Tips for Successful Enterprise Resource Planning (ERP) Training

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Imagine this scenario: a company decides they’ve had enough of using systems that are outdated, slow, and inefficient. They embark on a project to implement a new Enterprise Resource Planning (ERP) system to replace their legacy tools. The company spends months, maybe even years, working with consultants and employees to define new processes and customize the systems. Come launch time, they don’t provide adequate training and the employees don’t know how to use the new systems effectively. This leads to costly mistakes, wasted time, lost revenue, and many stressed out employees.

ERP implementations are typically large-scale projects with many stakeholders and moving parts; creating training for these projects comes with their own set of unique challenges. Planning for these challenges up front can help ensure you have a successful training program that plays a crucial role in the smooth rollout of a new system. Here are some important things to consider before you embark on your next ERP implementation training project.

Plan and prioritize training

Implementing and customizing an ERP system tends to be a huge financial investment, and as such, detailed proposals and plans are created to cover all aspects of the project. However, training for the new system is often listed as a vague deliverable that provides no specifics about how training will be designed or delivered. Not planning for training from the get-go is a costly mistake because the investment in a new system is wasted if the employees can’t properly use it. Include the training team in the project planning phase and allocate the appropriate budget, resources, and timelines for end-user training.

Identify training methods

You’re going to want to think about training methods up-front, during the planning phase. One of the most effective way to give learners a real world experience without risking costly mistakes in a real ERP system is through software simulations. They give employees the power to explore and use all the features of the ERP software they’ll use in the workplace. You’re probably going to want to consider at least some software simulations for ERP systems training. You might mix this with some instructor led training and live Q&A sessions to create a blended learning program.

Create curriculum by role

You’re not going to dump all the lessons on every employee; the employees who work in Engineering don’t need to take Accounting lessons on how to process an invoice. Instead, you’re going to tailor the curriculum by user roles. While you may have some core basic lessons that apply to everyone (logging in and out of the system, setting up your user profile, etc.), there should also be user-specific lessons that are pertinent to each role.

Work with the business

Training teams working on ERP implementations often find they have to work alongside the implementation team. You might find it useful to work with the business process analysts, as they create and test the new system processes (these are often called Standard Operating Procedures, or SOPs). Consider using test scripts as a starting point for training development.  

Designate power users

For each role you identify, consider having one or two power users. These are (hopefully) helpful, quality employees who can help with the training and answer employee questions on-the-job. If there are employees who are already involved in the implementation, for example working as subject matter experts, these are great candidates for power users.

Incorporate real-life scenarios

Integrating real world examples and stories into your processes will make the training more practical and relevant. Instead of jumping into a step-by-step process without providing any context, introduce the process with a scenario that has realistic background information and details. Training that incorporates realistic scenarios helps learners know when and how to apply the tasks covered in the training in the real world.

Use change management techniques

Incorporating some basic change management techniques will go a long way to getting your learners on board. Be clear in explaining the benefits of the training, why it’s happening, and the impact of not completing it. Don’t assume end users will move seamlessly from one system to another, without detailing the specific reasons and benefits.

Following these tips will help ensure you have a successful ERP training program in place. Do you have any tips of your own for designing or developing training for ERP implementations? Let me know in the comments, and follow me on Twitter for more e-learning tips and tricks.

 

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How to Organize, Analyze, and Prioritize Tasks for E-Learning

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The One Thing You Need To Do To Organize Training Content: Task Analysis

Are you dealing with a huge pile of raw materials that need to be converted into an e-learning course or training programme? If so, you’re likely wondering how best to organize the content and filter out the need-to-know from the nice-to-know. If this sounds familiar to you, you need to acquaint yourself with the process of task analysis. Discover how a proper task analysis can organize your content so it focuses on what learners need to know on-the-job.

Read full article.

How to do a Task Analysis Like a Pro

As I explain in this article, task analysis is one of the cornerstones of instructional design. Why is task analysis so important? The purpose of training is to teach learners how TO DO something; they should walk away from the training with new knowledge and skills they can apply on-the-job. When you focus on tasks, you’re more likely to accomplish this goal, as you’re focusing on the actual processes the learners will do on the job.  A task analysis is the process of systematically breaking down a task into a documented step-by-step process. This article explains how to first identify tasks, then break them down into sub-tasks, and finally, parse them into steps. It also contains some helpful task analysis dos and don’ts.

Read full article.

Instructional Designers: Remember These Factors When Prioritizing Tasks

Once you’ve completed your task analysis, you’re going to need to organize and prioritize all the tasks you’ve analyzed. How should you order your tasks? This depends on a variety of factors: task importance, task frequency, task difficulty, and learner experience. Learn about these four factors and what you need to know to ensure your content focuses on the right tasks.

Read full article.

Have you ever done a task analysis before? If so, how did it go? Do you have any tips or tricks to share with others? If so, please leave me a comment below, I love to hear feedback.

