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Two Tips for Managing Organizational Change During an SAP Project

by The Tip Doctor

October 4, 2010

Tip #1: Managing organizational change shouldn’t just be an after-thought. Instead, key change management activities should be completed throughout each and every phase of an SAP project. Ultimately, these initiatives will ensure successful communication and troubleshoot user resistance. Here are a few key steps to take during the blueprint and implementation phases of an SAP project – to make sure your next big change is a successful one.

During the blueprint/planning phase:

  1. Assess organizational readiness to identify areas of resistance
  2.  Define workflows in the context of specific roles and business workflows, not just at the SAP transactional level
  3.  Begin defining changes to employees

During the implementation phase:

  1. General project communications to employees
  2. Define gaps between the current environment and the future SAP world
  3. Discuss impending changes to each major functional area, department, and/or geographical location
  4. User training


Tip #2: Developing a sound end-user training strategy is one of the most important pieces of any change management plan. So how do you know if you have one in place? Here are few tips and tricks to keep in mind when developing a training strategy for your SAP users:

- Focus on SAP system functionality that affects employees’ day-to-day jobs (but don’t overwhelm them with information that does not directly relate to their job)

- Leverage a variety of training and support tools

  • Formal, classroom training
  • Computer-Based Training (CBT) courses
  • Online help and reference
  • Employees that can act as “super users” for their functional areas

- Provide employees with adequate ongoing training and support – even after go-live

- Focus material on overall business process, not just mechanics of how to use the system

These tips are from the session, "Bringing your project to completion: Testing, data migration, and change management" from the Managing your SAP Projects 2009 event. Get details on Projects 2010, as well as tracks and session descriptions.

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  1. Managing organizational change shouldn’t just be an after-thought. Instead, key change management activities should be completed throughout each and every phase of an SAP project. Ultimately, these initiatives will ensure successful communication and troubleshoot user resistance. Here are a few key steps to take during the blueprint and implementation phases of an SAP project – to make sure your next big change is a successful one.
    1. During the blueprint/planning phase

   ;                                                             i.      Assess organizational readiness to identify areas of resistance

                                         & nbsp;                   ii.      Define workflows in the context of specific roles and business workflows, not just at the SAP transactional level

                                                            iii.      Begin defining changes to employees

  1. &n bsp;
    1. During the implementation phase:

                                                               i.      General project communications to employees

                                                             ii.      Define gaps between the current environment and the future SAP world

                                                            iii.      Discuss impending changes to each major functional area, department, and/or geographical location

                                                           iv.      User training

 

  1. Developing a sound end-user training strategy is one of the most important pieces of any change management plan. So how do you know if you have one in place? Here are few tips and tricks to keep in mind wh en developing a training strategy for your SAP users:
    1. Focus on SAP system functionality that affects employees’ day-to-day jobs (but don’t overwhelm them with information that does not directly relate to their job)
    2. Leverage a variety of training and support tools

                                                               i.      Formal, classroom training

                                                             ii.      Computer-Based Training (CBT) courses

                                                            iii.      Online help and reference

                                                           iv.      Employees that can act as “super users” for their
functional areas

  1.  
    1. Provide employees with adequate ongoing training
      and support – even after go-live
    2. Focus material on overall business process, not just mechanics of how to use the system

 

 

 

 

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