The Biggest Missing Link In Your Workday HCM Training And How To Address It

Workday is the world’s leading Human Capital Management (HCM) application, now serving over 10,000 organizations across 175 countries, including over 50% of the Fortune 500 companies. In fiscal 2024, Workday HCM training has become pivotal for companies seeking to harness the full potential of this robust platform, which reported total revenues of $1.87 billion.

Workday‘s rapid growth reflects the world’s increasing recognition of the critical importance of efficient human resource management.

Despite its powerful capabilities in solving HR and finance problems, Workday’s complexity can make user adoption challenging. Numerous courses, training programs, and tutorials exist to help users master the platform, each with its own perks and shortcomings.

This blog will help you understand Workday HCM training, explore the best training methods, and uncover the major missing link in mainstream training programs. It will focus on how digital adoption platforms like Apty can bridge these gaps.

Why do employees need to be trained on Workday?

The Human Resource technology field is getting bigger and bigger. The problems associated with people, processes, and finance are immense. To address problems like these, growing organizations need a solution like Workday.

It helps streamline the HR and Payroll process. Workday is also relatively easy to integrate with third-party applications and use the data to make informed business decisions. 

The top-level executives and managers can access information about their employees 24/7 from any device. It streamlines the HR and Payroll process seamlessly and provides a single hub for all HR-related data.

Workday is one of the few HR applications in the market that can bring together recruiting, onboarding, payroll, time management, attendance, talent, and HR management under one umbrella.

Workday is a comprehensive tool that empowers businesses to achieve their goals by providing a centralized platform for workforce data. So, it is always better to be trained on Workday and use it to its fullest for maximum impact. 

Workday software training:

Workday implementation mainly varies from 6 months to 14 months, and on average, it takes 8.2 months to perform across any organization. When the implementation process gets delayed, it results in a negative ROI. 

Organizations must implement Workday and get their employees onboarded quickly to ensure faster ROI. The Workday free training service offers the Overview of Workday essentials and some of the Workday modules. In order to reap the full benefits, organizations must provide additional Workday software training.

Read More: Why you need a Digital Adoption Platform for Workday

Workday training cost:

The cost of training employees on Workday will vary depending on the size and complexity of your organization. In general, the larger and more complex an organization is, the more it will cost to train. However, every organization is different, so it’s important to consult with a Workday implementation expert to get an accurate estimate for your specific situation.

The cost of Workday certification is determined by the module you select based on your needs. Here are a few Workday training courses along with their pricing:

Relevant Read: The Hidden Cost of Workday Implementation

How long will it take to learn Workday?

Workday implementations typically take between 9 and 18 months, depending on the size and complexity of the organization. Post-implementation, you need to train your employees on how to make the out of Workday. The time to learn Workday depends on your training program. With the assistance of free tutorials, you can learn the workday basics in 2-3 days, but additional training is required to understand Workday core concepts.

That’s where the Digital Adoption Platform (DAP) comes in. A DAP can help your employees learn Workday in real-time and ensures user adoption (More on this later!!)

What are the best Workday training methods?

For Workday training, companies usually prefer the following methods: 

a. Classroom program: Some companies arrange special classroom-led training. Here, the instructor directly connects with the employees and tries to address their problems with the software. It takes a few weeks to a month to complete the course.  

b. Live-Online sessions: Online training methods are catching up and companies prefer it over classroom programs as it is affordable and flexible. Employees get the opportunity to interact with their instructor and get a better perspective. They can attend it from any location of their choice and focus on learning. 

c. On-demand Videos: Sometimes employees are busy and they may not have the time to attend the classroom or online training. For such employees, on-demand videos can be the perfect solution as they can access the course at any time or location. On-demand videos act as a great training tool that can complement online or classroom training methods. 

d. Certification Program: If the company is a Workday partner, employees might have an opportunity to get Workday certified and understand the application in great detail. Workday HRMS is the most popular certification and provides in-depth knowledge to the learner. 

After the training sessions are complete, employees must be able to refer to video snippets, knowledge base links, specific documents, contact support and have a collaborative session with peers. 

Benefits of Using Workday HCM Training

How Workday HCM Training Delivers Value

Workday HCM training starts by significantly enhancing the onboarding process. Quickly integrating new hires ensures they become familiar with company policies, culture, and tools, reducing the time needed for productivity. This seamless transition is crucial for new team members to effectively contribute immediately and sets the foundation for their ongoing development.

Following onboarding, continuous learning and development play a pivotal role in Workday HCM training. The platform offers diverse training modules, enabling employees to upgrade their skills and stay current with industry trends. This culture of growth not only helps employees improve but also maintains the organization’s competitive edge. Supporting long-term career development ensures that employees are always prepared to meet new challenges.

Employee performance and talent management are further enhanced through Workday HCM training. Employees with the right tools and knowledge can perform their tasks more effectively. Managers can leverage real-time data and analytics to track progress, identify areas for improvement, and implement targeted training interventions. This comprehensive approach ensures that talent is efficiently managed from recruitment to succession planning, aligning individual growth with organizational goals.

Finally, Workday HCM training significantly boosts engagement and efficiency. Interactive and user-friendly learning experiences make employees feel valued and invested in their development, leading to higher job satisfaction and retention. The platform’s real-time support and adaptability ensure that training content remains relevant and aligned with organizational needs. This adaptability helps employees stay updated and quickly adjust to changes, enhancing overall performance and productivity.

Why Apty is the missing link in Workday Training Programs

Even after going through a variety of training, employees are unable to show immediate results through Workday. The major reason for this is that people tend to forget at an increasing rate because of the forgetting curve. 

