Originally published to eBridge on Wednesday
19 December 2012
I'm pleased
to say that the anti-bribery e-learning has just about run its course, with well
over 1,000 people completing the e-learning, and the focus on gentle reminders
to people who have yet to finish it off. I've also had a good chance to run
some live online sessions for staff who were struggling with the assessment, and
an actual instance of accessibility problems to deal with - successfully I might
add! 
Some
of the remaining issues are around cross-platform operability and occasional
failure of the SCORM tracking, possibly calling for some digging around in the
support forums for the authoring tools.
Some
of the remaining issues are around cross-platform operability and occasional
failure of the SCORM tracking, possibly calling for some digging around in the
support forums for the authoring tools.
Barring some of the
aforementioned negative feedback, I'm satisfied that the e-learning has done
some good in raising awareness and should provide a solid basis for assuring
regulatory bodies of compliance. I'm quite confident that the organisation's
charitable ideals are largely mirrored in my colleagues, but with extensive and
ongoing change in our operations, and natural turnover, it makes sense to have
the training in place. However, I do have to ponder how the training could be
modified for continuous improvement, particularly in light of criticisms of
compliance training, helpfully summarised by Jennings (2012). For genuine
behavioural impact, I think that broadening the range of contexts covered, and
increasing the game-like qualities, will be
essential.
References:
- Jennings, C. (2012). Compliance
Training: does it really work? Performance. Learning. Productivity. [blog] 15
August. Available at:
<http://charles-jennings.blogspot.co.uk/2012/08/compliance-training-does-it-really-work.html>
[Accessed 18 December 2012]
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