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Leveraging Union Queries in Epicor Kinetic BAQs

Leveraging Union Queries in Epicor Kinetic BAQs

BAQs — Becoming One Data

A fundamental value of your Epicor ERP system is the data that it holds — all that data sits there, nicely organized and begging for consumption. But good data needs to be converted into information to be of value. As such, getting good data out of your ERP system is key. Often, it takes a good query to perform that information transformation. A Union query is one tool in the Epicor BAQ toolbox that can perform this action.

Data Server Epicor BAQs
Within the Epicor Business activity query toolset, Union queries combine multiple data sources into a single results set. Union queries are a great way to combine data from different tables that are, for whatever reason, sufficiently similar as to combine them into a single dataset. Some examples might include:

  • You are using the project module and wish to combine project phases and project tasks into one single set of activities
  • You are tracking the completion of manufactured parts in a mixed mode environment, and need to merge the Job Assembly and Job Material tables
  • You are reviewing sales activity for a customer and wish to combine open orders and open quotes

The UNION command in some ways functions like a JOIN command. It is used to select related information from two related tables. The biggest difference is in how the two tables are related and returned. A JOIN returns multiple table data elements combined into a single row, while with the UNION command, the records from different tables are returned as separate rows. It’s important to note the following: because records from different tables are being combined into a single set of rows, the rows returned need to be of the same data type. We will spell this out further below.

Let’s look at the attached Epicor BAQ example and better understand the UNION command in an Epicor business activity query.

The following query combines three sets of supply-side data into a single dataset:

  • Purchase Orders
  • Jobs
  • Inventory
SubQuery1 is the top-level query. It pulls data from the PartBin and PlantWhse tables:
Epicor SubQuery1
SubQuery2 is a Union query, from the JobPart and JobHead tables. Note: the data types are organized in the same order as the top-level query:
Epicor Kinetic SubQuery2
SubQuery3 is also a Union subquery that returns data from the PODetail and PORel tables:
Epicor Kinetic SubQuery3
Note: UNION command requires all selected columns to be of the same data type. If these returned values are not of the same type, you will receive error messages, per the screenshot below:
Epicor Kinetic Union Command
The value of Union queries is far-reaching. For example, the above query can then be used in a job shortage dashboard, such as the one below. In the following dashboard, the main query returns all past-due job material records where the material’s related operations have been started, but the material has not been issued. The main query published out the material part number, such that the child query can subscribe to this value and present the collected supply for the part in question, whether coming from inventory, from a job, or from a purchase order:
Epicor Kinetic Job

Need help with Epicor Kinetic BAQs?

Epicor Kinetic User Summit Fall 2021

Like BAQs? Looking for more Epicor Kinetic tips and tricks?

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Employee Retention: The Attrition Mission

Employee Retention: The Attrition Mission

There’s a significant shift occurring in the job market. And our manufacturing and distribution industries will not escape the impact.

For the past few years, it has been an employer’s market and many workers were unable to find jobs. But that has changed in the last 18 months and there are growing concerns about employee retention.

In the past 5 months, over 15 million US workers have quit their jobs.

Plus, in recent surveys, 40% of employees are considering leaving their jobs in the next 3-6 months. Rather than cooling down, there are projections that more attrition is coming.

There are many reasons this could be occurring. And many strategies to consider. What’s clear is that if your organization is not understanding the root issues, it will increase your employee attrition rate rather than reduce it.

Before we can answer what it takes to retain your best employees, it’s important to understand the dynamics of the situation.

Employee Attrition vs Attraction Recruit and Retain Gears

Differing Perspectives

A recent article, by McKinsey and Company, explored this topic. It noted several disconnects between organizations and employees. These disconnects are likely contributing to employee dissatisfaction.

The article highlights that organizations often focus on increasing compensation and financial perks as a first step to stop employee attrition.

But is that scratching the itch that employees are feeling? What if there is “more at work” (pun intended) than making more money? And if compensation is not the driving issue, how should your organization respond?

Let’s start with the emotional toll of the last 18 months during the pandemic. Behind it we can learn more.

Most employees have experienced rapid change. Illness, online meetings, hospitalizations, new work procedures, vaccines, deaths, politics, changing recommendations, school closings, and daily unknowns have been their daily diet. At work their relationships were frayed by new routines and rules. Constant fear contributed to few social interactions, no get-togethers and limited travel. And with it the use of masks limited our ability to communicate visually.