We, as human beings, have a habit of learning by doing things in real-time. Businesses are investing heavily in training and onboarding but they still incur heavy losses. According to Grovo, organizations lose $13.5 million per year per 1000 employees because of skill gaps and low employee engagement. 

It is unfair to expect employees to straightaway understand and use the Workday application as it takes time. There should be a few solutions that can help overcome this problem. 

The missing link in all these training programs is the unavailability of a solution that can address the immediate need of the employees and guide them at the point of need. 

One such solution is a Digital Adoption Platform, like Apty, which can guide employees through Workday and help them accomplish their tasks. It can also guide employees to other third-party web applications smoothly and help them take relevant actions with no prior knowledge about that application. 

DAPs make it easy for organizations to accelerate their Workday adoption rate and increase the software ROI in record time. A proactive DAP like Apty include capabilities like: 

1. Announcement for better communications:

This is one of the most important aspects of a Digital Adoption Platform. It notifies employees about any change within the HR processes or Workday application. It is also possible to launch a guided Walkthrough through an announcement to show employees the changes or any new feature update.

This type of feature comes in handy when companies change HR policy, process, or undergoes a Workday update, which happens frequently. 

You can embed videos, images, or just plain text in the announcement window and give employees the option to either see the knowledge doc, watch a video or launch a walkthrough. Such an option caters to both tech-savvy and non-tech-savvy audiences. You can also enhance your visuals by using design templates, ensuring consistency and professionalism across all your images. This not only saves time but also helps maintain a cohesive brand identity in every announcement.

2. In-app Learning for Effectiveness:

Learning should never be a task that employees dread but rather something fun that makes them confident about their job responsibilities. With Digital Adoption Platforms, companies can do just that.

They create walkthroughs for each functionality and let you customize workflows for specific job roles. It becomes easy for new users to consume this content as it is customized and segmented as per their profile.  

This way, they learn what is required and spend less time learning the information they don’t need. It saves time and effort that they can invest in their actual job. 

3. In-app Onboarding for Better Experience:

When employees use Workday for the first time, they may be overwhelmed with all its functionalities. To get them started, create a customized onboarding tasks list with your DAP and help them complete one task at a time. When they click it, a walkthrough is launched to guide them through the task seamlessly. 

Once they complete one task, they can start the next, and like this, they get familiar with the application in no time. Even if they forget anything, they can access these walkthroughs or the same content in a format of their choice, for example, PDFs, PPTs, videos, or knowledge base links. This way, a user masters the application over time without even leaving their desk. 

4. In-depth Analytics for Improved Decision Making:

Apty empowers businesses with application and user analytics which provides organizations insight to make important decisions. This insight involves aspects such as activity engagement rate, login/logoff time, avg time spent, objective completion rate, task completion rate, a task initiated vs abandoned, and more.

These analytics help companies identify gaps in their existing HR process and allow them to create better training content to overcome those gaps. It helps them create meaningful and contextual content for employees. 

Get Your Training and Onboarding Right with Apty

Workday is proving to be a revolutionary change for organizations by providing them with a comprehensive tool to manage HR. Enterprise-level companies are gaining better visibility into their employees but for that to happen, it has to be fully adopted by HR employees.  

This is where Digital Adoption Platforms (DAP) like Apty come into the picture. Be it employee guidance or gaining actionable insight with analytics, DAPs have got you covered. A good DAP can significantly boost your ROI as it lets you analyze the application usage, gain insights on who needs help and where it is needed, create personalize training content, and improve user adoption. 

There is no denying the fact that a tool like Apty is the missing link in successful Workday training and implementation. Apty’s proactive approach to workday adoption covers all bases, even before it is deployed. 

*Source: Workday Market Share

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4 Digital Innovation Examples every Digital Innovation Leader should look into

Digital innovation has become essential in today’s world, with businesses using it to streamline processes and increase efficiency. It allows companies to stay ahead of their competition by constantly implementing new technologies that improve operational efficiency and customer experience.

A company’s operating expenditures and income streams can be impacted if its employees are not productive. The major productivity gains can be achieved by companies that make a significant investment in innovation.

The recent pandemic and its consequences have forced technological advancements. It became the need of the hour for enterprises to upgrade their technology to compete in the market. The upgrade in technology led to digital transformation and innovations in the industry. 

Organizations must focus on digital innovation to give their customers a unique experience. Technology allows you to better understand your customers’ purchasing habits and preferences, which in turn aids in customization, enabling you to cater to a wide range of consumers.

In this blog post, we discuss the latest digital innovation examples and trends that every digital innovation leader should look into. 

Top Digital Innovation Examples

A. Domino’s

The company has always stayed on top of the latest developments in technology. Digital innovation leaders should take Domino’s as an example to see how staying ahead of the curve with technology can make businesses accessible no matter the day and age.

They set up a website in the 90s (when the internet was in its infancy), added online ordering/phone orders to their business model years later, and introduced their zero-click ordering app in 2010.

Domino’s is a company that has expertly committed to and acted upon digital innovation. The reason they stay ahead of all of their competitors is that they understand new technology and apply it in their industry so that they provide the most efficient and advanced option of service. They made their service the most accessible by pioneering the ability to order pizza online.

B. Disney 

Digital innovation leaders can use Disney as an example of how businesses can stay relevant in changing markets by adopting the latest technology/trends. 

When streaming became popular, Disney removed all their content from other services and placed everything on their new streaming service, Disney+. They made millions of dollars and gave customers a single location to access their favorite media on numerous devices.  

