SAP Learning Management System

1. Bridge People and Technology 2011

2. Agenda Corporate Overview E-learning Overview FlowHow – Content Creation (for SAP / Other Systems, Non System Based) KnowHow – LMS / Learning Portal Integration E1 Implementation Methodology

3. Corporate Overview Founded in July 1999 Specialist elearning and training company Designed and develop both tools and methodologies to ensure measurable sustainable results Ongoing updates to tools and methodologies based on both client requests and industry standards Staff complement of 30 (permanent and contractors) Finalist Technology Top 100 Awards 2003 Offices in Cape Town and Johannesburg

4. Structure of Bridge

6. Unesco (Paris)

7. Sasol (Group Wide Implementation)

8. Distell

9. Sappi (Group Wide Implementation)

10. Engen

11. COJ (Group wide Implementation – Phakama / Matheo / Non SAP

12. AMD (Global SAP Rollout)

13. BodyShop (Global SAP Rollout)

14. Liberty (FlowHow / Training Delivery)

15. Transnet (Corporate Wide Agreement)

16. Brandhouse

17. Xstrata (Shared Services)

19. Impacts of E-learning within an Organisation HR Business Operations IT

20. E-learning Architecture

21. Introduction to KnowHow /FlowHow and E1 Methodology Learning and Performance Management System and Learning Portal ( KnowHow) KnowHow KnowHow Scheduler KnowHow Integrator (Integrates with SAP and other ERP Systems) Content Development Toolkit (FlowHow) FlowHow Database driven LCMS- One Source for all content FlowHow Developer - Distributed Content Development Toolkit Develop – Elearning Content, Classroom Materials , Instructor Guides.

23. Develop - SOP’s Blue Prints

24. Develop – Topic Based elearning Courses ( e.g. Health and Safety)

25. Integrate with LMS (based on Job Roles in courses)Implementation Methodology ( E1) Incorporates Instructional Design Rollout Strategy Assessment Impact – Success

26. Content Development – What Makes up Content Contextual Information Transactions Business Processes Documents Overviews Assessments Sustained and Rapid Development and Maintenance Elearning Courses and Online Reference SOP Documents/Blue Prints Instructor Guides Classroom Manuals Simulations Pocket Guide

28. Some of the shapes may have relevant information which I will add for the training developer

29. If I use Visio or Aris, changes in the process flow can be re-imported to ensure the training materials are in sync

30. I need to quickly but effectively structure a well designed full course, contextualizing all the information

32. Additionally the Instructor guides will assist with my classroom training

34. I can using KnowHow do readiness evaluations by Job Role and link that to evaluation scores by Role

35. As all the information is stored on the LCMS, I can manage the courses completed against project plan

36. I will also be able to graphically report where in the development cycle each course is sitting (available end 2009)

37. I can add the frequently asked questions which the help desk gets for inclusion into the materials. This I will do from time to time based on the problems the users are calling in withHelp Desk Training Project Managers Change Management

38. How Long Does It Take ? FlowHow 5 Full Business Process e-learning Course Draw Flows Gather and Add All Content – Including Animations , Screen Dumps etc Total Time Required 18 Hours FlowHow – ShowHow’s (Simulation Lessons) Basic Simulation – 3 hours Add Contextual specific instructions up to - 4 hours Total Time 7 hours

39. Technical Requirements

40. KnowHow – LMS & Performance Evaluation System Knowhow manages the following key areas Management Users - KnowHow manages user populations based on Training Roles and Organisational Roles Learning Structures – Learning structures are based on container structures allowing for Job Description / Job Role/ Qualifications/ Sub Qualifications. Courses – Courses are automatically broken down into key components i.e. Overviews, Simulations, Documents, Assessments. Assigning FlowHow courses to Job Roles is simple as Job Role Matching is done automatically Schedules – Classroom/ Elearning or a blend of both