Employee Expectations

The result has been a change in employee’s work needs. Studies are showing that employees are looking for these benefits in their work:

  1. A sense of value from being in the organization
  2. The potential for advancement
  3. Having caring and trusting teammates
  4. Options for a more flexible work schedule
  5. Feeling more valued by their managers
  6. A sense of belonging

Shared Expectations

Both employers and employees do agree on some things. They both believe that these issues need to be addressed:

  1. Work-life balance
  2. Unmanageable workloads
  3. Feeling disengaged at work
  4. Help with caring for families

Organizational Focus

This leaves us to consider whether employers are right in focusing primarily on these issues which may not be valued by employees:

  1. Creating more opportunities
  2. Accommodating more remote work
  3. Improving the health of employees
  4. Discouraging employees from looking for new jobs
  5. Taking steps to limiting poaching by competitors

Suggested Focus

The McKinsey and Company article recommends that organizations start by listening to employees and including them in discussions. This signals that employees are valued.

That doesn’t happen when management decisions are handed down without employee input. Such decisions are often seen as indicators that management is uncaring and disconnected from employees. And who wants to work in a place like this?

There are positive things that can change the tone in organizations. And they involve asking hard questions about your organization and then moving to address any problems.

  1. Is our organization sheltering toxic leaders who do not value, inspire or motivate their employees?
  2. Are the right people in the right roles in both our management and non-management ranks?
  3. How can we make our culture more collaborative and open to conversations?
  4. How do we replace transactional approaches with relational approaches that stress collaboration and value?
  5. Are our company benefits aligned with employee priorities that are top-of-mind?
  6. What career paths and development opportunities do our employees really have?
  7. How can we build community at work by encouraging better relationships?

From Ideas to Action

Each of these questions focuses on increasing the collaborated relationship across the organization. They send the message that the organization is empowered by trusted relationships and a shared future.

So, what can we say at this point?

First, it is clear is that the employee/employer relationship has changed over the past 18 months. Employees are wanting a more relational approach to their work, more connectivity and more value from their workplace.

Secondly, there are real opportunities for your organization. Those manufacturing and distribution organizations which lead with dialogue and listening will find ways to benefit from the changes.

They will retain top performers because they communicate value, a shared future and positive opportunities.

Now, what can you do to get this moving with your team?

Ask the Author

Rob Mcmillen ERP Consultant

Rob McMillen is a Senior Project Manager with EstesGroup. He has worked in the manufacturing industry for over 30 years supporting multiple implementations of new ERP systems and leading projects. Because his mom was an English teacher, he grew up with a love of writing. Combined with his working experience, he has written articles for LinkedIn and User Groups, and has published numerous blog posts. He is also a co-author of a book on technology and working collaboratively. He currently lives in the DFW area.

ERP Culture & Digital Transformation

ERP Culture & Digital Transformation

Who says you have no culture?

Eric Kimberling and the team at Third Stage Consulting serve as thought leaders in the digital transformation community, helping customers through software selection, change management, system implementation, and the integration of technology and business. Their “Transformation Ground Control” podcast series engages the larger business and technology communities to address various topics related to business strategy and digital transformation. Recently, I was able to sit down with Eric and discuss a topic that had become quite important to me in the field of ERP implementation — ERP culture.

ERP Culture Businessman using a computer to document management for ERP. Enterprise resource planning concept.

What is ERP culture?

In our discussion, I defined “ERP Culture” as the set of attributes or characteristics of the company’s overall business culture that support or inhibit the successful implementation of an ERP system. Over the course of an hour, we covered several of these attributes and how they apply to a given implementation.

This topic formed organically enough — I had recently worked with two companies that had gone live on an ERP system within a similar timeframe. The two companies had a number of striking similarities:

  • The two companies were of similar size.
  • Both companies were privately-owned, family businesses, headquartered in the same state.
  • The firms both worked in roughly-analogous market environments, providing products of comparable complexity.
  • Both companies were coming from antiquated, 40-year-old business systems.
  • They were implementing the same ERP system and using the same system integrator.
  • The companies had similar project budgets and similar core team contributions.

The two companies had so many similarities, and yet one implementation was a ringing success and the other was a frustrating mess. In trying to perform forensics to understand just why one implementation was successful and the other a failure, I began to wonder whether the differences between the two projects were due to the significant differences in the cultural makeup of the two companies. 