While Domino’s pioneered brand-new digital innovation, Disney looked at what already existed (other streaming platforms like Netflix and Hulu) and figured out how they could make it better and more unique.

Disney+ has become an incredibly popular platform not only because of the existing content but also because of the ways they have premiered new movies and series on the platform. They realized that cinemas were taking a back seat due to the pandemic and focused on premiering online. 

C. Walmart 

Walmart is one of the best digital innovation examples. They understood that only companies that embrace digital innovation to improve their services will be able to compete with Amazon, the largest e-commerce website.

The Walmart mobile app combines e-commerce and traditional retail by allowing users to total up the charges on their shopping lists before going to the store and then directing them to products on their list once they arrive. 

Walmart is also putting more emphasis on robot technology, employing them for a variety of redundant, laborious jobs including sweeping floors, determining which items are low or out of stock, and even unloading boxes from delivery trucks. Although some jobs would be replaced as a result of this, Walmart CEO Doug McMillon believes that more appealing jobs will be created to replace them. 

D. IKEA 

From online catalogs and home planners to digital product design and VR show booths, Ikea has been awarded for its digital transformation initiatives many times. Ikea has a wide range of smart home devices, including smart plugs, smart lightbulbs, smart speakers, and smart window blinds, in response to the rise of Internet of Things.  

IKEA has been at the forefront, digitally. They saw an opportunity to expand beyond self-assembly and bought TaskRabbit, an online and mobile marketplace that matches freelance labor with local demand, in 2017, boosting its digital customer service skills to better compete with competitors.

All of this demonstrates a tremendous ability to evolve and adapt, which makes IKEA a best example for digital innovation. 

Emerging Digital Innovation Trends

The pandemic came as a shock to many, including workplaces that were left unprepared and had to rapidly adapt to the new normal. But with things now slowly getting back on track it is heavily projected that technology will take the lead in workplaces.

The following are some digital innovation trends that companies must watch out for. 

i. Metaverse

Technologists explain metaverse as a shared, 3D environment incorporating virtual and augmented reality (VR or AR). CEOs believe that the Metaverse can be the next big thing, Unity Software CEO Riccitiello predicts AR-VR headsets will be as common as game consoles by 2030.

CEOs of tech organizations ranging from Microsoft to Match Group discussed their roles in the Metaverse in 2021. In addition, Facebook changed its name to Meta in October 2021 to reflect its new metaverse focus. 

In October 2021, Hyundai Motor Company launched the “Mobility Adventure”, a metaverse space on Roblox featuring Hyundai Motor company products and future mobility solutions.

In December 2021, Disney registered a patent for the “Virtual-world Simulator,” which reproduces one of the company’s theme parks into a 3D realm. These investments and change of focus by large enterprises prove that the metaverse is here to stay. 

ii. Artificial Intelligence and Machine Learning

The best examples of rapid change in digital innovation that every innovation leader should understand, are Artificial Intelligence (AI) and Machine Learning (ML).  

The global AI market is forecasted to grow rapidly in the coming years, reaching around 126 billion dollars by 2025. Artificial Intelligence is no longer a nice-to-have or add-on for companies wanting to beat the competition, it will quickly be recognized as a must-have. 

Artificial Intelligence is one of the game-changers in the digital world for many businesses. Another upcoming digital innovation trend is the use of AI to help in bridging the gap in digital dexterity. 

One of the companies that used AI in their many processes is Amazon. Amazon had developed their AI-powered voice assistant, ‘ALEXA.’ It has provided other companies with an opportunity to devise a similar set-up for their customers. 

iii. Cloud Technology and Automation

Cloud computing is an on-demand model that delivers IT resources as a service. Cloud technology is usually available 24 hours a day, 7 days a week. This means that cloud computing can provide users access to programs and data at any time or place.

One of the major digital innovation that businesses should be focusing on right now is automation. While automation has been up and coming for years, it has now reached a point of necessity for businesses that don’t want to be left behind.  

AI combined with automation helps employees complete tasks with minimal effort and take action in advance. Hyper-automation is an example of the latest digital innovation trend to look out for, any task that doesn’t require physical presence or social skills would become automated with AI technology.  

iv. Chatbots

Chatbots have become more and more common on websites. It allows for easier communication with customers. It saves time and employees don’t always have to be on guard all the time for inquiries or complaints. The chatbots will be able to attend to them immediately, saving your workforce time and effort.  

You can see more of AI in chatbots and messaging applications that enable machines to learn, understand, and respond naturally to your text or voice inputs. By using AI-powered chatbots, businesses can improve their internal security and simplify most of their corporate operations. 

v. Low-Code Tools

Another digital innovation taking businesses by storm is low-code tools. These tools help solve simpler employee problems and concerns while allowing professional developers to spend more time on the complex issues facing the company’s tech.

Not everyone has IT experience so low-code tools are the best option to build one’s platform. They are the best at solving simple problems and they allow businesses to focus on more important tasks like growth rather than spending time learning to build operations. 

Enterprises can have multiple applications and they also add new ones based on technological advancements. How do you ensure effective implementation of enterprise tech stack? How do you increase the RoI on the tools purchased? 

Digital innovations and various transformations, if leveraged, can change the entire course of a company, and lead that organization to unimaginable heights. Now, there are numerous digital innovations a company can implement. But one cannot invest in new tech and expect them to work miracles. 

You need a tool that ensures proper adoption of these systems. This is where a Digital Adoption Platform (DAP) comes. 

A powerful DAP tool like Apty can be your one-stop solution to make the most out of your entire tech stack. Brands implementing Apty into their businesses have improved their end-user experience, boost employee engagement and reduced churn rates. 

