End User Support

End user support is a type of IT support that focuses on helping computer users within an organization to troubleshoot errors, access applications and use hardware and software correctly. End user support technicians provide assistance to computer users by answering questions, providing advice, fixing problems, and helping them use technology more effectively. End user support technicians must possess excellent communication skills, patient problem-solving abilities, and a thorough knowledge of computer hardware and software applications.

End User Support

End user support technicians may provide support in person, over the phone, or through the use of online resources. They may also be responsible for creating user manuals, training materials, and other documentation. End user support technicians may also be responsible for tracking and resolving customer complaints, monitoring customer feedback, and researching new technologies.
As a customer service representative, I am dedicated to providing excellent end user support. I strive to ensure that the customer’s needs are met in a timely manner, and I am always willing to go the extra mile to ensure the customer’s satisfaction. I have experience dealing with a variety of customer complaints and inquiries, and I am able to take initiative to solve problems and provide solutions. My friendly and professional demeanor allows me to easily establish a rapport with customers, and I am always willing to listen to feedback in order to provide the best service possible.


one hand, while diversity and inclusion represent different phenomenon, on the other hand, both the concepts are interrelated to each other as diversity focuses on acknowledging the different type of people working in an organization based on age, gender, ethnicity, nationality etc., while inclusion stresses upon leveraging the workforce diversity for organizational growth (Jordan, 2011; Arruda, 2016). However, it has been brought to the light through research that the influence of diversity and inclusion upon organizations are collaborative and inconclusive in nature (Wright et al, 2014; Rohwerdr, 2017) as diversity alone is not 

sufficient for the holistic improvement of the organization (Arruda, 2016; Young, 2018). Bourke & Dillon (2018) asserted that as per the  Deloitte’s research, diversity without inclusion is not fruitful. According to Deloitte’s review, diversity and inclusion both in collaboration are effective in achieving two times more financial targets, three times higher performance, six times more innovativeness and eight times better organizational outcomes (Bersin by Deloitte, Deloitte Consulting LLP, 2017; Deloitte Development LLC, 2018). The collaboration between the two is absolutely essential for the overall organizational growth and development. As diversity is a broader concept, we work at how gender diversity and inclusion can be seen collaboratively. Infact, bringing together both the concepts together essentially leads to more promising outcomes for the organizations.


Existence of gender diversity and inclusiveness at all levels of managerial hierarchy in organizations results in 30% better performance (Das, 2018). Currently, organizations must focus on gender diversity and inclusion as a core of their growth strategy as both help in developing vibrant, thriving, creative and innovative workplaces. Gender friendly and inclusive workplaces
can be developed by facilitating working mothers, protecting their employment, removing unconscious biasness, offering flexible working hours, fostering an inclusive and respectful working culture, fixing and achieving gender diversity goals.


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