Australian federal and state government agencies are constantly under pressure to improve their operations and processes. The cloud has emerged as a vital way in which they can realise new efficiencies and continue to elevate the provision of services to the public.

The government learning & development (L&D) function could benefit from this shift to the cloud. Through SaaS, agencies can deliver cost effective training, keep their workforces upskilled, and realise benefits like high levels of security, configurability, and scalability. 

But how can they approach a cloud transition to ensure that L&D is set up for success?

Transitioning to the cloud

Procuring and implementing cloud software can be challenging. As the Federal Government’s Secure Cloud Strategy indicates, agencies need to overcome entrenched internal cultural barriers as well as gaps in skills and knowledge about the cloud.

But it might be more simple than it seems. Private companies and government agencies are already utilising the cloud to varying degrees. Agencies can lean on the experiences of others, existing resources and cloud providers to overcome these challenges.

Here are some steps others have taken to engineer successful cloud transitions.

Step 1.

Articulate a vision

Having an overarching vision will help agencies articulate what they are hoping to achieve through an L&D cloud transition. the agency’s broader remit and mission.

Without wading into the weeds of particular technology solutions, it leaves teams free to dream big about what they wish to achieve in the future, providing a North Star to guide them – or a solid rock to hold on to – if the project should have to navigate difficult .

Step 2.

Assess your needs

A needs assessment will help to detail and make clear what L&D really needs to succeed. What type of cloud solution might be best for your department, employees and the agency as a whole? General guidelines like cost, scalability, accessibility and security can all be considered.

For example, it is likely your L&D department and employees will need to access training materials on demand from remote locations on-the-go. A system might also need a high degree of configurability to align with structured training and talent pathways.

Step 3.

State your strategy

A business case will crystalise your aims and how you plan to execute. Typically, it will include the business situation or problem, showcase the benefits of the approach, provide a cost-benefit analysis, and include a basic plan for implementation and governance.  

Step 4.

Choose your champions

Mark Cameron also says digital transformation is more about change than technology. L&D teams can have great strategies, and still fail to gain traction without the inspiration and example of leaders and teams who are committed to seeing the project through.

Change champions can be engaged at all levels rather than everything being top down. L&D teams will also need to consider what skills they might be lacking internally, and further crystalise internal roles and responsibilities to ensure clarity on who is responsible for what.

Step 5.

Choose your s

Different levels of government have their own processes and resources for assessing the cloud provider market, whether that is panels of approved providers, or guidelines for cloud procurement and transitions that can help teams better navigate the provider landscape.

For L&D purposes, it’s important to look at whether a provider has expertise and technology proven in workforce skills management in complex public sector contexts, takes an open approach to integration with other systems, and that it prioritises common agency needs like security, configurability and scalability.

Step 6:

Plan to implement

ReadyTech has experience onboarding and implementing systems for well over 4000 customers. In our experience, ensuring your objectives, priorities and customer experience are prioritised at the project planning stage with your provider is very important.

This stage will involve mapping to identify project scope, as well as consolidation opportunities, dependencies and risks. It will look at your data, any integrations or development required, and result in a defined project timeline - and strong relationships.

Step 7:

Master the migration

Cloud adoption can be very smooth when the planning, people and project processes are outlined ahead of time. In this stage, the system will be configured for success with the likes of templates and integrations and data migrated using advanced migration processes.

During implementation, challenges always crop up. Migration is mastered when your team is willing by facing any surprise problems head-on with creative problem-solving skills and team commitment, ensuring your project can easily round any surprise bends in the road.

Step 8:

Testing and training

hey need the necessary skills and knowledge to use the platform and make the most of its features.

Through the likes of training sessions, workshops, and tutorials, as well as a library of ongoing education, a good cloud provider will support your team to use the system’s full capabilities. Your implementation will also be rigorously tested before it is switched on. 

Step 9.

Arrive with GO LIVE!

GO LIVE is the moment every government agency is waiting for - and it is one to celebrate!

But it’s not the end of the journey for an L&D cloud implementation. Government agencies now need to focus on the ongoing value they are generating from their new technology.

This will be a process of monitoring and evaluation. It might include feedback from employees, and tracking the efficiencies gained. This will help you fine tune the way the cloud is being used, and work with your technology partner to improve this over time.