Points to Be Taken Care of while Developing Corporate Compliance Training

Editor's Note: Take a look at our featured best practice, Workforce Planning - Implementation Toolkit (Excel workbook). The Workforce Planning Toolkit includes a set of best-practice templates, step-by-step workplans, and maturity diagnostics for any Workforce Planning/Management related project. Please note the above partial preview is ONLY of the Self Assessment Excel Dashboard, referenced in steps 1 and 2 [read more]

Also, if you are interested in becoming an expert on Human Resource Management (HRM), take a look at Flevy's Human Resource Management (HRM) Frameworks offering here. This is a curated collection of best practice frameworks based on the thought leadership of leading consulting firms, academics, and recognized subject matter experts. By learning and applying these concepts, you can you stay ahead of the curve. Full details here.

* * * *

The fact that an effective and efficient Corporate Compliance Training (CCT) forms the heart and soul of an organisation is no overstatement. Corporate compliance acts as a linchpin between the employees and the management. It ensures that all your employees follow a predefined set of rules and regulations.

1. Customisation is important

Before you begin developing any new eLearning program or module, it is important for you to know the reason behind its creation and development. Tell your staff about the problems your module and put to rest. Also, it is advisable to throw ample light on the legal risks and liabilities associated with the module.

If you have a comprehensive CCT at your disposal helps keep your staff members up-to-date with all the responsibilities related to compliance. Furthermore, it will also help you keep unnecessary breach costs at bay.  

The point that one needs to keep in mind is: Different organisations will have different compliance training programmes. Therefore, listing out the various risk-prone areas within your business holds an extremely high degree of significance.

2. A long-term plan is required

If you want your Corporate Compliance Training programme to work, then you will need to spend a considerable amount of time in order to maintain it. Once a programme has been created, you want it to work in the long run, don’t you? To ensure that your programme works smoothly, updating it regularly happens to be of utmost importance.

The process isn’t all that difficult. You can start by making a list of things that are required by the organization. Having an experienced management team at your disposal is equally important. Furthermore, you cannot do every single thing simultaneously. Prioritize everything and go step by step.

Create a weekly plan and determine the amount of time you can invest in compliance training. Also, make a detailed list of resources that are required. Simply put, you cannot wait for things to happen. You’ll need to make things happen.

3. Don’t go for generic courses

Quite a few organisations make this mistake of developing and offering generic courses that do not cater to certain specific requirements of the business houses. This ends up creating a gap between ‘what is required’ and ‘what is offered.’ If an eLearning module does not cater to the specific requirements of a business, then engagement rates are likely to witness a plunge.

In order to avoid such a situation, L&D teams need to focus on creating content that is rich in context. No matter how creative your content is, if it doesn’t sell, it is useless.

4. Creating context-rich digital resources is the need of the hour

If you really want your compliance training program, then you need to understand the needs of the organisation and its employees. A majority of L&D teams nurture a notion that developing resources is a time-consuming process. The truth, however, is that creating digital resources does not eat up too much time. In fact, resources can be created within minutes and can also be customized to suit the needs and requirements of various heterogeneous target groups.

Focus on providing your employees with solutions that make their life easier. Provide them with resources that help them stay updated regarding the workplace’s rules and regulations.

5. Adequate accessibility is important

Always keep this in mind: Never limit the accessibility of your employees to the company’s information. Your employees run the risk of missing out on various important updates if the accessibility to your modules and resources are limited.

Moving on, make sure that the platform you’re putting to use isn’t time consuming. An irksome and time-consuming module or resource can hamper the engagement aspect.

Want to Achieve Excellence in Human Resource Management (HRM)?

Gain the knowledge and develop the expertise to become an expert in Human Resource Management (HRM). Our frameworks are based on the thought leadership of leading consulting firms, academics, and recognized subject matter experts. Click here for full details.

The purpose of Human Resources (HR) is to ensure our organization achieves success through our people. Without the right people in place—at all levels of the organization—we will never be able to execute our Strategy effectively.

This begs the question: Does your organization view HR as a support function or a strategic one? Research shows leading organizations leverage HR as a strategic function, one that both supports and drives the organization's Strategy. In fact, having strong HRM capabilities is a source of Competitive Advantage.

This has never been more true than right now in the Digital Age, as organizations must compete for specialized talent to drive forward their Digital Transformation Strategies. Beyond just hiring and selection, HR also plays the critical role in retaining talent—by keeping people engaged, motivated, and happy.

Learn about our Human Resource Management (HRM) Best Practice Frameworks here.