Our training approach has been designed to achieve the following specific objectives:
- Teach users the new tools, systems and procedures of the Project implementation
- Communicate new benefits and efficiencies
- Deliver training at the time of need and in the correct format
- Provide training that is relevant and appropriate to the audience
- Design training that is uniform in style across courses
- Provide a variety of training delivery mechanisms, each customized to the specific skills and knowledge being taught
- Develop content and delivery mechanisms that are synchronized with Kabeer Work’s current approach
- Build a modularized curriculum that provides active, hands-on practice
- Provide flexible performance support resources and encourage their use
- Identify opportunities for personnel and training infrastructure improvements that can enable a smoother transition to the SAP functionality and processes; advocate for change where necessary.
- Develop an approach that is forward-looking, one that works in concert with other current initiative training development efforts to anticipate and guide future training standards at Kabeer.
Kabeer provides a high level approach for training design, development and delivery. However, this approach may change as the project detailed design is finalized.
Corporate Training Approach Overview:
The training curriculum will be developed using a structured approach that includes the following high-level process and deliverables:
During the Training Preparation phase, high-level plans and methodology overviews are developed and delivered to the project team. This information is used as input to the Training Design and Development efforts.
Deliverables include: Training Approach and Strategy document, Training Methodology presentation and Training Templates.
Training design includes the definition of the training curriculum for each impacted audience group as well as identifies the high level requirements for Training Delivery.
Deliverables may include: Performance Support Plan, Training Environment Requirements, Training Needs Analysis, Training Course Outlines, Training Development Schedule and Training Metrics.
Training Development incorporates the deliverables created during Training Design and other inputs to develop the training and performance support materials (training manuals, job aids, etc.). The Training Development effort also includes dedicated time to manage the sign off and review process, quality assurance checkpoints and organization of training-related logistics. The Training team will manage the development of end user training materials by working closely with the Subject Matter Experts (SME’s) and project team to understand the users’ needs and system functionality.
Deliverables may include: Completed Training Materials (user manuals, job aids, etc.), Functional Training Environment, Training Assessment Strategy, Preparation for Functional Trainers, and Workshop and Business Simulation Materials.
Training Delivery focuses on finalizing all training related logistics required to smoothly conduct training, deliver the courses to the users and continue post-implementation support.
DELIVERABLES MAY INCLUDE:
Training Delivery Schedule, Access to the SAP Basic Navigation Computer Based Training (CBT), Course Evaluations, Delivery of Instructor-Led Training, Business Simulations, and Workshops.
Corporate Training Approach:
Recommended Delivery Approach:Our recommendation involves a blended approach that includes the following elements:
All employees who are not familiar with Microsoft Windows will be required to attend a training class either at a third-party training vendor or on-site. This is a pre-requisite for using SAP.
CBT FOR ALL SAP-IMPACTED EMPLOYEES
All employees impacted by SAP must start their SAP training using RWD’s Basic Navigation CBT. It provides the student with basic SAP skills and concepts that must be mastered before the student attends Instructor –Led Training.
INSTRUCTOR-LED TRAINING (ILT)
ILT will be used to share high-level concepts and system navigation tips. ILT will also train users how to use online help and the reference tools to troubleshoot and solve their own problems. This training can be delivered to audiences of moderate size (8-10 max). ILT will be used for Process and Transactional Training, which takes place in the classroom and could extend over multiple sessions. SME’s will support these sessions.
Since the training audiences are segmented and need to learn differentiated skills, a portion of Project training will occur via coaching. Training team members and/or project team resources will be leveraged as learning coaches who will work to teach functional skills to small groups of participants.
ILT provides students with exposure to the new business processes and experience with the SAP transactions that will enable them to perform their job responsibilities. Business Simulations, a great success during Phase I, provide the users with an environment in which they can use the skills learned in ILT and work with other Kabeers departments to solve day-in-the-life scenarios. Business Simulations are used to ascertain the end user community’s absorption of the new processes, and if/what additional training should be conducted before Go-Live.
Workshops are the final mechanism used to provide end users with additional, focused training. Once Business Simulations are conducted, the Training team can gauge which procedures must be reinforced in training. The Training team can schedule workshops to be delivered to small groups using the materials available in the training manuals. Workshops are also used as an avenue to disseminate process or transactional changes that have occurred since the ILT.
Corporate Training Delivery Methods
The Project implementation will require varying amounts of training across a diverse population of end users. Some users will have extremely modest training needs, while others will require detailed knowledge and skills. In order to accomplish these various goals, a variety of training delivery methods will be considered. A combination of the following training methods may be employed:
SAP BASIC NAVIGATION CBT
All employees that will use SAP functionality must start their training path using RWD’s Basic Navigation CBT. It provides the student with exposure to basic SAP skills and concepts that must be mastered before the student attends ILT. At the end of the CBT, there exists a certification exam that each student must pass before attending ILT.
|SAP Basic Navigation CBT||
The course outlines provide a high level description of the training courses. The course outlines provide a high level description of the training courses.
|Course Outline||Contains the following:
INSTRUCTOR-LED TRAINING (ILT)
With ILT, computer and paper-based materials are developed and discussed in class. The class includes content presentations, instructor demonstrations, discussions and activities. A training database (essentially a copy or “instance” of the actual SAP system) offers users hands-on system practice during the course activities. ILT focuses on general SAP concepts, navigation and new business procedures. It also provides users access to online help tools and job aids. ILT will cover mission-critical activities that participants are most likely to perform and use immediately after Go-Live. Instructors discuss these critical activities and participants work through related exercises.
|ILT||Led by trainers and supported by SME’s:
TRAINING DATABASE (SUPPORTS CLASSROOM TRAINING)
The training database enhances training development and delivery and allows participants to practice activities in a safe environment. The training database is populated with realistic data (master data, mock customers and vendors) and used as a testing environment during the Training Development process. The training database will be used to facilitate ILT exercises, Business Simulations and Workshops.
|Training Database||Contains the following:
Coaching is an appropriate training method for small audiences with “specialized” skills, straightforward process changes and follow-up training. In these situations, it is not necessary to develop numerous formal training materials. Instead, specific objectives are outlined, and an expert works with users to explain and demonstrate important job-related tasks. Users then practice or demonstrate the new skills and are provided with feedback. Coaching can occur in a testing, training or live environment, before and after implementation.
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