tag:blogger.com,1999:blog-537267519793805240.post2597793976971575322..comments2024-03-19T10:34:31.386+00:00Comments on Charles Jennings | Workplace Performance: Compliance Training: does it really work?Charles Jenningshttp://www.blogger.com/profile/10220891611333165590noreply@blogger.comBlogger12125tag:blogger.com,1999:blog-537267519793805240.post-64278558860013050852016-07-08T08:57:05.092+01:002016-07-08T08:57:05.092+01:00Compliance training undoubtedly works in one way. ...Compliance training undoubtedly works in one way. That is to ensure the right ‘boxes are ticked’ should something go awry. Rather as support for the ‘we followed orders’ defence. This is often the situation found in the wake of some non-compliant act that had led to an unwanted occurrence. <br /><br /> <a href="http://www.firstresponsetraining.com/course/workplace-training/level-3-award-in-the-role-of-the-fire-marshal/" rel="nofollow">fire marshal training</a><br />Anonymoushttps://www.blogger.com/profile/07738055572349628866noreply@blogger.comtag:blogger.com,1999:blog-537267519793805240.post-19870775093774394622015-05-05T11:19:23.553+01:002015-05-05T11:19:23.553+01:00A pleasure, Clive. I thought your post (http://cli...A pleasure, Clive. I thought your post (http://clive-shepherd.blogspot.co.uk/2015/04/lets-face-it-compliance-is-not-same-as.html) and this one were closely aligned. Charles Jenningshttps://www.blogger.com/profile/10220891611333165590noreply@blogger.comtag:blogger.com,1999:blog-537267519793805240.post-79208091964119708332015-05-04T20:37:53.697+01:002015-05-04T20:37:53.697+01:00Great article Charles and thanks for linking it to...Great article Charles and thanks for linking it to my more recent posting.Clive Shepherdhttps://www.blogger.com/profile/02798059102416534284noreply@blogger.comtag:blogger.com,1999:blog-537267519793805240.post-12459123840309828182014-02-03T11:31:31.279+00:002014-02-03T11:31:31.279+00:00Thanks for the article, it is really nice, Compli...Thanks for the article, it is really nice, Compliance Training is seen as an important means to attain the inadequate to effective corporate governance.<br />When part of a broader operational governance strategy, GRC practices ensure continuous oversight and help businesses strike the right balance between cost optimization, risk management, and capacity for innovationComplianz Worldhttp://www.complianzworld.comnoreply@blogger.comtag:blogger.com,1999:blog-537267519793805240.post-26635125367338710322013-09-18T06:42:57.032+01:002013-09-18T06:42:57.032+01:00This comment has been removed by a blog administrator.Automotive Leadshttp://www.phoneninjas.com/noreply@blogger.comtag:blogger.com,1999:blog-537267519793805240.post-55881548738957610452013-02-22T13:55:49.000+00:002013-02-22T13:55:49.000+00:00enjoyed reading your article, I agree that " ...enjoyed reading your article, I agree that " Compliance training is essential in organizations to ensure that ethical business practices are followed throughout the organization and also to ensure better workplace culture..<br /><br /> Compliance courses can be made interesting by including scenarios and interactivities which manage to retain the attention of learners thereby ensuring effective knowledge transfer at the workplace. Compliance training should be held regularly, so as to update employees whenever there is a new policy. Training managers in consultation with the legal department can finalize the courses based on real requirements. E-learning could be considered as a viable option when compliance training needs to be rolled out throughout the enterprise which is spread across various geographical locations.... <br /> I wrote a blog on "Comply with Regulations’ – Why Use eLearning to Convey this Message", i invite you to read my blog and would appreciate your comments on the same<br />http://bit.ly/VhSor2Sharath@commlabhttps://www.blogger.com/profile/08779862820273143144noreply@blogger.comtag:blogger.com,1999:blog-537267519793805240.post-62617236188156014242012-11-28T01:04:47.527+00:002012-11-28T01:04:47.527+00:00Great article Charles. I've long held the beli...Great article Charles. I've long held the belief that compliance is not a training problem and recently had the opportunity to prove it.<br /><br />Working at a large Australian bank that had an existing problem with staff not opening accounts in compliance with regulatory requirements,the answer from the internal Risk Group was training. Lots of it. Regular, expensive remedial training. The problem was that the training wouldn't 'stick' and staff returned to old work habits - what they knew - and the compliance issues recurred. It was a failing and expensive cycle.<br /><br />My answer was to build compliance into the process itself and provide just-in-time, contextual on the job support by way of a solution called SupportPoint from Panviva. At the click of a button staff now had ready access to the right way to do work. There were no excuses for getting it wrong. Behaviours were reinforced through management directives to use SupportPoint if staff were unsure of what to do. Compliance breaches decreased and so did the associated risks.<br /><br />The point of this isn't about the particular tool being used, although SupportPoint is a very good tool, it is to point out that issues of process compliance can be largely overcome by providing support where and when it's needed. Formal training simply can't do that. Ticking boxes doesn't make people compliant. Performance on the job does. Let's help people perform.Peter Davishttps://www.blogger.com/profile/08328917520132115278noreply@blogger.comtag:blogger.com,1999:blog-537267519793805240.post-62607766890074564622012-10-29T11:07:54.919+00:002012-10-29T11:07:54.919+00:00After working in highly regulated industries for o...After working in highly regulated industries for over 30 years, compliance was always found to be an issue.