The SAPMCSA training team ran an initial training session for SAP users from various Service Centres on the new Staff Sales and Returns processes. The training included both new and experienced SAP users and used a blended learning approach. In light of a project extension, refresher training sessions were also conducted in various cities. Feedback from delegates indicated the training was helpful and the trainers were highly rated.

1. Brite Minds
TheSAPMCSA(MultiChoiceSouthAfrica)trainingteam(Karen
Bond and Geraldine Klaassen) ran an initial training session
for all SAP users from the Cape Town, Johannesburg and
Durban (Central and Umhlanga) Service Centres impacted by
the new Staff Sales and Returns processes at the Randburg
Square.
We had a mix of users, some who had never been exposed
to SAP, and others who were familiar faces from the initial
implementation we were involved with in 2012. We used
a blended learning approach with Epiplex simulations,
providing the platform for assessments and the SAP Training
client providing the platform for continued practice in
mastering the new functionality. The training was instructor-
led and this was key to linking all the elements of the training.
In light of the two month extension of the initial go-live,
we convinced the business that we should run a round of
refresher training in Durban, Cape Town and Johannesburg
which we did two weeks before go-live. This was much
needed and appreciated by the users whose brains had
since been filled with Clarity training on top of the initial SAP
training. We also ran a further session in Randburg the week
before go-live to pick up the remainder of the Johannesburg
Service Centre staff that missed the initial training. We took
a different approach with the refresher training and decided
to demo the processes over and then launch into role based
scenarios to enforce the learning.
We ended the session by splitting the front line staff and
stores staff into teams and had them race against each other
for prizes. This went a long way in reinforcing the learning
that had taken place previously and we will definitely take the
experience from this into future MultiChoice Africa training
interventions.
Some feedback received from the delegates, which leads us
to believe the training was successful:
• “The training was very much applicable and helpful,
the guys were awesome!!!”
• In response to the question: Would you like to make
any other comments or recommendations?“No, but
the trainers are the best. Use them all the time, even
when they don’t want to!”
• “I loved the training. It was educational and enjoyable.”
Training @ Multichoice
article
Training and Education Services and Solutions
August 2015 Edition
Brite Minds

2. Brite Minds
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Offering:
Courses from overview to advanced level;
3000 Handbooks;
450 eLearning Titles;
150 Online knowledge product titles (OKPs); and
600 Role-based learning maps
So you can:
Keep skills current and retain knowledge;
Prepare for project success or SAP certification;
Develop new skills in areas of innovation;
Gain on-demand access to the most current courses; and
Access learning material anywhere, any time.
Authentic SAP e-Learning at roughly R75,00 per person
per course? And with subscription access for a period of 12
months? Better believe it ...
a big deal ....a big deal ...
training as an institution
Trainingispopularwhenmoneyisflowing,butwhenmoneyisscarce,trainingisoneofthefirstdepartments
slashed. We’ve seen training being cancelled within 24 hours because someone looked at company or
project figures and determined training should absorb the spending cuts. Training creates profit centres,
and should not be viewed as a cost centre. It creates long term benefit, and therefore must remain a
continuing high priority.
Even more detrimental than the above is the opinion of some that training is just not that important or too
time consuming. Being too busy to train is the moral equivalent of being too hungry to eat.
There are many organisational needs or problems that call for training. And there will always be a need and
problems that training, and sometimes only training can solve.
Organisations need to continuously determine the knowledge, skills and abilities that people in roles need
in order to perform their jobs and deliver against KPIs (and therefore satisfy the organisational needs). On
top of this, organisations need to understand its employees in order to know how best to source training
that will improve their performance and close the gaps.Traits to look for include age, education level, prior
experience and knowledge, learning styles, and computer literacy (if the training will be computer-based);
personal motivations; and more.
Companies should therefore rather consider the cost of training employees versus the cost of not training
them. Increased recruitment costs, low productivity levels, increased training costs of new workers and loss
of productivity while new workers settle in (when you loose employees) are just some of the negatives.
Ironically, the biggest inhibitor to putting (and keeping) a training programme in place is the perception
that it will take too much time. Always keep in mind that there is no investment that you can make that will
do more to improve productivity in your organisation.
when the student is ready, the master will appear