Having once worked in the area of Lean Six Sigma, the idea of “Lean Culture” had been well documented — the notion that a successful implementation of Lean methodologies was highly contingent on the culture of the organization. I tend to think that the same applies to the ERP community: that the success of an ERP implementation rests heavily on the cultural foundation of the implementing organization. That said, what are the elements that comprise the company’s cultural foundation?

ERP Culture & Digital Transformation

Clarity of Focus

Successful companies are constantly separating wheat from chaff — separating key initiatives from tertiary activities. They tend to be good at taking initiatives to their successful conclusion. They are good at avoiding distractions. In the words of Jack Welsh, they “pick a direction and implement like hell.” And when and ERP project occurs, they becomes the primary focus of the organization, and other initiatives get put on hold. Unsuccessful companies tend to be distracted by shiny objects and this distractibility infects their implementation projects.

Attention to Detail

Successful companies are process-oriented — they understand the importance of specific activities and are not prone to “skipping steps.” At times they are methodical to a fault. This is especially the case when you compare them to “cowboy companies” — companies that play it “fast and loose” in their daily business lives. In the execution of an ERP system, these tendencies quickly become evident, especially when implementing ERP functionality such as labor time entry and inventory management. Successful companies take great pride in the cleanliness of the data involved in these processes. Less successful companies tend to let their data devolve into chaos. And you can never successfully implement ERP from a foundation of chaotic data. 

Preparation

Initiatives such as an ERP implementation are not unfamiliar to successful companies, as such companies tend to plan out initiatives before they do them. They understand the value of a plan and its execution. Unsuccessful companies operate like a headless chicken — lots of activity, but very little direction. The value of such a tendency is self-evident: companies that don’t plan to get to a certain point rarely get there. 

Empowerment

The term “empowerment” generally elicits eye rolls in the manufacturing community, as it sounds like something you’d hear in a mandatory diversity training seminar. If I were to give the term a more rigorous operational definition, I would describe it as the tendency to clearly define individuals’ areas of responsibility, making them accountable for clear outcomes in those areas, and providing them the resources and autonomy to achieve those outcomes. Unsuccessful companies tend to have a domineering management style, where a few “alpha dogs” fight over decisions, while the rest of the organization resembles an army of chronically depressed lemmings. A fundamental tenant of implementing Lean is the ability for teams to define the processes in their areas of responsibility. Such is the same in an ERP system, where configuration decisions can greatly impact process performance. Such a monumental task requires a team of individuals that have the responsibility, accountability, and support to see it though. 

Proactivity

By nature, successful companies are proactive — they are perpetually looking to understand how the chess game plays out. The tendency to look ahead imbues the sometimes tedious steps of an ERP project with a degree of value that is easy to neglect. Such companies tend to be quick to solicit and receive feedback. Proactive cultures also tend to be quick to have honest conversations of the state of a project, when things are not going as planned. Such candor is not a mere complaining — it is the willingness to be accountable for uncomfortable circumstances. The opposite of these tendencies is passivity. In a passive organization, individuals might have trepidation or concerns about a given issue, but lack the proactive tendencies to get ahead of these concerns and bring them to the surface

Sense of Ownership

Ownership is the flipside of empowerment. Highly-empowered employees tend to develop a strong sense of ownership. They are not looking to have things done for them — they’re looking to understand the intended outcomes of a given task and take ownership of them. These are the best kinds of team members to have on an ERP project, as they are self-motivated and are constantly looking to move the ball forward. It’s a question of push vs pull:  I’ve had project managers on projects where the team had a lack of ownership, describe the initiative as “pulling teeth” — they were perpetually having to drag the team along. This is generally an indication of ownership issues. 

Cross-Functionality

Companies vary considerably in the degree to which they encourage their employees to understand the overall company processes, outside of their individual silos. Successful companies tend to have a greater degree of cross-functionality then their unsuccessful counterparts. They recognize the value of understanding an organization from front to back.  As a result, their team members are not content to just understand their own small areas of the map — they want to know the whole thing. One of the great outcomes of an ERP project is the level of cross-functionality that it affords.

Cultural Tendencies & ERP Success

An early mentor of mine once told me that an implementation is equal parts technical and cultural, and if you neglect the cultural, you’ll never achieve the technical endpoint that you desire. My life in ERP has proven this maxim time and again. ERP projects are never easy. But if a company lacks some basic cultural tendencies to support a successful implementation, they will find themselves struggling to achieve their lofty goals.