One of the most important benefits of a DAP like Apty is its time and cost-efficiency. In a nutshell, Apty helps increase employee productivity, increases business efficiency, and provides help at the right moment of need. Moreover, it helps in automating business processes, can perform accurate data analysis, can also streamline workflows, and reduce monotonous tasks. 

Adoption of Technology in Healthcare – Top 3 Challenges

With the world preparing to enter the next phase, the post-COVID era, there is unprecedented pressure on the healthcare industry is expected to be agile, flexible, and highly responsive to a precarious, unforeseen crisis.  

New data-reliant technologies help expedite the process and aid health professionals considerably. It helps them make sound decisions, especially in critical, time-sensitive situations. 

Fortunately, we live in a time where Electronic Health Records (EHR) are at the heart of the healthcare system which should be good news to the industry. However, new technologies and applications are unable to exchange data efficiently because of strict regulations. Interoperability is crucial to make the most of the technologies that are used and to make the healthcare ecosystem smart, agile, and efficient. 

Many industries have adopted technologies to accelerate their growth. While healthcare has witnessed a great deal of technological advancement, it has never truly embraced it the way some other industries have. 

There could be many reasons for this. One perceived notion is that a small error while using the system could put thousands of lives in danger. Does this mean that the healthcare industry from stop reaping the benefits that technology can offer? Or are there ways to ensure reliability in healthcare technology? 

Before getting all these questions answered, let’s take a closer look at how to implement new technology in healthcare and dive deep into the adoption challenges. 

What Is Digital Adoption in Healthcare?

Digital adoption in healthcare refers to the process by which healthcare organizations integrate and utilize digital technologies to enhance their operations, improve patient care, and streamline administrative processes. This concept goes beyond merely implementing new software or systems; it involves ensuring that healthcare professionals and patients can effectively use these technologies to their full potential.

The Importance of Digital Adoption in Healthcare:

Implementing new technology in healthcare

There are numerous departments in healthcare and the usage of technology varies accordingly. The implementation of technology differs across nursing units, organizations, and practice settings in healthcare.  

Innovations in Healthcare have improved the usage of devices, medicines, procedures, and systems designed to solve health problems and improve quality of life. Implementing new technology in the field of healthcare can be difficult. There are many factors to consider, such as whether the technology is safe, how it will be used, and how it will impact patients and healthcare providers.  

Many hospitals are slow to adopt new technology, due to concerns about cost and lack of familiarity with the technology. Understand the reason for poor technology adoption and overcome those challenges. 

Lack of technology adoption in healthcare

The lack of technology adoption prevents the advancement of healthcare. For example, many doctors and practitioners are held to the standards of HIPAA and PIPEDA to protect the health information of clients.  

If these professionals do not utilize technologies that are compliant with security and privacy standards to protect health information, they risk compromising client information which can result in large penalties. This is just one example of the importance of what the lack of technology in healthcare can do.  

Even though technology adoption has become convenient over time. There are certain barriers to this endeavor. Some of them are:

Technology adoption is a slow process but one that is worth it in the long run. The industry is now starting to embrace the change as it becomes aware of the benefits of developments such as telemedicine and remote consultation.  

Your company should be able to integrate technology without having to entirely overhaul its procedures. It’s also crucial to make sure the technology can scale to meet your specific requirements.  

With the advent of remote work, having the right workflow tools and productivity software in place may help your company stay connected. 

There are also other factors why technology isn’t fully adopted. This includes employee resistance, lack of tech training, and poor process compliance. Let’s dive into these challenges that impede the adoption of technologies in the healthcare sector.

Top 3 Challenges in the Adoption of Technology in Healthcare

1. Serious Digital Risk

The prevailing model of health care delivery is highly complex. It comprises layers of processes, a network of patients and partners, insurance reimbursement models, delivery models, and regulatory requirements. 

These complexities when combined with technological advancements expose the industry to severe digital risks. 

The following 3 key risks are associated with Digital Transformation in the healthcare sector, according to this RSA Digital risk study. 

i. Cyberattack Risks:

Cyberattacks have been a major concern ever since the rapid growth of the Internet of Medical Things (IoMT) that comprises medical devices and applications. The IoMT ecosystem can have devices that lack standard security which makes them vulnerable to cyber-attacks. Another reason for risks related to cyberattacks is the rise in quantity and availability of healthcare data. The healthcare data has seen a spike of 878% in the last 2 years. 

ii. Dynamic Workforce Risk:

Today, healthcare workforce is empowered with devices, gadgets, and data to better treat their patients. This and the pandemic has caused a shift from the traditional model to a more dynamic one where healthcare workers can treat patients remotely . But this also exposes organizations to faulty workforce authentication and authorization. It also becomes increasingly difficult to monitor the activities of employees.

iii. Data Privacy Risk:

Since Patient Health Information, PHI, can be collected via various methods, it is unclear whose responsibility it is to protect the data and information of patients. It is, however, fair to say that ultimately this responsibility should fall on the organization. Failing to do so could result in financial losses and in some cases, could compromise the health of the patient.  

To counter all this, you need a solution that ensures business continuity and provides the organization with an integrated approach to handle digital risks. A solution for user access control, rapid detection and response, and integrated risk management. With such a tool, the healthcare sector can thrive and continuously adapt to transformational change with ease without worrying about the security risk. 

To mitigate these growing threats, healthcare organizations are increasingly turning to ai security systems, which combine real-time threat detection, access monitoring, and intelligent surveillance to protect sensitive environments without disrupting clinical workflows.

