Choosing the 'right' compliance training provider is a task requiring considerable diligence. If not done right, your organization could end up with compliance gaps requiring costly remediation. On the other hand, if done right, it can ensure that your organization is taking steps to educate employees about important ethical matters like Harassment and Unlawful Prevention". So too, it ensures that employees know what is expected of them, aligns behaviors with corporate values, and helps to create positive changes in the organization.
For several years, compliance training has been shifting away from traditional in-classroom methods to e-learning and virtual environments. The Brandon Hall Group’s Compliance Training Study uncovered the trends around this movement. As many as 27 percent of companies offer compliance training on a monthly basis, which shows that this is a critical area that needs a reliable long-term solution.
4 Traits of an Outstanding Compliance Training Provider
With so many choices in training solutions out there, how can you select the best compliance training provider for your organization? Here are some key attributes to consider:
A compliance training provider should be able to leverage your existing investment in technology, including any Learning Management System you currently have in place. Integrate with what you have if possible.
Get the best provider for specific modules instead of one-size fits all. While it is convenient to go with one training vendor, it is incredibly difficult for a vendor to do a good job across all the learning topics. So be prepared to assemble a best-of-breed portfolio.
Ease of administering the program. As you hire and terminate employees, you will need to make sure you are assigning the training and there is automated follow-ups to those who do not complete it. You’ll also need to ensure terminated/retired employees are taken out of this list. The administration should be easy, demand to test-drive how this works before selecting a vendor. You could inherit a lot of administrative burdens if you do not do proper diligence on ease of administration.
Measure the impact of training and performance. Make sure that the training modules have a way to measure the impact of what participants are learning. Quizzes, assessments and surveys are a way to accomplish this. But also tap into performance reviews as an indicator that the training is having a real impact on employee values and behaviors.