What are the best practices and tips for facilitating and supporting user learning and retention?

Anyone who has ever worked with me has heard me say "I play chess!". I've played chess, or at least thought about the game in some way every day, for about 25 years. I started out playing in US Chess Federation (USCF) scholastic chess tournaments. I was terrible when I started! Imagine the guy who starts a company slack channel about #chess, and lost his first tournament game to the four move checkmate!!! To be fair, my opponent and I set up the King and Queen wrong, but the memory has stuck with me 😠😂 Chess is a game of learning, skill, determination, focus, achievement, truth, and much more, but it all relies on a framework of rules and best practices... I could go deep on this, but LinkedIn only gave me 750 words to work with 😁

Understand User Objectives: Identify what users aim to achieve with the ERP software. Assess Skill Levels: Determine users' current proficiency to tailor training accordingly. Address Challenges: Identify any hurdles users face and provide solutions. Tailor Training: Customize learning materials to match user needs and goals. Provide Ongoing Support: Offer continuous assistance and resources to reinforce learning. Collect Feedback: Regularly gather input to refine training and support strategies for better user retention.

When facilitating and supporting user learning and retention in ERP software, start by assessing user needs and goals with these best practices: Conduct Surveys and Interviews: Understand user needs and objectives. Define Learning Objectives: Align training with user roles and goals. Personalize Training: Tailor materials to skill levels and job functions. Use Interactive Methods: Engage users with hands-on exercises and simulations. Offer Ongoing Support: Provide continuous access to helpdesk, FAQs, and resources. Collect Feedback: Regularly gather and act on user feedback. Encourage Peer Learning: Create a community for users to share knowledge.

Integrate microlearning elements into the training program, delivering bite-sized content that aligns with the busy schedules and short attention spans of modern learners.

In summary, supporting user learning and retention involves creating an engaging, learner-focused environment with active participation, repetition, feedback, peer interaction, and the integration of modern educational tools. By implementing these best practices, you can optimize the learning experience and improve knowledge retention.

Acknowledge Experience: Respect users' prior knowledge. Relevance: Connect learning to their roles and goals. Engagement: Use interactive methods for active participation. Autonomy: Encourage self-directed learning paths. Feedback: Provide constructive feedback for improvement. Application: Focus on real-world practice and scenarios. Flexibility: Offer various learning formats for accessibility. Reinforcement: Use spaced repetition to reinforce key concepts.

To facilitate and support user learning and retention in ERP systems using adult learning principles: Relevance: Focus on real-world applications and practical tasks. Engagement: Use interactive, hands-on training. Self-Paced Learning: Provide flexible learning options like video tutorials and e-learning modules. Immediate Feedback: Offer quick feedback during training exercises. Peer Learning: Encourage knowledge sharing through forums and peer sessions. Reinforcement: Schedule regular refresher courses and provide ongoing support. Clarity: Develop clear, easy-to-understand training materials.

Provide access to on-demand learning resources that adult learners can easily access whenever they encounter specific challenges or tasks in their day-to-day work.

1.) Have something in writing... So they have some material to remember when you are gone. 2.) PowerPoint to keep your points and screenshots 3.) If you can record the video (audio is a little boring for a longer period) they can jump back to the moment that you did your magic.

With adult learning having buy in from the students as well as helping them to clearly understand the benefits of what they are doing is key to success! It is a bonus if there is a benefit tied to the training such as a bonus of some kind. You also want to make sure you incorporate visuals, audible instruction and even movement, if possible, to cover all learning styles! As closely as you can mimic how the students will be performing the task in their jobs you want to mimic that in your training to allow for recall to be greater when the day to use what they learned arrives.

Diverse Learning Content: Offer a mix of online courses, live sessions, webinars, and tutorials. Hands-On Practice: Encourage users to apply learning through exercises and simulations. Peer Learning Community: Create a space for users to share experiences and tips. Regular Assessments: Use quizzes and certifications to track progress. Personalized Paths: Tailor learning based on roles and preferences. Feedback Loop: Gather feedback to improve materials and adapt to user needs.

To facilitate and support user learning and retention using a blended learning approach, follow these best practices: Mix Online and In-Person Training: Use online modules for foundational knowledge and in-person sessions for practical application. Interactive Content: Incorporate videos, quizzes, and simulations to engage users. Continuous Support: Provide forums, help desks, and follow-up sessions for ongoing assistance. Peer Learning: Encourage users to share experiences and solutions. Track Progress: Monitor user progress and offer personalized feedback. Blended learning ensures comprehensive, flexible, and engaging training.

