Chinese Java Talent Training Mode Transmutes Closing to International Standard

The industries, such as telecommunication, finance, e-commerce (government affairs), search, game development, software outsourcing, etc, develops so rapidly that the lack of software talents, especially Java talents, is becoming more and more serious, the lack of talents becomes the bottleneck of industrial development. Along with the rise of Web 2.0 wave, the whole software field is undergoing a large change; the demand of talents becomes more pressing. Various social training institutions develop rapidly because it has the character of training the talents oriented to the positions of the enterprises; it has played an increasingly significant role. What kind of evolution has the software talents training model experienced?

1.0 start-up in this way: fully absorb foreign models, especially Indian model.

Advertising: d_text Chinese software industry started late and behind Europe, Japan, India and other countries. India is a developing country, its software services development lever is emphatic in the world. During the 1.0 initial stage of IT training industry, some Chinese IT training institutions bring in a large number Indian models, fully absorb its courses, it has caused some turmoil in the society.

According to The IT Market Evaluation Year Report of the Ministry of Information Industry Development Institute, by the end of 2004, domestic IT training institutions which had the Indian background occupy the 23% of Chinese IT training market; from 2001 to 2004, nearly 75% of the domestic training institutions have been advocating the tremendous advantages and future of "software blue-collar".

In fact, over 95% of Chinese software enterprises just have no more than 50 employees, they seldom can get orders from Europe and America; the lever of software engineering and industrialization is still not high; China has completely different pattern from India, the domestic market accounts for a considerable proportion --- which means Chinese software enterprises’ project operating pattern is completely different from India, from the beginning of negotiation to the module dividing, functional decomposition, code compiling, and to programming, testing and maintain, all the things are done by one small team. The software industry pattern differences between China and India decide the talents requirement differences of two countries, so the training patterns of software talents are inevitably different. Indian enterprises need "software blue collar", but Chinese enterprises need "software white-collar" that has capable hands, integrated high-quality and comprehensive technology.

Heyday 1.0: Get ready for fight, enlist plenty of talents, and ask the technical experts operate personally.

When some training institutions are still cling to this "software blue-collar" training model, at the beginning of this century, a group of new training institutions have come out and brought new ideas and methods of operation, the more notable one is Canadian Tarena’s "technical experts operate" model. Tarena entered in China in September 2002, it integrates the resources of China, the United States and Canada, with the technical experts operate personally, it brings a new model for Java 1.0 times and promotes the times to its heyday.

"You can enter the industry only if you know the industry, so that you can get further full-grown development in this industry"; this is the consensus amongst various employees. There are following significant features of the technical experts operate the training institutions: knowing well about the local market, holding the requirements of the market forefront momently; with their excellent technical foundations, the technical experts can enlist a lot of teachers who know their stuff, and make a more comprehensive and scientific curriculum systems; running through the logos of "technology paramount and pragmatic", paying attention to the training of "programming method".

Another notable feature during this period is the curriculum localization, in addition to the institutions operated by technical experts has inherent advantages, many other training institutions have also begun to know the market at closer range, the curriculums are increasingly close to the needs --- take two excellent training institutions’ Java engineer curriculums as examples. One includes: Java Foundation: Core Java, Object-oriented Concepts, GUI, IO, Multithreading, Socket, etc.; Web Programming: JSP, Servet, JDBC, HTML, CSS, JavaScript, XML, Script, Custom Labels; Senior Java: EJB (Session Beans, Entity Beans, Message-Driven Beans, JNID), JMS, Struts, Spring, Hibernate; the other’s curriculum covers Linux, Core Java, Java web, EJB Spring, Hibernate, Struts, Ajax.

The continued development of the domestic software industry will move towards to internationalization, the international IT giants have entered China, they need a lot of senior software talents urgently. The inadequacies of the above curriculums reveal: "high-end" is not deep, Unix application, C++ language development and other points have been generally ignored, in fact, technologies such as Java, C++, Unix, Oracle, etc, they are required for senior Java talents.

How to turn out the IT talents who agree with both domestic and international demands has been already on the agenda.

Tarena cooperates with SUN and enters into the international Java training 2.0 times.

