Solving the Biggest Problem of Online Compliance Training

Solving the Biggest Problem of Online Compliance Training

Solving the Biggest Problem of Online Compliance Training

A major requirement for compliance training is to enable employees to understand laws or regulations such that they are able to adhere to them during the course of their jobs. They do not have to be experts in the law or regulation. Therefore, the training needs to create awareness among the employees about the rules and regulations they need to follow at the workplace.

A majority of the organizations in North America deliver their mandatory trainings through the online mode. One of the biggest problems they face through this mode is failing to engage their learners in a self-paced environment. Most of the courses look like simple page-turning stuff, which are failing to impress the learners. Thus, the organizations are ending up paying hefty fines to the regulatory authorities.

Therefore, training programs need to be designed in such a way that it is engaging, and making participants feel that they achieve the appropriate knowledge in the process. There are many ID strategies that we can follow for designing and developing compliance courses. But, before setting the strategy, you need to understand what the course is about, who the target audiences are, and what is the objective/ purpose of administering the course.

Let us now look at some of the strategies that can be adopted.

1. Using scenarios to create excitement and interest

Using scenarios to create excitement and interest

An effective compliance training program will create a rich set of situations, which mirrors or reflects the situations that the participant is likely to come across.

You should give situations (it can be real or hypothetical), which the participants are likely to face in their job, and explain what they need to do. These situations are those that might take place between the participant and his/her superiors, colleagues, clients, external personnel with whom they interact, and they can be related to business, personal or ethical issues, decision-making, and so on.

2. Catering the employees with different knowledge levels

A course should be appealing to both new employees and experienced employees. Here we can think of the linear and non-linear structure of your course.

Linear Modules: Based on the content or training material, the modules can be designed into the basic, intermediate, and advanced levels. Having a linear course where modules need to be completed one after the other in a prescribed sequence would make the experience inflexible for participants.

You can design a basic module in a manner that focuses on the policies and rules that each employee should comply with; it can be like an introductory course for a new participant and may be a refresher for the experienced learner. This can be reinforced with examples of situations that participants may face in their jobs and what they should and shouldn’t do. At the end of the course, a certain number of activities should be included to enable participants to comprehend each situation by recalling their learning, and also reinforce what they have learned.

In a similar way, you can design the intermediate or advanced course. At this stage, you can design the course, by adding a small recap or recall session from the previous or the basic course, which will reinforce the learning and help advance to the intermediate level.

This results in effective learning, as it raises the interest among the participants to take the course and learn new policies, if any.

Non-linear Modules: On the other hand, modules can be designed self-reliantly so that they are not connected. In this case, the participant needs to go through all the modules and complete it in order to get the certification.

3. Using explore and learn strategy to ensure user engagement (LEAD) 

Using explore and learn strategy to ensure user engagement (LEAD)

This is another interesting strategy to present your training material. You can give a question/situation, a set of options to choose from, and also a few hyperlinks for the participants to go on a web spree or internal resources.

Once they are done, you can provide them with assessments and if they are confident, they can go ahead and select an answer. If not, they can go on a web trip – explore, learn, and then answer the question. This method of active learning is likely to be more engaging and effective to the participants.

4. Gamifying the course

Gamifying the course

I feel that, this is one of the powerful engaging methods to make sure that uninteresting content is made interesting. For instance, if the content has various terms that need to be memorized or has regulations that are categorized under different sections of a law, which is important for employees to learn, this method can be useful.

Gamification can be fun, challenging, and at the same time rewarding for the participant, as the participant is awarded points for every correct response. This method will boost the participant’s confidence and motivate him to score the minimum passing cut off or above.

Particularly for compliance training, you can use scenarios that demonstrate the possible scope for violation of some of the compliance norms, do’s and don’ts, and so on.

Therefore, these strategies help you in creating a training program that is engaging and interesting to employees. Compliance training can retain the attention of learners, thereby ensuring effective knowledge transfer at the workplace and also ensure that the employees work within the regulatory constraints. Have anything to say? Please do share!

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