JDBC will be used. After that, you need to learn JavaWeb development technology. After studying, you can have the ability to develop personal websites and corporate websites.
Next comes the most important practical project. Generally speaking, practical projects account for less than half of the whole course time. From the shallow to the deep, you will come into contact with all kinds of real practical projects of large and small enterprises. Such as content management system (CMS), intelligent business system, popular framework application, B2C/ mall project, etc. After completing these projects, you are familiar with most web application development, management system development and cutting-edge technology development in the market.
(2) How do enterprises choose training courses?
From the perspective of meeting the business needs of enterprises, enterprise training has four purposes: long-term purpose, that is, training activities to meet the long-term business needs of enterprises for human resources; The annual purpose is to meet the financial management needs of the enterprise's annual operation; Thirdly, the purpose of the post and management training are training activities to meet the needs of employees to complete their work at a high level. Finally, for personal purposes, company training is enterprise training provided by enterprises to meet the needs of employees to achieve their career planning goals.
Therefore, when making the annual training plan, enterprises must plan according to the needs of these four aspects. The specific steps of the company's internal training are as follows: The most important step is to conduct financial consultation with the financial management consulting company, and the consulting company conducts a demand survey, that is, to conduct a training demand survey according to different training purposes.
For the internal training plan of the enterprise, it is necessary to consult the leaders at the general manager level, and determine the corresponding training management objectives through the analysis of the business strategy, human resource development strategy and financial management of the enterprise.
For projects that meet the requirements of the annual business plan, it is necessary to investigate all departments, and through interviews and analysis of the annual work plan of the departments, determine the projects that all departments cooperate and promote through training.
For the projects that meet the requirements of job vocational skills, it is necessary to investigate managers at all levels and their subordinates, and determine the job skills gap and key skills training projects by analyzing performance evaluation forms, conducting questionnaire surveys on skills project requirements, and conducting sampling interviews with key personnel.
For personal career training programs, employees and their managers need to be investigated, and the chief financial officer determines the training method by analyzing the career planning table and the interview results between managers and subordinates.
After the investigation according to the demand, the following steps can be carried out: Step 2: Analyze the data and summarize the gap and root causes-that is, clarify the gap between organizational ability, staff quality and skills and business objectives; Clarify the root causes and solutions of the gap; Explain the gaps that can be addressed through financial management training and training solutions.
Step 3: Make a training plan, as follows: Define the training items involved in the plan; Assess existing training resources; Lecturer in manpower, funds, courses and finance training, etc. (It is very important to hire excellent financial consulting experts or financial consultants in financial consulting companies); Determine key training projects and routine training projects, and determine the focus of training work; Determine the curriculum development, teacher training, system construction, training plan and training budget required for training.
To determine training courses, you can consult a powerful management consulting company or financial training company to learn about open courses and enterprise training projects, so as to make a training course plan.
Step 4: communicate and confirm the training plan, which requires a good training report.
First, clarify the purpose of the report.
This is mainly to obtain the support of training departments, financial managers and employees in order to implement the training plan.
Secondly, explain the contents of the report.
Such as the starting point of training, problems to be solved in training, training scheme and action plan, support to be obtained, etc.
Third, pay attention to the method of reporting.
Whether the declaration method is appropriate is related to whether the training plan can be unified within the training department.
It is also related to the commitment of competent leaders and company management to training consultants, training time and training effect tracking.
A good plan is half the battle.
When the training plan is to improve the management and business development of enterprises or improve the overall performance of managers, training will play the greatest role.
(3) What are Dana's training courses?
Hello, I tell you clearly that you can find a job by studying IT, but you should make a good career plan and don't blindly follow the trend of learning IT.
You can come here and have a look. After all, decades of Internet it schools can compare.
What's the difference between Java training courses and school courses?
To learn practical projects, the university is all about theory and does not involve projects.
The content of the "Wu" enterprise training system is divided into several blocks. What training items does each block include?
Reprint the following information for your reference.
