Listed below are the Top 6 Compliance Training Considerations you should take into account when determining the design of your learning program.
Consider the various employees in your workforce: the geographic distribution, work schedules, education levels, diversity, organizational structure and internal motivations of all employees who will participate in the program. Take into consideration the various communication preferences of those in different generations who work together, including the frequency and method of communication and participatory involvement tolerated by each generation.
Consider what combinations of learning approaches will allow you to appeal to those with varying learning styles and education levels simultaneously in a situation that would otherwise seem restrictive. How technically savvy are your employees? Do they prefer to learn on their own or work in groups?
To ensure that your program saves you time and money, choose the combination of output formats that will allow you to update your program as policies and statutes are modified in real time.
The primary catalyst to your compliance training program can be injected through your training design. Ensure that the behaviors that require compliance are built into core values, learning objectives, behavior reproduction activities and accountabilities after training. Find the balance between positive and negative reinforcement and teach them to be proactive first then reactive when necessary.
Keep the nature of the compliance training materials relevant and up-to-date. Using the language of the organization and relatable work examples will ensure that the learners will understand and absorb the material. Additionally, incorporate the proper amount of information relative to the timeframe and learning format, so that the learner maximizes their experience.
Build the competency of social responsibility into every role in your organization. Make compliance training a part of your employee performance evaluation and ensure that the lessons learned during training stretch well beyond the session itself. Transfer the learning into annual learning goals and reward those who exhibit positive behaviors as appropriate.
By taking into consideration the importance of adequate management of your organizational culture and your employees' learning needs, they will come away from the training with something more valuable than knowing what not to do. With the proper incentives put in place, your employees will voluntarily participate in the compliance training and elicit desirable behaviors afterward more efficiently and effectively.