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The technology is digital. But the users are still human

 

Do a Google search on Digital Transformation, and you’ll find this definition:

Digital transformation is the profound transformation of business and organizational activities, processes, competencies and models to fully leverage the changes and opportunities of a mix of digital technologies…

The description continues, but this is more than enough to make our point. “Profound transformation” sounds momentous, and it is: deep change to procedures, processes, and even to the way business problems are conceived. The essence of Digital Transformation is doing entirely new things, plus familiar things in new ways, all thanks to digital technology.

Inherent in the concept ‒ but not always adequately explained ‒ is the central role of people. In truth, the game-changing potential of digitally-oriented applications depends on employees acquiring the skills to use them as intended.

This takes serious training, and training costs money. Given that many employees already have some high-tech know-how, it can be tempting for budget-minded executives to conclude, “Hey, our people can figure out how to use the new systems themselves.” As reasonable as this inference may sound, it’s badly mistaken.

 

Deep change doesn’t happen by itself

The literature is filled with examples of software projects that under-perform or fail outright because users aren’t properly trained. With the advent of digitally-oriented software, the logic of training is more compelling than ever: radically new skills and approaches need to be explained, learned, and practiced. It’s a process that doesn’t happen overnight, nor will it happen by itself.

This is why well-planned and targeted training is essential to the mission of Digital Transformation. Not just a course here and there for a few, but programs for everyone, offered on a continual basis. The success of your company’s investment in digital technology hangs in the balance ‒ which makes right now the time to weave continuous training into your corporate fabric.

 

Getting there from here

Thought leaders and industry analysts have been talking about the need for continuous learning for years. But most of the discussion is at a high or even academic level. There isn’t a lot of guidance available on translating the lofty ideas into reality. Few would argue with the need, but fewer still can tell you how to fulfill it in a practical, systematic way.

What then does continuous corporate learning look like in the real world? How do you build such an environment?

SAP Education has a solution for you, thanks to best practices and techniques we’ve developed over many years of experience with large software deployments. We’ve translated the vision into a pragmatic sequence of clearly-defined stages — a roadmap to make self-perpetuating learning integral to your company culture.

 

Our white paper defines the steps, how to implement them, and the kinds of tools and resources required. Creating the infrastructure takes some doing, but you only need to do it once. Thereafter, you reuse it for each new software initiative. You’ll have to re-tailor the components for each deployment, but you already know the sequence of steps to follow, the tools to use, and the kinds of people you need.

 

Get started now

Discover this blueprint for self-sustaining training ‒ read our concise, plainspoken white paper, The Continuous Learning Framework from SAP. Get familiar with the basics, and then explore a collection of related resources including independent research, short videos, articles, webinars, and more.

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