The Forgotten Ones "The Three Overlooked Areas of a Project"
Written by Jeff Geiger, Duane Brown, and Tommi Himmel
Testing
Stress Testing
All Scenarios
End-to-End
Integration with other products/software
Integration with non-system procedures
Reporting
Are all reports useful?
Can requirements be consolidated?
Executive Dashboard -
What is needed?
How often?
How do executive use this information?
Training
Or
Training to Win
Objective of Training to Win
Confident, Knowledgeable end users who:
Embrace the change
Are not afraid of the new system
Have demonstrated competency in it
Accept ownership in the success of the implementation
Ongoing, will achieve advanced proficiency levels post go-live
How to Achieve Training to Win
Manage the change
Set standards:
For Training
For Training Documentation
For Procedural Documentation
Have users demonstrate knowledge of system and procedures
Make Your Plan
Define and Commit to “Success”
What will it look like in your organization?
Define Methos of Communication
How will change issues and training be communicated?
Define Resources
Who will train?
Define Measurement Requirements
What metrics are needed for management and training validation?
Define Maintenance
How to keep the spirit alive?
Define and Commit to Success
Definition:
Confident, knowledgeable end users who:
Embrace the change
Are not afraid of the new system
Have demonstrated competency in it
Accept ownership in the success of the implementation
Ongoing, will achieve advanced proficiency levels post go-live
Commitment:
Commit to achieving what you defined as success
Methods of Communication
How will we communicate change?
Rumor Mill?
Disgruntled/unhappy supervisors?
Planned information releases with full management support?
How will we train?
Computer Based Training
Classroom style with instructors?
“Cascade” style?
Distribute manuals and hope they “get it?”
Practice laboratory
Resources - Who Will Train
Contract Trainers?
Professionals in training development / delivery and adult learning concepts
Responsible to do the knowledge transfer and validate student competency
Internal Trainers?
Company has existing training program w? dedicated trainers
Implementation Team members and / or super users train as “additional duty”
Measuring Success
What should we measure?
Total training hours @ an average Dollar value?
Total number of classes?
total attendees for each class?
High scores on students’ evaluations of trainers?
Number of student competency demos?
High frequency of student demos?
Total cost of training?
Why???
Maintain the Success
How to keep the spirit alive?
Commitment. Or continuing to do the thing you have promised to do, long after the spirit in which you promised it has left you
Continue to grow a “learning” organization
When you’re green, you’re growing; but what happens when you’re ripe,?
Prevent stagnation
Encourage curiosity about additional improvements and best uses of ERP - continue to learn and grow
Review & Wrap-Up
Remember to Incorporate Reporting, Testing & Training into Early Planning
Use the Three Tenents of Training
Manage Change
Set Training Standards
Require Employees to Demonstrate Competency
Define:
Success & Commitment
Methods of Communication
Resources for Training Delivery
Measure of Success
Maintenance of Learning Environment