2. Poor Training and Onboarding

In healthcare, we see a lot of applications that come into play. Whether they are equipment providers, medicine manufacturers, or hospitals, they all use numerous applications on a daily basis to ensure the smooth flow of activities.  

In this case, let’s take an example of a hospital that treats 1000 patients a day. They cannot afford to make their workforce spend a majority of their time getting trained on administrative tasks that the applications demand. 

A hospital has a lot of functions that must operate in accordance with internal policies and federal healthcare protocols. To ensure compliance and operational efficiency, hospitals rely on hospital management software that integrates staff management, ward management, OT management, asset and inventory management, HR and payroll management, online appointment portals, and patient and insurance management into a single, streamlined system.

Related: Change Management in healthcare

Hospitals either use these applications separately and integrate them or they use Complex-ERP solutions that help them do all these functionalities. 

In any case, performing these many actions and making sense of all the data to ensure that everything goes on like clockwork is difficult. This certainly cannot be achieved using classroom training programs.  

Another challenge is that with time, regulations change and by the time you train employees on the existing ones, a new norm or regulations is designed which the organizations have to adapt to, again. This makes it difficult for organizations as they have to train and onboard employees from scratch using traditional means. This is not a feasible plan. 

According to MIT Sloan, 73% of professionals believe that Digital Transformation will be imperative to their organization in the next 2 years but 63% of professionals feel that digital adoption is a slow process. 

This clearly shows that there are severe gaps in training and onboarding strategies that organizations have to overcome. 

Traditional application and technology training in healthcare is not focused on efficiently using the software but rather on the process. New staff will be overwhelmed if they are expected to follow these processes, just after few sessions of training. 

A new-age solution like a Digital Adoption Platform (DAP) can emulate a real-world environment and guide the workforce to use the application efficiently. It helps employees complete tasks in an intuitive way. This means that they have understood the software and are leveraging it to the fullest extent.

A Digital Adoption Platform like Apty can guide your employees step-by-step through the application to complete tasks. It can also guide them from one application to another seamlessly, enhancing the engagement rate. It provides custom onboarding flows with a set of walkthroughs that new employees have to complete to get familiar with the applications that they will have to use to go about their jobs. 

It further houses all relevant training content in the form of PDFs, PPTs, walkthroughs, knowledge base links, and videos. This instantly accessible content guides employees in the right direction if they are ever lost and eventually makes them a power user. 

Related: Digital Adoption in healthcare for better outcomes

3. Strict Compliance Regulations and Data Integrity

Any organization related to healthcare has to follow compliance rules, regulations, and laws associated with the industry. 

Just like any other industry, healthcare adopts new technology but all these stringent laws and regulations hinder the technology and application adoption process. This results in hospitals and other healthcare organizations avoiding the use of advanced tech. 

These regulations are there for a reason as faulty data entry results in erroneous data which can be disastrous for the organization, be it from an administrative standpoint or even medically. This is why maintaining structured QMS documentation is critical, as it helps standardize processes, ensure data consistency, and support compliance with regulatory requirements across healthcare operations.

Software walkthroughs and in-app guidance can have a huge impact on how well your organization’s tech stack is adopted by your employees. Digital Adoption Platforms like Apty can provide a guidance layer on top of the software, assisting users through tasks and complex processes.

86% of the mistakes made in healthcare are administrative and these errors are ranked as the third-highest cause of death (after heart disease and cancer). 

The employees have to accurately enter data in the application they use and follow the process correctly to avoid any errors. The integrity of data is of paramount importance as some errors can put people’s lives in danger. 

The ideal solution to overcome this is to use a Digital Adoption Platform that can help you follow data standards. It helps employees adhere to rules and regulations pertaining to the applications that they use.  

Digital Adoption Platforms like Apty, include a data validation tool that helps employees maintain conventions while creating a file or entering details in a field. If data is entered in the wrong format, it warns them and ensures that it is entered in the correct format. 

With Apty, you can also create goals that your employees have to complete to understand how to carry out tasks within the application.  

You can track the progress of your users and analyze where they are struggling. Based on this, you can then either tweak the process to suit the employees or improve the training content to guide them better. 

Benefits of Digital Adoption in Healthcare

The adoption of technology in healthcare offers numerous benefits that significantly impact both healthcare providers and patients. Here are some of the key advantages of digital adoption in healthcare:

Leverage a DAP to overcome technology adoption challenges in healthcare

The healthcare industry is under pressure to digitize more of its operations in order to improve patient care and reduce costs. However, this transition is often met with resistance from employees who are unfamiliar or uncomfortable with new technology. To overcome resistance and ensure a smooth transition, a Digital Adoption Platform is needed.

A DAP is software that helps organizations of all sizes manage and monitor the rollout of new technology within their workforce. It will help healthcare workers and patients navigate the applications they use without compromising on the compliance aspect.

By understanding how people interact with applications, DAPs help identifies areas of improvement to increase user productivity and satisfaction. DAPs like Apty can help overcome this obstacle by providing insights into user behavior that can be used to improve the design of applications and make the transition to digital healthcare smoother for everyone involved.

Apty DAP can help you to counter digital fatigue as it helps with on-screen guidance and automation so that they can focus on doing the actual job without worrying about repetitive tasks. Apty can help in guiding the patients and also helps you in identifying the pain points of the patients while using the applications and improving the workflows to get the required data.

Technology adoption in healthcare can be challenging but having the right tools by your side can help. Adopt these essential applications with Apty to make your patients’ and employees’ lives easier.

