Six Lessons that Redefine Focused Compliance Training: Lesson Two

by NAVEX Global

Read Lesson One: Click Here

Lesson Two: Training Best Practices - 4 Steps to a More Effective Training Program

Compliance training is one of your organization’s largest compliance investments in terms of both time and money.  Training programs can be expensive to build or purchase, and the reality is that seat time is precious and expensive. With tight budgets and limited training time allocated to compliance, it’s important to make sure your making the most of your investment.

Compliance training impacts every one of your employees and high-quality training can help build a more ethical and compliant culture and drive business success—so it’s vital to make the right investment.

HR and compliance professionals are scrutinizing training curriculums and trying to make them more effective and efficient. Large libraries of outdated courseware that aren’t engaging or updated are no longer acceptable; they don’t change behavior and often go unused.

So how do you make the most of your investment? What should you consider when evaluating your options?  The following tips will help you do just that.











Step 1: Assess the Current State of your Training Program

It’s not

uncommon for an organization’s leaders to have a fuzzy picture about the current state of training in their workplace. Divided ownership and segmented budgets often help drive this phenomenon. But getting a clear picture of what you are doing, and what is working, is critical if you want to make your program better. 

The first step in this process is to gather critical information such as:

  • Your organization’s greatest risks (legal, cultural and reputational); if you are not sure, conduct a risk assessment to find out
  • Map out current training efforts, including audience, method and frequency
  • Ask employees whether the training is engaging and effective
  • Assess the age of your current training courses
  • Evaluate the cost of delivering training in its current format; include seat time and travel time/expenses, as well as internal costs to develop and maintain
  • What other training pressures are placed on learners


Whether you are focusing on HR risks, or you have responsibility for broader compliance training, gathering this information will help you properly assess the current state.


Step 2: Explore New Trends and Approaches
There is a flurry of activity in the training world right now that has resulted in a variety of trending training approaches—everything from gamification to mobile enabled courses. Some of these tools and strategies can enhance your training program. But just because something is hot now, does not guarantee that it is effective or a good investment. You still need to be critical about the trends you incorporate and whether they will work in your culture and in the context of your program.

Even if a trending method or tool works in your environment, use it wisely. Too much of a good thing can backfire. Just because it works for some purposes does not mean that it will be an engaging or useful learning experience for other purposes. One example of this is mobile learning.

Some of the hottest trends right now include the following:

  • Shorter courses that really get to the point and cover “need to know” information for your audience.
  • laser focus on key risk areas, rather than massive libraries of courses that are outdated
  • An expectation of true engagement and entertainment
  • Continuous learning, including short bursts, to ensure the message stays top of mind.
  • Mobile enabled training
  • Social/collaborative learning such as blogs, video-casting,

Step 3: Focus on the Topics that Matter Most
You could train on everything, every topic and every risk area… but that’s not effective or practical. No organization has the bandwidth to consume that much training. Rather, the key is to focus on the topics that matter most and make sure that what you are delivering and how it is being delivered is as good as it can be. Maintaining a strong focus can help you really add value and create impact for your organization. 

So when you are considering where to make an investment, focus on the topics that:

  • Drive the greatest risk
  • Can change behavior and impact the culture
  • Are critical to your organization’s culture and values
  • Are vital for protecting your organization’s reputation
  • Help establish key legal defenses

What topics do NAVEX Global clients seek out and focus on; it aligns with general industry practice. The top 12 topic areas include the following:

  • Ethics and code of conduct 
  • Harassment (all forms, not just sexual harassment)
  • Bribery & corruption

  • Data privacy 
  • Technology use and security
  • Reporting and retaliation
  • Wage and hour
  • Discrimination
  • Antitrust and competition law
  • Conflicts of interest
  • Insider trading
  • Protecting Confidential information


These are the topic areas that impact the largest number of employees and that should reflect your organization’s commitment to high-quality training. For some industries, especially highly-regulated ones, this list will include several additional topics, as the volume of expected or mandated topics is more extensive.

Step 4: Chart Your Course – Curriculum Mapping 101
Once you know what you want to cover, you need to figure out how and when you will do it.Commonly called curriculum mapping, this process will help you establish the cadence andmethodology for deploying continuous compliance learning.

A well designed map will help ensure proper coverage of your organization’s key risk areas, help avoid learner fatigue, and give you a big picture assessment of methodology and deployment strategies. 

If you want to learn more about this process and how to build a curriculum map, click here. In this webinar, my colleague, Mary Bennett, and I walk you through the basics and cover considerations and training methods.

Some of the very high-level questions you must ask about your organization to make this process successful include:

  • What are my key training goals?
  • What key risks am I trying to manage?
  • What support do I have for my initiative; is training mandatory or optional?
  • What format is most effective for my employees?
  • How much learning can employees realistically consume?
  • How much seat time is available for training?
  • Are there time periods where training will be best received based on demands on the business (for example, busy periods)?
  • How often should I train to build valuable legal defenses?
  • How can I maximize my budget spend without sacrificing key goals?
  • Do I need to create special training for certain audiences or people in key roles?

