The demand for ERP training is soaring, but one of the most prominent obstacles while creating such training to support an implementation or a change management program is the classification of system roles and how they are mapped to business roles and responsibilities within an organization.
For this reason, ERP and technical teams trainer Fudgelearn suggests that it is important for the training team to firstly determine who the training is exactly targeted at and what their needs are. Otherwise, proceeding without the required depth of information, a successful training analysis can’t be conducted and it may diminish the impact when developing and delivering the training to end users.
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Once this is identified, the training team then needs to align the “who” and the “what” to create learning paths. This can be done according to the following steps:
- System Role
ERP and HCM systems have predefined system roles, each with distinct responsibilities within the operational processes. These roles are designed with considerations like access permissions and there exists a hierarchical structure of duties within these roles that must be clearly understood.
- Business Role
Once the system roles and access needs are established, they are aligned with defined business roles and responsibilities, such as accounts payable clerk or procurement manager. By understanding how these business roles integrate into the organizational framework, the training team can determine who requires training in specific business processes, system use and related responsibilities.
- Activities (process)
It’s essential to grasp the activities associated with each business role, with many of these details emerging during the testing phase. These activities are then aligned with business processes and policies, clarified and measured against system processes. It is crucial that testing is completed, system process issues are resolved and any discrepancies are addressed before finalizing training materials and completing learning paths.
- Learning Paths
Each set of roles is assigned specific training courses, ensuring new users know which courses they must complete to perform their roles effectively. These courses form the learning path for each role. The learning path is then organized and documented using various platforms such as LMS (Learning Management System), LXP (Learning Experience Platform), Intranet or a shared system like SharePoint.
As the learning path includes various training materials and events such as e-learning modules, quick reference guides, training videos, job aids or instructor-led sessions, a one-size-fits-all approach is not the answer. But just like quality targeted training can make all the difference to organizations, its content and angle must be carefully determined to deliver the best value.
