Learning And Development Strategy For Ultimo Software Training

Learning needs

The organization provides IT training with the latest tools important for corporate sector. The organization used to give training of Maxihard Office Suite predominantly in the past. With the latest version of Maxihard Office Suite, Ultimo, the organization is thinking of providing courses after six months. For this, a team has been organized, which will deliver training courses after six months. In this assignment, learning and development strategy will be organized for a team consisting of 3 staff trainers (1 full time and 2 part time), 3 client relationship managers, 1 sales administration trainee and 1 receptionist.

2.1 Enterprise

The enterprise needs to integrate the Ultimo Software with its existing business process (Wilson, 2014). As training schedule is consisted of ERP, thus Ultimo has to be coordinated with ERP so as to make a user accessible interface.

2.2 Team

As IT training is provided, hence the team needs to understand the support system of Ultimo (Ford, 2014). All the criticalities are to be identified earlier, where both the part time trainers must get advanced knowledge of the software.

2.3 Individuals

For full time trainer, he needs to understand integration of Ultimo with ERP and NAV, which are mostly accessed in all organizations. Web accessibility and integration system and criticalities are required to be understood by part time members (Dao, Langella and Carbo, 2011). Relationship managers require configuring interface for both trainees and clients, so that any query can be handled while functioning. Sales administration trainee requires web applicability to make clients aware of Ultimo and receptionist needs to integrate only human resource department by recording all trainers, team and clients by automated updated system (Sabzian and Gilakjani, 2013).

Team members can be encouraged only when basics of Ultimo are understood by me. With this, I will be able to make them clear about the functionality of software and how trainees can be handled. Team members can access their own competencies by understanding functionalities and later they needs to practice the usage of software, its coding, user interface, implementation with ERP and NAV. Documentation later will be done by full time trainer, about what the team has learnt within first two months.

Activities such as coding, web integration, user interface customization, human resource identification, sales initialization and handling clients’ base with organization interface will be done (Davenport, 2013). Later performance appraisal will be done through practical tests.

Activities	Description	Timeframe
Learning basics (Team performance Plan)	Idea of Ultimo basics will be given to all team members.	10 days
After three months, test will be taken with all team members about their progress	3 months
Finally after five months advanced practical training will be done to evaluate team performance	5 months
Selective description (individual performance plan)	Receptionist will be entertained with handling HR part only (clients, trainer and trainee)	30 days
Full time trainer will be entertained with integration of Ultimo with ERP and NAV	60 days
Part time trainer will be entertained with handling coding and web applications within Ethernet	50 days
Sales administrative trainee will understand client demand and handling client UI	60 days
Client Relation managers will get advanced knowledge of web applicability and handling client query	60 days

As there is no manual, hence trial copy may be a limited resource for the participants (Tran, Le Ngoc Thanh and Phuong, 2013). Moreover, as the software is new, its updates features will be totally unknown. So, such diversified needs will be accommodated with giving enough time to each of the candidates. Management will provide guidance until training materials are delivered.

From within the organization most experienced candidates can be asked for help, who knows the best of Maxihard Office Suite. Experts who are well involved with ERP from other IT raining companies can be hired. Client relationship managers can assist the most understanding client query (Buabeng-Andoh, 2012).

Encouraging team members

Assistance regarding software utilization, understanding customer query, web integration and coding can be asked for.

Earlier organization was using Maxihard Office Suite, which is to be upgraded to the trial copy for trainers initially. Separate laptops are to be hired for experiencing the functionality of Ultimo. Much of the clients are to be made aware of new version suite, after six months, which will give better support.

Learning activities can be only monitored by taking practical tests (Grossman and Salas, 2011). As discussed, initial training after 3 months is to be taken over trial copy. Furthermore after 5 months, full functionality test will be carried out within the organization itself to monitor activities. Moreover, performance appraisal will be done for best team members

10.1 6 months

Within the six months, several performance aptitudes and small practical tests will be carried out where members will share their skills so as to achieve performance appraisal. Achievement oriented tests will help in sharing members’ skills and experiences.

