Innovative Change & Learning Initiative Supports ERP Implementation

Innovative Change & Learning
Initiative Supports ERP
Implementation
Biztech IT Consultancy Pvt. Ltd. | sales@biztechconsultancy.com | +1(888) 927-0493

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.
Biztech IT Consultancy Pvt. Ltd. | sales@biztechconsultancy.com | +1 (888) 927-0493

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.

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.

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.

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.

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.

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.

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.

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.

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.

Thanks for sparing your valuable time to read
this piece of document!
Biztech IT Consultancy Pvt. Ltd. | sales@biztechconsultancy.com | +1(888) 927-0493
www.biztechconsultancy.com

Innovative Change & Learning Initiative Supports ERP Implementation

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