Then for the level 3 and employee requires specific IT certification in JAVA

Then for the level 3 and employee requires specific

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at level 2 is 1 and half years. Then for the level 3, and employee requires specific IT certification in JAVA, Python or any other eligible software certification. During the level 1, several training sessions are conducted, from which employee can get above mentioned software certification. The pay raise for level 3 is 400$ which is 2400$ in total. Level 4 requires certification in at least 5 courses related to IT or programming. Level 4 is considered as level of expertise and has pay rate of 2800$. In application development, the level 1requires Harbours theoretical knowledge of programming, Little or no exposure to real development. The level as same pay base of 1800$. An employee has to work for at least one year to get expert at level 1. At level 2, an eligible candidate is required to be core focused and eligible to Perform complex tasks without much influence. The level has pay rate of 2000$. The minimum requirement of working at level 2 is 1 year. Then for the level 3, and employee requires an ability to perform routine codes and carry out pre-designed development plans with little to no supervision. Level 3 requires an expert knowledge as there is almost no supervision, employee is required perform on his own. The pay raise for level 3 is 400$ which is 2400$ in total. Level 4 requires ability to perform problem solving, able to self- correct, independently design and develops new applications requires. Same as Information 5
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Assignment 2: Part C System knowledge department, Level 4 in this department also considered as level of expertise and has pay rate of 2800$. Step 4: Providing Learning/Training Opportunities It is not possible to overlook the importance of learning and training. Learning new skills for the employees is always beneficial in enhancing their self-knowledge and help them to increase their individual skills in this competitive and knowledge-based salaries which will always motivate employees for training. Along with the cost and time consumption training comes with a lot of benefits as well and it should be taken as a strategic tool to be used and utilized for meeting up organizational goals. Training helps to minimize customer dissatisfaction and cost related to errors and elevate overall performance of the company. In order to have all the benefits training of employees must be considered as an important assert for Human Capital Investment. There are different kind of training that can be encouraged among the employees by the management authorities in order to create an interactive and knowledge environment. Job rotation, mentoring or coaching are some of the approaches that should be taken into consideration by the management for experimental learning. Also, job rotation will help in knowledge sharing of different modules among the employees. Other cost-effective training such as interactive, classroom training and computer-based training can be used in achieving goals.
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