10.2 Ultimo

After launching Ultimo, separated tasks and role playing will be assigned for team members, where according to performance, and execution of tasks, members’ performance will be understood and thus will be monitored.

Achievement can be recognized by role playing in workshops, practical orientation and methods of functioning, which are used to solve tasks by the members van den (Akker et al. 2012). Later, best members will be given incentives and higher expert position in organization.

12.1 Monitoring individual

Individuals can be monitored only by understanding the workshop roles and its applicability. Functioning of the tasks will be monitored by the approach taken by members at each of the practical tests.

12.2 Monitoring team performance

Team performance can be monitored by the outcome documented after 3 month’s exam. Further after 5 month’s exam final performance of team will be ascertained.

12.3 Additional support

Additional support from other companies who have already implemented Ultimo in their enterprise can provide support.

Particular learning activity, which can be focused on is web integration of Ultimo with client and trainee.

13.1 Individuals involved

Staff trainers will need to gather information from client about what problems they faced in Maxihard Office Suite. With this required steps will be taken to deliver service over web. 2 client relationship managers will coordinate with each other by coding process and user interface handling and its customization. Other sales administrative trainee will gain access to server integration with ERP Ethernet within the organization.

13.2 Whole team

Team will give feedback regarding the procedure of web integration, such as time taken, flexibility, problems and criticality while handling of clients will be done. Each of the members’ feedback will be taken about whether the software will work or not in practical sense as well as the accurate training methods which will be required after Ultimo is launched.

For future, the performance of the trainers will be accessed. The time taken and possible criticalities will be ascertained. If the organization does not have enough experienced experts, then it may need to hire more experts. Moreover, problems in training scheduling will be identified, which will be rectified in future.

Records that need to be kept for future are performance of trainers and trainee. Performance of receptionist will be recorded and organizational experts who were involved for Ultimo handling will be recorded. If any member was appraised and recognized, then also the record will be taken.

16.Conclusion

From the assignment it can be concluded that, learning procedure will be effective enough, but it will lack until accurate materials are delivered. As Ultimo trial copy is utilized, hence there will be some problems until the full version of the software will be installed.

Reference List

Buabeng-Andoh, C. (2012). Factors influencing teachers’ adoption and integration of information and communication technology into teaching: A review of the literature. International Journal of Education and Development using Information and Communication Technology, 8(1), 136.

Dao, V., Langella, I., & Carbo, J. (2011). From green to sustainability: Information Technology and an integrated sustainability framework. The Journal of Strategic Information Systems, 20(1), 63-79.

Davenport, T. H. (2013). Process innovation: reengineering work through information technology. Harvard Business Press.

Ford, J. K. (2014). Improving training effectiveness in work organizations. Psychology Press.

Grossman, R., & Salas, E. (2011). The transfer of training: what really matters.International Journal of Training and Development, 15(2), 103-120.

Quinney, K. L., Smith, S. D., & Galbraith, Q. (2013). Bridging the gap: Self-directed staff technology training. Information Technology and Libraries, 29(4), 205-213.

Sabzian, F., & Gilakjani, A. P. (2013). Teachers’ Attitudes about Computer Technology Training, Professional Development, Integration, Experience, Anxiety and Literacy in English. International Journal of Applied, 3(1).

Tran, S. T., Le Ngoc Thanh, N. Q. B., & Phuong, D. B. (2013). Introduction to information technology. Massachusetts Institute of Technology and Harvard University, MA, US: Proceedings of the 9th International CDIO Conference: June.

van den Akker, J., Branch, R. M., Gustafson, K., Nieveen, N., & Plomp, T. (Eds.). (2012). Design approaches and tools in education and training. Springer Science & Business Media.

Wilson, J. P. (2014). International human resource development: Learning, education and training for individuals and organisations. Development and Learning in Organizations, 28(2).