Innovative Change & Learning Initiative Supports ERP Implementation

Innovative Change & Learning Initiative Supports ERP Implementation

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Initiative Supports ERP Implementation Is your focus on the technical side of your enterprise systems implementation is so much that you’re neglecting to help your enterprise to adapt to the changes that the system brings into the way people work? IT sector is undergoing dynamic and dramatic change today, mostly by the evolution of cloud-based platforms and SaaS solution. Despite such ongoing developments, enterprise resource planning (ERP) systems retain its relevance of being one of the crucial enablers of most of the world’s commerce and public-sector task. The most neglected aspect in this is dealing with the human and organizational implications of system and process change.

An ERP adoption almost always entails sweeping changes to the way work is done across any organization. It simplifies business processes, reporting relationships, roles, how customers are served, how data is stored and used, and much more. The organization also deploys some number of resources to train employees as part of the implementation, but such initiatives are often insufficient for several reasons. Training needs evaluation is often superficial. Training may be provided too late to pace with the workforce performance and is not reinforced at the right time.

Nonetheless, if deployed and implemented properly, an enterprise learning and organizational change program can entail a crucial impact on the success of the overall ERP implementation. Here are eight most prominent insights into how organization can make it work best by deploying a learning and change management program.

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1. Deploy a Right Fusion of Skills to the Training Team Enterprise learning requires a specialized skill set; not anyone can do it.

Just ensure to deploy experienced learning professionals on board. In addition, have a combination of business function abilities and technology. Maintain a right balance of qualified and knowledgeable colleagues amongst the design, build, test and training team. Keep rotating systems and business function members in and out of the training and rotate initiative for stretch of time, while retaining a good team of skilled instructional designers.

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2. Deploy the Training Team Early Systems training is not a generic, off-the-shelf program. Each implementation process is unique given the unique needs of each organization. Deploy a training team since inception as an integral part of the development team. Start with small team whose members can become the experts for each functional area later on and stay with the project till the end. You should also have a mix of roles, like subject matter experts, testers, system developers to actively participate.

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3. Initiate Training within a Wider Change Management Program Apart from developing specific training program or web-based learning initiatives, organizations should think of enabling new behaviors, working associations and organizational structures. It should have a threefold initiated - training, change management and organizational alignment.

This approach will ensure that specific learning programs are in harmony with the wider organizational change and that everyone gains right information and support.

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4. Make an Iterative Approach to Training-needs Evaluation Having the training-needs evaluation correct is necessary to the success of the project. The focus should be on the end-user’s performance needs and not just on the technical details of the program. It can be created during workshops with the design-and-build teams; their insights into technical details should be in alignment with the insights of others who understand the wider influence on the overall behaviors of users. Training is about learning the new program that the system supports. Iterative approach is required to define training needs rather defining it all at once.

Keep changing the strategy to refresh the needs analysis with every release update of the program to keep it aligned with the system and business functioning.

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5. Entail Innovative and Engaging Learning Initiative Engage in more innovative approaches like online learning, collaboration systems, simulations, and social media. Dedicated intranet sites can be developed to publish news and support literatures, share information and to receive feedback from users. You can also use social media platforms to help everyone to contribute timely information along with user-generated content in text, audio or video form. You can use knowledge databases in wiki formats to standardize ways to accumulate very current perspectives from across the enterprise.

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6. Assess Progress and Outcomes Rigorously Do not limit your training evaluation programs to point-in-time temperature checks and understanding whether a few employees are satisfied with a particular program. Evaluate if the training actually has impacted the business. Engage in producing a more agile and extensive training analysis that assesses user analysis of relevance and impact on individual performance. It should also be assessed for user adoption, process performance and the effectiveness of the change initiative.

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7. Align Cost-saving Practices with Value-adding Localization Customized standardized training approach can be affordable and can enhance the positive impact on users within particular regional geographies. You need to maintain the right balance. Start collecting the crucial part of the training that can be reused. Once you are done, add the local specifics needed or business-driven sub processes. Training in local languages is also necessary. You may also rely on a trainer that can speak the local language and can translate instruction from the master documents, instead of translating complete project.

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8. Make Sustainable Training Investment Often the organizational changes and new ways of working are not sustainable after the initial training period. Data are not updated, accountability gets muddled and budgets dry up. Responsibilities are not well defined for workforce enablement and support, as time goes on. It is ideal to deploy an entity having the incentive and allocated budget to maintain the training programs and change initiative over time.

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Gaining More from your ERP Program ERP is a huge investment, with gigantic impacts on the performance of individuals and the overall organization. Deploying the right training and change programs, people can adapt to the new processes effectively.

Organizations can expect to experience improved productivity on the system being turned on, and they can be quicker in exploring and grabbing marketplace opportunities.

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