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Solution Design DocumentSAP Learning Solution
Presented By:
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Table of Contents
I Executive Summary 3II Approach 18
III Business Context 24
IV Solution Architecture 29
V Organizational Readiness 31
VI LSO Implementation Phases 67
VII LSO Governance 106
VIII eLearning Content Audit Summary and Recommendations 108
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I. Executive Summary
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Background
SystemLink Enterprise Solutions and Rohm and Haas workedtogether to develop the functional, technical and support
requirements necessary to design and implement the SAP Learning
Solution (LSO).
The deliverable from the work is this Solution Design Documentwhich describes the LSO at each phase of the implementation.
A phased approach to the LSO implementation is recommended in
order to realize the benefits of the investment as soon as possible.
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Solution Design Roadmap
Charter Session
Organization
Readiness (Tech.)
Organization
Readiness (Bus.)
Functional
Requirements
Solution Design/
Blueprint
Date
Activity
Key workshop or event
7/6-7/9 7/12-7/16 7/19-7/23 7/26-7/30 8/2-8/6 8/9-8/13 8/16-8/20
July August
7th
8th
12th
14th
16th
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Solution Design Objectives
The Solution Design was intended to accomplish the followingobjectives:
Define a shared vision and scope for the implementation of the LSO.
Define and prioritize functional requirements for the LSO.
Define the LSO overall solution in a phased approach.
Define the system roles and responsibilities, support model, educationand governance required to support the LSO.
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Solution Design Key Deliverables
Solution Design OverviewThis presentation provides high-level view ofthe content detailed in the solution designdeliverables.
Charter Validation
This presentation identifies the purpose,future vision, scope, critical success factors
and risks of the learning solution project.
Organizational Readiness AssessmentSummary (Technical and Business)Thispresentation and report details the findings ofthe organizational readiness assessmentconducted in this phase. Included in thisreport are recommendations and activities
inputs to the implementation project plan.
Learning Solution BlueprintThis document details the business requirementsgathered during the blueprint sessions. Identifiedfunctional gaps, implementation considerationsand recommendations are provided to thebusiness reader.
Appendix 1: Configuration Specification
This document includes the IMGsettings/configuration details required to meet thebusiness requirements. It is a technical documentthat will be used by an application specialist.
Functional Requirements Matrix
This document details the functional requirements
gathered during the blueprint sessions. The
requirements are documented in an Excelspreadsheet containing tabs for major functional
groupings. Each requirement is numbered and
given attributes that will serve as an input to the
project plan for Phase 1 and subsequent phases.
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LSO Overview
Learning Portal
Learning
Management
System
Content Management System
Authoring
Environment
A learning portal as point of entry for a
personalized learning environment
selection and booking of courses
personalized learning offering based on job/role
overview on training history and learningprogress
A learning management system to display and mediate learning content
and tests as well as to track learning progress
An authoring environment to create and structure learning content andtests
A content management system for storage and administration of
(learning) content
The LSO consists of the following components:
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Technical Architecture
Manager
Portal
MSS/BW
Portal Server
EP5.0
(LDAP Auth.)
LSO
Author
Authoring Environment
(LSOAE PC Add-On Citrix)
http/WebDAV
CMS
(Basic Auth.)
HR (R3)
BW
Learner
Portal
ESS
http
http
RFC
RFC
RFChttp
http
RFC
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Learning Program Future-State Vision: LSO Context
PracticeEnvironment
Enterprise LearningManagementSystem
Content Relevance
Modular ReusableLearning Objects
IntegratedCompetency Models
Business-drivenLearning Objectives
Needs Assessmentand Monitoring
Process
Leadership and
Learner Involvement
Learning Team and
LMO
Enhanced simulations or practice clients are available to support hands-on practice.
A Learning Management System (LMS) provides a cost-effective tool for content creation, courseregistration and scheduling, and online course delivery for all enterprise learning needs.Technology
and Tools
Training content is customized with business-specific scenarios and practice exercises.
Learning content is modularized, which allows for easy searching and flexible reuse. Course deliveryblends both on-line and instructor-led techniques.Learning
Assets
Competency models for key roles are defined, individual progress is tracked, and rollup analyticalreporting is available. Defined competencies are integrated with performance management
processes.
Learning assets have objectives that are defined and measurably aligned with business goals.
A repeatable process exists for the learning team to identify problems that can be addressed thoughtraining improvements.
Business
Context
Defined owners at the executive and business level are engaged in the value of learning and theimportance of their involvement. Learners actively participate in pilot testing of course materials and
provide feedback for continuous training improvements.
A virtual learning team owns development of training to support business needs. Processes, roles,
and responsibilities for central and business groups are clearly defined.Learning
Organization
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LSO Vision
Learning Content
Tests
Certification
Competency Models
Business Objectives
Performance Appraisals
Development Plans
Compensation
Succession Plans
The Learning Solution will enable employees to access a comprehensive portfolio of
engaging content that is personalized and responsive to the learner'sjob competency
model, certification requirements and development plan.
