Managing knowledge Transfer in Extended Enterprises

The Extended Enterprise Delivered Latitude Fact Sheet Paths to Optimizing the Extended Enterprise Managing Knowledge Transfer Learning and certification management solutions can reduce the administrative cost and effort to manage learning in a large, dispersed channel. More importantly, these solutions can drive channel certification to improve performance by giving customers a consistent, positive experience. 1 In the extended enterprise performance of the knowledge-intensive channel greatly depends on channel partners. High performing partners can easily acquire the knowledge they need to perform their function. They know your products and services, how to provide customer service, and what branding rules they must follow. When channel partners number in the thousands, training and certification programs set standards to ensure that each partner delivers the same high levels of service as another dealer in the OEM’s sales channel. Implementing and managing the transfer of knowledge for these partners presents unique barriers. • Geographically force dispersed work- • Product offerings changing at ever increasing rate Can’t use traditional command and control to ensure compliance Broad array of skills needed to servicing offerings may exceed capacity of any one individual Channel training given less priority than other training initiatives • • • Latitude Consulting Group 888-577-2797 www.latitudecg.com LATITUDE CONSULTING GROUP FACT SHEET Knowledge Transfer Define Your Channel A learning managment suited for large knowledge-intensive channels adapts to different market needs. The corporate organization can control access to LMS features and content and define learning requirements according to different groups of users. PARTNER COMMUNITY PARTNER GLOBAL Extended Enterprise Learning and Certification Features The extended enterprise with a knowledge-intensive channel needs to select the combination of learning management and certification products and services that will meet the dynamics of their industry and their organization’s performance objectives. Departmental skills planning ➣ View department from a skills perspective to identify gaps and ensure proper coverage ➣ Planning tools to analyze skill gaps at a departmental and individual level ➣ Management can set training and certification goals for individual students Supports extended enterprise organizational structure ➣ Training “locales” for targeted distribution of learning according to local requirements ➣ Define demographic units (region, product line, business size, etc.) in channel ➣ Assign corporate and channel employees to multiple position codes at multiple demographic units 2 “Set-and-forget” planning ➣ Manager enrollment and approval ➣ Interest lists linked to auto-enrollment and notification processing ➣ Interest lists directly linked to certification or technical curriculum Flexible, cascading certification structures ➣ Curriculum, required and elective training requirements at an individual and organizational level ➣ Capture interrelated technical curriculum requirements ➣ Organizational training/certification objectives as certification requirements for managers ➣ Certification progress tracking capabilities tied to incentive plans ➣ Structured and individualized programs KNOWLEDGE TRANSFER INITIATIVES • Extended enterprise-wide learning management system • Blended learning to attain higher training ROI • Certification program to improve customer service LATITUDE SOLUTIONS • Ready Solutions learning management system (LMS) for extended enterprise partner learning, so training and certification operate efficiently.