An organization should provide training and education about the program and related job requirements. Education should be comprehensive and include the board, senior management, the workforce and, in some cases, the extended enterprise. Management should confirm delivery of education and understanding of the content. Education should encompass the full range of both awareness and skills-based training to ensure all individuals understand and have the skills to fulfill their responsibilities.
Principles
> Initial and continuous training for all employees on the code of conduct
> All levels & extended enterprise
> Focus based on role/responsibility
> Training approach based on existing and desired knowledge state
> Test for knowledge transfer, not just attendance
> General compliance training (awareness training) as an ongoing process, with refresher training for all employees at least annually
> Integrated with other job training
Business Objectives
-
To provide all relevant stakeholders with the appropriate skills to fulfill compliance and ethics responsibilities
Considerations
-
Training design must be flexible to address differences in size, scope of business, resources, culture, educational level of trainees, and other factors that influence the need for customized training
-
Training should be developed or procured with involvement of line management and end-users (students) to help reduce resistance to the training and increase relevance to the specific job / role
-
All training (awareness and job specific) needs to be tracked and monitored by employee so training can be altered if not effective
Critical Success Factors
-
Delivery of relevant content in a consistent manner, and in a way that promotes the retention and application of knowledge
-
Targeted training applicable to job
