ERP Archives

March 20, 2023

Five top user issues when implementing ERP

Five top user issues when implementing ERP Editor Businesses that use Enterprise Resource Planning (ERP) software perform more efficiently as ERP enables companies to save time and streamline everyday tasks with the help of automation, where multiple processes are consolidated on one platform. While it certainly has the potential to add real business value through optimised operations, implementing an ERP system can be a complex and challenging process. It generally takes time for all stakeholders to get onto the same page when migrating to an ERP platform. Since most changes happen simultaneously, this creates a steep learning curve for users. Below are the five top user issues encountered when implementing an ERP system and some tips for avoiding them. 1. ERP requires investment in training and engagement Communication is key. If users are left in the dark about new processes related to ERP implementation, it is likely that some will be confused about what to do and how to optimise their time using the new software. From the initial discussion to its final usage, the effective running of ERP must include clear communication with employees. ERP is a big undertaking and it is easy to forget that your employees are the key to its success. One of the main functions of an ERP system is to assist staff in performing their jobs. Therefore, it is essential that they understand what it is and how to use it properly. Can!do supports businesses using several proven methodologies. For example, guiding employees with blended learning materials empowers them to learn the ropes in a thorough and efficient manner. Every employee should have access to support during the transition period. Company environments differ the world over, so it is vital that support is adequately specialised. Can!do understands this and offers customised support tools to ensure each user learns to perform and complete their daily tasks on the new system, through practice and offering a range of training resources. 2. Employee buy-in is critical for ERP success Employee buy-in is another important factor that can affect the successful implementation of an ERP system. While buy-in from senior executives is essential, getting all teams on board early on can determine the long-term effectiveness of the ERP. When implementing new technologies, such as ERP software, it is necessary to take everyone along on the journey through proper change management. Obtaining buy is an important part of change management. Engaging with employees in this way fosters a culture of higher acceptance, curiosity and a willingness to try new things. Higher engagement ultimately means a higher return on investment in the ERP system. 3. ERP requires appropriate change management ERP implementations involve changes to business processes, organisational structure and IT systems. This can be highly disruptive to the organisational status quo and day-to-day operations. Change management is critical to the success of an ERP project because it helps to control the impact of these changes on employees, processes and systems. According to Jack Welch, former CEO of General Electric, “an organisation’s ability to learn, and translate that learning into action rapidly, is the ultimate competitive advantage.” Agile organisations can quickly adapt to changing market conditions and customer needs, allowing them to stay ahead of their competition. With this agility, organisations can innovate faster, respond to challenges more effectively, and deliver greater value to their customers. ERP systems support business agility, but because they disrupt the existing status quo, the implementation of this system requires careful change management. Change management involves preparing, supporting and guiding users through a planned change initiative, such as an ERP implementation. With around three decades of experience in user adoption, Can!do offers change management for large-scale ERP implementations to prepare, support and guide you through this change. 4. End users experience poor integration during ERP implementation As with any project, successful implementation of an ERP system requires careful planning. During this planning stage, it is vital to screen and earmark all aspects of the business to ensure that one system includes accounting, payroll and customer relationship management (CRM) software. Successful integration between all these different systems allows employees to collaborate more efficiently across departments. It has the potential to radically improve individual and team performance. If proper planning does not happen before installing new software, then daily operations won’t run smoothly after implementation. Being able to integrate with legacy systems is also key to the success of ERP implementation. 5. ERP needs careful monitoring Without appropriate feedback mechanisms, it is impossible to track the progress of the ERP implementation. The first step to getting feedback from users is to engage with them – in person, over the phone or via email. Both formal and informal engagement with users can be used to evaluate the effectiveness and user uptake. Catching problems when they are small and manageable saves time and effort. Businesses should set up an ERP system that allows users to give regular feedback. This should be in place throughout the implementation process, allowing issues to be identified and resolved early on. As entrepreneur Jim Rohn said; “You cannot change your destination overnight, but you can change your direction overnight.” The best way to avoid user issues with ERP implementations is by engaging employees early on in the process and being transparent about what they can expect. Most importantly, organisations need to set clear goals on how ERP technology can support them. South African enterprises, in particular, can benefit from an ERP system due to the data-intensive nature of present-day business. Large organisations can harness the power of ERP software to simplify and speed up business processes. For more information about our services, please contact us today. ___ Can!do works with large enterprises in South Africa to maximise the value of their employees, technology and business processes. To do this, we offer three fundamental services; change management, capability development and performance optimisation. We have 30 years of experience in these fields and have worked with leading companies in South Africa. We are a certified...

