What is Corporate Training and Development?

The responsibility of training the workforce is generally taken on board by Development or Talent teams in larger corporations and Human Resources in smaller companies. They are required to identify topics and needs of the training programs and make them available for employees. They have a responsibility to build the strategy and roadmaps of employee experiences and journeys.

There is a common stigma around corporate training programs, where employees often struggle to see value in them because they are designed to highlight gaps or are very specific and only relevant to current positions. Hence, the role of L&D now is evolving to enable ongoing learning rather than control it.

Workplace Learning Today

Better workplace learning is more in demand than ever. According to a survey conducted by LinkedIn, 94% of employees stated that they would commit to staying at a company longer if the company invested in their development. Complimenting this statistic is the fact that 90% of top management also believe that investing in their employees’ career development is a positive requirement for the growth of the company.

That settles it then. Both the employees and employers see the importance in the career development of their workforce. What next? Creating ‘standardized’ training programs for all your employees will sure, present information in front of them but that does not guarantee transfer of knowledge and employee engagement that will translate into growth for the company.

More importantly, your employees have varied roles, experience, knowledge, & abilities. Designing your training program to be specific to each one of them will improve learning efficiency and increase ROI. Well-structured L&D programs build the desired knowledge and skills that will impact individual employee performance and increase job satisfaction, which often results in higher employee retention.

What’s a good training program?

Undoubtedly, every individual has their own idea of what makes a ‘good training program’. The truth is there isn’t a unique model of what constitutes the ideal training program. However, some things remain standard in all good training programs –no matter the industry, the employee size, the purpose of the program, the geography and demography:

Relevancy and Need – The experience and information you offer your employees must be relevant, timely and applicable to their daily job activities. It should help them expand their knowledge, skills and should be easy to digest so they learn quickly and can implement what they learn. It is also imperative to correctly identify who needs to be trained, what topics and skills they should to be trained on. For example, if you have unsatisfied customers, you may need a customer service training for your sales team. However, if your company is going through a merger process you might need to train managers on Change Management.

Alignment – Anything you train your employees on must be aligned with your organizational goals. Don’t ask your employees what training they want or need instead, focus on what are the business outcomes and then identify the capabilities needed to achieve those outcomes. Then you can decide collectively what specific skill sets are needed by your employee base and the the types of learning experiences you need to create.

Goal oriented –  When structuring training programs, ensure they are goal oriented and the Key Performance Indicators chosen paint a wholistic picture – time, cost, effectiveness, quality and quantity of the program.

Manager Input – Manager involvement is important to increase employee engagement in learning. A survey conducted by LinkedIn, noted that 56% of employees would spend more time on their training if their manager directed, or recommended, them to a specific program that directly they believe will improve their skills.

Creativity –  Workplace learning is evolving to a place where adding fun, bite-sized and relevant activities to training is becoming increasingly popular to increase employee engagement. Moving away from traditional trainer style learning, or online learning experience similar to flicking through a powerpoint presentation, will allow you to explore more creative possibilities.

Post training – Organizations spend thousands of dollars each year on employee training with little knowledge of whether it’s “working”. Incorporating post training follow ups, such as short lessons or activities to review new concepts learnt or face to face feedback sessions, can help ensure concepts are understood and actively practiced.

Objectives of training programs

There are a number of reasons and motivations for an organization to develop a training program. Listed below are the most common objectives of training programs:

Career and Personal Development

Arguably the most common objective of training programs is to help employees in their current roles and prepare for future ones. Topics range from being very specific to job positions to soft-skills like leadership.

Career development as a whole can be looked at from two perspectives: the employee and the employer. The company’s main aim is to increase its employees productivity in order to achieve business goals, which is generally done by ensuring “the perfect marriage between the job and the person”. On the other hand, for the employee, both career and personal development are very important. Whilst ‘career development’ helps them meet goals, get promoted and even get higher remuneration, ‘personal development’ results in work satisfaction and makes them feel valued as individuals outside of work.

A substantial difference between career and personal development is the fact that not all companies are willing to invest in the personal development of their employees as much as they are with career. Personal development can include training courses that don’t have a direct correlation to the job being done, for example investing in health and wellbeing or personal interests like cooking. There is evidence to suggest that investing in the ‘person’ often attracts and retains employees and drives better business performance.

Onboarding: New Employees or New Roles

Training programs to onboard new employees are often underestimated by companies. According to a recent survey, it was observed that 22% of companies do not have a formal onboarding program while a good 49% believed to have a ‘somewhat’ successful process.

New employees generally take some time to become productive as they tend to be more stressed, anxious and definitely feel a disconnection from the rest of the team. It’s also observed that 33% of new employees are likely to look for a new job in the first six months of starting and a good 22% will change within the first 45 days.

A good onboarding process helps manage the emotions experienced by most new hires, reduces the costs of employee turnover and increases general productivity. An employee that goes through a well structured onboarding process is 58% more likely to continue to be with an organization after three years.

