SYSPRO Unlocking Potential (Day 2)
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This document summarizes and compares the practices of two chocolate companies, Chocoholics and Choc Dreams, across several areas including profits, staff retention, customer satisfaction, technology use, business processes, onboarding new staff, and training. Chocoholics has high profits, 80% staff retention, continuous improvement, high customer satisfaction, uses the latest technology, and has agile and competitive processes. In contrast, Choc Dreams has average profits, 40% staff retention, customer complaints, uses multiple outdated ERP systems, and is struggling to remain competitive. The document then details the specific practices of each company in areas like ERP systems, business processes, onboarding new staff, and training approaches.
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SYSPRO Unlocking Potential (Day 2)
- 3. A TALE OF 2 COMPANIES
- 4. The Company Journey Chocoholics High Profits 80% Staff Retention Continuous Improvement High Customer Satisfaction Latest Technology Agile and Competitive Market Share Choc Dreams Average Profits 40% Staff Retention High Returns Customer Complaints Multiple ERP Systems Struggling to remain Competitive Struggling to dominate the Market
- 6. The ERP System It’s not just about the technology…
- 7. • SYSPRO - 8 Years • SYSPRO 7 • New Features • Embraced Espresso • Use e.net integration layer • Websites • WMS • HR System • Release Candidate for SYSPRO 8 Using 40% of Software The ERP System Chocoholics • SYSPRO - 5 Years • SYSPRO 7 • Software not supporting business • Project to replace ERP Choc Dreams
- 8. Business Processes Context is King! Users need to know why they do what they do.
- 9. Chocoholics • Use SYSPRO Process Modelling • Review processes annually • Change SYSPRO according to new requirements • Visible to all users by way of Flow Graphs Processes Choc Dreams • Think HR have copies of their processes • Inevitably if asked why they do what they do the response is: “Cause it’s always been done that way” or “That is the way I was shown to do it” • Staff satisfaction is low • Users feel un-empowered • Employees feel communication is lacking in the organisation Processes
- 10. New Staff
- 11. Chocoholics • Spend Day 1 with Line Manager • 1 Day On Boarding • Processes and Documents provided • Job Shadowing for 1-2 weeks • 3 Months official training New Staff • 1 hour introduction with Line Manager • Handover from leaving employee • On training degradation 70% • Otherwise start working you will pick it up as you go Choc Dreams
- 12. Training & Development Plan “The only thing worse than training your employees and having them leave is not training them and having them stay.” Henry Ford
- 13. Chocoholics • Provide training on a regular basis • Staff need to remain on trend • Staff must be aware of new features Own your Job • Training only when asked Training & Development Choc Dreams
- 15. Training Benefits Know your ERP • How • Adapt • Improve Processes • Why • When New Staff • Motivation • Enable • Confidence Training & Development • Focussed • On Trend • Empowerment
- 17. Approach Facilitator Led Training Guide Videos & Slide Deck Show Delegate Interaction Tasks Job Execution
- 18. SYSPRO Academy Services • Schedule Courses • Customised Training • SYSPRO Learning Channel
- 19. Scheduled Courses • At the SYSPRO Academy • Classroom Style • Facilitator Led • Process Focussed • Generalised • All features & Functions • Latest Version
- 20. Customised Training • Classroom Style • Instructor Led • Company Data • Company Process • Aligned to Business • Shared Interest • At The Academy Or • On-site
- 21. SYSPRO Learning Channel • Anywhere, Anytime, Anyplace • Cost-Effective • Refresher • Tracking & Reporting • Certifications • Customisable
- 22. THANK YOU LETS CONNECT!
Editor's Notes
- Both companies started at the same time 10 years ago They are identical in what they offer Experiencing the same economic challenges
- If we look at the current success and status of these two companies we can clearly see Chocoholics is much stronger and in a much better position than Chocolate Dreams Why is Chocoholics so much more successful than the other
- Company X Been on SYSPRO for 8 years Are on SYSPRO 7 Update 1 and loving the new functionality. SYSPRO Espresso has enabled their Sales Force, their integration to their websites are giving them real time results and information. The users find their jobs so much easier with the new payment cycles, simplified Screens and informative Web Views. In fact all they want to talk about is what is coming in SYSPRO 8 and can they be a release candidate. They have some challenges but have projects already on the go with their partner to see what they can do an change in SYSPRO to resolve these issues They realise that their business world is adapting and changing and make sure that their software does the same to support this change.
- Company X Uses SYSPRO Process Modelling and annually reviews and improve their processes where possible. Change SYSPRO according to new requirements and introduce what’s new and appropriate. Processes are visible in the system by way of flow graphs, all users understand what they do when and why Company Y Think HR have copies of their processes Users do not have access to their processes, inevitably if asked why they do what they do the response is: “Cause it’s always been done that way” or “That is the way I was shown to do it” Staff satisfaction is low and users feel un-empowered and that communication is lacking within the organisation
- Company X Uses SYSPRO Process Modelling and annually reviews and improve their processes where possible. Change SYSPRO according to new requirements and introduce what’s new and appropriate. Processes are visible in the system by way of flow graphs, all users understand what they do when and why
- Company X All new staff start with a meeting and introduction from their line manager All new staff spend 1 day in on boarding in the company learning bout the company, their culture, policies and procedures and their learning & development options. All processes documents are provided and explained The shadow another member for their team for the first 1-2 weeks After 3 months on the job new employees are sent on training courses relevant to their area.
- Company X Staff are encouraged to attend training on a regular basis, from software to business courses through to soft skills. They need to remain on trend and be aware of new features and improvements