Techment’s Training Program - “Ready to Deploy”

Techment’s Training Program – “Ready to Deploy”

The ‘Ready to Deploy’ is the 12 weeks training program for all the freshers joining us after diligent rounds of assessments, which focuses on understanding the individual’s attitude towards learning and growth, on the top of their technical skills and abilities. It is ‘the attitude’ which determines an individual’s growth and growth of the organization.

It is this attitude of learning and growth which we aim to silently nurture throughout the training programme and in the journey with Techment. In order to achieve this, we ensure that the mentors driving this programme play an integral and focussed role. We make sure that the mentors are extremely passionate about delivering quality in all respects. The mentors lead the team by example and soon become role models for the fresh minds entering the industry & different roles, tuning each of them to deliver only in “Exceeded Expectations” state. This makes our program well begun and half of the “Desired State” already achieved. 

The “Ready to Deploy” program is designed to have talents learn all aspects of the software development life cycle rather than just up-gradation on technical skills. The different roles they get mentored on are as follows

  • Business Analysts (Requirement Gathering, Analysis and various Documentation activities)
  • Technical Architects (Designing technical architecture of software solutions)
  • User Interface and User Experience Designer
  • Front-end, Back-end and Full-stack Programmers
  • Database Designer
  • Quality Analyst
  • Dev Ops
  • Scrum Master

The “Ready to Deploy” program has the following phases :

Phase I
The training curriculum focuses on building team’s skills on the following

  • End to End Software Development Life Cycle
  • Technical capabilities
  • Knowledge of tools used for code management, document management, Delivery patterns and Industry Best Practices (Like Agile).
  • Various compliances related to software solutions (Like HIPAA, ADA etc)
  • E-Mail etiquettes, Internal Communication, Client Communication & Interpersonal skills

Phase II
After gaining an understanding of the phase-I achievable, the new joiner move to work on real scenario-based development work on software projects developed and used in-house. The trainees are asked to choose the stream in which they would want to work e.g. front end, back end, mobile side or testing. This serves as an evaluation ground for us to know the strengths of the individual’s in their interest area and ensuring that they are deployed in their areas of technological interest thus ensuring higher productivity and greater deliverables.

Phase III
After the first round of evaluation, the freshers are then taken deep into the technical aspects of their interest areas. In this phase, the freshers get the opportunity to work in close coordination with their mentors. The trainees are groomed on following grounds : 

  • Learning all the required aspects of the technical stream 
  • Learning the associated tools
  • Learning optimization methods, best practices and checkpoints

Phase IV
After detailed technical grooming, the trainees are assigned small tasks from the ongoing projects, under the close guidance of project mentors. These assignments give the trainees an understanding of how the client’s requirements are received, analysed, documented, developed, tested and delivered with precision at each step. In this process, they get to understand the various teams involved, their roles, various contact points and communications involved. This stage enables the trainees to gradually get mentored on the project’s defined processes and other associated attributes, i.e. the following 

  • The project specifications and project stakeholders
  • The processes involved in the development
  • Checklists involved at various stages
  • Understanding the various tools used in the project
  • The document repository
  • Significance of reviews, feedbacks and defect tracking  
  • The estimation process
  • The release process

Effectively communicated feedbacks – improvement opportunities 
At every stage, feedback is provided to the new joinees based on the scope of improvement identified. Due care is taken to make sure the new joinees are not worried about making mistakes because mistakes are the practical & personal learning grounds. Mentors make sure that the effective learnings` are derived out of the mistakes made and continuous improvement becomes a salient feature of the individuals.

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