Mandatory Training

Some companies have company-wide training programs from time to time, designed to educate their entire workforce on specific topics. The variedness of these programs depends of course on factors like the company location or industry in which it operates. Programs include updating employees on regulations & policies, discussing occupational health & safety, diversity, workplace etiquette, and more. For example, public sector employees often require to take occupational health and safety training, and some industry legislations require both private and public companies to deliver sexual harassment training to their employees.

Types of training programs

Whatever modes and mediums you use to deliver workplace training, make sure they are interesting. There is nothing worse for an employee than having to go through a compliance training that they ‘have’ to do, and also happens to be ‘boring’.

Face-to-face training

Traditional

Possibly the most commonly used training method (which mimics the widely used teaching method used in education institutions). This type of training accounts for on an average 42% of an organization’s training hours. It involves a trainer physically teaching multiple employees in a ‘classroom’ type of experience, usually with a powerpoint presentation as a visual aid.

No doubt this style of training comes with its perks – the most notable being personal interaction. It sets up the opportunity for employees to ask trainers questions that may otherwise go unanswered in other modes. More importantly, it allows for relationship building between the employee and the trainer and among the employees learning together.

However, what it does not allow for is practice and scalability, and is often quite costly. It requires an instructor to be present at all times and may get difficult as more and more employees start to join –limited the personal interaction (which is this methods’ biggest advantage). From a trainers point of view, it gets challenging to cater to the needs and speeds of each participant as they don’t learn at the same pace.

In any case, if this is your preferred method of training, endeavour to keep the morale and energy high by incorporating shorter sessions, breaks and allow for dedicated discussion and practise times.

Interactive

This method takes the traditional classroom style training to a whole new and exciting level by incorporating group and interactive activities. This involves smaller group discussions, role playing, case study reviews, demonstrations and even games. One in three employees say training is often uninspiring and discourages creative thinking, so this approach is recommended to increase overall engagement and develop much needed soft-skills.

Interactive training can be effective as it encourages transfer of knowledge in all directions allowing participants to learn and share information from each other and helps keep the energy high. However, some people who are not outgoing, quieter or introverted may get lost in the shuffle. So it is recommended you consider all types of trainee personas when including activities so they all feel involved and maximise learning.

A great (but a little old) example of an interactive training program is Pixar’s in-house training initiative. The video below explains this concept in detail:

What is Compliance Training?

Compliance just had its coming out party. GDPR (General Data Protection Regulation (EU) 2016/679) cast a bright light on the complexity of ‘compliance’ to a mass audience like nothing before.

Anyone who’s ever signed up to a mailing list suddenly was bombarded with information on how companies were making strides with the looming deadline.

These deadlines are just part of the day job for a lot of trainers, managers, and executives, however. Employee compliance training is a pillar of eLearning and training and development as a whole.

In this post, we’ll break down what is compliance training, and how your organization should approach it.

What is Compliance Training?

Compliance training is employee training mandated by legislation, regulation or policy. It educates your employees on the laws or regulations applicable to their job function or industry.

These laws are predominantly in place to maintain the safety of the workplace and the dignity of the employee. These training initiatives are mandatory, so logically the focus is on recording completion.

Why is a smooth compliance training process important? Good corporate compliance programs help to prevent poor conduct and ensure proper governance in your organization. This helps to minimize risk, maintain your reputation and provides a better environment for your employees to work in – benefiting productivity in the long run.

Running compliance training programs

As mentioned, the main objectives are to get your employees trained, and to generate a record of training ‘completion’. Completion, in this case, is the meeting of the requirements and standards, e.g. pass a test, complete a 3-hour course etc.

The course content itself is dictated by the governing body in question. So for this post, let’s put instructional design considerations to one side.

That leaves you with three important considerations to help satisfy your organization’s compliance:

Course Completion: Getting your employees to launch and complete courses on the subject matter.

Timelines/Deadline: Compliance training usually has to be done on a periodic basis to keep up with changes in regulation. This brings deadlines into play.

Record/Reporting: You need to have an audit trail of your training efforts. An LMS makes the process less manual reducing human error and increasing the accuracy of records. Data on each employee’s current training status shows you exactly who is and who is not compliant.

It’s easy to see why software is needed. A learning management system removes a degree of human error, which is the main thing that will stall your progress or open you to risk. A compliance training LMS reduces the complexity involved and brings in a layer of automation. Running compliance training programs without this safety net is not a good idea, especially considering the repercussions involved.

