Road towards Package Adoption and Learning - Comprehensive Training Strategy is your Precursor to implementation success
In my last blog Still waters run deep - Poor User Adoption may cost you your ERP Implementation.. I discussed at length about the importance of ERP training and the need for organizations to focus more on user adoption. As ERP Implementations mature and grow, the focus on user training also intensifies. While many organizations have started realizing the benefits of user adoption, they often struggle to determine the right budget and the right approach to achieve it.
There are numerous challenges or key decisions in front of an ERP Program Manager at the start of implementation.
- Which training methodology and approach should be adopted to support the business needs and long term objectives of the implementation?
- How much budget should be planned for overall training program?
- What technologies, tools or vendors should be selected to impart the Training?
- What will be the touch points between the Implementation and Training Program?
- How to develop a user documentation that is easy to create and maintain?
- What kind of standardized content needs to be prepared to handle varied skilled end users for similar processes like from sophisticated planners or engineers to shop floor labor force?
- How do I address the audit compliance requirements while developing training content?
- When training delivery should be conducted to end users in the implementation cycle?
- How many days of training delivery should be planned?
- How to handle diversity challenges like multi-language and localized content for global roll-outs?
- How to deliver training content to all concerned employees so that they can access it when and where they need it, based on their job functions and roles?
- How do I deliver training - Instructor led Classroom training, or Computer Based Online training, or Job Aids, or All?
- How to plan for delivery of training content to local and remote users as well as external entities like customers and suppliers?
- How to plan 'Post-go-live' support, and training for new-hires and transfers?
- How to measure that delivered training effectiveness in meeting the business objectives?
These and many more.... some of these are challenges while others are key decisions that an organization needs to take as part of its Training Strategy, resulting from a comprehensive Training Need Analysis of the organization and individuals.
So, the next questions that arises is - What is Training Strategy and what should it consist of?
Training Strategy describes the need, scope definition, methodology and approach of the training program within the ERP system, with reference to the transaction flows and business processes that impact the end user community. This must streamline the overall training process and in turn help achieve desired quality and reduce rework during content development, as well as ensure effective training delivery, finally leading towards an improved adoption rate. The objectives of overall training program must be Process focused and role based training for end users.
A structured approach to training along with clearly defined entry and exit criteria, well articulated roles and responsibilities, various deliverables and sign off procedures, selection of appropriate tools for content development, and methodical evaluation of training delivery methods for each group of users are some of the critical success factors in the sustained end user adoption of the delivered system. The strategy also reflects the guiding principles, assumptions and dependencies that ultimately shape and drive the overall approach.
In my next blog, I will talk about best practices around training program in Oracle implementations and how we can address the specific challenges.
If you have any ERP training and overall strategy related challenges to share with us, please drop by with your comments and feedback!