How to launch a compliance training program
While some of the materials covered in compliance training might be complex, starting and managing a program doesn’t have to be. Keep your compliance program simple. Assess your training needs and take advantage of quick-start content options to get training materials flowing.
1. Define your training needs
Defining your needs will look different than a typical bottom-up training needs assessment. You can’t rely on employees to tell you the kind of compliance training they need. Instead, it will be up to HR or L&D to research the required training throughout the organization. Check with your company’s legal department to see what mandatory training regulations apply.
Beyond what’s legally required, pinpointing compliance training needs is about identifying risks and potential areas where the company could be legally liable if employees don’t have the right training. Consult industry trends, experts in the field, and industry regulations to create a list of potential areas of risk for each department or position in the company.
For example, hiring managers face unique potential risks associated with fair hiring practices, data security, and creating employee contracts. Create training materials that provide them with all the information they need to stay on the right side of the law, and company policy, in these areas.
Prioritize the urgency of these training needs based first on legal requirements, second on employee safety, and third on advancing organizational goals.
2. Create training materials
You have two options when it comes to creating course materials for compliance training: purchase an off-the-shelf program or create the course materials yourself.
Leverage off-the-shelf content
Leveraging off-the-shelf content from a provider like Udemy, SHRM, or NAVEX is the more straightforward option. It requires a financial outlay, but it lets you get started with training quicker. More importantly, if you are creating very technical or legally complex training materials, it may be simpler and safer to go with a pre-established program that is guaranteed to teach employees everything they need. 360Learning makes it easy to integrate these pre-purchased courses into our learning system.
Create courses in-house
If you feel confident in your organization’s institutional knowledge, the other option is to create courses in-house. This option is less expensive, but that’s not the only advantage. Team members will create content that is less generic and more specific to the needs of the organization. It’s also easier to update and fine-tune courses as needed based on employee feedback and policy changes.
A Collaborative Learning platform helps leverage the company’s internal knowledge base to create targeted courses. For example, your in-house legal department could design courses around data protection and privacy, or the tech department could create a course about email safety that showcases how to use your actual email interface.
Related read: How We Use Peer Learning to Keep Our Company’s Competitive Edge
3. Disseminate, collect feedback, iterate
Finally, it’s time to disseminate the training materials and manage their completion. Use your learning management system or collaborative learning system to segment employees based on the training they require and to distribute the courses.
Use back-end analytics to track completion rates, employee engagement, and the length of time it takes to complete each course. Collect feedback from employees, and use it to update and iterate the courses to be more compelling and accurate.