The single most important factor in achieving a successful ERP implementation, whether it’s a first time experience or the replacement of an old, outdated system, is training. One reason that’s true is that ERP systems are pretty good today, employing technologies such as system-oriented architecture (SOA), and best practices for system configuration; the process has evolved to the point that the horror stories of old, documenting months and millions spent with no discernible return, are becoming part of the past—unless you fail to train the users.

ERP Sucess

Three keys to ERP success: Train, Train, Train.

Don’t make the mistake of thinking that your users are somehow smarter than average, more eager to adopt new technologies or genetically less resistant to change than other cross sections of humanity. In fact, the more highly you value your employees, the more likely you’ll be to give them the extensive, ongoing ERP system training they need to drive down anxiety and drive up productivity. So here are a handful of tips to get your training program off the ground.

Start early. Avoid the mindset that training shouldn’t start until all the configuration decisions and business process changes are set in concrete and implementation is well under way. Once crunch time hits and the whole process looks like it’s going over schedule and over budget, training is likely to be the victim of inadequate time and money resources. Set a firm date to begin training, at least 60 days before the originally established completion— and stick with it.

Train the trainers. Hire trainers to train your Seal Team 6 of power users and subject matter experts from all departments in the organization, then turn to those internal resources to train their colleagues. They’ll marry intimate knowledge of your operations with understanding of the intricacies of the software to give your employees a familiar point of view.

Make training fun. Sure, there’s a lot of “nose in the manual” time users will need to invest to really master the new erp software. But break that up with a variety of formal and informal training devices, like “tip of the day” or proficiency contests between departments. Create online tutorials, pass out cheat sheets and keyboard templates. Reward active participants. Acknowledge small triumphs.  Different people learn in different ways, so be sure you have all bases covered.

Focus on context, not transactions. Employees need to know how to do things, like enter a customer order or process an incoming shipment. But they should learn that in the context of business rules and processes; if they understand why they are doing things a certain way they are more likely to internalize the training.  Build training approaches that let employees imagine their personal workflow and responsibilities. Do this by demonstrating how things were done with the old system, how they will be done in the future and, if things have changed, why.

Embrace change management. Training is just one component of an effective organizational change management program. Start with building the business case for the new ERP system, ensuring that all employeesknow that there is a well-thought out rationale for the upheaval and that benefits, ultimately, will be substantial. Start communicating what’s going on early and keep it up with at least weekly updates; keeping people in the dark instills fear and resistance. Keeping them in the loop empowers them and makes them feel like they are part of the process, not a victim of it.

Written by :

SkipStein