SAP Learning Solution allows customers to create and manage learning content, provide learners with personalized training programs, and then take the next step – evaluate learning progress and goals to ensure they are in line with corporate objectives. Learning becomes a key process supporting all facets of performance management and knowledge transfer across an extended enterprise to drive business performance. Learning processes go hand in hand with the business processes in the enterprise.
Functions of SAP Learning Solution
The SAP Learning Solution consists of four components:
- <sum> the Authoring Environment, where instructional designers can create and structure learning content and tests based on SCORM standards,
- <sum> the Content Management System, where learning content is stored and managed, including versioning capabilities,
- <sum> the Learning Management System, where training administrators create course catalogs and distribute them, along with the associated competencies, to employees or to sectors within an enterprise,
- <sum> and the Learning Portal, where learners, using a personalized, single point of entry, can register for courses and access them, see an overview of their training history and learning progress, and collaborate with other learners.
Not only are these components integrated with each other, but thanks to SAP NetWeaver’s open platform, they are also integrated with the SAP ERP solutions, giving users the tools to directly measure their company’s training against corporate objectives and, most importantly, the impact upon their ability to increase revenue, reduce risk, and contain costs.
End-to-end enterprise learning
Consider the following scenario to illustrate how the SAP Learning Solution and its integrated components help implement a truly enterprise learning solution that aligns with corporate strategies. A department manager knows one of the key corporate, strategic initiatives for the coming year is to increase sales by ten percent. He runs a revenue report of his staff using SAP Business Intelligence and determines that two-thirds of his employees increased sales revenue by 15 percent while the remainder had flat or declining sales revenue. From that report, via Manager Self-Services, the manager drills down into the training history of each employee and learns that the successful salespeople all had completed the company’s online Basics of Selling curriculum, while the third whose revenue did not improve had not enrolled in the curriculum.
The manager meets with the training administrator, and the two construct a development plan for the sales staff. The Basics of Selling curriculum will be updated, and a new module will be added covering the company’s new products. The manager sets an objective for his staff that everyone will have completed the Basics of Selling curriculum or the new products module by the end of the second quarter of the respective year. In mySAP ERP HCM an objective-setting appraisal document for each employee is created, which will enable the manager to monitor who is completing the courses and who is not.
Utilizing the SAP Authoring Environment, the course author updates the Basics of Selling online curriculum and creates a new section titled “New Product Overview.” To construct the new content, the author employs a combination of commonly used presentation tools, such as Microsoft PowerPoint or Macromedia Authorware, which are supported by the SAP Authoring Environment. With the help of the SAP Test Author, the author creates a multiple choice and true-false post-test that will ensure the employees understand the curriculum. The training administrator publishes the updated course and test to the SAP Content Management System. The version management capabilities record a new version for the revised content as well as the new section. In the SAP Learning Management System (LMS), the training administrator updates the catalog with the revised and new content. The LMS pushes out the content based on the original report from mySAP ERP HCM: the poor performers are offered the Basics of Selling curriculum with the New Product Overview module; the other two-thirds are offered just the New Product Overview.
Employees register and enroll in the Basics of Selling curriculum or the New Product Overview course from their personalized Learning Portal. Additionally, learners can track their training history and identify any skill gaps they currently have based on their job or position within the organization and enroll in courses to help close the identified skill gap.
Linking training to financial and operational outcomes
As could be seen in the example above, the SAP Learning Solution can be integrated with SAP Business Intelligence so that training can be linked to operating performance. If a group of employees consistently performs below expectations, and an analysis reveals a training issue, training can be deployed to help close the gaps and improve performance. Its subsequent impact upon the shift can then be measured.
Because the SAP Learning Solution offers tight integration into backend Human Capital Management (HCM) and other ERP modules, training and development departments can more quickly make these results visible to stakeholders and easily align learning with the corporate strategy and business goals. To make the connections between financial, operational, and HR goals, and to integrate training objectives into business processes, here are just some examples of the ways customers can integrate this solution into their current SAP solutions for HR and other areas of business: By integrating enterprise learning with mySAP ERP HCM Personnel Development, training proposals made during development planning can be converted directly into bookings or prebookings for courses. By integrating with mySAP ERP HCM Organizational Management, workflows related to training can be routed through managers using the reporting hierarchy, eliminating manual paper approval processes and ensuring that managers are more closely aware of and involved in the development of their employees.
By integrating with mySAP ERP Financials, training costs for employees can be managed by means of an internal activity allocation. And, last not least, by integrating with SAP Knowledge Management, courses can be combined with collaboration rooms that enable users to continue to share and learn outside of the traditional classroom. In collaboration rooms, for example, employees can create, browse, assign, edit, and track team tasks; share information and exchange ideas organized by discussion topics; create and share links and documentation; and instant message and chat in real time with multiple users.
The SAP Learning Solution comes with 32 different standard reports. In addition to reporting features for managers, training administrators, and instructors, the system enables Business Intelligence queries for more comprehensive analytical planning and reporting capabilities. Predefined queries on course- and learning-related information for line managers and training managers include costs, learning objectives, test results, and imparted qualifications. By integrating an enterprise learning solution with various mySAP ERP modules, customers not only will reduce TCO, but also be able to directly measure the impact of training on their organization’s bottom line.
More information on SAP Learning Solution: http://service.sap.com/learningsolution.
Source: SAP Insider