Manufacturing in America, Made in Colorado

Manufacturing in America, Made in Colorado

Made by Colorado Manufacturers

Like many areas in the US, the Colorado manufacturing scene has been scrambling to adjust to the ongoing movement of the pandemic and its aftershocks. Changes in demand, fluctuations in labor, and radical shifts in supply and availability have resulted in new and unexpected challenges, and manufacturers across the state have, out of necessity, worked to devise clever solutions to a shifting array of problems. 

Made in Loveland Colorado

Made at the NOCOM Manufacturing & Trades Show

The NOCOM Manufacturing and Trades Show 2021 conference, coming soon to the Larimer County Fairgrounds in Loveland, exemplifies one such clever strategy, which is actually an old methodology that we sometimes forget we have — in-person, mind-to-mind, heart-to-heart collaboration. It’s this type of energy that has not only kept the manufacturing industry afloat during the pandemic, but also allowed many of us to survive the seemingly endless virtual office hours.

At the recent P21 CONNECT conference, an in-person Epicor Prophet 21 user event, I realized how much I missed the benefits that come from being able to gather under the guise of a common association. There is a surprising amount of value that can be gained by the act of simple collaboration.

There are great benefits to sharing challenges facing one company (or an entire industry), and it often takes a community to surface the steps needed to prevail. Together, companies can work to delineate the quick and effective measures that can be taken and perform the actions required for mitigating risks. In the distribution industry, with community knowledge at the core, Prophet 21 consulting is largely revolving around supply chain issues, cybersecurity threats, and the shift from on-premise servers to cloud-based technology. 

As we’ve seen in our preparation for NOCOM 2021, the manufacturing industry is facing similar challenges: supply and demand shifts, ransomware and malware threats, and cloud availability amid outdated technology trends. 

So, what is your manufacturing strategy, and how has the pandemic changed community involvement in your business culture?  

The sharing of the intellectual property of daily problem solving is something that just didn’t translate into online forums and Zoom calls. As we stagger back into some semblance of “normal” life, we look once again to share the value of in-person business meetings and socialization.  

As we’ve faced together more than a year of volatility, we’ve learn that the solutions to problems in one industry might have applicability in another. We’ve learned that our problems may not be things that we have to bear on our own. In manufacturing and distribution, the ability to adapt quickly results in success. 

There’s an old saying that goes “you are your friends” or “you are only as good as your friends.” In enterprise resource planning (ERP) consulting, we learn from our friends, so that we can adapt and succeed in our projects. 

What can we learn from our friends as the Colorado manufacturing industry reopens?

The “Made in America” movement continues to find new applicability, as companies struggle to supply products locally, products that have been historically outsourced. The reactions are inconsistent — in some commodities, I hear of manufacturers and supply chain companies switch back to offshore supply as soon as it becomes available.  

In other cases, I discover commodities that may remain in North America after the dust has settled. Increasingly, I stumble across products that have been crafted in Colorado, products new to the state. Colorado, like the rest of the nation, is learning to make things again, and this is one adaptation that you’ll see in the NOCOM community, whether you’re still following along from your virtual office or attending the in-person event this year. 

Next week, EstesGroup will once again be returning to NOCOM in person. While we had fun at the virtual conference last year, we’re looking forward to the friend-to-friend interactions that can only be present while walking together, sharing dinner together, exchanging stories together. Providing cloud and IT services for manufacturers and distributors throughout the pandemic has taught us much about the resolve of the nation as we work with the companies as they reshape themselves to take on the needs of a reopening world.

If you are a manufacturer facing the challenges of reopening in 2021, 2022, and beyond, EstesGroup’s ERP and IT consultants would love to help you understand industry trends. Our team will be at NOCOM 2021 BOOTH 62 on September 23rd, and we’re hoping to see you there!

Are you a manufacturer struggling with cyberthreats? In celebration of NOCOM, we’ll assess the cybersecurity infrastructure of one lucky manufacturer at no cost to the company! Register to win. You don’t have to attend the show in person to win. We fully support manufacturers remotely and in person! Our coast-to-coast consultants circle out from our Loveland office, supporting Colorado manufacturing and beyond, even throughout Canada!

 

 

ROI of ERP: Software Money Games & Executive Moves

ROI of ERP: Software Money Games & Executive Moves

Once you calculate ROI (return on investment) of ERP software and determine that a new system will result in new profitability, the most important step appears: your software selection decision. But who should make this final and most important decision about the future of your organization? 

