Call it corporate culture or adhering to the corporate brand. Call it whatever you like; it boils down to compliance with corporate standards, and training plays a significant role in communicating the standards. Without corporate standards, you can expect corporate anarchy, fraud, waste and/or abuse. It takes little to destroy a brand value that businesses have spent a lifetime to build. Let’s explore issues that every Chief Learning Officer (CLO) must consider when developing an eLearning strategy for corporate compliance training.

Training Must Survive Other Cutbacks

One word: Sony. They’re not alone. They join a growing list of corporate luminaries that have experienced security breaches. Could a drop in security training policies during times of economic hardship be to blame? Who knows, but if that’s the case, the lesson is that the corporate compliance training strategy must remain intact regardless of economic conditions.

Scope of Corporate Compliance Training

Corporate compliance training addresses corporate policy and procedures, and sometimes it encompasses regulatory requirements and ethics. Your eLearning strategy begins with an orientation to corporate policies and procedures that apply to all employees followed by departmental policies and procedures to include compliance specific to each department.

The Role of Risk

Risk assessment plays a role in whether to devote resources to an elaborate eLearning module or whether a simple email reminder is enough. It plays a role in whether to train before or after an incident. For example, the owner of a fire remediation company needs to ensure that each employee clearly understands and strictly follows company procedures. But does a company with a zero-tolerance policy toward theft really need a full-blowing eLearning module on the subject? Sometimes, it’s a matter of clarifying and simplifying rules.

The Role of Social Learning in Corporate Compliance Training

Today, businesses are also concerned with its employees fitting the corporate mold. Businesses such as Southwest Airlines, Microsoft and Google each have a corporate culture that requires employees to “fit in” if they want to advance. A strong social learningcomponent allows employees to give and receive help and set up their own personal learning networks, which can instill the corporate culture.

If there is no corporate compliance training already in place, consider working with a qualified consultant to help you determine your needs and goals, develop your plan and set up your initial training calendar.