Solution Design Document SAP Learning Solution

Presented By:

Table of Contents
I II III IV V VI VII VIII Executive Summary 3 Approach 18 Business Context 24 Solution Architecture 29 Organizational Readiness 31 LSO Implementation Phases 67 LSO Governance 106 eLearning Content Audit Summary and Recommendations 108

I. Executive Summary

Background
SystemLink Enterprise Solutions and Rohm and Haas worked together 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 Document which 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.

Solution Design Roadmap

Date Activity
Charter Session Organization Readiness (Tech.) Organization Readiness (Bus.) Functional Requirements Solution Design/ Blueprint

July 7/6-7/9 7th 12th 8th 14th 7/12-7/16 7/19-7/23 7/26-7/30 8/2-8/6

August 8/9-8/13 8/16-8/20

16th

Key workshop or event

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Solution Design Objectives

The Solution Design was intended to accomplish the following objectives:
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, education and governance required to support the LSO.

Solution Design Key Deliverables

Solution Design Overview This presentation provides high-level view of the content detailed in the solution design deliverables. Charter Validation This presentation identifies the purpose, future vision, scope, critical success factors and risks of the learning solution project. Organizational Readiness Assessment Summary (Technical and Business)This presentation and report details the findings of the organizational readiness assessment conducted in this phase. Included in this report are recommendations and activities inputs to the implementation project plan. Learning Solution Blueprint This document details the business requirements gathered during the blueprint sessions. Identified functional gaps, implementation considerations and recommendations are provided to the business reader. Appendix 1: Configuration Specification This document includes the IMG settings/configuration details required to meet the business requirements. It is a technical document that 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 Excel spreadsheet 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.

LSO Overview
The LSO consists of the following components:
Learning Portal Learning 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 learning progress

Content Management System

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 and tests A content management system for storage and administration of (learning) content
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Technical Architecture
Learner
Portal Server EP5.0 (LDAP Auth.)

Portal ESS

http

http http
LSO

RFC
HR (R3)

Manager

Portal MSS/BW

RFC

http

RFC

RFC

Author
http/WebDAV
CMS (Basic Auth.) Authoring Environment (LSOAE PC Add-On Citrix) BW

Learning Program Future-State Vision: LSO Context

Learning Organization
Learning Team and LMO Leadership and Learner Involvement Needs Assessment and Monitoring Process
A virtual learning team owns development of training to support business needs. Processes, roles, and responsibilities for central and business groups are clearly defined. Defined owners at the executive and business level are engaged in the value of learning and the importance of their involvement. Learners actively participate in pilot testing of course materials and provide feedback for continuous training improvements. A repeatable process exists for the learning team to identify problems that can be addressed though training improvements.

Business Context

Business-driven Learning Objectives Integrated Competency Models Modular Reusable Learning Objects Content Relevance Enterprise Learning Management System Practice Environment

Learning assets have objectives that are defined and measurably aligned with business goals. Competency models for key roles are defined, individual progress is tracked, and rollup analytical reporting is available. Defined competencies are integrated with performance management processes. Learning content is modularized, which allows for easy searching and flexible reuse. Course delivery blends both on-line and instructor-led techniques. Training content is customized with business-specific scenarios and practice exercises.

Learning Assets

Technology and Tools

A Learning Management System (LMS) provides a cost-effective tool for content creation, course registration and scheduling, and online course delivery for all enterprise learning needs.

Enhanced simulations or practice clients are available to support hands-on practice.

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LSO Vision
The Learning Solution will enable employees to access a comprehensive portfolio of engaging content that is personalized and responsive to the learner's job competency model, certification requirements and development plan. Succession Plans Business Objectives

Competency Models

Development Plans

Learning Content

Performance Appraisals

Tests

Compensation

Certification

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LSO Solution Roadmap

2003
Q3 Q4

2004
Q1 Q2 Q3 Q4

2005
Q1

Phase I - TEM

Phase II Authoring Environment

Phase III Learning Environment

Phase IV Competency Model

Phase V Support Beyond ERP

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Description of Phases
Phase I Training and Event Management (TEM) TEM is the Administrator backend of the LSO. 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 Course Developers to create and import learning materials (courses, job aids and tests) to be delivered by the employee learning portal. Course Developers will be trained and working in the Authoring Environment by the end of October 2003.

Phase III Learning Environment The Learning Environment Phase is the detailed design and configuration of the LSO which builds upon Phase I and II. ERP End-Users will be able to access courses and learning materials via the employee learning portal by March 2004.

Phase IV Competency Model Phase IV begins in parallel to Phase III. In the early stage of Phase IV, the qualifications catalog will be structured to support the competency models. As the competency models are validated, they will be established in the GEMS PD/ LSO qualifications catalog. Learning requirements supporting the competency models will be enabled through the learning portal by July 2004.

Phase V Beyond ERP Training LSO support for learning content beyond ERP will begin immediately following Phase III. By the end of Q4 2004, non-ERP Users will be able to access learning content. The Learning Team should opt to work with other content owners during Phase III if they wish to ready materials for LSO deployment

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Organizational Readiness
Organizational Readiness was assessed in the following 7 dimensions: Dimension Description
The system architecture represents all of the technology related components needed to support the new system including; Workstations, Applications, Data, Networks, Servers, and Security. Accessibility encompasses consistent and reliable connectivity to the Inter/Intra net, the Enterprise Portal, a reasonable PC to employee ratio, and sufficient bandwidth to facilitate a responsive web connection. An important element in the adoption of a learning solution is understanding the MassMutual culture with respect to accepting and embracing change and the organizational attitude towards learning as a whole. Capacity is the ability of the organization to develop, deploy, evaluate, provide feedback, and sustain the LSO Project. Most organizations have multiple teams that are responsible for learning in some form or another. It is necessary to identify the areas that perform learning functions and ensure they are not working at cross purposes. Strong alliances between affected stakeholders will bring significant dividends in developing the best possible LSO solution. Communication is the key for the LSO implementation to be successful. It is critical that the entire senior leadership understands and communicates the objectives of the project and the strategic vision of enterprise learning at Rohm and Haas.

Technical Accessibility Culture Capacity Alignment Alliances Communications

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Organizational Readiness
The following chart provides a high-level indication of the readiness in each dimension. Dimension
Technical Accessibility Culture Capacity Alignment Alliances Communications

Enabler

Adequate

Presents Risks

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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 of compelling 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 EndUsers 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 the employee portal (The Edge). Employees must have employee ids in GEMS to access the employee portal. Outside of NAR Chemicals, access to the employee portal is very limited and focused primarily on Managers. While some of these regions and lines of business are technically ready to access the learning portal, it will be their first exposure to the employee portal. If the LSO is the lead-in functionality to introduce the employee portal concept, there will be additional communication, change management, education and support requirements that will impact the scope of Phase III. Employees also must have sufficient connectivity speed to access learning content through the learning portal. The learning content will reside on the enterprise portal content management server in Philadelphia. Global and remote users may encounter significant latency issues accessing learning content unless wide-area infrastructure support is provided. The LSO does not support NT Authentication, out of the box. If a solution is not developed by Rohm and Haas or SAP, employees will be required to logon to the learning portal once on The Edge.

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