The strategy for implementing SAP software in a multibranch trading company focuses on equipping employees with necessary skills. It starts with assessing current skills and identifying knowledge gaps. By conducting a skills audit, the company can evaluate existing SAP knowledge and pinpoint key roles needing proficiency. For instance, if employees lack certain technical skills, targeted training can be planned to bridge the knowledge gap and enhance their abilities.
Next, a comprehensive training program is developed, partnering with certified SAP trainers. This includes hands-on sessions, e-learning modules, and mentorship for continuous improvement. For example, tailoring training content to each department ensures all employees gain relevant skills, enhancing operational efficiency across branches.
Lastly, by leveraging SAP champions within the organization, internal advocates can facilitate knowledge sharing and support. These champions, chosen for their expertise, lead by example, addressing employee queries, conducting workshops, and contributing to best practices, thereby fostering a supportive learning environment.
The strategies
⛳️ Strategy 1: Assess current skills and identify gaps
- Conduct a skills audit to evaluate the current SAP knowledge within the company
- Identify key roles and functions that will require SAP proficiency
- Map out existing employee skills against the required SAP competencies
- Identify skills gaps and areas for knowledge improvement
- Develop a report on the gaps identified and the potential impact on implementation
- Consult with department heads to identify key employees for training
- Consider employees' previous experience with similar software systems
- Rank employees based on proficiency to prioritize training needs
- Communicate findings of the skills assessment with the management team
- Set specific, measurable targets for closing the skills gaps
⛳️ Strategy 2: Develop a comprehensive training programme
- Identify and partner with certified SAP training providers
- Create a training schedule that accommodates different branches and time zones
- Tailor training content to match the specific needs of each department
- Include hands-on training sessions in the programme for practical understanding
- Develop e-learning modules for ongoing skills reinforcement
- Implement mentorship and peer learning programmes for post-training support
- Ensure that all training materials are accessible remotely for all branches
- Establish assessment criteria to measure training effectiveness
- Gather feedback from employees after each training session to adjust content
- Reward and recognise successful completion of training modules
⛳️ Strategy 3: Leverage SAP champions within the organisation
- Identify potential SAP champions who can act as internal advocates
- Provide advanced SAP training to these potential champions
- Encourage them to lead by example and share knowledge with peers
- Set up a platform for champions to address employee questions and concerns
- Organise regular workshops led by SAP champions
- Integrate SAP champions into decentralised support groups within branches
- Establish clear responsibilities and goals for SAP champions
- Have champions contribute to the ongoing development of SAP best practices
- Feature successful champions in internal communications to boost morale
- Assess the impact of SAP champions on process efficiency regularly
Bringing accountability to your strategy
It's one thing to have a plan, it's another to stick to it. We hope that the examples above will help you get started with your own strategy, but we also know that it's easy to get lost in the day-to-day effort.
That's why we built Tability: to help you track your progress, keep your team aligned, and make sure you're always moving in the right direction.
Give it a try and see how it can help you bring accountability to your strategy.
