Last week, our Australian learning consultant, Dr Mary Bochan attended the LearnX 2015 event at Sydney. She has sent her observations on the various topics covered in the event. From her observations, I found the topic compliance training, which was presented by the Deborah Coram CEO of Safetrac, to be the most interesting. In this blog, I want to share those best practices.
Maintaining records of training
It is a very good idea for the employer to keep a record of all compliance training. Records can provide evidence of the employer’s compliance with laws across Australia. Documentation can also help you track your efforts and see who was trained and what they were trained on. The basics of documentation show how, why, and to whom training was presented.
Monitoring the training
In addition to documenting the training, you should monitor individual successes and failures in training, so that you will be in a position to follow-up with additional training where necessary. If regulatory bodies were to evaluate the effectiveness of your organization’s compliance training program, they would assess the percentage of workforce participation and completion of compliance training.
Regularly updating the course
Compliance courses need to be regularly updated to cover all of the latest regulatory requirements. Any changes in the law should be automatically included in your training so that your employees have access to up-to-date compliance training at all times.
Customizing training to fit your business requirements
In Australia, many registered training organizations (RTOs) offer, off-the-shelf courses. However, organizations cannot customize the content of these courses to suit their specific needs. As a result, some examples or situations stated in the curriculum may be generic and difficult for employees to relate to. It is advisable that compliance courses are customized to meet your exact specifications on any governance, risk, and compliance topic.
Ensuring strict timelines for the course
Compliance courses are often boring, and making them inflexible in terms of time may lead to higher dropout rates from the training programs. Don’t make the compliance courses longer than 45 minutes in duration. If your course doesn’t cover all details in 45 minutes, then you can create a series of courses, each of 20 minutes duration.
Developing role-specific compliance courses
It is advisable to develop the compliance course for personnel based on their different roles in the organization, since a single course cannot cater to the needs of the entire organization. Rules and regulations will be different for employees with different roles in a company. For example, a salesperson needs to follow ethical practices while selling products, whereas an operations executive needs to adhere to safety norms. Similarly, people in the higher management need to abide by anti-bribery regulations. Even the workplace environment should be considered, as employees working in hazardous environments will have more stringent laws to follow.
Obtaining the legal expert sign-off
Compliance training should meet the regulatory requirements and therefore, it is always advisable to get your content validated by a legal expert. Your instructional designers may not be fully aware of the laws and are likely to wrongly interpret data. So, it is better for a legal expert to validate the content.
Testing adequacy of knowledge
She also shared that the employee’s knowledge on the laws and regulations should be tested. But we at CommLab believe that the application of knowledge is more important. Hence, We use scenarios, case studies, and videos to help employees use the knowledge in real-life situations.
These are the best practices to be followed by anyone who needs to balance the design and managerial aspects of compliance training. Make sure you cover all these aspects in your compliance program.