41. KnowHow – LMS & Performance Evaluation System Deployment Courses are available via a structured My Learning Page giving all details of the course at a glance Context Sensitive Relevant Training / Reference Materials via SAP’s Help Screen My Favorites – User Defined Key Components of a course Via a Portal Hyperlink Pre – requisites (both content and assessment) ensures users are guided through the learning life cycle Scheduling – Caters for Scheduling of Blends i.e. First the user attends a classroom session (at specific dates and times, then they need to complete the elearning course or assessment by a certain date

42. KnowHow – LMS & Performance Evaluation System Assessment Each course is broken down into components, which can be assessed via access/time or in the case of evaluations by score. Components can be marked as mandatory / optional and course scores are rolled up into sub qualifications and qualifications. Evaluations are database driven allowing for ranking of question difficulties – allowing for true randomisation. Meets NQF Requirements All evaluations / Questions and Results can be printed for Portfolio of Evidence

43. KnowHow – LMS & Performance Evaluation System

44. KnowHow – LMS & Performance Evaluation System Notifications Reporting - Learner and Manager (both Line and Function) Reports sort data based on field e.g. (Courses complete by Job Role, by Learner, Assessments, Qualifications) Email Notifications Options Include Email sent to identified Line / Training Managers when assessment attempted / passed / failed Email notification to users when any changes made to component or course Email notifications sent to users / managers when training booked (if training / scheduling module implemented) Certification – When a user passes a qualification a certificate is made available for printing.

45. KnowHow an Enterprise wide LMS - Integration KnowHow fits into the Enterprise by integrating with the following systems SAP (Via XI or SOAP Interface) KnowHow  SAP Training and Events Qualifications ( Indirectly Talent Management) SAP  KnowHow User Details Job Description DMS (Via KnowHow referencing Hyperlink) E.g Documents , Policies Procedures SSO / LDAP (Single Sign-on)

46. How Long Does it Take to Implement Implementation Steps Technical Workshop – To define the Technical Landscape Configuration Workshop – Define the parameter driven configuration options for the system Time Required – 1 Day Installation and Configuration Including import of master data Set up of Learning Structures Time Required – 2 Weeks

47. How much does it cost? KnowHow is based on an end user license fee and is costed on the following Outright Purchase Rental Option Hosted Option

48. Technical Information

49. Enterprise Wide Architecture

50. IT Requirements Continued IT Architecture Requirements Contd

52. Informix

53. Oracle

54. Microsoft SQL Server 7.0

55. Postgres

56. SAP DB

57. Interbase

58. Firebird

60. Identify Evaluate Requirements Requirements need to be defined upfront including Development Strategy and Timelines Rollout Strategy Assessment Strategy Change Integration

65. Classroom Training on the basics, the remainder of the study is done online from the users desktops – effective for systems training

66. E-learning first then classroom training – effective in courses where the theory can be studied online followed by a workshop where the trainer expects the user to have grasped the basics prior to coming to the classroom.

68. Collect data 1 Draw KH report & analyze data 2 Write report 3 Evaluation – Level 1 Reaction to Training

69. Draw KH report & analyze data 2 Write report 3 Evaluation – Level 2 Learning

70. EVALUATING APPLICATION OF NEW SKILLS TO JOB 1.What specific skills were you taught and encouraged to use during training and e-learning? 2.When you left the first classroom training session, how did you feel about going to try out the new skills? 3.Are there some skills you have learned during training Enter data 2 and from your own computer that you find particularly helpful in your job? Please tell us what these are and why you are finding them so helpful. 4.Are there some skills you have learned during training and from your own computer you are not using? Please Collect data 1 explain to us what these are and why you are not using them. 3 Draw KH report & analyze data Write report 4 Evaluation – Level 3 Behavior

71. Formulate baseline measures 2 Formulate objectives 3 Establish measurables 1 Track improvements 4 Write report 5 Impact – Level 4 Evaluation

73. Rollout the elearning across the organization in a phased approach considering the impact on the organization

74. SLA – Ensures rapid support and maximizes up time