Benchmarking Your Compliance Training Program

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www.navexglobal.com © 2015 NAVEX Global, Inc. All Rights Reserved.


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Benchmarking Your Compliance Training Program

July 22, 2015




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P R E S E N T E D B Y

Vice President, Online Learning Content NAVEX Global

Ingrid Fredeen, J.D.




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• The Role of Training in Effective E&C Programs

• Training, Culture & Risk Mitigation

• Key Findings

State of E&C Training Today

Benchmarking E&C Training

The Future of E&C Training

• Key Takeaways & Recommendations

• Q&A + Additional Resources

Agenda




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Business Value of Training: Building a Strong Culture & Defense

• Increasing pressure on E&C programs to demonstrate the value of every dollar they spend.

• A compliance program can be seen as a “nice to have.” But in reality, effective E&C training reduces costs, protects your organization’s brand and reputation and helps avoid potentially crippling legal liability.

• It’s up to compliance professionals to make the business case to demonstrate the ROI of training, including:

Magnitude of legal, financial and reputational risk mitigation

Value of choosing a proven partner with trusted, legally defensible training content.

Role in creating a risk-repelling organizational culture




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In This Webinar You Will Learn…

• How your program stacks up against 677 of your peers

• How organizations are managing and deploying their training budgets

• How well training programs are adapting to an evolving workforce and emerging risks

• What threats training programs face

• How organizations are training their global workforce

• How to leverage our findings to increase program effectiveness




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Our Ethics & Compliance Ecosystem

Employee Awareness

Standard & Ad-Hoc Reporting

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INTEGRATED COMPLIANCE DATA

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NAVEX GLOBAL GATEWAY

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www.navexglobal.com

Our Ethics & Compliance Ecosystem

Employee Awareness

Standard & Ad-Hoc Reporting

Exp

and

ed

In

take

INTEGRATED COMPLIANCE DATA

AD

VIS

OR

Y S

ERV

ICES

NAVEX GLOBAL GATEWAY

PR

OFESSIO

NA

L SERV

ICES

Cas

e M

anag

em

en

t

Po

licy

Man

age

me

nt

Thir

d P

arty

Ris

k M

gmt.

Ho

tlin

e

On

line

Tra

inin

g

An

nu

al C

ert

ific

atio

ns




www.navexglobal.com

• Conducted by an independent research company, collected anonymously

• 677 respondents across 20+ industries

• Respondents include:

C-Suite & Senior Executives (39%)

Managers (36%)

Non-Managers (21%)

Consultants (4%)

• Respondents represent small, medium and large companies (roughly 1/3 of each)

Ethics & Compliance Training Benchmark Report Statistical Snapshot




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Key Findings




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K E Y F I N D I N G S

STATE OF ETHICS & COMPLIANCE TRAINING TODAY




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Live Attendee Poll




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Top Training Program Objective: Culture Change

Source: NAVEX Global's 2015 Ethics and Compliance Training Benchmark Report




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• High-quality training is essential when trying to impact culture.

• Conduct a culture assessment to pinpoint issues that could sabotage your program.

• Integrate these cultural pain points into your risk assessment and your multi-year training plan to ensure that each one is addressed.

• Don’t go it alone: work with cross-functional teams and senior leadership to ensure all key elements of your E&C program are working together to build a culture of ethics and respect.

How To Impact Culture With Training





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Top Training Challenges: Limited Hours, Covering All Topics & Measuring Effectiveness





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• Advocate to match training time with risks. Conduct a risk assessment and determine which audiences need to be trained on which topics.

• Use a variety of training approaches to cover more topics in limited time, including microlearning

• Focus in on your ability to measure effectiveness. When senior leaders see program ROI, they’ll be more likely to get behind the program.

Get Proactive to Overcome Top Challenges




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Top Threat to Effectiveness: Cynicism





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• Make sure your values and your actions align. Cynicism thrives when there’s a gap between what an organization says and what it does.

• Boost your anti-retaliation efforts. Live or blended training on this topic can help drive messages home with manager and front-line employees.

