HCM training can be challenging for several reasons.
On the one hand, HCM platforms are complex, sophisticated software tools that include a range of features and functions. Training employees on such large-scale applications naturally takes time and effort.
On the other hand, employees must be willing to adopt HCM platforms. Employees often resist change, and in the case of HCM platforms, it may be necessary to learn new workflows, new business processes, and even new ways of thinking about HR.
An effective HCM training approach, therefore, should tackle both HCM as a discipline as well as HCM workflows.
Below, we’ll explore a few tips that cover both angles.
7 HCM Training Tips to Boost HCM Adoption Outcomes
Here are a few key training tips to help you make the most of your HCM platform:
1. Establish a common language for training
A common language establishes the baseline lexicon that everyone can use to understand one another.
Having that language can help managers and employees develop a common understanding around:
- The goals of the organization and the employees
- Different types of skills
- The purpose of skills training programs
Establishing a common language around skills is a prerequisite for many of the other aspects related to training, both when it comes to HCM adoption as well as other software adoption and training.
For instance, without a common language, it will be difficult, if not impossible, to have a coherent discussion about training and upskilling.
2. Take a skills-first approach
Employee skills should be the foundation of any digital adoption effort, including HCM adoption programs.
A skills-first approach focuses on skills, career development, and supporting agile development rather than linear career paths and resumes.
Skills are also viewed as the key driver of employee metrics, such as:
- Employee engagement
- Employee productivity
These metrics, in turn, determine organizational performance metrics.
HCM training efforts, therefore, should be centered around skills development related to the HCM platform, updated HR workflows, and core job skills. Ideally, the HCM training program should be integrated with the organizations overall training efforts and, in this case, HR training efforts.
3. Cultivated Pro-Learning Culture
Another useful strategy for enabling agile adoption of HCM platforms is creating a culture of learning.
Fostering a culture of learning among HR staff, as well as employees in general, can:
- Increase productivity
- Decrease learning timelines
- Accelerate innovation
A pro-learning culture, along with the other steps mentioned here, can streamline both the initial adoption of the HCM platform, as well as its ongoing utilization and its time-to-ROI – not to mention the ROI and performance of other software investments.
4. Leverage Innovative Training Technology
The right training technology can make a major difference in the speed and outcomes of your adoption efforts.
Digital adoption platforms, for instance, are training solutions that provide in-app guidance for employees who are learning new software.
The use of these platforms can:
- Accelerate onboarding
- Manage and improve the employee experience
- Reduce time-to-productivity
- Lower software-related frustration
Ultimately, these platforms can increase full software adoption and the ROI of the software investment.
5. Develop and Continuously Monitor Your Training Program
Your training program will be the centerpiece and the driving force behind your HCM adoption efforts.
As with any other business initiative, the right training program should be based on:
- Measurable objectives
Your strategies for driving the program should be built around a core set of goals, such as:
- Minimizing employee resistance and software-related frustration
- Accelerating time-to-productivity
- Shortening the HCM platform’s time-to-ROI
- Boosting employees’ overall software proficiency
Focusing on these types of goals can help you achieve the best possible ROI on your HCM program.
6. Providing Training on HCM
HR has traditionally focused on operations, but that is changing with human capital management, which emphasizes the strategic value of the workforce to the organization.
This approach puts certain aspects of the HR function at the forefront. Namely, functions that drive strategic value for the organization are included in HCM, but not in operationally-focused HR.
These include sub-disciplines of HCM and HR such as:
- Workforce planning
- Succession planning
- Career development
- Employee training
Since HR staff will be the “power users” of the HCM platform, it is critical that they have an understanding of HCM’s value. Also, over time, it is important to provide professional training and career development in these fields, especially as your organization scales and HR becomes more of a strategic business function.
7. Be Willing to Adopt New Processes and Drop Old Ones
Business processes must continually change in order to keep up with today’s evolving business landscape.
One aspect of this is shedding old HR processes in favor of newer, more strategic HCM functions, as mentioned.
Another example is adopting digital-first processes over legacy analog ones.
Also, it is important to incorporate agility into the workplace in order to successfully implement HCM, both as a business discipline and as a software capability.Staying agile and implementing business process improvement methodologies, such as lean, can ensure that you are continually improving and adapting to the changing needs of the organization, employees, customers, and the marketplace.
Chris is the Lead Author & Editor of Change Blog. Chris established the Change blog to create a source for news and discussion about some of the issues, challenges, news, and ideas relating to Change Management.