Enterprise training system
A training system consists of three parts: system, course and lecturer. System is the foundation, including training management methods, training plans, relevant forms, workflow, training evaluation methods and internal lecturer system. Curriculum is the soul, including curriculum design, courseware making and curriculum evaluation. Lecturer is the carrier, that is to say, the lecturer is only one of the executors of training and only plays the role of deducing the course. The role of the training system is to standardize the training activities of the company as the institutional basis to ensure the smooth progress of the training work. It should include: training management method, training plan, relevant forms, workflow, training evaluation method and internal lecturer system. Training management methods should fully reflect the training process and the evaluation of training results will be combined with the performance appraisal of employees. The internal lecturer system should embody the spirit of selecting and motivating internal lecturers, and play the role of managing internal lecturers and standardizing their teaching behavior. The first task of establishing a training system is to establish a training system, design a training workflow, make relevant forms and make a training plan. After completing the system construction, the next job is training research, that is, according to the company's development plan and human resources planning, asking questions about the training system construction, making an all-round understanding of the company's situation, making a research report, completing the determination of the core competence knowledge and skills of the post, putting forward training objectives and making corresponding training plans. Design courses according to the training plan. Curriculum is the soul, and the core content of training is curriculum. The purpose of training is to improve the knowledge and skills of employees, so how to establish a reasonable curriculum system? The first thing to do is to effectively analyze the existing positions according to the job description and work instructions, and extract the core skills and key skills of the positions; Secondly, evaluate the knowledge and skills of existing employees and find out the improvement points; Then design the training course according to the improvement points. This is a curriculum design method with the goal of being competent for the post and improving the current job. Curriculum design, courseware content, curriculum review and evaluation will change according to different training objectives. The lecturer is the interpreter of the course, and his main responsibility is to convey the core essence of the course to the students. A good lecturer must have a deep understanding of the contents involved in the course and cooperate with appropriate teaching skills. For example, a lecturer in technical training courses must be a technical expert and have a full understanding of the project. The training department can only help him improve his teaching skills. With the guarantee of the system, the compilation, guidance and performance of the course have been completed, and the next task is training evaluation. Training evaluation is the most concerned issue for enterprises at present. Training without evaluation can easily become "compensation training" and cannot achieve the pre-set training objectives. The evaluation I designed includes two parts: course evaluation and training effect. Curriculum evaluation can be divided into curriculum content evaluation and teaching effect evaluation. The evaluation of course content is mainly to evaluate whether the course content is consistent with the training objectives and whether it embodies the training objectives; The evaluation method of quantifying key indicators is adopted. The evaluation of teaching effect is mainly to evaluate whether the lecturer's teaching skills and deductive methods can be accepted by students; By means of questionnaire survey. The training effect evaluation focuses on the improvement of employees' knowledge and skills, which is completed in the form of written assessment and the difference between the two assessment data before and after training. Finally, the form of training and the construction of internal lecturers.
Training form
Training is usually done by combining internal training with external training. Its form is not only the usual classroom teaching, but also the popular sand table simulation, scene demonstration and outdoor development. Of course, we can't ignore the traditional mentoring system, and work guidance and guidance in daily work is also an ideal training form. Selectively introducing external training and choosing appropriate training methods can play a very important role in promoting knowledge renewal and ideological impact within enterprises. Internal training should occupy a large proportion in the whole training process, which not only helps to save the cost of enterprises, but also prevents the leakage of core secrets of enterprises and forms the atmosphere of learning organizations. More importantly, the spread of core technology in enterprises has prevented the loss caused by the departure of core employees. The importance of establishing an internal lecturer system can be seen from this. The difficulty in establishing an internal team of lecturers lies in the inability to fully mobilize the enthusiasm of lecturers. This problem can be solved by analyzing and grasping the form of people's core needs through the hierarchy of needs theory and establishing a set of reasonable lecturer management methods and incentive mechanisms.
Lu Xu's main training courses and projects
Financial investment and financial management:
I will teach you some finance every day, sell yourself at a good price, rob the rich and help the poor, and know the till around you.
The fatal weakness of banks-bank run, you don't manage money, money ignores you, an invisible currency war, and a new exploration of interest rate marketization.
Take care of tomorrow's life with today's money, the last institutional feast of China's capital market-expansion of the New Third Board, new normal, new third board, new platform, new opportunities and new wealth.
Marketing articles:
In-depth marketing, violent marketing, how to break through conceptual marketing, alternative thinking in marketing innovation, new 4P: thinking value chain, nine-type personality analysis and talent management, marketing rules in the new media era, marketing at both ends of Xiaomi, budget control, value chain remodeling, in-depth marketing management mode and innovative strategies under asymmetric marketing.
