16 Results Found
Needed a program that would acclimate new hires to a varied technology landscape that includes Cisco, Citrix, Microsoft, VMware, IBM products.
See how business process training and process management helped a Chile-based bank capitalized on operational efficiencies from Global Knowledge.
Learn how Global Knowledge helped stop inexperienced IBM Cognos Business Intelligence Users Revert to Legacy Tools which threatened project completions.
Unify fragmented systems, train employees on technologies such as automated decision-making programs, application development, data management, IT best practices.
How to handle new hires without real-world experience. Targeted Learning Paths Increase IBM Efficacy for Global Systems Integrators. Mentoring case study.
The learning solution covered IBM InfoSphere Discovery, FastTrack and DataStage, with the two tailored courses each
We developed a customized, secure online learner portal to deliver course materials, presentations, exercises, evaluations and a student forum.
Learn how a Global Learning Program Infuses IBM Partners with Cloud and SoftLayer Expertise. A needs analysis case study about Global Knowledge training.
Needed a training provider that could ensure a fast turnaround, provide guidance on curriculum structure, accommodate onsite, remote learners, including on-demand training
Global Knowledge delivered the experience and know-how to provide the expert, customized IBM Tivoli training needed in a short time frame.
Partnered with a training provider that could address their need for big data, analytics, cloud and an enterprise mobility solution education on a global scale.
Our training solution put our instructor, a former military officer, aboard their ship. He flew halfway around the world with the course equipment to a US Navy ship.
Customized Microsoft Certification Training Increases Help Desk Efficiency. Read out case study with Teleperformance's experience with GK.
Needed to train 80,000+ end-users and 4,000 IT support personnel. These professionals were located at more than 1,300 locations in over 100 countries. They wasn't a corporate learning and development office. Each office site, or regional operating unit, made its own training decisions.
The training solution's main goal was to maximize the experience of each attendee regardless of their pre-requisite knowledge. Training needed to be delivered on three continents