The curriculum map document you create can ultimately take many different forms; it can be a simple overview or a detailed spreadsheet that provides extensive detail about your training program. The right form, depth, and content will depend on the complexity of your program, the nature of your organization and its risks, and your goals.

Sign up to receive the next Four Lessons!

Written by:

NAVEX Global

NAVEX Global on:

Readers' Choice 2017
Reporters on Deadline

"My best business intelligence, in one easy email…"

Your first step to building a free, personalized, morning email brief covering pertinent authors and topics on JD Supra:
Sign up using*

Already signed up? Log in here

*By using the service, you signify your acceptance of JD Supra's Privacy Policy.
Custom Email Digest
Privacy Policy (Updated: October 8, 2015):

JD Supra provides users with access to its legal industry publishing services (the "Service") through its website (the "Website") as well as through other sources. Our policies with regard to data collection and use of personal information of users of the Service, regardless of the manner in which users access the Service, and visitors to the Website are set forth in this statement ("Policy"). By using the Service, you signify your acceptance of this Policy.

Information Collection and Use by JD Supra

JD Supra collects users' names, companies, titles, e-mail address and industry. JD Supra also tracks the pages that users visit, logs IP addresses and aggregates non-personally identifiable user data and browser type. This data is gathered using cookies and other technologies.

The information and data collected is used to authenticate users and to send notifications relating to the Service, including email alerts to which users have subscribed; to manage the Service and Website, to improve the Service and to customize the user's experience. This information is also provided to the authors of the content to give them insight into their readership and help them to improve their content, so that it is most useful for our users.

JD Supra does not sell, rent or otherwise provide your details to third parties, other than to the authors of the content on JD Supra.

If you prefer not to enable cookies, you may change your browser settings to disable cookies; however, please note that rejecting cookies while visiting the Website may result in certain parts of the Website not operating correctly or as efficiently as if cookies were allowed.

Email Choice/Opt-out

Users who opt in to receive emails may choose to no longer receive e-mail updates and newsletters by selecting the "opt-out of future email" option in the email they receive from JD Supra or in their JD Supra account management screen.


JD Supra takes reasonable precautions to insure that user information is kept private. We restrict access to user information to those individuals who reasonably need access to perform their job functions, such as our third party email service, customer service personnel and technical staff. However, please note that no method of transmitting or storing data is completely secure and we cannot guarantee the security of user information. Unauthorized entry or use, hardware or software failure, and other factors may compromise the security of user information at any time.

If you have reason to believe that your interaction with us is no longer secure, you must immediately notify us of the problem by contacting us at In the unlikely event that we believe that the security of your user information in our possession or control may have been compromised, we may seek to notify you of that development and, if so, will endeavor to do so as promptly as practicable under the circumstances.

Sharing and Disclosure of Information JD Supra Collects

Except as otherwise described in this privacy statement, JD Supra will not disclose personal information to any third party unless we believe that disclosure is necessary to: (1) comply with applicable laws; (2) respond to governmental inquiries or requests; (3) comply with valid legal process; (4) protect the rights, privacy, safety or property of JD Supra, users of the Service, Website visitors or the public; (5) permit us to pursue available remedies or limit the damages that we may sustain; and (6) enforce our Terms & Conditions of Use.

In the event there is a change in the corporate structure of JD Supra such as, but not limited to, merger, consolidation, sale, liquidation or transfer of substantial assets, JD Supra may, in its sole discretion, transfer, sell or assign information collected on and through the Service to one or more affiliated or unaffiliated third parties.

Links to Other Websites

This Website and the Service may contain links to other websites. The operator of such other websites may collect information about you, including through cookies or other technologies. If you are using the Service through the Website and link to another site, you will leave the Website and this Policy will not apply to your use of and activity on those other sites. We encourage you to read the legal notices posted on those sites, including their privacy policies. We shall have no responsibility or liability for your visitation to, and the data collection and use practices of, such other sites. This Policy applies solely to the information collected in connection with your use of this Website and does not apply to any practices conducted offline or in connection with any other websites.

Changes in Our Privacy Policy

We reserve the right to change this Policy at any time. Please refer to the date at the top of this page to determine when this Policy was last revised. Any changes to our privacy policy will become effective upon posting of the revised policy on the Website. By continuing to use the Service or Website following such changes, you will be deemed to have agreed to such changes. If you do not agree with the terms of this Policy, as it may be amended from time to time, in whole or part, please do not continue using the Service or the Website.

Contacting JD Supra

If you have any questions about this privacy statement, the practices of this site, your dealings with this Web site, or if you would like to change any of the information you have provided to us, please contact us at:

- hide
*With LinkedIn, you don't need to create a separate login to manage your free JD Supra account, and we can make suggestions based on your needs and interests. We will not post anything on LinkedIn in your name. Or, sign up using your email address.