In an ideal world, every employee would receive both ample general skills training and an abundance of ethics and compliance training. In reality, it’s difficult enough to find the time for an employee to receive the bare bones of either, let alone both. Recruiting and on-boarding are expensive processes, so it’s no surprise companies try to be as efficient as possible. It’s easy to see the ROI on job training because a new employee finishes knowing how to do her job and can start returning the investment immediately. It’s tempting to wait for ethics and compliance training until she’s making calls to clients and marketing your brand, but each day that goes by without that critical training exposes your company to a variety of compliance risks, depending on what this new employee’s job description entails. Doesn’t it make sense that she also needs to learn how to protect her company, not just what she needs to do for her job?
OCEG Chairman Scott Mitchell talks with Jimmy Lin, Vice President of Product Management and Corporate Development at The Network, about the need to integrate ethics and compliance training with general skills training from the start to decrease overall training time without increasing risk.
Scott Mitchell: As you get in then to the organizational specific way of doing things or at least industry specific way, it makes me wonder to what degree maybe some of your clients currently are or maybe we should be integrating this training with general skills training, right? So, we’ve already used an example like anti-corruption or anti-bribery which typically happens in the context of sales or business development. You’re creating a joint venture or you’re trying to sell a product to a certain government and that’s where the risk is, and so the notion of actually slipstreaming the ethics and compliance training with the training around business development or sales seems to make a lot of sense. I don’t know, what are your thoughts? Is it too challenging to do that, or is it actually something we could do and we are doing?
Jimmy Lin: Well, I think it is a challenge but it is something that organizations have to start overcoming. Back to our earlier discussion around the integration of a compliance view of the employee and the human capital view of the employee in terms of performance and things like that, this is that exact topic of trying to merge up the fact that you have skills training that may be around negotiation and then sort of ethics and compliance training around what are the aspects you can negotiate around? What are the things you can and cannot offer, and what do those boundaries look like? I think we have to think about how we do those on a concerted effort.
Today I think part of the challenge is oftentimes, ethics and compliance training still is a separate effort from the rest of your skills training or that some organizations have challenges putting value around skills training versus compliance training. So, it’s almost easier for them to think about how they would defend the organization through compliance training versus developing their employees through skills training. Really you’re trying to do both, and both have value for driving the core of your talent to improve themselves. So, if we think about it that way, we have to think how do you negotiate that particular gap that is there today in order to deliver sort of a more concerted effort around training in general whether it’s ethics training or skills training.
Next Steps: Make the Most of Employees’ Ethics and Compliance Training Hours
With millennials marching into the workforce, integrated employee training will stand at the forefront of successful ethics and compliance programs. Be sure to catch the webinar sponsored by OCEG on June 16th that covers the emergence of the new working generation and how to effectively engage employees across generations in compliance. The panel of experts will cover how to craft ethics and compliance training programs to meet the needs of a technology-dependent, information-starved and fast-paced generation.
Once you’ve moved past the “check the box” approach for all new hires, you can begin to look at training solutions to further instill your brand and continually influence the culture you wish your business to reflect. A great resource for increasing the ROI of employee training is this presentation by Jennifer Kugler of CEB. She demonstrates, through data, direct links between making decisions about developing courses and distributing them to the most at-risk employees at the most effective times.
Share Your Thoughts with Us
We’re all ears! What challenges do you face in creating an employee training program that is swift, capable and effective? Have you tried integrating ethics and compliance training with sales and business development training? What potential flaws do you see in an integrated approach? You can join the conversation by commenting on the blog, messaging us on JDSupra or messaging me directly on LinkedIn. I look forward to hearing your thoughts on integrated ethics and compliance training!