Innovation can help bridge the skills gap.
South African businesses are struggling to close the gap between the skills of most of the people who make up their workforces and the skills they need to use complex ERP applications to their full potential.
Companies need to adopt innovative and flexible training programmes to bridge this gap.
Lyndsey Moorhouse, managing director of Can!Do, says that many enterprise software packages – for example, CRM and ERP suites – are designed to match the skills of predominantly university-educated workers in Europe and the US.
Local solutions needed for local skills levels
Yet many local companies introduce these business packages to their organisations without catering for the way their employees’ skills profiles differ from the profiles of the people the software was originally designed for.
Moorhouse says that multinationals operating in Europe or the US may assume that a shopfloor manager or a clerk has a high level of numeracy and literacy. Many even have global HR policies that state they will only hire university graduates for any of their positions.
But in South Africa, such a worker may not even have completed matric.
SA’s skills base is becoming less skilled
“Over the past few years, we have seen South Africa’s skills base stagnate and even deteriorate, especially at the entry level,” Moorhouse says.
“Yet we’re operating in a more globalised and competitive environment. Local companies are being forced to adopt global practices and best of breed systems to compete more effectively with international rivals.”
What this means for South African organisations is that they must look for new, practical ways to bridge this widening gap and skill their people up to use new systems.
Such solutions cannot be academic in nature, but must equip people with a hands-on understanding of how to use the technology to do their jobs efficiently and effectively, says Moorhouse.
“There is a real need in the South African marketplace for innovations that simplify and contextualise user-training for enterprise applications,” says Moorhouse. “We need to find ways to make information accessible at the point of need and to make it easy for users to digest and practically utilise the information to do their jobs.”
Can companies afford to train?
The shift towards more innovative training faces a number of challenges, among them budgetary constraints.
Many businesses fail to set aside enough budget for end-user training and adoption initiatives when they set out with their ERP implementations, says Moorhouse.
In addition, government incentives such as the skills levy can steer companies away from investing in ERP training towards other forms of training and education that allow them to claim levies and tax breaks.
However, there is an encouraging trend that sees training firms and user organisations alike adopt more dynamic approaches to training that blend classroom instruction, mentoring and online learning to deliver learning to their end users.
“With the pace of business accelerating, we can expect to see training departments become more agile and innovative to keep up,” concludes Moorhouse.