• Increase your focus on training middle managers: they are your culture carriers

• Help senior leaders and boards appreciate the organizational risks that are created when an organizational culture is unhealthy.

• Combatting training cynicism requires effective, engaging, high-quality training that communicates unequivocal commitment to creating a strong culture of ethics and respect.

Combatting Cynicism and Other Culture Killers




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Of Respondents Who Have Used Training in a Legal Defense, 57% Have Done So 1-3 Times in the last 3 Years




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• Ensure that legal defensibility is a key buying criteria for training

• Incorporate legal review into the process of building or buying training solutions

• Consider how the training will be received, not only by learners, but by judges, jurors and enforcement officials.

• Match multi-year training plan with legal risk

• Training will certainly have an impact when offered up in a legal proceeding; ensure you have deployed training that has a positive impact and not a negative one.

Ensure Legal Defensibility Is a Key Consideration in Training Choices





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BENCHMARKING ETHICS & COMPLIANCE TRAINING




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Live Attendee Poll




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25% of Respondents Have No Dedicated Training Budget




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HR/ER and E&C Departments Most Likely to Pay for Training





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Average of 2.3 Departments Contribute to Training Budgets





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Training Budgets Likely to Stay Flat for 70% of Respondents





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Orgs Have Average of Nine (Median of Three) Employees Dedicated to Training Programs





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• Best practice training programs should be assigned the budget and FTEs they need to meet the program’s stated objectives.

• Training must be seen as a necessary cost of doing business that protects organizations from risk, rather than a line-item the organization must find a way to cover each year.

• If possible, consolidate your training budget under one department to help avoid fractured, contentious and unpredictable budgeting processes.

• If fractured budget contributions exist, seeking early alignment on key training attributes and objectives is especially critical.

• Double down on efforts to demonstrate ROI and value to protect budgets and better align your program with your risks.

Dedicated Budgets & FTEs Critical to Success




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Alarming Decline in Training Hours for Senior Leaders, Boards





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Number of Courses Deployed Stays Relatively Stable Year over Year





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Low Completion Rates Undermine “Mandatory” Training Programs





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• Organizations should manage mandatory programs carefully, setting realistic completion rates, and following through with managers to ensure that numbers are met.

• Prior alignment on consequences for failing to complete required training is an essential component of a mandatory program.

• Reporting on completion rates to senior management (by division, manager, group, etc.) will also help keep leaders aligned and focused on the goal completion rate.

• Poor enforcement of mandatory training contributes to employee cynicism and ambivalence towards training.

• Low completion rates can also impact the effectiveness of a legal defense.

Exercise Extreme Caution When Deploying “Mandatory” Programs





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Top Three E&C Training Topics Remain the Same Year Over Year





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HR/Employment Law Topics Stay Basically the Same Year Over Year





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Blended Learning Popular on Most Critical Courses: HR/Employment Law





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Blended Learning Popular on Most Critical Courses: Ethics & Compliance Topics





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• Organizations need to create multi-year training plans that are aligned to their risks. These plans need to be revisited and adjusted regularly to accommodate emerging risks.

• Low numbers in areas where most organizations have significant risk suggest that many programs may be leaving themselves at risk--by failing to train on key topics, or being too slow to adapt emerging risk areas.

• On the positive side, 50% of respondents plan to do diversity training, up from 37% in 2014. This is possibly in response to the significant racial tensions in the U.S. that have come to a head this year.

• Other areas are lagging behind:

Only 38% of respondents plan to train on cybersecurity.

Only 41% plan to train on bribery & corruption, and one in four respondents (25%) plan to train on third party compliance.

Make Sure Your Program Keeps Up With Risks




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35% Decrease in Use of Paper-Based Materials Signals Greater Shift Toward Digital Formats





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Overall, a training program strategy that uses a wide variety of formats to reach learners is most effective for meeting different learning styles, and ensuring that the program is fresh and engaging.

Multiple Formats Most Effective




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Customization Options, Size of Library Less Important Than Quality in Training Selection





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• As organizations seek to change culture through their it is vital to carefully consider the impact of product selection decisions.

