Microlearning Pre-requisites & Map for ‘Compliance Training’ Explained & Exemplified

compliance training

In the U.S., ensuring adherence to new regulations and updates to existing ones is imperative for every business, regardless of its size!

Compliance issues leading to negative publicity, costly lawsuits and penalties can severely damage a brand’s reputation, profits and growth prospects.

The solution lies in implementing robust, engaging and relevant Compliance & Ethics training programs to cultivate a resilient organization with knowledgeable employees. Better still, a business could do better by moving beyond mere audit readiness’ and empower your workforce on Compliance matters to strengthen the organization.

Achieving this requires a deliberate focus on learning supported by a robust microlearning initiative. By integrating microlearning into your overall training initiative, you can actually go beyond mere avoidance of fines!

Microlearning strengthens your business by ensuring that people actually remember, recall and apply what’s learned to keep non-compliance at bay. It actually gives you a strong, measurable and sustainable Training ROI on Compliance training!

Let’s explore how to make that happen:

  1. with an example of a topic on EEOC (Equal Employment Opportunity Commission),
  2. by creating a microlearning map of a sample topic, and
  3. by understanding what our microlearning platform needs to deliver to make life easy!

The Laundry List Of Compliance Issues

The list of Compliance & Ethics issues is wide-ranging. It comprises of issues/topics like:

Business ethics, corporate governance, statutory/regulatory mandates, code of conduct, Anti-Money Laundering, bribery & corruption, conflict of interest, insider trading, fair competition laws/anti-trust, data protection & cyber security, work from home policies, occupational safety & health, workplace & sexual harassment, diversity, inclusion & equal employment opportunity, environmental regulations, fire safety & disaster preparedness, diversity essentials,  health insurance portability & accountability among other things.

Risk-specific Microlearning for Compliance Training

Microlearning as an approach is centred around an individual learner. A well-planned microlearning approach helps you tailor your lessons around the individual learners across hierarchy levels, with varying experience-levels, and belonging to different departments. This way, your Compliance microlearning lessons reach each one most efficiently and effectively.

To proactively prevent Compliance lapses & losses with microlearning, you need a risk-specific training agenda. Risk specific microlearning targets the right people with the right exposure of the right content at the right intervals.

To be risk-specific, each leaner’s Compliance training has to be relevant and applicable to one’s job-role.

Microlearning has the power to cater to the unique learning goals/needs, understanding-levels, and learningcapabilities of each individual for any given topic. This saves your learner from the one-size-fits-all Compliance training modules that are ineffective and boring! Plus, it gives each one the ability to apply the knowledge in a real-life scenario.

Let’s go with only one aspect of EEOC Compliance, namely ‘Equal Opportunity’, and see what it entails.

EEOC Compliance Issues, Scope & Stats: The U.S. Scenario

The broad scope of Equal opportunity’:

The U.S. Equal Employment Opportunity Commission (EEOC) enforces federal laws that make it illegal to discriminate against a job applicant or an employee because of the person’s race, color, religion, sex (including pregnancy and related conditions, gender identity, and sexual orientation), national origin, age (40 or older), disability or genetic information.

EEOC: Scope & Facts about Employment Discrimination

  • Employers with over 15 employees come under the purview of EEOC laws including labor unions and employment agencies.
  • These laws apply to all types of work situations, including hiring, firing, promotions, harassment, training, wages, and benefits.
  • The EEOC has the power to investigate charges of discrimination against employers, and to fairly and accurately assess the allegations in the charge. If EEOC finds that a discrimination has occurred, the charge is settled.
  • EEOC also has the authority to file a lawsuit to protect the rights of individuals and the interests of the public.
  • EEOC is also committed to preventing discrimination before it occurs through various outreach, education, and technical assistance programs.
  • The EEOC actively provides leadership and guidance to federal agencies on all aspects of the federal government’s equal employment opportunity program.

EEOC: Facts & Figures on Employment Discrimination

  • In 2023, the EEOC received over 80 thousand charges of discrimination in the USA. The leading discrimination charges are retaliation (about 50%).
  • In the preceding year (2022), some of the other employment discrimination charges recorded by EEOC include disability (over 30% cases), race (over 28%), Sex (about 27%), age (about 15%), national origin (about 7%), color (about 5%), religion (about 18%), Equal Pay Act (about 1%).
  • Data in the US suggests that over 90% of EEOC cases filed by people with the district court are successful i.e. the employers (businesses) lose these cases resulting in bad press, fines and loss of reputation.

Clearly, a business cannot afford to take the EEOC complaint adjudication process easy. All the people managers in an organisation must know if they are intentionally or unknowingly crossing the line. To do that, your Compliance learning initiative powered by microlearning comes to the rescue!

Microlearning Map: Creating the Blueprint

Here’s a list of topics on Employment related Compliance issues:

List of Employment Related Compliance Issues
1. Age discrimination 2. Payment Disputes
3. COBRA 4. Press
5. Disability Discrimination 6. Qui Tam
7. Press 8. TCPA
9. EEOC 10. Unemployment
11. Employee Rights 12. Unpaid Overtime
13. Employment Contracts and Agreements 14. Unpaid Wages
15. FCRA16. Whistleblower Retaliation
17. FFCRA 18. Workplace Discrimination
19. FMLA20. Workplace Retaliation
21. Hostile Work Environment22. Wrongful Termination

For ease of understanding, let’s pick the first topic viz. Age Discrimination.