3. Brite Minds
Britehouse entered into an agreement with Mentec Foundation and MICT SETA early in 2015 in order to facilitate
learnerships for 70 unskilled and unemployed learners. We signed up 50 x learners for Systems Development Level 4,
and 20 x learners for End User Computing Level 3, with Britehouse as Lead Employer.
Granting learners the opportunity to acquire foundation as well as scarce skills within the ICT Sector can only be done if
their learning programmes are informed by industry experts. As a result, apart from the required fundamental, core and
elective unit standards towards a national qualification, we also required that Mentec add SAP OverviewTraining to the
curricula to the End User Computing learnership programme and SAP ERP Integration for the Systems Development
learnership programme. As a result, on completion of the learnerships, the learners will have an additional skillset,
which should give them an employment advantage over other learners completing the same learnerships with different
service providers.
Some of the application projects (C# and Java) that these learners are completing as part of their learnership include:
pupil online examinations and report management, eWallet banking service, business online gas station account
application, manage and monitor metro train ticket sales, online ID number usage detector, and a hair salon system to
book services and view hairstyles online.
The project has entered its final phase and learner results will be published in the December 2015 BriteMinds issue.
At the same time, we will also communicate the impact of this project on the Britehouse B-BBEE scorecard and
compliance since over and above providing opportunities to unskilled and unemployed learners, this project will
positively influence the our rating with regards to skills development, preferential procurement spend and enterprise
development contribution.
Learnership Project B
In addition, we also signed up 4 x Systems Development Level 5 learners as well as 2 x additional Systems Development
Level4learners(inthiscaseBritehouseistheHostEmployer)inMarch2015,alsoparticipatingina12-monthlearnership,
after which they will undergo SAP ABAP training in addition to the required learnership courses. The Level 5 students
started a phase of experiential learning in August 2015 at the DACE Centre in Germiston, where they will be part of a
team at Mentec Foundation, learning“on the job”as they assist in development of applications (web and mobile) whilst
undergoing formal training with coaching and mentoring by both Mentec and Britehouse subject matter experts.
Britehouse Learnership Project A - Training & Education Services
and Solutions for SAP®
learner skills development @ britehouse
Learnership Project B Level 5 learners above, left to right: Cardwell
Mohlala, Desmond Maluleke, Portia Mphela and Sympathy Mmola.
Picture on the right: Learnership Project B Level 4 learners Lucky Phiri
and Thabitha Modula.
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4. Brite Minds
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article
TheTrainingTeam, withTeam Lead Michelle Ninkovic, the Imperial Logistics train-
the-trainersessionsranfromthe17thofJuneuntil24July2015.Learnersattended
from Africa and all corners of South Africa with major cities such as Johannesburg,
Cape town and Durban as well as towns like Secunda and Emalahleni represented,
demonstrating the massive extent of Imperial’s reach.
Users largely consisted of 1st time SAP users, who usually require much more in-
depth training and careful consideration to the training pace and thoroughness,
however the training went remarkably well. We are happy to report close to 90%
of the learners rated the training with the absolute highest level of satisfaction.
Areas that were included in the feedback forms are content delivery, facilitators,
facility and general satisfaction, so this is an excellent testimony to a training
delivery well executed.
The Training Team provided 149 x Train-the-Trainer sessions to more than 80 users in 7 SAP modules which
included SD, FI, CO, MM, PM, TM and EWM. We also had business skill sessions to ensure that the trainers
were ready for their task to train more than 700 end users for the beginning August 2015 go-live date.
All and all, the 1st of 3 implementation waves went very well and we expect that with the ground rules
established and the initial exposure to SAP mastered, waves to follow will roll out in a similar fashion with
a consistently high quality and sense of satisfaction.
The training team at Imperial Logistics, under the management of Elizabeth Louw, consisted of:
• Michelle Ninkovic - Training Team Lead
• Theuns Smit - CO
• Junien Smit - MM
• Lisa Collyer - SD
• Ros Machattie - PM
• Clare Duggan - FI
• Jann Piazza-Musso - SD
• Richard Mahlasela - FI
• Jacques De Villiers – EWM
• Ivan van Niekerk – TM/EWM.
Well done to all involved in making this happen!
training @ Imperial Logistics

