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 there done that” attitude among learn- ers. They disengage and simply go through the motions to check the course off their to-do list. More specific content leads to more engaged learners.
• Value: Organizations must show learners the value of compliance training. Why is it important and how can the individual benefit? Learners often see compliance training as a benefit to the organization alone and check out because the information doesn’t directly apply to them. Communicating the value at the beginning of a course encourages learn- ers to become active participants because they’ll benefit directly.
• ROI: All compliance-training mod- ules should have some way to measure return on investment. Although this can be difficult, features such as quizzes or role playing can measure how well learners absorbed the material, and you can use that information to adjust and plan for future training.
How to Start the Revolution
To successfully overhaul an approach to training, follow these steps to developing a definitive plan:
1) Observe current efforts. If you suspect that current compliance-train- ing efforts are less than effective, you’ll need hard data to bring to managers. Take the time to observe a course from start to finish. Take notes concerning how long the training takes, how learn- ers seem to respond and whether they retain the information in a week, a month or six months. This data will offer better insight into where the organization falls short and help con- vince leadership of the need for change.
2) Skip the lectures. As long as lead- ership is onboard, you can start to shake up compliance training by ditching the lectures and presentations in favor of an online module. Start by uploading current materials and then tweak and refine them as time allows. Learners will appreciate the ability to page through the materials themselves, and instructors can save class time for more effective exercises such as group discussions.
3) Implement a new module. Finally, it’s time to design a new compliance- training module. Work with an instruc-
tional designer and map out essential content and the best delivery method for each topic. A multiple-choice quiz may work well for some lighter subject mat- ter, while reading material and asking discussion questions may work better for more serious topics. Variety will work wonders in improving engagement.
4) Analyze its effectiveness. Awarding badges and certification, testing your learners and observing how employees apply compliance training to their work
Human Capital
can help you measure the effectiveness of each module. It may take some trial and error, but change won’t happen overnight.
By putting as much effort into the method of content delivery as you do into the content, you can drive employ- ee engagement, save time and improve the entire organization’s attitude toward compliance training. So, file that traditional approach away, stop those eyes rolls and get employees focused on the training they need.MF
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