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SAP Software Solutions

Over the course of 16 months at SAP as a Learning Experience and Media Design intern, I had the chance to collaborate on countless Learning Experience programs, and to prepare a variety of multimedia assets to ensure that SAP Consultants and Architects across the globe could feel sufficiently enabled in their roles.

Leveraging my background in user-experience and in teaching, I was able to ensure that learning programs could support the learner and that the design of learning content would never be an obstacle to their journey.

Tools Used:

Problem Space

SAP Consultants and Architects are busy, they only have so many hours in their days to help clients engage with SAP and yet, in an ever changing world, they need to find the time to keep up to date with new methodologies, technologies, and initiatives. With that in mind, they don't want to waste time trying to find the right learning content, they just need it to be there readily available. There should be no doubts about quality, and it should be easy to find the right resource to address learning gaps. That's where the Skill Management Team at the Adoption Services Centre comes in.

Context

As an internally-facing team, we were positioned to enable consultants and architects at any career level to deliver services with the highest skill and at the highest quality. That meant that the kinds of programs we prepared had to be learner-centred; the starting skill level, timelines, familiarity with content, and more all varied between learning groups and so it was paramount that we provided the content they needed in a style that was best suited for the context at hand.

Tap the tabs to learn more about what went into this role:

Engagement
Design
Workshops
Iteration

Personas

Understanding the unique characteristics and motivations of learners was crucial for developing effective enablement experiences. Crafting personas or profiles of our learners allowed us to tailor content and strategies to resonate with audiences globally. By considering backgrounds, goals, and challenges, persona-driven design ensured that our learning programs were engaging, relevant, and impactful, ultimately enhancing satisfaction and outcomes for both our consultants and the clients they would ultimately engage with.

Sharepoint and WorkZone Sites

In our Learning Experience Design process, setting up a dedicated space for learning assets is paramount. We would begin by creating a robust 'home' using platforms like SharePoint or SAP Build Workzone. This would provide a centralized hub where all educational materials, resources, and tools could be conveniently accessed. Ensuring that our learning assets had a designated place, we could streamline organization but also enhance collaboration and accessibility. In this process, I was able to leverage my user experience design skills to ensure that not only were educators and learners connected, but in a user-friendly and seamless way.
Creating a distinct identity for each learning program was essential for a memorable learning experience. In doing so, we ensured that they were instantly recognizable and engaging, and that consultants would be able to easily remember where they found certain content. Custom logos, colour schemes, and visual elements not only enhanced the visual appeal but also fostered a sense of community.

Multimedia Content

To make learning experiences more dynamic and effective, I developed a mix of multimedia content tailored to different learning styles. This included creating interactive slide decks for engaging presentations, designing user-friendly job aids for quick reference, and producing educational videos that bring concepts to life. Additionally, I crafted compelling graphics to visually explain complex ideas and step-by-step tutorials to guide learners through practical tasks.

Leveraging my background in UX, I ensured that all resources were intuitive and user-friendly, enhancing the overall learning journey. My time as a teaching assistant also provided valuable insights into what methods work best for helping learners understand and retain information. Incorporating these multimedia elements and drawing on my expertise, I made our learning programs interactive, accessible, and enjoyable for everyone.

Design Best Practices

To make these resources shine, I followed some key design best practices. I used a cohesive colour palette from the SAP Branding to make content visually appealing and easy to follow. I chose clean, legible font weights to ensure text is easy to read. I kept designs uncluttered and well-organized for better navigation. I also ensured resources could be enjoyed by everyone, including those using assistive technologies by providing alt-text and ensuring layouts met neurodivergent needs. By sticking to these best practices, I made our learning programs interactive, engaging, and effective for all learners!

Usability Testing

Strategy

To create the best learning experience possible, I chose to conduct usability testing on our current enablement sites. By watching how learners interact with our content, I discovered some fascinating insights into what makes a great learning hub tick. The insights generated here were valuable input into revamping our hubs to be organized and user-friendly. This means that our learning hubs are now set up to gauge actual engagement with content, rather than having users aimlessly click around, ensuring that our learning programs truly resonate and make a significant impact.
Our learning programs are only as effective as our underlying strategy. To ensure our teams were all on the same page, I prepared and conducted workshops in Mural focused on aligning our strategy and transformation goals. By fostering open communication and collaborative planning, these workshops helped us build a vision that had every team member's input in mind. With everyone working towards the same objectives, our learning programs could gain clarity and impact, driving meaningful results and true transformation.

Stakeholder Feedback

Maintenance and Updates

To make sure our learning programs hit the mark, I incorporated feedback from both management and learners. By gathering insights and suggestions, we were able to update and iterate on our content, ensuring it was not only relevant but also effective. This collaborative approach helped us create programs that truly resonated with everyone involved.
One thing I really focused on was making sure our SharePoint sites could be easily maintained even after I've left the organization. I converted those fancy Adobe assets into PowerPoint decks, making updates a breeze. I also prepared detailed instructional guides to help everyone generate new assets with ease. This way, our learning programs stay fresh and relevant, and the team has everything they need to keep things running smoothly long after I'm gone.
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