For many organizations, SAP S/4HANA serves as a point of transformation to evolve organizational capabilities and meet the new demands of the modern business landscape. With the right implementation partner, the technology can unlock new efficiencies and opportunities to create value in your business. Achieving these benefits, however, won’t rely solely on the technology itself. When all is said and done, a well-constructed S/4HANA training and change management strategy will ultimately dictate the success of your investment. Only through a true understanding of the changes in roles, responsibilities, and processes can a business realize the full potential of a platform like S/4HANA.
The client is one of the world’s leading medical technology companies that develops and produces a diverse array of innovative products and services in three business segments: orthopedics, medical and surgical, and neurotechnology and spine. The company began a phased implementation of SAP S/4HANA as the digital foundation for their global ERP system and engaged Clarkston to manage the training and change management workstreams.
At the start of the SAP S/4HANA project, the client did not have a dedicated systems training team and lacked the resources and processes for the ongoing development of training content, training delivery, and training material maintenance. As a part of the SAP S/4HANA training and change management engagement, Clarkston collaborated with the client to develop a sustainable training strategy that provided global, quality, up-to-date training that was scalable with the business, set a foundation for continuous improvement, enabled effective transitions of employees into new roles, and empowered the business to effectively onboard new hires.
Additionally, Clarkston was asked to develop a short-term training operating model for the delivery of end-user training during the deployment of the SAP system. The client used a phased deployment methodology to implement the SAP S/4HANA solution across multiple sites worldwide. The short-term training operating model took into consideration the need to continuously update global materials, support the development of site speciﬁc training, retrain previously deployed sites on new or updated system functionality, and ensure that appropriate deployment roles were identiﬁed to guarantee success.