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LSO Solution Roadmap
Q3 Q4 Q1 Q2 Q3 Q4 Q1
2003 2004 2005
Phase I - TEM
Phase II Authoring Environment
Phase III Learning Environment
Phase IV Competency Model
Phase V Support Beyond ERP
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Phase I
Training and Event Management (TEM)
TEM is the Administrator backend of theLSO.
TEM went live in June 2003 to support ERP
Pre-live training for rollout 5 and beyond.
Phase II
Authoring Environment
The Authoring Environment allows CourseDevelopers to create and import learning
materials (courses, job aids and tests) to bedelivered by the employee learning portal.
Course Developers will be trained and working in
the Authoring Environment by the end of October2003.
Phase III
Learning Environment
The Learning Environment Phase is the detaileddesign and configuration of the LSO which builds
upon Phase I and II.
ERP End-Users will be able to access coursesand learning materials via the employee learning
portal by March 2004.
Phase IV
Competency Model
Phase IV begins in parallel to Phase III. In theearly stage of Phase IV, the qualifications catalog
will be structured to support the competencymodels. As the competency models are
validated, they will be established in the GEMS
PD/ LSO qualifications catalog. Learningrequirements supporting the competency modelswill be enabled through the learning portal by
July 2004.
Phase V
Beyond ERP Training
LSO support for learning content beyond ERPwill begin immediately following Phase III. By
the end ofQ4 2004, non-ERP Users will beable to access learning content. The Learning
Team should opt to work with other contentowners during Phase III if they wish to ready
materials for LSO deployment
Description of Phases
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Organizational ReadinessOrganizational Readiness was assessed in the following 7 dimensions:
Dimension Description
Technical The system architecture represents all of the technology related componentsneeded to support the new system including; Workstations, Applications, Data,Networks, Servers, and Security.
Accessibility Accessibility encompasses consistent and reliable connectivity to the Inter/Intranet, the Enterprise Portal, a reasonable PC to employee ratio, and sufficientbandwidth to facilitate a responsive web connection.
Culture An important element in the adoption of a learning solution is understanding theMassMutual culture with respect to accepting and embracing change and theorganizational attitude towards learning as a whole.
Capacity Capacity is the ability of the organization to develop, deploy, evaluate, providefeedback, and sustain the LSO Project.
Alignment Most organizations have multiple teams that are responsible for learning in someform or another. It is necessary to identify the areas that perform learning functionsand ensure they are not working at cross purposes.
Alliances Strong alliances between affected stakeholders will bring significant dividends indeveloping the best possible LSO solution.
Communications Communication is the key for the LSO implementation to be successful. It iscritical that the entire senior leadership understands and communicates the
objectives of the project and the strategic vision of enterprise learning at Rohmand Haas.
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Organizational Readiness
The following chart provides a high-level indication of the readiness in each dimension.
Dimension Enabler Adequate Presents Risks
Technical
Accessibility
Culture
Capacity
Alignment
Alliances
Communications
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LSO Critical Success Factors
User Experience:
The learning portal must be easy to use and intuitive for employees.Portfolio of Content
The learning portal must contain a comprehensive portfolio ofcompelling
content that is relevant, desired and engaging.
Organizational Support
The initial learning portal implementation must focus on the biggest areas of
impact, where the employees will benefit the most.Managers must be able to use the information derived from the LSO to support
decision-making regarding employee competencies, learning progress,
proficiencies, and employee development.
First-line leaders must support the implementation.
There must be constant support from business management on commitment to
the Learning Program. A consistent and well-established hub & spoke needs to
be leveraged in order to support the administration and content development
efforts in the LSO.
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LSO Critical Success Factors (continued)
Communication
The implementation team must develop a process to support continuous user feedback
and involvement with respect to design, interface, and content.
Benefits Realization
Measurable business benefits must be realized within a reasonable timeframe.
The implementation must be able to demonstrate and communicate early wins.
Maintenance
There should only be minimal administrative support required as a result of increased
learner self-sufficiency.The vendor (SAP) account relationship management plan must be clearly defined to
support product and ramp-up issues.
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Key Issues Identified
Courses and learning materials for ERP End Users, are assigned based on an End-Users e3 system role. The LSO receives an employee master data feed from GEMS
which does not include an ERP End Users e3 system role.The LSO is intended to be an enterprise-wide, global application, accessed through theemployee portal (The Edge). Employees must have employee ids in GEMS to accessthe employee portal. Outside of NAR Chemicals, access to the employee portal isvery limited and focused primarily on Managers. While some of these regions andlines of business are technically ready to access the learning portal, it will be their firstexposure to the employee portal. If the LSO is the lead-in functionality to introduce the
employee portal concept, there will be additional communication, changemanagement, education and support requirements that will impact the scope ofPhase III.
Employees also must have sufficient connectivity speed to access learning contentthrough the learning portal. The learning content will reside on the enterprise portalcontent management server in Philadelphia. Global and remote users may encountersignificant latency issues accessing learning content unless wide-areainfrastructure support is provided.
The LSO does not support NT Authentication, out of the box. If a solution is notdeveloped by Rohm and Haas or SAP, employees will be required to logon to thelearning portal once on The Edge.