¿Cómo se puede formar a los empleados en nuevos sistemas informáticos sin interrumpir su trabajo?

Consider implementing microlearning modules as part of your training strategy. Break down complex topics into bite-sized, focused segments that can be easily consumed by employees.

In my experience, when rolling out new IT systems, it's crucial to tailor training to each member's/teams specific needs. For example, your marketing team may only need basic training on a new CRM system for managing customer interactions, which could be covered in a few interactive sessions. In contrast, your IT staff would require in-depth technical training on the system's maintenance and troubleshooting, necessitating more comprehensive workshops. This approach ensures each team gets the necessary skills without being overwhelmed by irrelevant details, making the training efficient and engaging.

Evaluar las necesidades de formación de tu equipo es crucial para una correcta adopción de nuevas tecnologías. Cada persona tiene sus propias necesidades formativas y seria muy beneficios elaborar un plan de formación individualizado y personalizado que ayude a cada persona a entender esta nueva tecnología y sacarle el máximo partido posible.

Also I believe in as you dwell on finding the gap to bridge. Creating certainty pros of the new system. One should also prepare to train and retrain and create a evaluation criteria to ascertain that the training was worthwhile.

One thing to 100% make sure of is manager investment. As you assess how things are currently done, you need to consult with the people responsible and accountable for those employees. Training will rarely work without support and hype from senior leadership as well as day to day managers!

Incorporate scenario-based simulations into your training materials. These simulations replicate real-world IT situations and challenges that employees may encounter.

I've always believed in the importance of conducting market research and then tailoring the course/content to the results. For example, if you are thinking about launching an IT training course then contact a set audience (e.g. 100 people) and ask for their preference out of 4 delivery options - live webinar, recorded video (Loom), in-person workshop, in-person presentation. Once you have the data, tailor your course accordingly based on the results. It sounds simple but most solutions usually are!

Make sure there are multiple formats as well as easily accessible self-led material for after the initial training sessions. Users will want to refresh on essential steps potentially even months after the training depending on their roles.

Encourage peer learning networks within your organization. Employees can learn from each other by sharing their IT knowledge and experiences. This not only supplements formal training but also fosters a collaborative learning culture.

Identify low-activity periods within the workday to minimize disruption. Adopt a phased approach, introducing bite-sized training modules to prevent information overload. Leverage virtual training platforms for flexibility. This allows employees to engage at their convenience, fostering a self-paced learning environment. Ensure accessible resources, like video tutorials and FAQs, for ongoing support post-training. Consider employee preferences; some may thrive in hands-on workshops, while others prefer digital learning. Tailoring the training schedule to accommodate diverse learning styles enhances engagement without interrupting workflow. It's an art of synchronizing learning rhythms with operational cadences.

Scheduling training smartly means picking times when it won't disrupt work. Take Joe's Diner, for example. They needed to train their staff on a new cash register system. Instead of doing it during the lunchtime rush, they held short training sessions in the late afternoon when the diner was quiet. This way, the staff could learn without the stress of a busy diner, and customers still got great service during peak hours. It's all about finding that sweet spot where learning and work can coexist smoothly.

Firstly, encouraging a culture of knowledge sharing is key - members of a team can help disseminate useful knowledge or skills even if an entire team can't attend a training session. While you can schedule sessions with an understanding of team member's timings and availability, it's also crucial to provide options for people to 'catch up' or learn even if they had to miss any particular session. Recordings and further resources should be shared after any training session as a matter of course. Lastly, providing training resources that can be reviewed and completed in a stakeholder's own time is useful - a two-week window to complete a training makes it easier to find time than an hour-long session.

Elevate IT training success by actively seeking employee feedback. Employ tools like quizzes and surveys for assessment, but prioritise the insights from your team. If dissatisfaction surfaces or alternative methods are proposed, consider their input carefully. A balanced, collaborative approach ensures optimal outcomes in the implementation of new IT systems and training.

Establish KPIs to measure the effectiveness of the training program. Regularly assess employee feedback and performance metrics to identify areas for improvement. Integrate real-time monitoring tools into the training process. Track user engagement, progression, and identify potential roadblocks. This data-driven approach allows for swift adjustments, ensuring the training aligns seamlessly with daily tasks. Post-implementation, conduct comprehensive evaluations. Solicit feedback on the applicability of the training to job responsibilities. Analyze the impact on workflow efficiency. This transforms training into a dynamic process, evolving alongside the ever-changing IT landscape while preserving operational continuity.

Elevate IT training by establishing robust support mechanisms. Introduce a dedicated helpdesk or chat support for immediate issue resolution. Foster a culture of mentorship, encouraging seasoned employees to assist peers. Reinforce training through periodic workshops, Q&A sessions, and accessible resources. A strong support system not only alleviates disruptions but also embeds confidence, ensuring a seamless integration of new IT systems into daily workflows.

Remember usability is a feature if a system is 1/10th the price of its easy-to-use competition but costs 1000 times its own cost in mistakes it may be wise to invest in a more usable system. Support training by having usable systems and readable documentation.

Remember training goes both ways system experts and support people teach the organisation how to use a system. An organisation teaches its experts and supporting teams which processes are key and which systems they use to support them. If your technology teams don't know what the organisation does and how it does it the right priority may not be assigned to key systems.