 

Post-Course Evaluations and E-Learning Analysis

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Post-Course Evaluations: What E-Learning Designers Need to Know

If you’ve been in the training industry for awhile you may have heard that post-course evaluations are sometimes referred to as “smile sheets”. This is because as long as the evaluations receive mostly positive ratings, or “smiley faces”, we tend to classify the training as a success. However, the post-course evaluations are almost never a true reflection of how successful the training/e-learning actually really was and what it’s impact is on the bottom line. This article looks at some of the difficult questions you need to ask to help truly measure the success of your e-learning with your post-course evaluations.

Full article: Post-Course Evaluations: What E-Learning Designers Need to Know

Post-Course Evaluations for E-Learning: 60+ Questions to Include

If you have developed a post-course evaluation before you know that it can sometimes be a challenge to come up with meaningful questions for your learners. To help you out with that, I’ve put together this comprehensive list of over 60 questions that can be included in a post-course evaluation. Of course it’s important to refer to the previous article, and keep in mind that these evaluations don’t mean the training had a successful impact on the business. You can select the questions that apply to your specific project from this detailed list.

Full article: Post-Course Evaluations for E-Learning: 60+ Questions to Include

The Top 3 Types of E-Learning Analysis

Here is a look at three of the most common types of analysis carried out by e-learning developers and instructional designers. These are the needs analysis, audience analysis, and task analysis. The needs analysis is done up-front to determine is the training is actually necessary or not. An audience analysis is then developed to identify the learners, their demographics and their specific needs.  Finally, a task analysis breaks down the specific tasks that the learners need to apply in order to improve their knowledge and skills on the job. Having a solid grasp on these three types of e-learning analysis will go a long way in ensuring your projects are successful!

Full article: The Top 3 Types of E-Learning Analysis

Needs Analysis – When Is E-Learning The Solution?

Have you ever been asked to complete a training needs analysis to identify if an e-learning or training project is really necessary? If so, you’ll know that doing this can be a tricky endeavour, and it can be hard to differentiate between the training that is wanted and the training that is really needed. If this is a task that you’ve been faced with before, you might be interested in reading about a simple process you can follow to identify if training is really needed. It is a straightforward approach that involves comparing your employees current and expected performance, to identify if there is a performance gap that can be solved with a training solution.

Full article: Needs Analysis – When Is E-Learning The Solution?

Infographic: The Presentation, Application, Feedback (PAF) Model

I created this colourful infographic to illustrate the Presentation, Application, and Feedback (PAF) Model for training and instructional design. It’s important to keep the PAF Model in mind when developing training to ensure we’re not overloading our learners with too much presentation of content. You want to include lots of opportunities for application and provide the appropriate feedback.

Instructional Design Infographic

20+ Questions To Include in an Audience Analysis

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An audience analysis is a task that instructional designers and training developers perform in the initial phases of planning a training project. Completing an audience analysis is critical because in order to communicate information effectively, you need to understand who your learners are. Depending on the project, you might have more than once audience.

To complete your audience analysis, you will need to interview and observe the employees and management to gather information about your learners. Once you have identified your specific audiences, you can tailor your courses so they are pertinent to the different background, education levels, etc.

Here’s an example of how audiences can vary widely, even within one organization:

You are developing software training for a large organization with a manufacturing facility.

Some of your learners are engineers who work in software development. They are technically savvy, work at a computer all day and are already familiar with the software you are training them on.

Meanwhile, your second audience is the workers from manufacturing facility. They work with machinery all day and barely use the computer. This will be their first time ever seeing this software.

You can already see that, even though these two audiences may need to be trained on the same software, very different approaches will be required for different audiences.

Here’s a list of 20 audience analysis questions to get you started.

General

  • Who is your primary audience?
  • Are there potential secondary audiences?

Demographics

  • What is the average age of the learner?
  • Are the learners mostly men, women, or an equal mix?
  • What is the educational background (high school diploma, PhD)?
  • What is their cultural background, race, ethnicity?

Knowledge & Experience

  • What is their level of work experience?
  • What is the reading level of the audience?
  • How much do they already know about the subject at hand?
  • What tone or attitude is appropriate for your audience?
  • How motivated are the learners?

 Technical

  • What hardware and software do the the learners have?
  • How technically savvy are the learners?
  • What resources do the learners have at their disposal?

Expectations

  • What level of participation can you expect?
  • What kind of syntax or writing style are your learners comfortable with?
  • Why are the learners taking the training?
  • What will the audience expect to learn?
  • What amount of time do learners have available to devote to training?
  • Do any of the learners have special needs or accessibility requirements?

If you know of any other audience analysis questions that I’ve missed, please leave a comment.

Infographic: Kirkpatrick’s 4 Levels of Evaluation

I have created a visual representation of Kirkpatrick’s Four Levels of Evaluation model, boiling it down to its’ most simple form.