Compliance Training and Your Training System: -

Compliance Training and Your Training System:

The Best Way To Turn Compliance To Your Business’s Advantage.

Last week I spent some time wrangling a lot of eLearning statistics into one place (here). They’re useful food for thought if (like many businesses) your organisation has let training slip down the list of priorities in recent years. The truth is that there are many businesses operating in sectors where compliance is a crucial factor. Industries such as agri-food and hospitality operate in a regulatory environment where standards of employee knowledge and competence are enforced by external bodies, and for businesses operating in these industries the advantages of eLearning are already self-evident.

Most hospitality businesses will already use online learning content, developed either bespoke or purchased from a supplier (we can support you whichever of these paths you choose, by the way – you can check out our pitch here). They’ve found, like many organisations, that online training reduces employee time away from their actual duties (stats here), that it works out significantly less expensive than alternative training methods (and here) and that in many cases it produces superior results (and finally here). When subject to inspections from regulatory bodies or customers, and even just to maintain a high level of customer trust and demonstrable competency in sectors in which a high level of public interest and scrutiny can apply, elearning is often found to be by far the preferred method of staff training. More than that – given the statistics, it’s practically a no-brainer.

However, just because something is good, that doesn’t mean it’s beyond improvement. I’m not only speaking about the content here – it’s always possible to adapt the actual material, to incorporate more up-to-date technology or design theory in ways that will increase staff engagement and therefore the effectiveness of the training, but administration of training is also a major factor in achieving and then maintaining high standards of staff knowledge and competence. With online training material you eliminate the need to gather all your staff together into one room (taking them away from their duties) to impart the necessary knowledge and skills, but you still have to make them aware of the availability of the training, to flag deadlines and refresher requirements. You have to maintain and administrate staff training records so you know who is trained in what, when that training happened and therefore when refresher training will be necessary. You also need recorded proof that the training has been delivered effectively, and depending on what training we’re talking about, that can be as simple as a confirmation from the employee that they’ve read induction material, or it may require something more sophisticated, like demonstrating their newfound skills with a quiz. All in all, good online training content is unquestionably beneficial to businesses, but it’s only half the battle

The other half is a good learning management system. We’ve built ours to incorporate answers to the common administrative headaches listed above. A good LMS should facilitate employee access to the training content. There are different ways to do this – for example, our cloud system is accessible (with the proper authorisations) from laptops, tablets or smartphones. Once an employee logs in they’re notified on their dashboard what training is available to them, and by when it should be completed. You can decide all this when you load your training content onto the system (which itself can be done in a few clicks), and you can select whether or not any piece of training content should have a rolling requirement – that is, whether at intervals it should be retaken (useful for food hygiene, health & safety courses, etc). Notification should be automatic once you enrol an employee (or employees – you can enrol whole departments, organisation roles or locations en masse on ours), and once the training is complete the result is recorded automatically also. In terms of completing the training, an LMS should offer a range of possibilities, from simple read/tick courses (the employee confirms at the end of a document that they’ve read it by ticking a box) right up to more sophisticated quizzes (the required passing grade of which you can set when setting up a training session).

All these are reasons ably demonstrate how an LMS can be an invaluable way to reduce administrative effort, but a decent learning management system will go beyond that. Access to training result statistics can offer an invaluable tool for identifying potential strengths and weaknesses in an organisation, which can offer an invaluable foundation for future planning. Is one department or location scoring higher than others in this subject, or that one? Is that because someone’s doing something very right or very wrong? What are the factors affecting this? And how can you use these factors to improve performance across the board?

An LMS isn’t necessarily the first thing you consider when you hear the phrase “online training”, but it is something that’s worth considering. Like online training itself, it’s an effective way to reduce administrative headaches, but also allows a basis for analysis and future planning that would be practically impossible without it (certainly practically impossible without a significant investment of time and effort). There are a lot of learning management systems out there on the market; naturally, we think ours is the best, and we’re so confident of that, we’ll let you try it for free: check it out.

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