<br /><br />Particularly with highly skilled and trained individuals where the common view was, you pay me well for my skills and knowledge, so I will do it the way I see fit. This was more prevalent as legislation and regulation changed, and did not fall in line with the culture and the way we always did things.<br /><br />Peter S<br />www.tutordoctorprivatetutoring.co.ukPeter Shttp://www.tutordoctorprivatetutoring.co.uknoreply@blogger.comtag:blogger.com,1999:blog-537267519793805240.post-5501956758536152992012-08-29T18:12:13.205+01:002012-08-29T18:12:13.205+01:00Charles, thanks for a well-researched and well pre...Charles, thanks for a well-researched and well presented piece. There’s no doubt that compliance training is too often used – as you say – to keep the CEO out of jail. If this is the case, then we need a shift in the company culture, rather than another training course (even though as you say training still has a role to play). But what role, if any, do you think L&D has in stimulating this change? Ara Ohanianhttp://www.certpointsystems.com/en/noreply@blogger.comtag:blogger.com,1999:blog-537267519793805240.post-60535428318076235572012-08-28T17:40:36.537+01:002012-08-28T17:40:36.537+01:00I’m glad you see you zeroed in on leadership. In ...I’m glad you see you zeroed in on leadership. In my experience there are only two reasons for poor performance, 1. poor training, 2. poor leadership. Of course the root cause of poor training is poor leadership so that narrows things down nicely. However I wanted to remind people about the history or compliance training. <br /><br />I think many have forgotten or never known what shaky learning foundations our current compliance training is built on. We are following a development and delivery format that was specifically designed with ass covering as its primary goal. It was adopted when Safety training was first imposed on industry by government. I’m not sure about the UK but I suspect things were not much different then in Canada. Even now it is hard to develop a strong safety culture, try to remember how much resistance there was 20 years ago from employees and employers alike. No one thought or believed the training was of any value to start with, we offered it because we were told to and we tracked it to prove the workers had been “told”. This is much the same way requiting policies evolved. The only institutions with long standing testing and entry requirements were organizations like fire fighters, police departments and the freemasons. These were the model for corporate requiting policies but of course these methods were specifically designed to discourage applicants so that only the truly persistent, dedicated or down right stubborn managed to stick it out long enough to get hired. Like compliance training, this kind of outdated methodology is of no use whatsoever in the modern business world. <br /><br />Yet as we changed our minds, cultures and behaviors and accepted workplace safety as a real priority we never changed the “Comply with Compliance” based approach to development and delivery. It’s no secret that in order to properly train people we have to stop feeding them information with a fire hose then testing short term memory. Is the goal to have our people actually compliant, knowing what they need to know, or the illusion of compliance? i.e. all the boxes ticked in everything we might need to prove someday they should have known. Getting the word out that no one’s ass is actually covered regardless of how many boxes are ticked my be critical to getting HR, corporate leadership and LD Leaders to stop resisting the restructuring of compliance training. We have mastered the illusion of compliance, now we should be able see it for what it is, point out the elephant in the room and try an effective approach. <br />Anonymousnoreply@blogger.comtag:blogger.com,1999:blog-537267519793805240.post-82802718985406299902012-08-16T10:43:46.332+01:002012-08-16T10:43:46.332+01:00John, I agree that it's important for people t...John, I agree that it's important for people to know regulations (or know where to find them or who will give them an accurate view when needed). <br /><br />So there is a role for some training, but we're fooling ourselves if we think that compliance training courses which simply provide a data/information dump, and are then followed up with an assessment of retention and understanding immediately post-training is all that's needed. <br /><br />That may help keep the CEO out of jail (although less so now than a few years ago), but it won't do much (if anything at all) for engendering a culture of compliance and compliant behaviours. The research I cited above seems to say that it's as likely to reduce compliance as increase it. We require a whole new way of looking at the challenge of compliance in organisations.Charles Jenningshttps://www.blogger.com/profile/10220891611333165590noreply@blogger.comtag:blogger.com,1999:blog-537267519793805240.post-76656317267542408972012-08-16T07:42:03.237+01:002012-08-16T07:42:03.237+01:00Charles
This makes a lot of sense.
It seems to m...Charles<br /><br />This makes a lot of sense.<br /><br />It seems to me that there is still a crucial role to check that people know regulations - training newcomers and training existing people on new regulations and checking (via well designed assessments or otherwise) that people know and understand regulations.<br /><br />Some of the scandals/fines seem to have arisen from some parts of an organization not knowing that certain behavior breaks regulations. So a granular approach to training/checking understanding of regulations appropriate for each employee seems an important part of compliance training. <br /><br />But yes it should be risk driven, and no it should not be mindless click through. Scenario questions that present realistic situations and ask for answers can be a good way of checking whether people know and can apply regulations for instance. (Questions that if you pay your kids to answer, they'll find it tricky!)<br /><br />John Kleeman<br />Questionmark<br /><br />John Kleeman, Questionmarkhttp://www.questionmark.comnoreply@blogger.com