Chinese Java training’s 2.0 times must be the times which Chinese Java training inosculates with the international standard.

According to analyzing the Java talents requirement of Chinese enterprises and the development analysis of Java, Sun, the highest authority of Java language, with its international Java talents training programs, cooperates with Tarena to launch Chinese Java talents training standard. This is leading the Java training 2.0 times, and it means the training mode has moved a further step. This standard involves three aspects---curriculums, teachers’ qualifications and level check.

The curriculums can be divided into three parts to elaborate---technical courses, industry experience training and vocational qualities.

First, the normal technical courses contain the following contents: Grammar Summary of Java SE 5.0, Eclipse Development Environment, Java EE Senior Programming, Java EE 1.4/1.5, EJB2.1/3.0, SPRING, XML, Java Web Application Programming Based on Oracle Database, JDBC, Hibernate, JSP2.X, Servlet2.4, Struts, HTML, Java Script, Java Forefront Technology, Mobile Application Development Based on Java Me Platform, Achieving Java Security, Java Design Pattern; ORACLE Database Programming: ORACLE Principles, Database Tables and Indexes; the Main Keys and Foreign Keys; PL / SQL Programming, Database Programming Interface: PRO * C; Object-oriented Analysis and Design Training; Design Methods and Tools: OOA, OOD, UML tools, Grasping Software Design Experience Skills. We should not only teach the technology itself but also pay attention on the inducement of "Programming Methods".

To train the senior Java developing engineers is required to have a further step based on the following courses: UNIX Developing Environment, Developing Standardized Orders; C + + Language Training. It contains C + + Basic Grammar; C + + Senior Programming: IPC Communications, Multi-process, Multi-thread and Network Programming; C + + Network Programming: TCP, UDP.

Second, to give the Java students 1-2 years’ industry experience and the opportunities to make large existed projects for big companies, so that we can ensure that they can use those technologies which they learn. For example, AsiaInfo provides a large projects using in China Net and Shanghai Hotline, and many other large software projects --– based on Unix Platform, Oracle Database, Web Interface, Four-tier Structure (Brower, Web Container, EJB Container, Database), achieving by inosculating Java and C++ --- that is a pretty good project which accumulate a lot of industry experience for a short time.

Third, train the Java students about the vocational quality, so that they can hit the mark of enterprises’ requirements. We can set up IT English Training, Business Communication Skills, Team-building and Collaboration, Exciting Business Presentations, Business Documents Writing and other courses. We also should make them have zero distance with enterprises, and lead them to visit and understand renowned IT enterprises, also, we need to hold well-known IT experts’ talks; to give them interview counseling to enhance and practice their ability of IT technology interviews so that they can pass the probationary period effectively. From a long-term perspective, we need to help them to free themselves from the confusion and make their IT career plans.

Considering teachers’ qualifications, the teachers should have at least five years working experience and project developing experience in the international renowned companies, such as Sun, Hp, IBM or AsianInfo. They must be the frontline technical experts and have deep accomplishments of various hot technologies. Because experts are not generalists, we should adhere to one principle --- every teacher should only teach those parts that he adept at the best, but not teach in general terms from the beginning to the end.

Evaluating and testing what students have learned, whether they really have learned solid skills, is depending on his employment situation. To test a qualified training organization also depends on the employment of the students: what the employment rate is, how many the well-paid employments are. About the "Level Test", the qualified training organizations must have over 90% employment rate, and more than 95% outstanding ones; the number of well-paid students and students working in renowned companies should be accounted for more than 30% of the total number of the students.

This is the first time for the international companies and the social training institutions to release China Java talents training standards together; it is designed to provide a tool which can be used for reference for IT training and promote the coming of national Java training 2.0 times. For this, Tarena took the leading in responding actively and the first time to upgrade the courses comprehensively; also it published the newest teaching materials with Sun.

From completely using the overseas patterns to the training pattern knowing and aiming at local requirements, and to fully understand the local requirements and the pattern closing to the international standards, during the several years, the pattern and the standard of China Java talents training has changed a lot. It is predicted that soon after, China Java talents training will agree to the local and international requirement better, the training institutions will operate more standardized, and the high-end IT talents training will become the mainstream.