Gartner research suggests that companies that budget “less than 13 percent of their implementation costs for training are three times more likely than companies that spend 17 percent or more to see their ERP projects run over time and over budget”.
If your workforce is expanding globally or has already spread across, there a few benefits to implementing training on HRIS software system which helps you manage your global workforce. End-user training is the key aspect of any training solution as user adoption of the system relies on it. Without user adoption or acceptance, the ROI on productivity gains will reduce drastically or may even get eliminated.
Here are some best practices for end-user training on your global HRIS system.
Set Training Goals:
The first and foremost thing to be considered when training end-users is to set goals and introduce a system that measures and reports those goals. Make sure you fix some targets, and try to devise a way to measure your performance or progress. The key objective of any training program is to achieve the expected outcome through the new system as quickly as possible.
Facilitate Blended Learning:
Blended learning is the best format to train your workforce, where you can combine different types of learning delivery platforms. A training program can be both blended and scalable, where you can train new hires on the software; and even a higher number of workforce when a product or software is upgraded. This type of learning is a combination of e-learning, job-aids, study materials, user guides, webinars, seminars, Q&A events, etc.
Standardization is a must for any training medium. For each and every deliverable form, a standard template must be followed, in order to ensure the training medium looks similar and if required, you can combine several smaller modules into a single course or session. You need to create a short style guide and guidelines for development to differentiate between templates that need to be followed globally and the templates that need to be edited a little, to meet the local requirements.
Keep it Short and Focused:
The training program must be built in a way that end-users learn what exactly they need to learn or know.
For example, an employee may want to learn how to run payroll, then you have to train him accordingly, not on the general meaning of payroll and its usage kind of stuff. So, we need to make sure that we focus on the learner or end-user needs and plan accordingly to fulfill his job requirements.
Finally, these are the best practices to be considered when developing, rolling out, and maintaining an end-user training program on your global HRIS system.
Have other interesting ideas? Please share with us in the comments section below.
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