Ethics & Compliance Training in Less Than 6 Hours per Year


It does sound a little bizarre when the myriad legal and reputational risks are considered, but compliance, ethics, legal and HR professionals must cover all mandated and company-specific training in a very limited number of hours each year.  In fact, a study of NAVEX Global customers last year revealed that the vast majority have only 4 to 6 hours each year to cover a wide range of topics including code of conduct, anti-corruption, harassment, discrimination, respect in the workplace, privacy, information security … and on and on.

The challenge: how to most effectively use this time?  And since it’s not likely that regulators will give you a pass if important topics aren’t covered in a program ‘because you ran out of time,’ a good deal of thought is required when developing a training curriculum plan.

Here are a few tips from a recent webinar presented by Ingrid Fredeen, JD and Mary Bennett, RPh, two compliance experts from NAVEX Global’s Ethical Leadership Group

1. Assess the current state of your training

What methods are you using?  Has your audience changed in the last few years to the point where you should consider new methods to increase effectiveness?  How old is the content you’re considering?  Should you be concerned that it’s not defensible or that employees are tuning out because production values are dated? Should you be considering other delivery options like tablets to offer more flexibility to learners?

 2. Consider a wide array of training methods

Should you be changing the training mix to more closely engage employees, especially in ‘grey’ areas, perhaps adding some manager-led sessions or group discussions?  Are there success stories within the organization that are worth sharing?  What’s the best way to do that?  Can you make these globally relevant if you have a global workforce?  Can you “change the pace” of learning for employees so they don’t dread the thought of sitting through training, perhaps using full-length courses to introduce new topics and shorter 'burst' vignettes to build continuity or refresh older topics?   And what about incorporating policies as part of your overall approach to training, integrating their distribution and certification with online segments to reinforce topics and prompt conversation?

3. Evolve the way you communicate

We’re not in Kansas, anymore, Dorothy.  Build and use internal social networking sites (and incorporate video) to highlight topics you want to target.  Encourage internal discussion of compliance and ethics topics and kick-off 'games' to gain attention and facilitate conversation.  Ensure that managers have all the support materials and advance training they need to move the process forward.

4. Bring in a good partner to help

Don’t feel as if you have to do everything yourself.  Rely on the core competencies of an organization like NAVEX Global to produce and provide varied, accurate and flexible training so you can concentrate on more strategic questions.

Interested in learning more?  Listen to Mary and Ingrid’s full presentation.

DISCLAIMER: Because of the generality of this update, the information provided herein may not be applicable in all situations and should not be acted upon without specific legal advice based on particular situations.

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