3 strategies for tech training (page 3)
-- Logistics Management, 3/1/2005
Page 3 of 3
It's wise to begin training well before a system goes live so users can experiment with it beforehand, says Heim. But training too far in advance means workers may not retain what they learn, he adds. "Too often we see companies either shortchange that early training or train too far in advance, leaving a gap. The key is to do this as close to the live event as possible."
Continue the Education
Education shouldn't stop just because initial training is finished and a system is up and running smoothly, says Rod Strata, vice president and general manager at software vendor Manugistics in Rockville, Md. Strata recommends conducting post-training assessments at intervals of six months and one year after installation to ensure that employees are not only using the system correctly, but are also maximizing its features and benefits.
"There's always an initial energy and newness to the system, when everyone is onboard and ready to go. But once workers get used to it and everything becomes second nature, the training stops," says Dixon. "It's a good idea to update super-users on a regular basis to gain a broader understanding of what the software does, and get a fresh, new set of eyes on features that you didn't even know about."
Pros and Cons of the top three training strategies
| PROS | CONS | |
| 1 Training conducted by the software vendor, either on- or off-site | · Knows the application better than anyone else | · May not know the user's business and its specific industry very well |
| · Can make last-minute changes/adjustments to the program that may help workers better use the system | · Will only have a surface knowledge of the company's goals, mission, and strategy as it relates to software implementations | |
| 2 Training employees who then train the rest of the staff | · Trainer knows his or her trainees, and is familiar with the corporate culture | · Person chosen may be good employee, but not a good trainer |
| · Can lead by example for other employees who may not be sure about their ability to learn the new system | · If company doesn't train enough trainers, there may not be enough instructors to meet demand | |
| 3 Hiring an outside consultant or integrator | · A good one will possess a broad range of application knowledge across many programs | · Can be an expensive proposition |
| · Trainer may also have broad industry knowledge, having worked successfully with different companies in the past | · Trainer may lack the application and/or industry knowledge necessary for a successful experience |
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