Posted by Shannon Holloway on Tue, Jul 13, 2010 @ 12:37 PM
There is an ocean of theories out there swimming around the topic of adult learning. Most are centered on the idea that adults learn differently because they come equipped with life experiences that children do not have. Where sometimes pre-conceived ideas and theories can make learning new things more difficult, if used correctly, real life experience can immensely enhance and accelerate the learning process. You CAN teach an old dog new tricks!
When training ERP software users, you don't often find yourself in a room full of children. Therefore, it's not important, in my situation, to understand the differences. What is important is knowing what works and what doesn't work when teaching adults; and during my career I have made plenty of observations on just this topic. Of course, everyone learns a little differently than the guy next to them. From a trainer's standpoint, this is why it is important to incorporate several different learning styles into a class. At IQMS, we ensure that class participants have the opportunity to hear, see, read, and do whenever possible. We also believe in repetition. Whether it be internal students going through our extensive employee 90-day training program or customers attending one of our training classes, the more times and the more ways we can present a topic, the more likely they are to retain the information. We also try to make use of the student's life experience and life situation whenever possible. When preparing to teach an implementation class for new customers, our trainers spend time learning about each customer's business; which allows the trainer to relate the class topics to processes the student is already familiar with. Many of our training classes are taught using the customer's data, which greatly accelerates learning because students are dealing with the part numbers they already know or the chart of accounts that they work with every day.
When attending a class of any kind, there are also several things the student can do to ensure maximum knowledge retention. First, do some research. Ask questions of the organization providing the training. Will the class be hands-on? Will you have the opportunity to "do" what you are being taught or only observe? Ask if there is any pre-class reading or labs you can do now, to better prepare for the class.
Second, prepare ahead of time. Review the class agenda and any pre-requisites as soon as possible before the class. This will ensure that your expectations and the class content are in line (so reviewing it in your hotel room the morning of the class is going to be too late). Do some reading and get hands-on experience before you head to class. When it comes to software training, at least get in to the system and move around, become familiar with basic navigation.
During class, give learning your undivided attention. Make use of all the tools available in the classroom, including the trainer. Ask questions! Even if you think that you are the only one with the question, ask it anyway. When a topic seems easy and you feel like you understand completely, fight the urge to skip the lab or pass over the exercise. You won't know that you have it, until you try to do it yourself; and what a better time to find out than when you have the trainer there to help.
We have a funny saying around here that is, "Training is over, now the learning begins!". While you may have gained a mass amount of knowledge in class, the true test of learning comes when you start to apply that knowledge. The key to applying what you learned in class, is to do it quickly. The more you do while the knowledge is fresh in your mind, the greater the benefit of class will be to you and your organization.
Posted by Shannon Holloway on Fri, Jun 04, 2010 @ 06:43 AM
I had an interesting conversation today with a few members of our technical support and training staff. The discussion was sparked by a comment from the trainer in the group. She was thinking back to all of the EnterpriseIQ Software classes she has taught that include our Capable to Promise module. She says that without fail when she teaches this module, jaws hang open and someone in the group asks how they get that module and how much does it cost. When they learn that it is already part of the core product that they own, and has been for years, they can't wait to get back and start using it. One of the support technicians chimed in that he had two calls just today from customers asking for features that already exist in the EnterpriseIQ software. The users just didn't know they were there.
On one side, these are great moments. Our staff loves the opportunity to help users learn what features and functionality they already have available to them and to teach them how the software will benefit them and make their job easier. However, on the flip side, this leaves me with the concern about those customers that aren't calling support or aren't coming to training. What features are going unused? What cumbersome workarounds have been devised by unknowing users when the perfect solution lies, unnoticed, right under their nose?
It reminds me of a time (many years ago) when I couldn't wait for the latest cell phone to come out. I don't remember the exact feature I was waiting for, but what I do remember is that about two months after I had purchased it, I learned that my previous cell phone would do the same thing. I used my phone the same way I always had. I was only familiar with the basic features I used each day. I never thought to look for anything more.
So whether you are using EnterpriseIQ by IQMS or a different ERP software package, it is important to find ways to constantly stay apprised of the latest features. Check with your software provider to determine what they offer to faciliate learning new functionality. IQMS offers many tools to help users stay up to date. Aside from our standard offering of training courses on multiple topics and standard documentation, users can also review release specific "What's Changed" documents, attend release specific virtual training sessions (VTC), or even participate in the on-line community for Software Change Requests where you can learn about and give feedback on changes before and as their happening.
What's Changed documentation is shipped with each update or can be viewed in advance on our website. Enhancement VTC sessions are performed by a live trainer with student interaction and are free of charge. Users merely contact the training department to sign up. Community Server requires registering as a user and from there you can choose to merely browse requests and review approved changes, submit your own change requests, or comment and vote on changes requested by others. So the moral of the story is to know what you have, use the tools available to you, and don't spend $300 to upgrade your cell phone unnecessarily.