Every business has a minimum expected return on investment (ROI) of ERP projects. They have some threshold that allows a potential investment, whether in software or another asset, to even be considered. It takes a balanced software project leadership team to determine if a vendor is providing an enterprise solution that will ultimately result in solid ROI. 

Imaginative visual of business people and financial firms staff. Concept of human resources, ROI of ERP, enterprise resource planning ERP and digital technology

Who are key players and who are “extras” in your ROI journey?

Software implementation team: 

An enterprise-level software implementation is complex and takes a strong pool of talent. ERP (Enterprise Resource Software) implementation poses high risk to your business if your team doesn’t execute projects with exactitude.

External stakeholders:

We live in an outsourcing world and third-party solutions build external networks of trustworthy stakeholders. Advisory boards and partnered firms will be affected by your software of choice, so be sure to entertain their insight in selection decisions. 

Fellow CEOs, CIOs, CXOs, and the like, might have nuanced experience that will give you valuable insight into how a new system will change your company culture. Deployment decisions can also affect external stakeholders. If you move to the cloud, will your new infrastructure support your third-party integrations?

Internal support and project management teams: 

Don’t simply play “follow the leader” when it comes to software management. Choose the talent that matches the task, and build a team that works well together. A complete software implementation can take years with all configurations and customizations in consideration and can significantly alter every aspect of your culture. Deploy a team that could handle any ERP deployment necessary, and your project will be a success. 

IT experts – internal or external:

EstesGroup assists clients on a daily basis with seemingly “simple” technology decisions. In the ever-changing cyber landscape of ever-increasing cybersecurity threats, it’s critical that the people informing your software project leadership team are highly skilled at both soft IT skills and “hard” hardware skills like cloud migration and data center relationship management. Tech-savvy consultants tend to be gifted at ROI calculations. They can help ensure that your initial investment results in cash flow.

The inclusion of IT experts is especially pressing in an increasingly cloud-centric world in which consumption-based modeling can save you thousands upon thousands of both dollars and hours. Make sure to not only consider current infrastructure needs, but also entertain how technology could change. Will the vendor alter your software and force change? Consider Epicor’s Prophet 21 new client architecture updates of 2021 as an example of vendor interference. 

Cloud experts and cloud migration experts:

Even if you choose an on-premise solution, it’s important to get a cloud migration analysis, assessment, and report. Make sure your software selection and implementation teams understand the differences between public cloud and private cloud deployments. Choose the best platform for your future needs, even if investments costs run higher than your ERP software budget had pencilled in. Project plans should adapt to new information. A few extra dollars now for a high rate of return later most likely won’t break your ROI formula.

Independent enterprise resource planning consultants:

It’s important to find someone who isn’t vested in the software vendor and can therefore give an impartial review of your business needs. Enterprise resource planning software firms are everywhere. Look for one with excellent customer relationships. Testimonials are your best bet for understanding the team members you’ll add by bringing in an IT or ERP consulting firm to help in your software selection process.

Who will complete your system analysis?

You and your software implementation team have analyzed the data and prepared your findings. Now you must make a presentation to your executives for a decision. Regardless of the findings in your analysis, the decision must be made at the executive level. They know this software acquisition is under consideration. Even if the return on investment is low, let the executives make the decision.

Their choice might be to ask for further analysis or more data and the analysis returns to your group. They could ask for some reduction in cost from the software providers or possibly a review of whether some costs could be deferred. At the end, they will let you know whether to request the final purchase documentation or to let your contacts at the software provider know you have chosen not to go forward.

Who will determine executive support?

This executive decision is probably required by the rules your business follows and only this group is authorized to make significant financial decisions. There are practical values, too. If you move on to acquire your software, there will be stresses on people and resources and resistance to change. Unless your executive team fully supports the changes required, you will not have the full support of others in departments and functions around your enterprise.

When you get the go-ahead from your executive team, more work is ahead of you and your team. Begin that work with some communication. Let your employees know the decision was made and tell what will begin to happen. You will start forming work teams. Your expected completion date is some approximate future time. 

Between now and then there is a rough outline of work to accomplish, and you know everyone will do their part because there are benefits for all. It can be helpful to make a list of those benefits.

Who will predict and measure ERP implementation success?

  • Is the software a good fit for your business?
  • Are your current business processes ready for change, or are you in need of a business process review?
  • If the software is complex, like Epicor Kinetic or Prophet 21, do you have an implementation plan that will guarantee good ROI?
  • Do you need legal advice to help you negotiate a solid contract with your software vendor?