5. Brite Minds
trending in learning
The art of conversational training is the practice of balancing productive inquiry and productive listening,
after you teach learners the ladder of inference. An example: ask people to answer a simple questionnaire
on where they stand on delicate issues such as death penalty, charity work done by CSI departments,
benefits for the poor, etc. Build teams that have contrasting views on one of the issues and give them
a simple instruction: for the next 10-15 minutes you will have a conversation with one goal only - make
sure you understand each others points of view (practicing productive advocacy and inquiry). It usually is
transformational - people always learn something about a different perspective that they were not aware
(and sometimes even changed their positions!), just because they were not trying to convince or avoiding
being convinced. Some people are uncomfortable at first with the exercise (talking about personal beliefs),
some even suspicious, but they generally love it in the end, because they learned you can connect if you
practice the art of conversation, even if you fundamentally disagree with the other person.
The Ladder of Inference:
1. Data / information I observe (as a camera would capture it)
2. Select data based on my experience, bias, etc.
3. Assign my own meanings based on my interpretation
4. Develop assumptions based on the meanings I added
5. Draw my own conclusions based on my assumptions
6. Adopt generic beliefs about the world based on my assumptions
7. Take action based on my adjusted beliefs.
The Ladder of Inference describes the thinking process that we go through, usually without realising it, to
get from a fact to a decision or action.
The following questions help you work backwards (coming down the ladder, starting at the top):
Why have I chosen this course of action? Are there other actions I should have considered?
What belief lead to that action? Was it well-founded?
Why did I draw that conclusion? Is the conclusion sound?
What am I assuming, and why? Are my assumptions valid?
What data have I chosen to use and why? Have I selected data rigorously enough?
What are the real facts that I should be using? Are there other facts I should be considering?
the art of conversational training
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6. Brite Minds
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We offer a variety of services to our clients, either as part of an implementation or as ongoing, ad hoc training and
education related services:
• Strategy;
• Scope of works;
• Needs analysis;
• Material content development planning and development (simulated, eLearning);
• Core training planning and delivery - key business users and in-house trainers;
• End user role mapping: user to role to profile to course;
• End user training scheduling & delivery administration;
• Delivery of training to end user communities;
• Training project management;
• Risk mitigation, quality & audit; and
• Learning and content management.
We have first hand understanding of what users need to be taught and how best to teach it to them. From Britehouse,
you get:
• Training that goes beyond pure transaction content to include business and process context;
• Understanding by users of the impact of transaction processing in an integrated system environment;
• Sustainability and reduced cost through end user training guides and quick reference guides that are
automatically generated from simulations;
• Detailed, step-by-step training material for all transactions and user manuals that include policies, procedures,
guidelines, and processes;
• Developed training material for different levels of end users, super users, and in-house trainers;
• Training delivery either to end users or to an internal customer group of in-house trainers; and
• Develop end user training and reference material with new hires in mind, to ensure complete, end-to-end,
process driven training.
did you know ......
training & education services and solutions for SAP®
S e r v i c e s a r e o f f e r e d n o t o n l y f o r t h e S A P s y s t e m .
W e d e s i g n a n d e x e c u t e a l l t e c h n o l o g y s o l u t i o n s .

7. Brite Minds
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Courses available from Britehouse
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contact:
Elizabeth Louw
elizabeth.louw@britehouse.co.za
011 575 6535
Gillian Muller
gillian.muller@britehouse.co.za
011 575 3872