Posted by Shannon Holloway on Fri, May 21, 2010 @ 12:24 PM
I watched the new Alice in Wonderland movie a couple weeks back. It was very entertaining and, in a strange way, educational as well. (Spoiler warning - if you haven't seen it, I mention some details below that you may not want to know.) After the 3D excitement was over and I was driving the 7 miles home from the theater, it struck me how many similarities there are between Alice's journey and the journey of ERP software implementation. I know, a bizarre analogy, but this is how my mind works sometimes.
The parallel that stood out most was the mental voyage that Alice took within herself. She started completely in the dark with no understanding of why she was there or where she was going. If you are part of a newly appointed team who has been given the task to implement a new ERP software package, you may feel the same way and the quote, "If you don't know where you're going, any road will take you there" might come to mind. Just as Alice has the White Rabbit, the Mad Hatter, and many others to show her the way and help her along, it is the job of the software provider to be the guiding influence to ensure a successful implementation. From your sales person, to your implementation expert, along with trainers and technical support specialists, you should have a team of experts to help you along the way as well. This starts by providing a picture of where success will take you. Stephen R. Covey said it well when he advised us to "Begin with the end in mind". (The 7 Habits of Highly Effective People) It is important for everyone in the organization to see how a successful implementation will benefit the company, their customers, and themselves.
Once Alice understood why she had been brought back to Wonderland and the large task that lay in front her, she was a bit overwhelmed. Her exact words were, "This is impossible". To that, the Mad Hatter replied, "Only if you believe it is". Even with that advice and all of the other help she was given, Alice was still unsure. She continued to search for a "Plan B", a safety net that would prevent her from having to take the risk she was so determined to avoid. During an implementation, it is very easy to try and hold on to "what we've always done". It is important for everyone involved to understand why the status quo is no longer good enough and that going back is not an option. This leaves the only means of success to be moving forward.
It wasn't until Alice looked at all that was at stake that she realized that failure wasn't an option. It was then that she threw away her safety net and made the decision to be the champion that everyone else knew she was. Whether you are the implementation project leader, a member of the implementation team, or an end user learning the new software for the first time, decide to be the champion. Look back only to find the starting point where improvement begins. Look forward to find understanding, possibility, and ultimately success.
Posted by Shannon Holloway on Tue, Mar 16, 2010 @ 09:56 AM
Now, more than ever, manufacturing companies are reviewing their budgets to identify areas where cuts can be made. All too often, employee training is among the expenses that fall "below the red line". However, those that consider training an investment, rather than an expense, realize that now is the time to develop employees and prepare for growth and better times to come. This is especially true when cuts have included personnel layoffs where remaining employees need the tools and knowledge necessary to efficiently do their job and take on new tasks as well.
Whether you are considering ERP software training or some other type of employee development, it is imperative that you review all available training options to ensure that your company is getting the most return on investment. The key points to consider are as simple as remembering the Five Ws: "What, When, Why, Where, & Who".
WHAT type of training is needed? Identify areas in the organization where process improvements can be made or where employees can benefit from improved skills. Regardless of whether your HR staff needs to get up to speed on the latest tax laws or learn about the additional features of their HR software; or if your warehouse staff needs to learn how to better utilize their WMS software package, outlining the specific challenges is the first step.
WHEN should training training be taken? Some needs are more immediate than others; while other types of training are best suited for specific times of the year. Make sure to consider, not only when the training is available, but also look at what times work best for the employees involved. For example, planning a five day training class for your accounting staff at the end of the fiscal year, probably isn't the best choice. Some training classes are offered on a pre-defined schedule, while others are flexible to your needs. If you don't see what you are looking for, WHEN you need it, don't be afraid to ask. Often times, companies are willing to move things around to meet your needs whenever possible.
WHY is training needed? You've already decided what areas need improvement. The next question is to determine what you are trying to achieve with the additional training. Is it improved processes, skill development, software knowledge, etc? Once you have determined your training needs and expectations, review the available course descriptions and agendas to find the classes that best suit your needs. When available, request to speak to a trainer that teaches the course to discuss your expectations and ensure your needs will be met by the class. A small amount of preparation up front can prevent wasted training dollars.
WHERE is training offered? In this day and age, "where" can be a physical location such as a training facility, your own facility where a trainer comes to you, or a virtual location where you are connecting to a live or pre-recorded training session via the web. Each "location" has pros and cons that must be weighed to identify what best suits the needs of your organization.
WHO should attend the training? Particular care should be taken when answering this question. Choosing the correct personnel to invest in, is critical. First, make sure to choose people who share information well. Using a "train the trainer" concept to develop internal experts can help lower costs and free up training dollars to be used elsewhere in the organization. Other things to consider are the expected longevity of the employee, displayed aptitude with current responsibilities, eagerness to learn and grow, and availability, just to name a few.
Overall, investing in your employee's continuing education will give them the confidence and knowledge to perform tasks more efficiently and effectively. Ultimately, the payoff can be seen internally with improved productivity and morale and can also reach outward to improved customer relationships and customer perception.
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