Eastern Europe - Traning & Certification Network
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ICT Training/Certification
Constant quality enhancement of human resource and company operations
The ICT sectors of the South Eastern Europe countries have gone through significant transformations in the last two decades. A shift from the capital-intensive hardware production to the knowledge-intensive software production has taken place simultaneously with the privatization of some companies and the creation of new start-ups. The well-educated human resource and the long lasting traditions in ICT, in combination with the competitive labor costs, have been the main success factors that contributed towards the growth of the ICT Sectors in the countries. The companies in the region, most of which are Small and Medium-sized Enterprises (SMEs), face global competition by several times bigger outsourcing destinations such as India, China, Russia and others.

An important prospect for the SEE and Caucasus countries, that did not exist until very recently, is the opportunity for small and new entrepreneurs to build effective cooperation based on quality, using the latest models for organization and management of engineering processes in order to improve the effectiveness and efficiency of their operations. Getting the people-process-technology triad working at “its best” is imperative for those organizations in the region that want to compete on the global market.
The complexity of the products and the influence of internal and external requirements and pressures indicate that organizational prosperity in the future will be highly influenced by the willingness of the organizations in the region to address process improvement across the entire product development life cycle – from conception through delivery and maintenance.

Benefits and assets from the quality education and lifelong learning
An education service is enough quality when it produce the best overlapping and meets on the best possible way the personal, market and industry needs. The striving for the improvement of educational services is inevitable and continuous process inspirited by users’ needs, competitiveness between educational institutions and organizations to providing more and better professionals for the industry, governmental efforts for improvement of societal and economic environment. Except the quality issue in the forefront the question about suitability of the disciplines also stands – there is a big gap between the needs of industry for qualified and skilled engineers and technicians. The data of EUROSTAT shows that the values of graduates in computing/ engineer sciences are about 20 % from all graduates. For comparison the graduates in social and humanity sciences are more than 50 %. According a strategy for higher engineering education towards economy globalization of UNESCO the scale and speed of industry upgrade depends on the speed, quality and scale of providing talents by engineering education.
And if the mainstream educational system does not provide enough professionals in needed fields this gap could be overlapped by lifelong learning means and organizations. The concept for lifelong learning is described as: “all general education, vocational education and training, non-formal education and informal learning undertaken throughout life, resulting in an improvement in knowledge, skills and competences within a personal, civic, social and/or employment-related perspective. It includes the provision of counseling and guidance services” (DECISION No 1720/2006/EC OF THE EUROPEAN PARLIAMENT AND OF THE COUNCIL, of 15 November 2006 establishing an action program in the field of lifelong learning).
LLL has the biggest impact on enterprise performance and on quality of life - technological innovation, growth of productivity, systematic improvement, adapting of appropriate working practices, personal mobility and flexibility. Learning should be available through alternative forms of off-the-job and on-the-job training, as participation in off-the-job programs.

Certification of maturity, knowledge and skills
Certificating the maturity level of an organization helps it to demonstrate to all stakeholders that the business is run effectively in terms of company capabilities to perform all process and products in best way, in shortest terms, with the lowest costs, in the best end-price. The process of achieving and maintaining the certification also helps ensure that the business is continually improving and refining the activities. The regular assessment process will improve staff responsibility, commitment and motivation. Amidst the benefits which learning and certification bring to a company or organization are: better return on investment, reduced costs, fostering the innovations and better management of the processes.
Certification of individual knowledge and skills give people similar competitive assets –evidence for knowledge/ qualification, confidence in the employer to the employee’s qualifications, flexibility, mobility, self-confidence.
It is important that the training and certification on organizational level is comopbined with qualification and training of the relevant specialist inside company. While the organizational component ensures sustainability, scalability and profitability of the program focused qualification and certification of specialists who introduce the program in your organization would increase the efficiency ad effectiveness of the process improvement program.

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