With this topic, let’s arrive at a sample microlearning map (a blueprint) that helps create a microlearning snippet.

Microlearning map: ‘Age Related Discrimination’

  • The microlearning map is based on each one’s risk-specific job-role, with clear ‘Key Learning Points’ (KLPs). 
  • The right target audience for this training program are defined- HR Managers and People Managers.
    • HR managers: Risk-specific KLPs include aspects like hiring, firing, wages 
    • People managers: Risk-specific KLPs could include aspects like job assignments, harassment, promotions/demotions

Here the KLP is to build the HR & People managers’ cognitive abilities, and to nurture the right behaviors to accurately identify examples/scenarios of ‘age related discrimination’.

Department: HR developmentRisk-specific job position: HR Managers, Team Managers
KPI Segment: Compliance - Age Related DiscriminationKey Performanace Indicator: Effectively avoiding age related discrimination actions/ behaviors
TaskPerformanceKey Learning Point (Objective)Content PlanMotivational aspectApproach
"Newly hired HR & People managers have gone through EEOC Compliane training. Now, reiteration is done to test their knowledge and ability to quickly identify potential Age Related Discrimination instances/issues. " "A specific scenario (animation video) related to age related discrimination is shown on the screen of microlearning video. The short 1 minute video is followed by a quiz/assessment on the microlearning platform. The learner is required to accurately choose the right response.""Identify age related discimination scenarios pertaining to practices like hiring, firing, wages, job assignments, layoffs, training, requirements, benefits, terms and conditions and company policies, including instances of harassment. 7 scenarios are shown in video. Only 4 out of 7 are 'age-related discrimination' cases. "Examples include- not hiring someone due to their older age, encouraging or forcing more senior employees to retire early, firing someone due to their age, reassigning older employees to unpleasant or menial positions, refusing to give a raise to an older employee, demoting someone and replacing them with a younger employee, coded language in job applications to discourage older applicants, age-related jokes, harassment, and bullying. It includes instances of taking away benefits such as pensions and healthcare."To engage and keep the fun alive, use an animation video format. Finding the right answers to be rewarded by a score, and awarding points. Based on progress, higher level of difficult situations must be given to the learner using spaced-repetition and retrieval practice (tests)." "Informal Video"
"Intended Use Case scenario- Supplement [For different scenarios, apply the most appropriate Use Case scenarios- supplement, reinforce, augment and remediate] "

This sample of microlearning map gives a clear blueprint to create your microlearning asset. It can be a video, short sim, infographic, podcast and so on. The choice of microlearning asset depends on which format works best, given the context.

Once the microlearning map is clearly laid out, rolling out production of the microlearning gets easier. It’s like having an agreed plan in place for scripting, design, format, actual pre- & post-production rigor. 

The Microlearning Edge

To streamline content creation, a sturdy microlearning platform with AI-enabled functionalities is essential. Such a platform alleviates the challenge of sifting data, and curating relevant microlearning content by leveraging both internal and external sources.

Crafting Key Learning Points (KLPs) and organizing content assets becomes significantly more manageable with the assistance of a robust microlearning platform.

A robust microlearning platform actually works like your personal assistant which makes the job of extracting relevant content a breeze!

You can well imagine the potential outcomes achievable through brief Compliance training sessions utilizing a well-conceived microlearning strategy, all at a minimal expense!

Plus, learners love content that is relevant, engaging, and easily recallable!

Let’s move on to what kind of microlearning platform you should opt for…

A Robust Microlearning Platform: a Pre-requisite

Your microlearning platform must have what it takes to let you supplement, reinforce, augment and remediate your overall training initiative.

A truly robust platform does the following for you:

  • Simplifies microlearning lesson development, ensuring it’s fast, fun and effective! 
  • Doesn’t consume precious business hours for content creation. Instead, it integrates AI-enabled authoring tools for seamless lesson creation from various sources (in-house & external).
  • Customizes lessons based on individual learner profiles, including job roles, tenure, and departmental learning needs, avoiding a one-size-fits-all approach.
  • Offers user-friendly accessibility across multiple devices, including smartphones, tablets, and laptops.
  • Automatically assigns relevant lessons to specific individuals, ensuring personalized learning paths.
  • Provides robust analytics capabilities to generate insightful organization-wide dashboards and track individual learner progress comprehensively.
  • Utilizes ‘spaced repetition’ and ‘retrieval practice’ algorithms effectively to combat Ebbinghaus’ Forgetting Curve, strategically reinforcing content just before it fades from memory.
  • Enables feedback collection from learners to drive continuous improvements and enhance training outcomes.
  • Facilitates real-time monitoring of learning progress, and guides learners through progressive learning stages from awareness to mastery, ensuring effectiveness at every step. Content comes their way only when they are ready, without rushing!

Awareness → Explanatory→ Practitioner→ Mastery levels

To conclude, proactively managing Compliance issues using microlearning is good for business! Which is why investing in a microlearning solution for your Compliance training is a no-brainer 

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