Enterprise Integration Toolkit

Identify skills needed for implementation team. In conjunction with defining high-level requirements, identify level of change in skills that will be required of the work force after implementation.

Review alternatives and define a strategy that will be used to get the project team trained. This is a combination of program management and methodology training as well as product training once the solution has been selected.

Define, at a high level, the approach that will be used to involve/train the end users to assure adequate knowledge transfer and user acceptance.

Further develop identification of skills needed for implementation team and obtain training. Establish an initial list of possible end user roles and skills needed for these roles by developing "as-is" task-to-role mapping. Continue identification of the skills required by the new system that are not in current skills set (such as skills needed to execute EI system-specific tasks).

Refine the strategy based on the solution selection, project team size, scope, and training requirements.

Define a detailed plan which includes the resources, location, timing, etc. Assure adequate systems (software and hardware) are available.

Include end user training as a component to the Systems Integrator (SI) service requirement. Evaluate the approach of the SI to end user involvement and training.

Define an initial plan including: estimates of number of users requiring training, classrooms, servers, data for training, number and source of trainers, scheduling of training, tracking completion of training, interface of training and security.

When planning the project organization, align training individuals with the process teams to assure understanding, consistency, and increasing involvement throughout the project.

During Detailed Requirements and Design, finalize end user role definition and training requirements based on tasks and skills needed (task-to-skills-to-roles). Develop detailed role descriptions and end user training strategy. Survey end users to determine major generic (non EI System) skills needed such as basic computer skills. Develop role-based training plan. Also establish end user training materials, documentation standards, and templates.

During Build, determine the trainers and fully engage them in the end user training process. Fully engage trainers and power users in testing and final end user training materials/documentation preparation. Conduct end user training to include basic system education and role-specific training as described in the end user training plan. A job-ready qualification will ensure the needed skills are gained by the end users.

Report status (scorecard — red, yellow, green) to change management leadership and steering committee on a regular basis.

Conduct additional end user training as described for Post Go-live in the training plan, as well as follow-on training to address needs as identified by training effectiveness assessments and end user support needs. A job-ready (re)qualification will help ensure the needed skills were gained by the end user.

Provide ongoing training for end users to cover employee turnover. Provide delta training for system upgrades. Continue skills development to move end users from apprentices to journey-men to masters.