Planned Training sessions for an ERP implementation
Align training with change management strategy

The first step to a new implementation or upgrade is to ensure that you make training and frequent communications a top priority. ERP changes can be emotional and political. All aspects of structural, strategies and processes should be taken into account. The bottom line is that people resent change. An ERP implementation will affect many teams across your company. While new system streamlines daily tasks and processes, people tend to resist change and they will not be open to significant changes to their daily workloads. 

Including change management as a part of your ERP implementation strategy will accelerate adoption and reduce risks. Add to this a well-executed training plan, and you'll ease the transition process for impacted teams, making them more likely to embrace new processes. 

Deliver role and process-based training.

Employees in all roles are affected by an ERP implementation and will require training to understand the software fundamentals and the organizational benefits it will provide. 

For the training to be truly effective, it's essential that users also be trained on the functions and processes relevant to their individual roles. This means that planning for organization-wide training will be needed. Plan to train everyone from top to bottom including executive and management teams, IT project teams, functional users and end users. The best approach for knowledge transfer is to train super users. These users should be management and can include fast learners. The super users can then train the end-users and will mean that the knowledge is transferred to management in the company instead of a third party implementation consultant.

ERP Training Budget

Plan to roll out the training to all employees. The training budget will depend on strategy but to be sure to allocate sufficient budget for internal training and ensure that the users have the time to spend on training besides their every day job. The implementation partner will plan training but in addition, consider the following internal planning:

  • Who will coordinate the training?
  • How much training will be done by the external partner?
  • How much content will be developed?
  • How do you plan to roll-out the training
  • What is the time-line?
  • Is this time-line realistic?
How much training is needed?

Effective training is more than an IT milestone. It is an ongoing process which includes training workshops, and 'how to' training sessions throughout the lifecycle of the implementation.

Your employees will still have a full-time job to do and it is important to allow additional time for training and to ensure that they deliver the different tasks to complete using the new ERP software. One training session will not be sufficient to retain all of the critical information and it is imperativeto understand that going forward, users will need to keep up with changes and new product releases. 

Let the implementation partner help you with the training plan

Training plans do not only cover system related topics but also revised business processes. They take into consideration the business processes and employee training needs. ERP consultants can assist with guiding employees at all levels of the organisation through new functions and processes. The consultant can help assist in building an internal training strategy.