Human resources:
Navigation Manual "Knowing People with Skills-Analyzing People's Password" (copyright patent)
Elite handbook "Reading People with Skills-Analyzing the Password of Meeting People" (copyright patent)
Leader's Handbook "Reading People with Skills-Analyzing the Password of Meeting People" (copyright patent)
Evaluation Manual of Knowing People with Skills —— Face-to-face Acquaintance Password Analysis
KPI and performance system, goal motivation, application of nine personalities, operation of performance system, work left, life right, performance detonating nuclear energy, cadre selection, reserve and career planning, corporate culture and the top ten problems faced by enterprises in China, KPI, success in guiding key performance, loyalty and execution, interpersonal and communication skills, and management 36 plans.
Calligraphy articles:
Vertical and horizontal calligraphy, ink book youth
Xu Cao Shu Ji
Xunxu's Calligraphy Works Collection Nanjing Publishing House
Calligraphy learning and guidance by Zhonghua Book Company
China's Calligraphy Style Collection.
College job hunting articles:
Win at the starting line of the university-achieve leap and win the long term.
How do college students apply for jobs? Guide to job hunting in banking system
Job Resume Making and Interview Skills
We lost our jobs together on graduation day.
College students' job hunting strategy sunflower collection
Five Letters to College Students in China
Smile at the workplace
Perfect eloquence
Analysis on the Employment Situation of College Students after the Financial Crisis
Fighting spirit and the era of fighting father
What are the training courses for enterprise management?
Business management training courses include: will training, cognitive training, skill training and vocational training.
1, will training
The form of will training is mainly military training, which aims to cultivate new people's hard-working spirit, simple and frugal style and team cooperation consciousness.
The length of military training needs to be determined according to the actual situation of the enterprise, but at least one week and at most one month is appropriate. There is too little time, and the new employee is over before he enters the state. Too long time will cause employees' boredom, and the cost of enterprises will increase greatly.
4. Vocational training
Vocational training is to make new employees, especially students who have just left school, complete the role transformation and become a professional employee. Its contents mainly include: social etiquette, interpersonal relationship, communication and negotiation, scientific working methods, career planning, stress management and emotional control, teamwork skills, etc. The training mode is centralized training, and lecturers can conduct it internally and externally according to the actual situation of the enterprise.
Characteristics of enterprise management training
1, validity
Enterprise training courses mainly provide training for employees to improve their professional skills and knowledge, which is also the main purpose of enterprise managers to let employees participate in enterprise training, so effectiveness is the most prominent feature of excellent enterprise training courses.
2. Targeted
The cultural background of each enterprise and the situations and problems that need to be dealt with are different, and the contradictions or problems that employees need to analyze and deal with are also very different. Therefore, excellent enterprise training courses need to provide them with targeted training content, so that employees of various enterprises can analyze and study the current situation faced by enterprises and find unique ways to deal with problems.
3. Professionalization
The third characteristic of excellent enterprise training courses is professionalism, which can provide employees who participate in the training with knowledge and skills closely related to the industry, so that employees can learn knowledge directly related to the industry in their posts and improve their industry literacy, thus driving the overall quality of the company, and perhaps indirectly affecting the judgment of customers, thus winning more customers for the company.
What is the content of PMP project management training course?
First of all, we should know that PMP refers to the qualification certification of project management professionals, which is a certificate with very high gold content. But many project management professionals still don't know how to understand PMP correctly. Or do they want to know more about PMP? What can PMP bring to their career? So let's go back and introduce what PMP is subjectively. Let everyone know more about PMP.
What is PMP?
First of all, PMP refers to the qualification certification of project professionals. It was initiated by the American Institute of Project Management. His main purpose is to provide unified industry standards for project managers. Moreover, as a project management certification examination, it is actually authoritative internationally. Therefore, he is the certification with the highest gold content in the field of project management. Obtaining PMP certificate can not only improve the project management level of the project manager, but also directly reflect the personal competitiveness of a project manager and symbolize the identity of the project manager. Generally speaking, a project manager with PMP certification will be more competitive than other managers and will have better development in his career. So how can I get PMP professional certification? On the one hand, he has requirements for mastering the professional knowledge of project management and corresponding work experience. On the other hand, professionals who have obtained PMP certificates should continue to engage in project management to adapt to the development of society and constantly update the requirements of project management development.
Moreover, with the popularization of modern project management knowledge in China, more and more people can realize the importance of project management knowledge. Many professionals have taken the PMP international certification examination. What is PMP? This question has been answered by more and more people in China. The same is true for enterprises. According to the current situation of unit managers, it is necessary to improve their comprehensive management, teamwork and time management capabilities. Therefore, there are many PMP trainings in China, which can improve the project manager's project management ability and comprehensive ability to solve related problems.