With busy working adults having a blended learning approach that allows for at least a portion of the learning to be self-passed is extremely beneficial. Having it available online so it can be worked on as time allows is key to allowing for optimal flexibility. As some individuals will prefer an in-person approach this should be offered as well but allowing for choice and buy-in from the participants will lead to greater engagement and ultimately learning success.

Integrate real-world application projects into the training curriculum to provide learners with hands-on experience and opportunities to apply their knowledge in practical scenarios.

Role based process training that has ERP touchpoints embedded as one of the process element will help build a mindset that ERP is part of the process rather than merely showcasing it as an IT application used for data entry and reporting. This helps to create a culture where ERP is considered part of the process and this kind of learning will help remember the E2E process that is embedded within the ERP and also the bigger picture how ERP helps across the value chain.

To monitor and measure user learning and retention in ERP software: Set Clear Learning Objectives: Define specific, measurable goals. Blended Learning: Combine online courses, hands-on training, and workshops. Analytics and Feedback: Track progress and gather feedback using surveys and quizzes. Continuous Assessment: Use quizzes and tests to regularly assess knowledge. Ongoing Support: Provide helpdesks, forums, and refresher courses for continuous support. These steps help ensure effective learning and retention in ERP implementations.

Regular assessments: Periodically check user understanding and retention levels. Feedback channels: Establish avenues for user feedback to improve continuously. Analytics usage: Utilize ERP software analytics for tracking engagement and pinpointing improvement areas. Diverse training formats: Offer different formats (videos, live sessions, etc.) to accommodate varied learning styles. Regular refreshers: Conduct periodic sessions to reinforce learning and sustain retention. These strategies ensure efficient monitoring and measurement of user learning and retention.

Monitoring adult learning involves pre-assessment, formative assessments, surveys, and observation. Retention tests and peer evaluation help measure the retention long term. Self-assessments encourage reflection and are powerful when coupled with learning analytics to track progress. Follow-up activities should be planned to reinforce learning. this should be paired with post-assessment evaluation to measures overall effectiveness. This comprehensive approach ensures impactful learning!

It’s crucial to keep track of how well users are absorbing and retaining information. I regularly use tools like post-training surveys, quizzes, and practical assessments to measure understanding. One tip: don’t just focus on what’s easy to measure. Dive deeper into how users are applying what they’ve learned in their roles. This will give you a clearer picture of the training’s effectiveness.

Interactive Training: Hands-on sessions for real-time practice. Reinforcement: Provide ongoing support like job aids. Customized Learning Paths: Tailor training to user roles. Feedback Mechanisms: Encourage continuous improvement. Continuous Learning Culture: Foster ongoing curiosity. Peer Learning: Encourage knowledge sharing. Measurement: Regularly assess learning outcomes.

To support user learning transfer and application in ERP software, consider these best practices: Blended Learning: Use a mix of online training, hands-on workshops, and real-time support. Interactive Training: Incorporate simulations and quizzes to engage users. Continuous Updates: Offer regular refresher courses and updates on new features. On-the-Job Support: Provide real-time help through chatbots or a dedicated help desk. Mentorship: Pair new users with experienced mentors for personalized guidance. Feedback: Collect and act on user feedback to improve training programs. These strategies will enhance learning retention and practical application of ERP systems.

To accomplish learning transfer and application one should set out to encourage active participation through discussions and hands-on activities while fostering reflection to deepen understanding through open discussions. It is best to break down complex concepts into manageable chunks while reinforcing key ideas through spaced repetition and practice exercises. Make sure there is a supportive environment that encourages experimentation and collaboration, while allowing for constructive feedback. Set clear, achievable goals for learners and follow up with reinforcement in the future to support to sustain learning over time. These future opportunities should tie directly into the workplace to bridge the gap training and practice.

To ensure a smoother learning curve in using ERP systems such as SAP S4/Hana, use a digital adoption platform that provides: Engaging content, such as GIFs, AI videos and step-by-step guides. It helps users grasp complex concepts easily and improves retention. Ongoing real-time support that offers immediate assistance within users’ workflows, reducing frustration and downtime. Contextual support to enhance user experience by providing task-specific guidance that adapts based on the user’s current context, boosting efficiency and user confidence in navigating the ERP system effectively.

Learning doesn’t stop when the training session ends. Encourage users to apply what they’ve learned by creating opportunities for practice. In my experience, setting up small projects or challenges related to the training content works well. Additionally, offering ongoing support, like Q&A sessions or a dedicated Slack channel, can make a huge difference in helping users confidently apply their new skills.

Remember, facilitating learning is as much about connection as it is about content. I’ve noticed that when I take the time to check in with my team or clients personally—whether it’s a quick message to see how they’re doing or a follow-up call—it builds trust and makes the learning experience more impactful. People are more likely to retain and apply what they’ve learned when they feel supported and valued.