I love horses! But this blog is not about horses, it is about ERP implementation training – with a couple of horsey idioms thrown in.
Implementation of new ERP software, or upgrading an existing system can evoke mixed responses within an organization. Employers are anxious and unsure if it’s going to be another ‘failed ERP implementation’ statistic. Employees are frustrated that they will now be expected to relearn the way they perform some (or all) of their day-to-day functions. Both employers as well as employees are unhappy about the inevitable loss in productivity until everyone learns the ropes of the new or upgraded system.
The truth is, organizations have just one chance to get their ERP implementation right, and get it right they must. I firmly believe that online training is the way to go – especially for ERP training. Wild horses couldn’t drag me away from my stand on this matter, and in this blog, I highlight three reasons to rely on online ERP implementation training rather than traditional training.
Reason #1: Straight from The Horse’s Mouth
ERP implementation training is a part of every implementation process, but most often than not, this is conducted traditionally – as a one-off event. Some of the world’s largest organizations that have attained high levels of success in their industry have been brought to their knees because of failed multimillion-dollar ERP implementations. All these companies have conceded that the reason for failure was lack of proper, consistent, and sustained training.
Companies that have managed to get it right, provided training that was:
- Regular and consistent
- Relevant to individual employees/divisions
- Always followed up with refresher courses
- Easily accessible, all the time
It would be hard to disagree that none of this is possible with traditional classroom training. Put simply, the advantage of online training is that it is everything that traditional training is not.
Reason #2: You Can Lead a Horse to the Water but Cannot Make It Drink
That’s what happens with traditional training. Information regarding the new system is clubbed together in a haphazard, nonsensically manner – for everyone and every type of situation. So, while all the information for ERP training is there, and may be presented in the form of interactive PPTs, or even presented by a very good trainer, employees are not going to be able to relate to it.
Online training on the other hand, is that dark horse that believes in treating every employee as a unique learner with unique learning needs. It also works on the principle that you can’t make learners do what they don’t want to do. So, online learning approaches this very delicate type of training from the learner’s perspective. It:
- Considers the different types of learners and their unique learning styles
- Considers the type of training they require and aligns it with the best delivery strategy
- Engages learners because it is relevant; and because it is engaging, information retention is higher
- Although information is easy to remember, online training is not a one-off event; it is followed up with refresher courses and assessments to reinforce learning
- Provides performance support – information at the exact moment it is required to complete a task – even if it’s a task that is as simple as information on how to login into the system, is easily accessible
Reason #3: Online Training Is a Horse of a Different Color
Online training is unlike any other type of training. It is an extremely versatile strategy that can be adapted to any situation. Through our experience with online ERP implementation training, we know that the best way to succeed in getting learners engaged and involved in the learning process is not by getting learners to training, but by taking training to them, in a manner that engages and interests them.
Online ERP implementation training:
Makes training available to employees on devices they are familiar with – such as their mobile devices.
Makes learning relevant to them by giving them access to information that concerns the nature of their job, and nothing more.
Makes use of short videos to explain a process in detail.
Makes it easy to absorb and retain information through short microlearning nuggets of information; each module covering just one learning point. For example, ‘how to login to the system’, ‘how to create a new password’, ‘how to retrieve your password’, would all be standalone modules (or videos) that are not more than 2-3 minutes long. Easy to access and quick to learn.
Makes use of simulations – an environment that allows employees to learn the ropes of the software without the fear of dire consequences. It’s an environment that mimics the real one and gives learners the experience of using the real software, but without associated risks and repercussions.
Makes use of interactivities that get employees involved in the learning process. For example:
- Hotspots show the location of items or describe the parts of a product and allow the identification of key elements of the software.
- Rollovers provide additional information about a highlighted tool. In the case of a button for instance, the rollover explains its function instantly, speeding up a learner’s familiarization phase.
This is not an exhaustive list, but it is enough to understand the versatility of online ERP implementation training solutions and strategies. Online training is cost-effective and affordable; but more importantly, it is successful.
So, stop flogging that dead horse called traditional training – put that horse out to pasture, and get on the ‘online’ bandwagon along with the rest of us.