• Cheap, low-quality training does not engage learners, build a strong culture or protect an organization from legal risk.

• Where budget constraints exist, organizations should strive to deploy the highest-quality courses for titles that represent their greatest risks and for those that are deployed to all learners (such as workplace harassment and ethics/code of conduct).

No Replacement for Quality Training




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49% of Respondents Train Non-U.S. Learners With Same Courses U.S. Learners Receive





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25% of Respondents Still Managing Training Tracking & Processes Manually





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• Significantly more organizations had completion rates of over 90% when they used a third party LMS.

• LMS technology helps organizations increase efficiency, improve accuracy and create reliable audit trails for compliance purposes.

• Organizations that use manual processes should complete an ROI analysis of the cost of their manual processes and determine whether an automated process will save them time and money while better protecting them in case of an audit or legal action.

Manual Processes Create Risk




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THE FUTURE OF ETHICS & COMPLIANCE TRAINING




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Survey Question

Which of the Following Training Trends Are You Currently Applying or Will You Apply in the Next Year?

1. Measuring Training Effectiveness

2. Developing a Multi-Year Training Plan

3. Adding Courses to Cover More Risk Areas

4. Using Microlearning or Short Learning Vignettes

5. Additional Emphasis on Training Middle Managers

6. Adapting Training for Millennials




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Live Attendee Poll




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New Trends Include Adapting Programs for Millennials & Creating Multi-Year Plans





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Higher Quality, Shorter & On-Demand Training are Top Strategies for Engaging Millennials





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17% of Respondents Do Not Formally Measure Training Program Effectiveness





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• Compliance professionals must carefully consider the metrics they use to measure program effectiveness--completion rates are not enough.

• Effectiveness metrics should have buy-in from senior leaders, and align to organizational values, goals and risks.

• Organizations must budget and plan for collecting and analyzing data.

• Consider incorporating metrics that can truly show how training programs move the needle related to culture and risk mitigation:

Pre-training quizzes

Post-training quizzes

Satisfaction surveys

Changes in behaviors

Use Metrics That Truly Demonstrate ROI




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KEY TAKEAWAYS & RECOMMENDATIONS




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Key Takeaways

• Pinpoint Culture Challenges to Avoid Undermining Training Effectiveness and Goals

• Elevate Program Rigor, Formality and Measurement to Demonstrate Program Value

• Ensure Legal Defensibility is a Key Buying Criteria for Training

• Make Up Lost Ground on Senior Leader and Board of Director Training Times

• Make Sure Training Courses Match Evolving Organizational Risks

• Advocate for Dedicated Budget and Program Resources

• Adjust Programs for an Evolving Workforce




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Additional Ethics & Compliance Training Resources

• Online Training Tools and Thought Leadership: www.navexglobal.com/Resources

Online Courseware Library: www.navexglobal.com/coursewarelibrary

Training Video Gallery: www.navexglobal.com/trainingvideogallery

Burst Learning User Guide: www.navexglobal.com/burstlearningguide

• More Benchmarking Resources From NAVEX Global:

Hotline Benchmark Report & Toolkit: www.navexglobal.com/hotlinetoolkit2015

Policy Management Benchmark Report: www.navexglobal.com/policymgmtbenchmark2015

• Consulting Solutions:

Learn more about how the experts on our Advisory Services team can help you identify and address program gaps with risk assessments, culture assessments, live executive or board training, training curriculum reviews and more. Request a consultation today.

http://www.navexglobal.com/Resources

http://www.navexglobal.com/coursewarelibrary



http://www.navexglobal.com/trainingvideogallery



http://www.navexglobal.com/burstlearningguide



http://www.navexglobal.com/hotlinetoolkit2015



http://www.navexglobal.com/policymgmtbenchmark2015



http://www.navexglobal.com/resources/get-demo-Advisory-Services

http://www.navexglobal.com/resources/get-demo-Advisory-Services




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Thank You!

Ingrid Fredeen, J.D. Vice President, Online Learning Content, NAVEX Global

[email protected]

mailto:[email protected]

Date post:	21-Aug-2015
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