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Recurring issues with training method design and implementation have impeded the public and private sectors' adoption of Electronic Records Management Systems (ERMS), impacting user competency, compliance, and long-term system sustainability. Insufficient role-based differentiation, an excessive focus on technical navigation instead of records governance principles, a lack of mechanisms for continuous learning, and resistance to organizational change because of inadequate awareness-building tactics are some of the fundamental training-related problems identified in this study. Furthermore, most training programs are presented as one-time induction seminars lacking performance evaluation, practical alignment with real organizational workflows, or hands-on simulations. This leads to uneven records classification techniques, low system adoption, and metadata inaccuracies. Records officers, ICT trainers, and ERMS end users in government agencies that recently installed ERMS participated in semi-structured interviews and document analysis as part of a qualitative study approach to fill these gaps. The efficacy of a modular, phased training solution that included awareness-building, task-based learning simulations, role-specific competency mapping, and ongoing post-implementation microlearning was then evaluated through pilot testing. According to the results, agencies that used role-differentiated, simulation-supported, and modular training reported better metadata correctness, increased user confidence, higher compliance rates, and less resistance than those that relied just on general technical demonstrations. Additionally, post training support tools (knowledge portals, helpdesk feedback loops, refresher microlearning) and the integration of change management concepts greatly aided in sustaining system utilization beyond initial implementation. In order to attain long-term digital records management competency, this study concludes that ERMS training needs to change from static, technology centric workshops to strategic, governance-oriented, experiential, and iterative capacity building models. It also provides a useful training framework that can be adjusted to different organizational maturity levels.