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Accordingly, major principal activities of PTC are designed such a way that they cover all necessary requirements of educational process. These activities start with need assessment and end to the effectiveness assessment. This unique process includes all educational desires of organizations and companies. Recruitment test design and its implementation completes this part of PTC’s activities.Short courses are a great way to pick up new skills for professional and personal development. In addition to courses that commence each term
Our short course program has been designed to focus on providing vocational skills, aligned to the needs of employers and industry. This will help you gain the skills you want now and create a pathway to consider further education and training options.

Professional training is high performance training that teaches skills relevent to working in a certain profession. The training course would ideally be taught by someone who is an expert in the field. However, attending this training course does not necessarily make someone a "professional." Some employers may offer their employees opportunities to attend professional training workshops in order to improve their work performance.

In your cited context, "We offer training courses in industerial skills for people who are actually working with special focus on the water, power, and energy ,Petroleum gas and oilsectors" "professional training" would be considered courses that are taught to improve the industrial skills of those who already work with computers in those fields abd their profession.

 

The main mission of PTC can be stated as “training based on needs of diverse industries with a special focus on the water, power, and energy sectors”.
Accordingly, major principal activities of PTC are designed such a way that they cover all necessary requirements of educational process. These activities start with need assessment and end to the effectiveness assessment. This unique process includes all educational desires of organizations and companies. Recruitment test design and its implementation completes this part of PTC’s activities.
These activities could be briefly summarized as follows:

• Career analysis and need assessment.
• Designing training courses.
• Designing and preparing educational contents and pamphlets.
• Implementation of professional training courses.
• Evaluating the effectiveness of training.
• Implementation of Recruitment tests.

Professional training center of SBU has valuable experience in all of these areas. Employment analysis and training need assessment for the power industry, design education based on merit (competency-based training) for many organizations including the national oil company and parts of the Department of Housing and Urban Development are only parts of the experience of the center. The current portfolio contains about six thousand workshops and short courses that are mostly designed by faculty and teachers of the university. Organizing workshops every year for about 20000 people makes the center the largest center for professional training in country. Certainly, such a volume of training requires an accurate process and management systems. All training courses held by the center are assessed for effectiveness of training. The methodology for evaluating the impact is based on globally known Kirk Patrick’s model, which is applicable to combine with 360-degree assessment method, and is localized to form an instruction for courses and workshops held by the center. However, proper quality control of the education is not guaranteed because the process of evaluating starts after the end of the whole or parts of the training. Therefore, in order to ensure the quality and effectiveness of programs, the instruction acceptance criteria is developed and implemented by the center. Hence all materials and training process including lesson plans, worksheets, Teachers, classroom and school environment etc. must comply with the criteria and qualitative points of acceptance before applying.

The main reasons that make it necessary for PTC to continue its activities and even expand its domain of actions are:

• The gap between actual industry needs and capabilities of university graduates.
• The rapid growth of science and technology advances and the essence of updating the knowledge and skills of industry’s employees.
• Alteration of organizations’ approach towards knowledge-intensive, the creation of intangible assets and branding on the bases of educated and skilled, scholar and experienced human resources.
• Coordination and preparation of personnel for accepting new responsibilities with respect to changes in the organizational structure

Training, based on needs of diverse industries with a special focus on the water, power, and energy sectors