by Editor

February 2, 2023

News

Can!do will facilitate your capability development strategy

Can!do will facilitate your capability development strategy Editor Can!do is a leading consulting company in South Africa, with over 25 years of expertise in training, support, change management and business performance. Our core focus is to improve employee skills, facilitate digital transformation and increase the capabilities of South African companies. As such, we offer three fundamental services; change management, capability development and performance optimisation. These allow our clients to meet their full potential by improving the skills, knowledge and abilities of their employees. Our business idea is quite simple; if people understand their roles in the company and have the necessary tools and skills to perform well, then they will contribute exponentially to the success of the company. They can achieve this through capability development. For companies that want to grow and improve, a capability development strategy is necessary to guide employees and managers through a structured process. Can!do can help businesses with the formation and execution of these strategies. What is capability development? Essentially, capability development is the process of creating new competencies for employees or enhancing their existing skills. It enables employees to perform better and ensures that they are all aligned with business processes, systems and goals. A company is only as good as its employees, so they need to work seamlessly with one another and understand all the fundamental aspects of their roles. Change is inevitable. Businesses evolve, technology improves and new systems are developed on a regular basis. This is why it’s vital that businesses are prepared for change and that their teams can adapt to new methods of work. Skills development, technology integration and ongoing training are core components of a good capability development strategy. This process will help employees to learn new competencies and build upon their existing skills to ensure personal growth and development. In turn, teams become more effective, efficient and accomplished. How Can!do supports businesses If you equip your employees with the right skills, abilities and tools, then they can run business processes and systems more effectively. This makes companies more competitive overall. Can!do develops tailored performance support processes to suit each company and their requirements. This is a practical approach to capability development that ensures employees always have the right information to improve their work abilities. Using a range of blended learning materials, facilitated interventions and support toolkits, we empower employees to carry out their tasks more effectively. Why does a capability development strategy matter? Technology is evolving rapidly and businesses need to stay abreast of new ways of working if they are to remain competitive. The success of any business relies on the collective capability of its employees. This includes daily tasks, problem-solving abilities and using technology to its full potential. While it’s simple to say that skills development is a necessity for businesses, the actual process is more complicated to set up. Employees still need to perform their routine tasks and meet daily deadlines, so it can be challenging to slot training workshops and courses into the normal workday. This is where the strategy comes into play. A well-defined process with clear goals and timelines will allow companies to function normally and include learning sessions in the process. It will allow employees to be agile and ensure that they can attend training sessions when required. The strategy will also minimise downtime while employees are taking part in sessions, but also reduce attrition and money spent on recruiting new staff members. Can!do will develop and implement these strategies to suit each client’s needs. It must fit the requirements of the business and be impactful for the employees. A successful programme will foster a culture of continued learning and development. When executed well, capability development results in a more effective, competent and happy workforce. For more information about our services, please contact us today. ___ Can!do works with large enterprises in South Africa to maximise the value of their employees, technology and business processes. To do this, we offer three fundamental services; change management, capability development and performance optimisation. We have 30 years of experience in these fields and have worked with leading companies in South Africa. We are a certified Level 2 B-BBEE company and a leading provider of new business systems and processes that drive user adoption. For industry insights and news, please follow us on Facebook, LinkedIn and Twitter. Contact Us

by Editor

May 19, 2014

News

Are South African ERP Users Lagging Behind?

Are South African ERP Users Lagging Behind? Can !Do A critical issue that we have observed over the years has been the chasm between the skills of SA workers and the competencies that they need to use complex enterprise business applications to their full potential. Many enterprise software packages – for example, CRM and ERP suites – are designed to match the skills of predominantly university-educated workers in Europe and the US. Yet many local companies introduce these business packages to their organisations without catering for the way their employees’ skills profiles differ from the profiles of the people the software was originally designed for. How do we bridge this gap? We believe that the adoption of innovative and flexible user training and adoption programmes will most effectively address this challenge. Such solutions cannot be academic, but must equip people with a hands-on understanding of how to use the technology to do their jobs efficiently and effectively. An interesting and encouraging trend that we have picked up on, predicts that training firms and user organisations are going to adopt more dynamic approaches to training that blend classroom instruction, online learning, on the job performance support and mentoring to deliver value to their end users. All in all, with the pace of business accelerating, we can expect to see training departments become more agile and innovative in an effort to keep up. Contact Us