When organizations grew far and wide across continents, so did their employee base. This expansion was harder to correlate when it came to human capital management in relation to human resource and talent management. To address this gap, a cloud based ERP software for human capital management and financial management solutions called Workday was created.
Today, more than 60 multinational corporations use workday as their core human resources or financial system of record. Many more organizations have successfully implemented the software, but have not seen the smoother flow of operations they were looking for. A key factor for the failure of this major ERP software is not the software itself, but lack of training on how to use it for maximum benefit.
Workday implementation is an organization-wide process involving almost all aspects of resource management and all departments of the organization. This creates a need for an effective Change Management system to overcome employee resistance; the best way to do this is open communication with employees. Have small Introductory Sessions or Workshops stating the why and how and what’s changing with workday. Once your employees realize why the change is necessary, they will become more aligned with the organization’s expectations. Use these sessions to break the ice and explain the basic features of workday, such as human resource management, talent management, recruiting, payroll solutions, time tracking, workforce planning and analytics, to name a few. However, remember not to go too much in detail about the tools in the workshop.
Employees won’t remember everything that was said in the workshop, so your best bet is to follow-up with Hands-on Learning. After your workshop session, hands-on learning gives your employees a chance to get a feel for the Workday system by letting them try out basic tasks such as logging in and setting up their profiles. You can provide a single step User-Guide as shown below to let your employees test and get acquainted with the Workday software. Once they are hooked to the software, don’t leave them hanging; carry on with new aspects of the software in the next learning cycle.
The entire goal of the training program is to let your employees use Workday on their own for their everyday work. Letting your employee fiddle with their profiles on the live software was okay during initial training, but for important tasks such as payroll, time tracking or planning, its best to train them completely offline before they jump into the online or live software. Virtual Reality is the way to go when it comes to training on complex or important processes in a fail-safe environment. Today, there are plenty of ways to deliver virtual training – E-learning and M-learning to create software simulations that replicate the real workings of the workday software, or short How to Videos to demonstrate a step or process of the software. Better still, you can combine all these elements and create a Curriculum of Micro-Learning Modules that covers the A to Z of the software, yet addresses one aspect of the software at a time. This enables your employees to access them as and when they need to for just-in-time learning.
Creating a training program to implement Workday in your organization is not an easy task. But it can be done gradually, beginning with workshops, followed by some on on-the-job experience, and finally learning all the important aspects in a virtual setting that is accessible anytime, anywhere and on any device, for better learning.
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