THE ERP training strategy has two objectives - the transfer of knowledge from the vendor's personnel and external consultants to the organization's key personnel and the dissemination of this knowledge through the organization. More precisely, the learning objectives establish what the learner should be able to do as a result of the training. Knowledge may be sought, particularly if related to operational best practices.
A training strategy can be developed defining the training policy and outlining the training program. Each steam will be identified and outlined in terms of the above stages. The strategy will provide an overview of the training objectives, identifying the people involved, the different streams and the content of each steam, organized into courses and sessions.
A plan will provide an overview of where, when and how the training will be delivered. Preliminary consideration will be given to the assessment of the learners. How can other knowledge and skill competencies be assessed? Furthermore, consideration is given to the effectiveness of the training and how this is assessed. The resultant strategy provides a framework within which to go about the training activity.
If the company accepts the strategy, it can be implemented. If the strategy is not accepted then it needs to be reviewed. A core issue is the company's commitment to training. The right balance needs to be struck between getting the training right and the training being cost-effective.
The executive committee need to have sufficient understanding of what is involved in an implementation project so that they appreciate the potential problems and are able to give the commitment and support that is required.
The members of the project team need to develop such knowledge and skills that will enable them to establish how to best use the functionality for the operation and maintenance phase. Since the members of the project team will become the trainers of other employees, they need to develop the skill to be able to formulate and deliver a training course.
The users need to have the skill for using the functionality relevant to their roles. They should understand the basic concepts of ERP and also how to perform the day-to-day activities in the ERP system. Others who require training include managers, who should have at least an appreciation of what the system does. Ideally, the project manager should have a good understanding o fall aspects of the system so that he can be effective in dealing with any issues raised.
A select number of people will require more specific technical training so that they can design databases, write scripts, manage users, generate reports and query the database for specific requirements.
The system administrators need to be able to setup the system and then maintain it. They will require knowledge about how to handle system security and deal with technical problems. They will need to develop a level of understanding of the functionality so that, at some stage after implementation when the project team is disbanded, they are able to manage the system smoothly.
Additionally, over the period it can be expected that the ERP tool will evolve to some degree along with the company and projects that it serves. From time to time it may be necessary to conduct additional training sessions to keep everyone abreast of the changes that have been implemented.
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