EPSS – a passing trend or in it for the long-haul?
When money and time are tight, training is often an early casualty. Managers are reluctant to let staff have the time off to attend courses, and struggle to justify the cost, especially if the learning isn’t directly related to the individual’s core role.
One solution that’s growing in popularity is the use of an Electronic Performance Support System (EPSS). Gaining buzzword status in recent years, an EPSS is now an accepted component of the learning and development toolkit. But is there substance behind the jargon, and how does an EPSS impact on/integrate with more traditional learning methods?
What is an EPSS?
In simple terms, an EPSS is a knowledge store that enables individuals to access the information they need to complete a task without the distraction of irrelevant detail. So, even in unfamiliar territory, workers can continue to be effective, quickly accessing the information they need.
An EPSS is what the user makes of it, so whilst it won’t actually do the job, it can add value as a reference tool, be used as an opportunity to improve knowledge outside a current job remit in order to learn something new, or provide access to fresh ideas on a familiar topic.
Key to the success of an EPSS is content that reflects the key tasks that members of staff are likely to perform, (avoiding anything irrelevant), and learning that can be transferred into the workplace quickly and simply (making it easier for someone to get on with what they are doing).
"But we already have a training programme..."
Most organisations have. And most of them focus on training relating to core functions, whilst overlooking more generic business activity. For example, a Finance Manager might attend a ’Valuation of Intangible Assets for IFRS Compliance’ course, and become a financial expert. But what happens when they need to communicate their new knowledge to someone else? Or explain the impact on other managers and their departments? They may have the theoretical know-how to inspire the content, but won’t necessarily have mastered the soft skills required to deliver the information.
Availability of training at the point of need should be a consideration too. It’s often the case that training courses requiring attendance must be booked in advance, and so unless individuals can predict their future training requirements, when a learning need becomes evident, they will have to wait for a scheduled training course to run. Furthermore, even if the individual could accurately predict the future in this way, it’s unlikely that any scheduled courses would be tailored to their individual needs, and so they would need to filter any useful content. Both of these issues could be addressed by the introduction of a performance support tool, with contextual bite-sized chunks of information available 24/7.
The table below highlights further benefits of Electronic Performance Support Systems in comparison with more traditional training methods.
| Traditional training e.g. workshop/training course | Electronic Performance Support Systems |
| Top-down ownership. | Self-driven. |
| Scheduled in advance. | Accessed at point of need. |
| Restricted availability. | Available 24/7 - ideal for people employed on a shift pattern. |
| 1/2 day upwards duration. | Can take less than 60 seconds to access the required information. |
| Interrupts workflow. | Used on-the-job. |
| High cost per head. | Low cost per head. |
| Expects a certain level of course completion. | Users can dip in and out of content as appropriate. |
| Generic content. | Usage can be tailored to meet individual learning needs. |
Unsurprisingly, the primary benefit associated with an EPSS is the potential time saving, which extends beyond the individual learner. According to SkillSoft, The Future of Learning - Benchmark Study 2007:
"...asking a colleague is still viewed as one of the best ways to learn, with just over half the employees (56%) saying that they had learned something from asking a colleague."
The introduction of a performance support tool would reduce the need to interrupt colleagues when searching for business answers. It would also free up management time, having reassured the manager that delegated tasks are being dealt with satisfactorily, and enabling them to concentrate on more strategic activity.
"OK. So perhaps we could benefit from an EPSS. We’ll get our IT guy to store our documents on the intranet."
Woah! The classic mistake when considering the introduction of an EPSS is to make an online repository of all the knowledge in the business, which completely defeats the objective of creating quick access to information. If staff are expected to pore through reams of information to find the help they need, they might as well just ’Google’ their issues. A successful EPSS is one which has been created specifically to support tasks that staff are required to perform, which is where Training For Advancment’s proposition - www.umbel.co.uk - comes into its own.
umbel - the low-down
Whilst there are various EPSS solutions on the market, www.umbel.co.uk was specifically developed as a support tool for busy managers, providing on-the-spot answers to key business issues that affect everyday organisational success. Using a combination of bite-sized tools, tips and techniques, plus ideas on how to apply them for immediate results, umbel enables managers to deal with everyday people challenges quickly and effectively without being too distracted from their operational role.
Additional umbel benefits:
- Simple navigation guides individuals directly to the support they need, whether they are new to role or have been tasked with something they haven’t done for a while.
- Information is available to download - ideal for use with groups (i.e. team briefings or buzz sessions).
- Information is put into context, supporting learning at the point of need.
- Material reflects current thinking - in contrast with text book or workshop material which is dated as soon as it is printed - and models of best practice are included.
- Automatic access to new modules as soon as they are released.
- Creative thinking is stimulated.
- umbel offers an option to ’try before you buy’.
- It’s low risk - start with one licence and add more on.
- umbel can be branded with your own corporate identity and can include bespoke content.
umbel in action - a typical scenario
Situation:
A new team member joins the organisation and needs to get up-to-speed and be self-sufficient as quickly as possible.
Impact:
Potentially, a significant proportion of management time will be taken up with working alongside the new recruit, helping them to understand how the organisation does things, and what is expected of them.
Using umbel:
Using the relevant umbel content, managers would be able to quickly and confidently plan the induction, explain KPIs and objectives, and communicate what the job involved and how the organisation will measure how the individual is doing. They may also direct the new member of the team to find their own answers to day-to-day issues at the moment of need.
Outcomes:
Busy managers save valuable time and can judge where to focus their attention in order to induct new team members; and have a benchmark to aim for in terms of results. New team members are clear from the start, not only what they are employed to do, but also how their progress will be measured along the way.
umbel moving forward
Although originally targeted at typical small-medium enterprises (hence the low cost), umbel soon began to attract interest from a much wider market, as more and more organisations realised the potential to effectively support managers in their efforts to drive team performance, maximise revenue, improve quality and reduce costs.
The system has since been developed to address the growing audience, and now comprises four options; ranging from the standard package, through to branded templates, customised training modules, and ultimately, a bespoke solution, incorporating an LMS.
There’s nothing to lose and everything to gain by registering for a free, no obligation umbel trial. Simply visit www.umbel.co.uk and discover what umbel could do for your organisation.
