ERP decision guide

What should an ERP change management budget include?

Training is only one part of the work. Budget also needs to cover impact analysis, communications, super users, role changes and post-go-live support.

Editorial ERP project planning visual with modules, implementation timeline, budget allocation and target architecture.

Change starts before training.

ERP changes processes, responsibilities, screens and often performance measures. The budget should support those changes throughout the program.

Impacts + communication + network + training + support + adoption

  • Training arrives late in the program.
  • Super-user time is a real capacity cost.
  • Hypercare protects adoption when work pressure is highest.

The budget lines to make visible before you commit.

  1. Impact analysis
  2. Communications
  3. Change network
  4. Training
  5. Operational readiness
  6. Hypercare and adoption

What changes the effort.

  • Number of user groups
  • Process gap
  • Number of sites
  • Management maturity
  • Training capacity

Questions to ask now, not after signature.

  1. Which roles change materially?
  2. Who frees up super users?
  3. How will readiness be measured?
  4. What support exists during the first weeks?
  5. Which workarounds must be prevented?

Frequently asked questions

What percentage of an ERP budget should go to change management?

There is no universal percentage. Effort depends on the number of people, sites and the depth of process change.

Is training enough for ERP change management?

No. Impact analysis, manager preparation, communications and post-go-live support are also required.

Compare assumptions, not just totals.

PlanAxion can normalize scope, assumptions, responsibilities and risk before the budget becomes a commitment.

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