An Enterprise Salesforce implementation can cost from thousands to millions of dollars depending on the scope and complication of the project. There are multiple factors involved that can make your Salesforce implementation a success or failure. 

One such factor is onboarding. Post the deployment stage, it is common to think that the implementation is successful but this is where most companies go wrong. 

The main ingredient for successful Salesforce implementation is effective Salesforce onboarding. There is no doubt that strategizing the onboarding process can be challenging but this process will determine the fate of your Salesforce implementation. 

It is no secret that Salesforce onboarding is a costly affair that also requires a lot of time and effort. That’s why it is important to create a Salesforce rollout plan and strategies for the onboarding process well in advance and use tools and methods that can help you accelerate the onboarding process.

4 Major Salesforce Onboarding Mistakes

Before learning the salesforce onboarding mistakes, we have to acknowledge the fact that it is imperative for change enablers, and Salesforce Implementation partners to visualize or anticipate the potential mishaps that might occur, during the planning stage itself.   

Doing so will help you to be prepared with the right resources and create a backup plan. Further, you won’t be taken by surprise if any mistake occurs and will be well prepared to tackle it. 

Blunder 1: Poor Communication

Communicate, communicate and communicate – we cannot stress enough on this. A project as big as Salesforce implementation goes through a lot of changes in the initial stage and the complex processes involved could even send a wave of panic among your employees.

It is necessary to convey to them the importance of the Salesforce application and explain why the platform is undergoing continuous changes.  

It will help them gain confidence and reduce the chances of employee frustration. Keep them informed about any change in feature, role, and process, using effective communication channels.  

While in-person/virtual meetings may seem like an effective way to communicate these changes, it is impossible to pull this off in large enterprises with tens of thousands of users. The other alternative is sending out an email, but you can’t be sure of how many recipients have read the message and understood the changes that are in order.  

To overcome these challenges, businesses need a solution like a Digital Adoption Platform that assures effective communication of important messages in Enterprises, thanks to this wonderful feature called In-app announcement. 

It acts as a notification or pop-up that conveys any information related to the Salesforce application. Whether it is a process change, event date, maintenance information, or feature update you can pass on the message via an announcement.  

The moment employees open the Salesforce application the announcement will pop up and blur the surrounding application until they acknowledge the message. 

Moreover, you can put conditions and launch the announcement as and when they interact with a particular, tab, element, or field within the Salesforce application. Another advantage is that the timeline for the announcement can be set which reinforces the information to the employees over a period and the chance of missing out is removed from the equation.  

Blunder 2: Lack of Clearly Defined Metrics and Goals

Often employees are onboarded with vaguely defined goals. It is necessary to set the goals and track key metrics to ensure successful onboarding.

Understanding user behavior can prove extremely beneficial in the success of your Salesforce onboarding efforts. For eg: Knowing where the employees’ drop-off, how much time they spend on a particular task and step, which step has a higher drop-off rate, what type of processes are typically avoided, how efficiently users follow the process, etc.  

Usually, in the initial phases, companies tend to measure the time spent within the application. If the time spent is more, it might be assumed that the onboarding is successful and that the employees are using Salesforce efficiently. 

But this cannot be further from the truth. Spending time and completing tasks are two different things. You must see how many tasks are completed post the onboarding, whether there is an increase in the tasks completion rate or not.  

Metrics and goals like these are important to find out whether you are headed in the right direction or not and defining the metrics and goals that are important to your organization can help you track your Salesforce onboarding journey better. 

Blunder 3: Inadequate Salesforce Training

Since Salesforce is a monolithic application, it takes time to train sales reps and other employees on it. Usually, it takes few months to a year to train them properly. 

After extensive training, businesses would expect their employees to enter data in the correct format in accordance with the company’s guidelines but unfortunately, that’s not the case. 

Don’t believe us? 

Well, according to IBM, 39% of the Salesforce customers feel that data cleansing applications are the most important app in the AppExchange. 

There could be many reasons for poor data quality, but a major one is inadequate training. Now you might be wondering how can training the employees regularly for a whole year can be categorized as inadequate. 

The point is that the traditional training is not very effective and so the results it produces are inadequate. And because of the forgetting curve, employees forget 70% of whatever they learn in 24 hours and 90% within a month. The ideal approach is to complement traditional training methods with modern ones to ensure effective learning. Modern training methods should be intuitive, on-demand, and blended.  

You get all this by using new Salesforce training methods like Digital Adoption Platform. It helps you to maintain process compliance, and data integrity by training and precisely guiding the employees. It has Walkthroughs that guide employees from one step to the other and ensure that they follow the defined process. Once they are familiar with the processes, you can ensure that they enter the data correctly. 

A Digital Adoption Platform ensures that data is entered in the correct format without any prior training. The moment the employees enter the wrong input within the field it passes a warning signal and guides them to enter the data correctly. 

It is one of the best ways to train your employees on the job and helps them complete their tasks without getting overwhelmed. It not only ensures successful training but also Salesforce adoption.

Blunder 4: Ineffective Salesforce Onboarding

Salesforce onboarding can get complicated as there are several user groups and creating an onboarding plan for each one of them is no cakewalk. 

It is difficult to get the onboarding right in the initial stage. Organizations create the onboarding plan based on the consultant’s recommendation, company goals, and assumptions. 

While it is not a bad way to begin with, this method will definitely not result in onboarding success. Each organization has different Salesforce requirements and the efficiency of employees varies from company to company and department to department. 

It is necessary to understand the needs of your employees and align them with the business goals. Most of the onboarding methods create an experience that is too generic or too specific. Either of these is not ideal as the generic one does not add value and the detailed one consumes time. 

