October 14, 2009
Written by Jeff Geiger, Duane Brown, and Tommi Himmel
Testing
- Stress Testing
- All Scenarios
- End-to-End
- Integration with other products/software
- Integration with non-system procedures
Reporting
- Are all reports useful?
- Can requirements be consolidated?
- Executive Dashboard –
- What is needed?
- How often?
- How do executive use this information?
Training
Or
- Training to Win
Objective of Training to Win
- Confident, Knowledgeable end users who:
- Embrace the change
- Are not afraid of the new system
- Have demonstrated competency in it
- Accept ownership in the success of the implementation
- Ongoing, will achieve advanced proficiency levels post go-live
How to Achieve Training to Win
- Manage the change
- Set standards:
- For Training
- For Training Documentation
- For Procedural Documentation
- Have users demonstrate knowledge of system and procedures
Make Your Plan
- Define and Commit to “Success”
- What will it look like in your organization?
- Define Methos of Communication
- How will change issues and training be communicated?
- Define Resources
- Who will train?
- Define Measurement Requirements
- What metrics are needed for management and training validation?
- Define Maintenance
- How to keep the spirit alive?
Define and Commit to Success
- Definition:
- Confident, knowledgeable end users who:
- Embrace the change
- Are not afraid of the new system
- Have demonstrated competency in it
- Accept ownership in the success of the implementation
- Ongoing, will achieve advanced proficiency levels post go-live
- Confident, knowledgeable end users who:
- Commitment:
- Commit to achieving what you defined as success
Methods of Communication
- How will we communicate change?
- Rumor Mill?
- Disgruntled/unhappy supervisors?
- Planned information releases with full management support?
- How will we train?
- Computer Based Training
- Classroom style with instructors?
- “Cascade” style?
- Distribute manuals and hope they “get it?”
- Practice laboratory
Resources – Who Will Train
- Contract Trainers?
- Professionals in training development / delivery and adult learning concepts
- Responsible to do the knowledge transfer and validate student competency
- Internal Trainers?
- Company has existing training program w? dedicated trainers
- Implementation Team members and / or super users train as “additional duty”
Measuring Success
- What should we measure?
- Total training hours @ an average Dollar value?
- Total number of classes?
- total attendees for each class?
- High scores on students’ evaluations of trainers?
- Number of student competency demos?
- High frequency of student demos?
- Total cost of training?
- Why???
Maintain the Success
- How to keep the spirit alive?
- Commitment. Or continuing to do the thing you have promised to do, long after the spirit in which you promised it has left you
- Continue to grow a “learning” organization
- When you’re green, you’re growing; but what happens when you’re ripe,?
- Prevent stagnation
- Encourage curiosity about additional improvements and best uses of ERP – continue to learn and grow
Review & Wrap-Up
- Remember to Incorporate Reporting, Testing & Training into Early Planning
- Use the Three Tenents of Training
- Manage Change
- Set Training Standards
- Require Employees to Demonstrate Competency
- Define:
- Success & Commitment
- Methods of Communication
- Resources for Training Delivery
- Measure of Success
- Maintenance of Learning Environment