Compliance training examples

The variation of courses that fall under the “compliance training” umbrella is huge. Your location, industry, and activities all dictate what you need to be compliant in, and in turn, the training you need to deliver. For example: In the USA, organizations are obliged to run training on some of the following types of courses:

Anti-Harassment Training

Workplace Safety (OSHA)

Workplace Violence

Workplace Substance Abuse

Information Security Training (HIPPA)

HR Law

Diversity Training

Some of these programs are ushered in because of an increase in public interest or risk. In 2006 for example, the U.S. Department of Labor introduced new guidance for “Protecting Employees Against Avian Flu” –  as it was deemed to be a significant threat. In the UK, training is carried out on an equally varied pool of subjects with the most prominent being financial services and workplace safety training. Typical subjects include:

Benefits of compliance training

The benefits of compliance training are often ignored because of a more pressing issue – avoiding the consequences and penalties of non-compliance! It’s still important to focus on the big picture and the benefits that arise from compliance training. These benefits include:

Safer Workplaces

More productive workplace

Ability to secure insurance

Protection of business reputation

Minimized risk of legal action

Reduced absenteeism due to injury

Next steps for running compliance training online

If you are in a role that is tasked with maintaining compliance, setting up online training courses will be a key project for you. The steps that you have to take are as follows:

Identify the legislation or regulation that your company needs to satisfy.

Evaluate the specific criteria that need to be satisfied.

Acquire course content from a reputable source – remember, this content is based on legislation, regulations, and policies that may change over time. You need to keep your content up to date.

Deliver the courses to your employees through your LMS.

Track each user’s activity to produce a reliable and accurate audit trail.

Remember, an LMS will take care of everything from certification to reporting and even automatic reminders about deadlines – making a complicated process simple for you!

Setting up a compliance training program is simple

Train your employees with LearnUpon. The powerful learning management system that has the features and a knowledgeable team you need to achieve training success.

Compliance Training: Definition, Theories, and Examples

Do you find corporate compliance training to be a real pain in the neck? From the employer’s side, it might seem like a distraction from the main, profitable aspects of running a business, as well as an excess cost. And from the employee’s side, it might just seem like extra work, a distraction from their main tasks, and a pointless formality. But this line of thinking — on both sides — is shortsighted.

In this article, we’re going to discuss what compliance training is, why it matters, and how to make it more effective. If you are familiar with compliance training and want to learn how to automate this process, click here to skip to that section.

What Is Compliance Training?

According to the Merriam-Webster Online Dictionary, compliance is defined as “the act or process of complying with a desire, demand, proposal, or regimen”. Put otherwise; it is “conformity in fulfilling official requirements”. Therefore, compliance training is a formal program that educates your employees on the policies, procedures, and actions required to prevent both problems in the workplace and violations of the law. These policies and procedures are often job or industry-specific. However, in many cases, they are also government-mandated and apply across industries or the corporate world at large.

Why Does Compliance Training Matter?

Organizations have a social responsibility to their employees and the general public. From ensuring a safe workplace that’s free of bullying and harassment to protecting consumer data and privacy, your company is always at risk of ruining its reputation, legal action, and the worst-case scenario – getting shut down. In other words, compliance training is core to your organization’s risk management system.

Compliance Training Programs

No matter what business you have, compliance training should be high on the list of your priorities. The variety of courses is huge. The industry, activities, and location all influence what employees should be compliant in and what kind of training you need to deliver. Here are some examples of courses covering government-mandated and industry-specific compliance policies.

Anti-harassment

Anti-harassment compliance training programs administer guidance and measures for responding to incidents of bullying, harassment, and sexual harassment. They should clearly define what harassment is and outline any associated behaviors. Plus, anti-harassment training should cover effective strategies for responding to bullying and harassment, as well as provide intervention strategies.

Diversity training

Diversity training goes far beyond political correctness. Rather, it emphasizes the strengths of diversity and addresses how to work with people of different ethnicities, genders, sexual orientation, age, mental or physical abilities, etc. As there’s strength in diversity, your employees should learn how to effectively embrace the valuable inputs and perspectives that a diverse workplace can bring to the table. In addition, your training program should also address how different demographics are to be portrayed in your company’s literature, documents, and marketing content.

Data Protection & Privacy

To ensure compliance within your organization, your training program should first draw the distinction between Personally Identifiable Information (PII) and Personal Data, and explain how and why this information is exploited. Your employees should know how to safely handle data beyond the work environment (e.g., mobile devices), and what to do in case of a lost or stolen mobile device.

Cybersecurity

Cybersecurity and Data Protection & Privacy naturally overlap, but it’s still worth separating both subjects into different compliance training programs. These programs should include how to efficiently manage the rapidly-growing volume of sensitive and/or confidential information, and train staff on the strategies, tools, and systems needed to protect people’s identities and personal data.

Business ethics

Every business needs to draft a code of ethics that details guidelines for disciplinary action. It should describe what corruption and cheating look like for your organization, as well as cover grey areas and conflicts of interest. Basically, your Ethics & Compliance training programs should include risk assessment training, methods to encourage whistleblowing, accountability structures, and a system for addressing grey areas/conflicts of interest.