Five Tips for a Successful Enterprise Resource Planning (ERP) Training Program

As if designing anddeploying a comprehensive software training program isn’t challenging enough,creating such a program for an Enterprise Resource Planning (ERP) systemimplementation provides its own unique and additional problems. We have workedwith some of the most successful companies in the world and have createdhundreds of training programs. Based on our experience we have compiled thislist of five tips to make your job of creating an ERP training program a biteasier.

Don’t let training be an after-thought

Implementing and operatingan ERP system can easily cost millions of dollars. However, if an organizationfails to train its user base on the proper use of the software the investmentwill largely be wasted. Avoid the number one mistake organizations make withregards to implementing an ERP system and make training a priority from thebeginning of the implementation project. The training program must addressoverview training for managers and executives, configuration training for theproject team members, and functional training for the end users.

Deploy various training delivery methods

The most successful ERPtraining programs combine the best of traditional classroom training withstate-of-the-art eLearning simulations. Consider all available options,including:

• On-demand eLearning courses to providestudents with as-if-you-were-logged-in simulations
• Boot camp-style onsite training sessions tojumpstart the training deployment for a large group of students
• Traditional instructor-led classroom sessions
• Live virtual workshops or regular onlineseminars for advanced topics

Each training deliverymethod is most appropriate for a specific stage in the training requirementslifecycle. Make sure to match the training method to your organization’scurrent training need.

Review training materials ahead of time

Understand the differencebetween “training” and “learning.” Top-notch training material manages toaddress both by explaining how toperform a particular task as well as whyto perform it. Students want to understand how they fit into the overallbusiness process and how their actions might impact other process stepsdownstream. Ensure that training materials are applicable to the student’sbusiness role and that they include lots of hands-on practice. Nobody enjoys “death-by-PowerPoint.”

Monitor progress closely

Unlike with traditionalclassroom training, the beauty of eLearning solutions is that you can measure studentparticipation, progress, and completion accurately and in real-time. It is veryimportant for training administrators to track each student’s progress againstwell-defined training program goals and milestones. Make sure to set andcommunicate these goals and milestones at the beginning of the training program,and then hold students accountable with timed and graded final exams to ensureknowledge transfer and retention.

Also, survey students at theend of each training program to assess how well they liked the trainingmaterial, course scope, delivery method, and instructor (if applicable). Adjustyour training program based on the feedback you receive. For example, you mightfind that the course scope is too broad for the time allotted or the trainingmaterial leaves too many unanswered questions.

Don’t stop

ERP systems constantlychange due to upgrades, additional features, or addition of new functionalities.In addition, knowledge leakage due to employee attrition can be as high as 25%in any given year. Consequently, ERP training is an ongoing businessrequirement and not a one-time event. Best practices suggest providingrecurring refresher training to all system users. Also, to ensure ongoingknowledge retention, many of our clients make the successful completion of appropriatetraining courses part of the employees’ annual performance evaluation.