Complexities to Competencies: HRMS Software Training Tips
There are many different HRMS on the market today with an ever increasing amount of functionality and a broader spectrum of users than just HR. As a result, your HRMS training needs may be varied depending on the system and audience. Here are some key training options to consider:
Use Role-Based Training for Large Volumes and Complex Processes
Role-based training is highly detailed and concentrated on a user’s functional areas in the organization. It is deeply focused and will even go to a screen by screen level of data entry to process a transaction. As it’s so comprehensive, role-based HRMS training is a powerful tool if you have people who need to understand all the details of an HR transaction from start to finish.
Role-based training can also be very helpful if you are undergoing HR transformation and providing new roles for people along with a new HRMS. However, if you’re just looking to provide an informational overview or give insight into a process that may occur once or twice a year, it would be information overload to go this route.
Classroom-Based Training Provides the Personal Touch
While considered more traditional, classroom training can still provide some advantages as you’re getting people away from their desk job and focused on HRMS training. In such a personal environment, it’s possible for learners to ask questions, and for an instructor to ‘read’ the students to see if any material is being overlooked or missed. On the negative side, if you’re a large organization or one with many locations, the logistics of getting people into a classroom and through a class may not be a feasible option.
Train the Trainer Brings the Expertise Back
Often, a ‘train the trainer’ or ‘trickle-down training’ may fit the bill if you’re a busy HR department. By sending one person through HRMS training for your new system, they can personally provide the required insight to their colleagues, especially in an on the job setting, thus allowing people to understand the HRMS by actually undergoing a process or transaction. An occasional worry, however, is that detail or information may be misunderstood or missed by the delegate, so wrong information can be inadvertently disseminated further.
Each of these options has a place in most organizations. The key to a successful HRMS training strategy is to understand the needs of the users along with the complexity of the HRMS in order to choose the best solution each time.
Featured white papers
6 steps to HRMS self-service implementation success
How to achieve HRMS self-service success using implementation best practices
HRMS Implementation Plan: Your 8 Step Checklist
Your comprehensive 8 step guide to a successful HRMS implementation
Workforce engagement is the key to HRMS implementation success
How user buy in affects your HRMS project, and how to encourage it