Kronos Workforce Central Version 8.0 is the ultimate Workforce Management tool, allowing organizations to create and execute strategies that maintain and nurture a healthy and engaged workforce. Combining the best of both worlds, WFM software can help foster an environment that allows employees to feel both valued and inspired. However, upgrading an application without properly equipping users often produces less than desirable results.

Training is vital to ensure that your organization maximizes ROI from your Kronos application. You can invest in the most expensive and powerful software in the world, but if your users do not understand how to navigate it, you will not get results. One of the most important aspects of training for Workforce Central Version 8.0 is designing a comprehensive training plan. A Kronos training plan is an outline based on your user-adoption goals. It answers these two questions: who is your audience and what exactly do they need to learn? Here are the other key considerations you need to know when building a Kronos training plan:

Understand How your Organization is Using Kronos

A thorough understanding of how you plan on using and benefiting from the software is the first step of the training process and a goal of user adoption. Once you have outlined your goals, you will be able to efficiently outline an optimized training experience. Make sure to understand exactly what your corporation is gaining from training, including Kronos labor productivity as well as internal and external Kronos support.

Customize your Training

Within a training audience there are many different levels of education as well as learning styles. Make sure to understand every user group and how they learn best; from what materials make the most sense to what learning event is the most useful for that group. Appeal to each different learning style: auditory, visual, and kinesthetic. Fill in your curriculum with real world examples, making sure they reflect situations your audience would experience during their day-to-day responsibilities. Use language and definitions that are familiar and recognized. Finally, take the time a participant has spent with the organization into account. They may be a new hire, in a new role, or just new to Kronos. All of these cases should be considered when customizing training materials or a learning event.

Avoid Unnecessary Training Content

Make sure the only content you include in your training is what your employees need to know. Adding extras or unnecessary content will only drag out your training schedule and frustrate your audience. Remember that you have a limited attention span to work with. For example, in 2013 the National Center for Biotechnology Information and the U.S. National Library of Medicine reported that the average adult human has an attention span of merely 8 seconds. You will lose participants quickly by training them on things they don't need to know, or that won't affect them on the job.

User Adoption is always the End Goal

One of the end goals of Kronos training is to achieve successful user adoption across your organization. Although there are many benefits when Kronos™ is integrated, such as allowing an employee to perform more efficiently or giving a manager analytic information needed for scheduling, successful user adoption will ensure the highest level of ROI and long-term usage from the program.

Teach with "Why" in Mind

It is crucial that everyone involved in training understands how implementing Kronos™ will benefit, not only the organization, but also them individually. There are many benefits to implementing Kronos. Kronos™ may help make their jobs more efficient, it may give a manager more information and therefore more control over what they do. Kronos™ may help minimize costs in several areas, increasing profit sharing for employees and putting more money in their pockets. Motivation and consistency are the key variables in user-adoption as well as making employees feel involved in a worthwhile endeavor. If you have all three, you are more likely to experience a successful training.

Consider the Training Environment

Make every effort to have a stable training environment, supported with quality training materials, such as hand-outs or manuals. The training materials used should closely match the real world tasks employees undertake, and be efficient enough that employees (or trainees) will want to use them because they recognize the task the employees are undertaking and are "to the point."

Include Post Training Analysis

Often overlooked, Post Training Analysis is a crucial step to ensure long-term training success. No training will be perfect the first time. An important part of user adoption is making sure you hit the mark with training by regularly identifying areas of improvement. Look for signs of gaps in your training. For example, if multiple trainees start asking the same question about a certain part of the program, that could indicate a significant training gap.

To learn more about how to build a Training Plan for your organization, download our Training Framework.

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