Finally, through the above introduction, I hope you can know more about PMP. What is PMP? In fact, many people in China can answer now. Because they gradually began to pay attention to project management. People think that project management is indispensable in the development of the company. Many professionals have also participated in PMP certification to improve their competitiveness with others. So I hope you who are reading this article can do well in the exam.
What are the contents of the "Nine-Year" Web front-end training course?
Hello, the content of the web front-end training course includes the following eight stages:
Phase 1. Front-end core foundation
HTML +_CSS core, JavaScript basic grammar, JavaScript object-oriented, JavaScript DOM and BOM programming, jQuery framework.
The second stage. Html 5+CSS3+ mobile core
New functions of HTML5, Canvas Train, new functions of CSS3, CSS3 Advanced, CSS3 sample exercises.
The third stage. movable terminal
Mobile core, mobile adaptation, mobile special effects
The fourth stage. Server
Server-side development, database operation, front-end interactive core, WeChat official account development.
The fifth stage. JavaScript advanced
JavaScript basic depth analysis, JavaScript object-oriented depth explanation, JavaScript asynchronous programming, JavaScript functional programming, JavaScript design pattern.
The sixth stage. Front-end requirements
Performance optimization, version control tools, modularization, project construction tools.
The seventh stage. Advanced framework
Basic use of React framework, advanced React framework, basic use of Vue framework, advanced Vue framework, Vue source code analysis.
The eighth stage. applet
Introduction of native applet, use of native applet API, applet framework Mpvue
What courses should bosses and employees of small and medium-sized enterprises be trained separately? To specific directories and course directories.
Boss: 1. Cultivation of one's own quality and knowledge II. Ability and methods of managers. Trust and decentralization of employees, don't have family management 4. Macro-control and long-term planning of enterprises Through investigation, small and medium-sized enterprises can know what training employees need most at present, and then supplement their "energy" in a targeted manner. How to prepare employees for training? Not all fish like to eat earthworms. Choosing the right training object and training content according to the post characteristics and employee level is a necessary condition for the success of enterprise training! In other words, a product knowledge training is not necessary for every employee. Even if employees want to participate, they must refer to their working conditions and individual differences. Only in this way can the training be targeted. An effective method is to let employees fill in the training "application form" and their own learning objectives, and then prepare for training according to the employees' learning objectives. What is the training for front-line staff? Teach him to fish, but don't teach him to fish. I remember a boss complaining: "Now the salesmen are all only children, not only tell him what to do, but also tell him how to do it!" This sentence is only half right. Most salesmen need to tell him what to do and how to do it, but it has nothing to do with their only son. The salesman should tell him not only what to do, but also how to do it. They have no time to think! The quickest way is for someone to teach him to carry it out! The training of front-line employees must be based on the training of employees, and it is necessary to stand in the position of employees and use words that employees can understand, not the "official" language of enterprises. For example, if a new product goes on the market and employees are trained in product knowledge promotion, what do you think will happen if the trainer just takes a manual from the planning department to start training? What does the training belt manual mean? It means that employees have to go through a second and more difficult digestion! But do employees have time to digest? Don't! It is impossible for employees to use instructions to promote sales because customers can't understand them. Therefore, the most effective training content is: you can use it when you get it, and you can generate or promote sales as long as you recite it. The trainer acts as a converter, directly converting instructions into words that customers can understand, even words that customers can't help but listen to, and copying them to employees. Instead of teaching its conversion methods and instructions, it is better to teach its product sales skills directly! From this perspective, it is better to teach people to fish than to teach people to fish! Diagnostic training: The most needed training method for employees is actually the latest training trend-simplified diagnostic training. Diagnostic training closely combines the actual situation of front-line employees in enterprises, and tailors personalized training programs for front-line employees in enterprises to maximize the training speed and optimize the training effect. Modern refined training is different from traditional training methods. There is no unified training course, and the integrity of the training system is not required. Instead, according to the actual needs of front-line employees and their own conditions and levels, we design a more personalized and pragmatic training method based on employees' positions. Front-line employees are the biggest supporters of this training method! Through such training, employees complain that "junk" training will never happen again. Training enterprises are the biggest beneficiaries of this training model. Through this training mode, the boss will no longer be angry and upset, because the growth of employees means the growth of performance, and the growth of enterprise performance means the decline of marginal cost, the increase of marginal profit and the enhancement of enterprise's sustainable development ability!