Cold hard IT fact: In the current climate of Internet of Things (IoT), one of our contacts was hacked through his refrigerator. The ROI of ERP implementation can quickly diminish when ransomware infects your system.

Is your cybersecurity solution protecting your remote workers from their toasters? Sign up for a free technology assessment with Chris Koplar, our cloud & technology expert, today.

 

Total Cost or Total Loss: New Software, New Budget

Total Cost or Total Loss: New Software, New Budget

The cost of a software budget

Software selection can be a lot like car shopping. You do a few test drives. You talk to happy drivers. You ask for the price and then ask for a better deal. You begin to investigate how much this new vehicle is going to cost. One part of the software budget is easy: that it’s going to cost you something. You might already have a quote from your prospective supplier. You might have more than one quote addressing different ways to acquire your new software or ERP system. But how can you predict the total cost of ownership?

African Professional Chartered Accountant Woman Budgeting For Enterprise Software

Initial installation costs

One option for a new software or ERP system is an on-premises installation, complete with your own hardware to support the platform. In the past, this was the only option. A business would pay money at the beginning and obtain the software to install on a company-owned computer network. Ongoing costs would include financing the staff required to maintain support, manage future upgrades, and navigate bug fixes.

Many software acquisitions today use software as a service, or SaaS, as an option. This is commonly known as the cloud, but it is the most public of the multitudes of cloud-based solutions available to businesses. SaaS requires an agreement to pay a fee monthly for some years into the future. Software as a service usually involves low or no upfront cost since the profit for the vendor is based on long-term commitment to the software subscription. Salesforce is a common example of SaaS. Implementation costs are low to none, as the software and related data are loaded on a vendor-maintained system somewhere outside of your corporate walls. Initial costs vary for SaaS, but generally they’re the deal that opens the door for a more lucrative future for the vendor, rather than an early expenditure for the purchaser.

Project management costs

Acquiring and implementing enterprise-level software of any kind is a major project that can require several years to complete. One of the first considerations is that you’ll need someone to manage the overall project. Some companies will hire a specialist who has managed similar implementations successfully with the intention that the job will be limited to this one project. Others might choose to challenge an up-and-coming person already employed with the company to transition into a position of management of the ERP or software project. The intention here is often to develop that person’s skills and groom them for future promotions. There are other options, of course, but the bottomline is that managing your enterprise software project will cost money. Even using an already-employed person has a cost, as someone will need to be hired to perform that person’s job in the interim.

Most businesses will form a steering committee that will act as a board of directors over the project. The project manager and senior executives will fill this committee and help keep the project on track, leading to completion on a schedule that will most benefit the company.

Real costs will come from the defined implementation group. This group can be made from currently employed people, but all of them, while working on the project on a part-time or full-time basis, will need replacement personnel to fill previous roles. One or more software consultants from the software provider will have roles in this group, and all of them will cost money. Likely there will be specialist consultants required to fill roles and perform tasks when the business is in need of additional resources.

Data conversion costs

Extracting data from legacy systems and converting that data to the formats required by your new software is one of those specialist roles. Most of the cost will come early in the project, but some expenses will certainly be ongoing, as new needs and corrections are found during the testing of the new software.

The price of testing

Testing the new software to ensure all transactions and reports yield the results required actually work will be an ongoing cost throughout the project. Some tests will be completed and changes to processes or data will be made and then the test will be made again until the results are satisfactory. Set aside money and time for a testing phase. This is a critical step and should have substantial representation when you’re developing your software budget.

The savings found in training

Your users will need training so that they can work with the new software immediately. Whether you hire training specialists or develop your own training process, there will be an investment here that will result in a lot of savings and profitability for your company.

The budget for hardware and networks

Your new software has the most up-to-date technologies. Likely you will need upgrades to hardware and networks to enable those technologies. Your legacy hardware probably could use some upgrades anyway if your systems were bought years ago. To create an accurate budget for hardware and networks, add up all the incremental costs and make a time-phased list of those costs. You can now compare the costs in each time bucket against the benefits you expect in each time bucket.

Looking for help developing a software budget reflective of your company’s needs and capabilities?

Get a business process review today. Our experts can assist you with full-circle enterprise resource planning, managed ERP hosting, and managed technology. EstesGroup has helped manufacturers and distributors for more than 17 years, and we have specialists for everything from Epicor Kinetic to Prophet 21.