All training, to be effective, has to reflect the real world work employees will be doing after the training. If you ever attended a Vested Outsourcing class with Kate Vitasek, we do something called Real Play. This is where the exercises are the actual work the employees will be doing when they leave. For instance, we discuss the importance of a stakeholder analysis, and then have a session where they start creating their analysis. They don't finish it, but get to see how the process works, and then they get to ask questions before continuing. Having scenarios mapped specifically to the employees work will assist in retention. Second, having short (2-3 minutes at the most) videos or FAQs on most common questions would be helpful.

We find that you improve system adoption and training outcomes if you just don't relegate to end at go live. Having training early on helps outcomes. Askills audit to determine the maturity of technology consumption is critical to inform training strategy. You may be surprised that the end-user may sometimes benefit from basic Windows skills before consuming more complex platforms. Also, it helps you to do over-the-shoulder training, and the user gets comfortable with the system from the get-go. Just before go-live, introducing end-user training with live scenarios becomes palatable. Encourage super users to take on deep-dive training that most software vendors like SAP will have. These come with globally accredited certification.

"I love the errors" is something you should create a mindset in the trainees you are training. The reason being the more numbers of errors or bugs you know in the ERP System, the more number of business flows and processes you have mapped with the features of the ERP System. The less number of business flows leads to a Vanilla implementation with standard practices. But the errors and bugs identified during the training leads to an complex implementation with highest number of features being enabled or configured. To ensure the training is effective, engage the trainees in a way to evaluate the same function with different industry. You are done - you will see the challenge to the ERP System you are training them.

Engaging every team member in ERP training requires tailored methods. Start by knowing their roles - a sales rep and an accountant need different approaches. Use real-life examples from their daily tasks, like showing how the ERP simplifies stock tracking for a storekeeper. Encourage questions and address concerns openly, like, “What if this process delays my work?” Include hands-on practice. For instance, let them create a sample invoice themselves. Finally, celebrate small wins - "Look, you just automated a task!” keeps motivation high.

Destacada as diferenças, em que "Treinamento" foca no imediato, enquanto o "Desenvolvimento" prepara para desafios contínuos e futuros. Para liderar treinamentos de ERP eficazes, é essencial planejamento estratégico e adaptação do conteúdo ao perfil dos participantes e demandas organizacionais, promovendo engajamento e aprendizagem significativa. Estratégias como discussões, atividades colaborativas e simulações práticas conectam o aprendizado à realidade. As formações devem ter fundamentação teórica e prática, utilizando métodos consolidados e evitando abordagens superficiais, garantindo consistência e resultados alinhados às necessidades reais. Reforço contínuo, revisões e suporte pós-treinamento asseguram a aplicação eficaz do ERP.