A better approach would be to use a tool like Digital Adoption Platform to understand the requirements of your employees and create a customized onboarding experience. 

With Apty, you can create a customized onboarding flow and launch it within the Salesforce application. To get familiar with the application and their role, employees have to complete all the flows which make the Salesforce implementation successful.  

Way Ahead

A Clarity PPM User Guide Like No Other for Project Managers

The Project Portfolio Management market is currently at $4.2 billion and is expected to hit $5.6 billion by 2025.* 

This market is growing at a rapid rate as more and more enterprises understand CA PPM application’s value for businesses. It also helps to gain visibility into project timelines, budgets, and resources that can help the organization to compete in the market. 

Software as complicated as CA PPM could be overwhelming and confusing to users at first but with proper training, you can master it and achieve the desired outcomes. 

While your project and portfolio management process may vary, most organizations use CA PPM to obtain immediate yet sustainable results. The purpose of this guide is to help you understand what matters the most to your organization and how to use CA PPM to achieve it. 

Challenges Faced by Project Managers During CA PPM Implementation:

Defining Goals and Objectives

A clear and thorough understanding of requirements is important for the successful execution of the project. Once you’ve clearly defined the requirements or goals, you have to communicate what’s in it for your team to implement the CA PPM project successfully.

The project needs team support to make the project fruitful. Explain how the new process will help your employees to achieve their goals. Doing so will help them understand the importance of the new implementation and paves the way for them to assist in the project. 

While setting the goals you should always consult with the team and get their feedback to set the goals and objectives in line with employee expectations.  

This will result in getting their buy-in and you could even get surprised by their proactive approach and participation.  

Management of Adoption

Managing adoption is crucial for the success of the PPM application. Making changes while your employees are learning new processes is the biggest challenge. 

Employees face roadblocks on a daily basis and this can only be countered when the new processes are adopted properly. 

Showing encouragement is an important part of adoption. You can do this by creating a leaderboard and recognizing their effort. This way they will do their best and use the CA PPM application regularly. 

Post CA PPM implementation, processes can change regularly because of changing business needs and employees can get demotivated overtime when they have to shift their approach. 

Keep the spirits up and help them understand why the change was made in the first place by using an effective communication channel. 

Keep them informed about how your organization has planned to adopt the new process. 

Also, use effective tools like Digital Adoption Platforms to ensure immediate adoption of the PPM application. It also helps to get detailed reports and in-depth analysis of usage and adoption. 

Employee Onboarding and Training

Each organization customizes the CA PPM application to fit their needs and if the team is unable to use the features to execute the desired action, the PPM investment becomes futile. 

Training thousands of employees in an organization is not an easy task and to ensure that they use the application in an intended manner is challenging. 

Planning the training needs ahead of time is important for the successful implementation of CA PPM. It is important to use multiple forms of training to ensure that one training method complements the other. 

Whether you use modern training methods or traditional ones, users must adopt the application as quickly as possible to execute the crucial tasks. 

Process Change

If the project is massive, it typically undergoes multiple iterations. This leads to a change in the project’s scope which eventually results in process change.

The impact of regular change in the process could result in poor process adoption and loss of confidence among the users. 

In order to make most of the application, you must use tools that can help your employees to adopt any process in a matter of few days. 

Immediate adoption helps you to gauge whether the PPM application is working efficiently or not. It also helps you estimate whether the new process will give the desired outcomes or results. 

Employee training is a defining investment that companies make in their workforce. An immediate new hire training goal is to provide them with the required skills, resulting in financial gain. Learning goals will not only make your employees have a great training experience, but also ensures a good pay–off for the investment made on your employees. 

When you train your new hires regularly, you ensure employee productivity and better outcome. With effective learning goals in place, they know exactly what they should do to make the company excel. Research says that approximately 56% of HR Managers consider training and development is an essential business enabler.  

In this post, we will cover the objectives of organizational training goals, and also you will understand how to get smart about your employee learning & training goals.

Employee training goals and objectives

Employee training goals helps you to focus on making your training program effective and successful. It helps you to keep your employees engaged, provide clear employee objectives, run your business smoothly, and achieve your organizational goals. 

Having effective employee Training Needs Analysis (TNA) and training metrics are an essential part of your organizational goals. TNA helps you determine what kind of training you need to provide, and metrics help to gauge your outcomes. 

The top 5 effective employee training metrics to identify employees course completion rates, assess your employee activity details, measure engagement level, identify the places of hitches, and collect feedback. Head over to our post “5 Effective Employee Training Metrics” for understanding each step in detail. 

Steps of creating Employee Training Objectives

The employee training objective is a roadmap to see which areas need improvement and how to overcome them. Here are 5 innovative steps for creating an Employee Training Objective:

1. Identify Skills Gap:

Employee training has a purpose, and you should determine that purpose and outcome before allocating it to team members. You should first analyze your employee’s training needs and skills gaps. For this purpose, employers should perform a skills gap analysis and highlight the key skill sets missing in their workforce.  

For 86% of HR managers, the key training goal is closing the skills gap. Skill gap analysis gives us data on what skills your employees have and what they need to improve. This step will set the direction of the employee training program and tell employers which areas they should focus on for corporate growth. 

2. Define Training’s Goals Clearly:

Once you have identified the skills gap, the next step is to set the organizational training objectives and identify gaps in your current training initiatives. Employee training objectives must clearly state what you hope to accomplish with your training program and highlight the specific skills or knowledge gaps you intend to address.

