Implementing a new Enterprise Resource Planning (ERP) system in your organization significantly enhances efficiency and streamlining processes.
However, the success of an ERP system largely depends on how well your employees are trained to leverage these new opportunities. Here's a guide on how to effectively train your employees on a new ERP system.
To begin, it's critical to understand the positioning of training within a project.
Training and Organizational Change Management (OCM) are two critical components in implementing significant organizational changes, such as introducing new technologies, processes, or cultural shifts. While interrelated and often occur simultaneously, they have distinct objectives and methodologies. Understanding the differences and how they complement each other is crucial for a successful transformation.
Training should be a piece of a much larger organizational change initiative. Training is not OCM.
Training enhances employees' skills, knowledge, and competencies to perform specific tasks or use new tools effectively. In the context of organizational change, training typically involves:
Critical aspects of training include:
OCM, on the other hand, is a broader concept. It involves managing the people side of change to achieve the desired business outcomes. OCM encompasses:
Key aspects of OCM include:
While training and OCM have different focal points, they are deeply interconnected and often rely on each other for success:
In summary, while training equips employees with the necessary skills and knowledge for specific changes, OCM is about managing the overall impact of change on people and the organization. Both are essential for successful change initiatives, and their effectiveness is greatly enhanced when thoughtfully integrated. A well-executed OCM plan supports the technical aspects of change, such as training, and addresses the emotional and psychological aspects, leading to a more comprehensive and lasting impact.
Now that we've established the relationship between training and organizational change management, let's dig into the nuances of
Before diving into the training process, it's crucial to understand why training is vital. An ERP system is complex and can be overwhelming for employees who are used to different processes. Proper training not only familiarizes them with the new system but also helps in reducing resistance to change.
Start by assessing the training needs of your employees. Some people will require different levels of training. Identify the different user groups within your organization and understand their specific roles in using the ERP system. This approach ensures that each group receives relevant training.
Develop a comprehensive training plan covering all ERP system aspects relevant to each user group. Your plan should include:
Understand how your audience will best leverage the assets. Assess what type of content will be more impactful.
When conducting the training, focus on:
Implement the training in phases. Start with basic functionalities and gradually move to more complex features. This phased approach helps employees to absorb and understand the system better.
Post-training support is crucial. Set up a support system where employees can get help when they face difficulties. This can be in the form of a helpdesk, online resources, or regular follow-up training sessions.
Regularly monitor how employees are using the ERP system and evaluate the effectiveness of the training. Use surveys, interviews, and system usage data to assess and make necessary adjustments to the training program.
The involvement of vendors in the training process of new systems or technologies within an organization can be a double-edged sword. While vendors are experts in their products and can provide valuable insights, there are several reasons why they should not be the primary source of training for employees. Here's an explanation of why vendors might not be the best choice for leading training initiatives:
Lack of Customization
While vendors can provide valuable input and foundational knowledge about their products, relying solely on them for employee training is not advisable. Training should be aligned with the organization’s specific needs, culture, and long-term strategy. Developing internal training capabilities, possibly supplemented by vendor support, ensures a more sustainable, cost-effective, and customized learning experience for employees.
Training your employees on a new ERP system is not just about teaching them how to use new software; it's about guiding them through a change in your organization's processes and culture. A well-planned and executed training program is key to ensuring a smooth transition and getting the best return on your ERP investment. Remember, the goal is not just to train but to empower your employees to use the ERP system efficiently and confidently.
If you have questions or feedback regarding this, please feel free to reach out to me directly. I am always excited to hear from our audience. If you'd like to engage more with Third Stage, I invite you to subscribe to our YouTube channel and follow our weekly podcasts. I also highly recommend downloading our 2024 Digital Enterprise Operations Report for a playbook of digital transformation best practices and proven methodologies.