Next, prioritize these gaps according to their significance and define your strategy to overcome them. This strategy will help you effectively implement the training and development program. Setting specific and measurable goals will help ensure the program’s success. For example, if the goal is to improve employee performance, you could compare team efficiency before and after individuals learn how to use new tools.

3. Obtain management buy-in:

Employee training and onboarding need a significant financial and time commitment for a large enterprise. So, if you want to design the ideal training program for your staff, including cutting-edge training programs, you’ll need buy-in from the top to ensure that everything runs smoothly.

The amount of time it takes for employees to realize the value of training programs decreases dramatically when they understand their purpose and have a clear path to follow.

4. Make your plan future-ready:

Make your workforce confident, optimistic, and ready for whatever challenges the future workplace may bring. It is increasingly important for organizations to reskill their employees to remain competitive in the marketplace and keep pace with the latest technological advancements.

Getting employees’ training goals straight makes it easier to retrain, upskill, and refine their existing skillset. In addition to enhancing employees’ abilities, your training plan must include ways to deal with unforeseen events. When done correctly, it can assist you in dealing with transformation.

Evaluate Results & Revise:

Run a test launch to pilot your training and development plan. Select a group of top-performing employees to test the new program and discover how well it works in reality. This method helps you get user input and detect any possible issues before rolling it out to the whole organization.

Collect feedback from the participants and identify areas that need further improvement. Multiple revisions will help you get the most refined version of the training program to meet your organizational needs.

Follow up after training:

Once training is complete, it is essential to follow up with employees to see how they progress. This could involve setting up regular check-ins or providing additional resources that employees can use if they need more help.

By following up after training, you can ensure that employees get the most out of the training and apply what they have learned to their job. This can be a good way for you to find ways to improve and adjust the objectives for the next training session.

Importance of Feedback in employee training:

Be straightforward and realistic with your training objectives. It’s unfair to expect major changes in the immediate days or weeks after a training session. Start small and set achievable goals that are relevant to your business. It’s extremely important to collect feedback from your employees to understand their pain points and the challenges they encounter.

Collecting employee’s feedback is essential for creating practical training objectives because it allows employees to voice their needs and contribute their ideas. This helps ensure that the objectives created are relevant to the employees.

Feedback collection involves surveying them, conducting interviews, or reviewing performance data. Businesses can better tailor their training programs to meet their employees’ needs by taking this step.

Let’s discuss the process with an example. Now, let us assume “John” who has outperformed his interview among all the attendees and got hired. John has successfully completed his onboarding sessions and now he is ready for your training. Let us see the effective way of training him. Let’s discuss the process with an example.

First things first

The first step is to perform a Training Needs Analysis.  

This tells you what kind of training will be effective for John. Since there are different types of TNAs like Organizational Analysis, Individual assessment, Task-oriented analysis, and more, performing an effective Training Needs Analysis is highly important. 

For example, you can do the following to create a simple and effective way TNA: 

Employee Learning Assessment

John must understand the core competency and the skills that he needs. According to the Talent Board’s Research report, 82% of organizations use pre-employment assessment tests. Try and perform some tests to identify where John stands right now. 

Then, getting hands-on with the tasks that John needs to perform. Let us see with an example to understand the effective way of doing it.  

For example, try and split the task into 4 modules. 

Ask John to perform each module in a specific time frame. (This Timebox completion of modules allows you to get an idea of John’s competence over the other new hires). Do this for all 4 modules. 

Let us say John passes in 3 and failed in the last module. 

Three scenarios must be considered here. 

Scenario 1:  

Check for the number of failures at the organization level (say 100 new hires), if less than 30% failed in module 4, then the problem is with John. 

What to do? 

In this scenario, you must check the reason for failure. Go back to metrics and check whether John cleared all of them. Then, provide the appropriate training to make John complete module 4 successfully.  

Scenario 2: 

Let us say out of 100, almost 80% of them failed. Now, the problem might not be with John. You need to consider the number of failures here. 

What to do? 

In this scenario, try changing the module or make it simpler so that everyone could perform it well. Else, you can collect the feedback of all employees and try addressing that. This will increase the chances of getting a more positive outcome. 

Scenario 3: 

In case, out of 100 new hires, exactly 50% fail in module 4. 

What to do? 

This is a difficult situation because you cannot find where the problem lies (either employees or modules). Collect individual feedback and try finding the common point. Also, consider changing your training methods for module 4. 

Cost vs ROI

When we speak about cost, you must consider your employee training effectiveness. Your ultimate aim is to make John complete all 4 modules successfully and get the best out of him.

For example, John is hired for $1000/month for working on 6 projects/month. You must calculate John’s effectiveness for each month and ensure he completes all the 6 projects then your Return on Investment (ROI) is on the right track. 

What if John completes only 5 projects/month, or to make this worse what if 60/100 employees complete only 5 projects, then this is a serious issue that you must take care of. Else, your ROI will not meet your expectation. 

Organizational goals vs Individual goals

In simple words, the Employee training goal is this – John needs to complete 4 modules. 

Organization training goal – All 100 new hires must complete all modules successfully. 

You must align employees’ personal goals with company goals to ensure business growth. 

Note: Employee training goals must be assessed regularly. During the learning process, you must assess whether John is learning or not, and at the end of the training you must assess whether John has successfully learned whatever he needed to or not.

Leverage the perfect training tool

If you are trying hard to train your employees and are looking for an effective tool, Apty is the best choice. Apty helps you mitigate the burden that is typically placed on employees when it comes to intense training sessions by helping them learn their Enterprise software on the job, in real-time.

Now is the best time to transform your employee training with a Digital Adoption Platform like Apty.