Organisations continually update policies and regulations to remain compliant. Managers setting up compliance training must build programs that aim to improve productivity and professional development. Keeping compliance training engaging is a struggle in itself; however, the advancement of technology has brought new problems when trying to remain compliant. 

Technology has adapted the office environment, eliminated borders and introduced remote working. Employees are now able to work from home and overseas by collaborating with telecommunication tools. This development has improved organisational success; however, it leaves many managers wondering how to deliver engaging compliance training for different audiences and regions. 

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The following are a few tips when developing compliance training for a global workforce.  

Steer-clear of specifics

Different regions of the world host a variety of customs that could mean a completely different thing in another region. Take the colour red, for example. In India, red symbolises passion, wealth, power and purity and will typically be worn by the woman on her wedding day. In South Africa, however, red symbolises mourning and is used in the country's flag to represent the struggle for independence. In China, red is traditionally worn on the New Year to represent luck, happiness and good fortune. 

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You've seen how just one colour can elicit a number of meanings in different cultures, so just imagine the other possible differences! Managers should research the various cultures to avoid offence and also avoid using images with specific text, which won’t be able to be translated over the different regions. The key to a culturally-sensitive training course is to avoid content that can alienate certain members of your organisation. 

Local knows best 

Research can go a long way when planning training around cultural sensitivity; however, it doesn’t beat having a local expert. Having a local team helps identify key learner needs, regional regulations and the best online learning approach. What works for one team in one region, will not necessarily work for another team in a different region.  

Bringing in the HR and IT teams is also important since they will be the key leaders in delivering the online training to these regions. 

One size never fits all 

Just like when you order that 'one size fits all' shirt, only to find that it would only fit a small child, learning programs cannot be designed as a one-stop-shop for all audiences. Customising training to deliver engaging material to each region may take longer; however, it will pay off in the long-run. Customisation creates a more unified global team and improves employee satisfaction. 

No one wants to be left out and it is vital for managers to cater to all audiences when delivering such important content. 

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Know your limits 

Technology has come a long way; however, some locations may have different capabilities. Research the region’s technology limitations and requirements, such as bandwidth caps and outdated technologies.  

Employees that do not have a fast internet, may not be able to stream the online video. Managers should implement additional resources, such as a downloadable PDF that can supplement other media. 

Internet censorship laws are also a possibility that must be researched during content development. Internet usage limits are also possible and need to be accounted for when designing a compliance training program. Keep this in mind when thinking about external links or the use of social media for collaboration. 

Leave room for language 

Different languages will use up a different amount of space on resources, so it is important to leave enough room to compensate localised language changes. Videos should also be framed to allow subtitles.  

Language is one of the key elements to delivering quality training courses and needs to be properly positioned for language to create its intended effect. 

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eLearning teams assemble! 

Once the training courses have been developed, local support teams should jump into action. IT personnel, HR professionals and key facilitators should make up this team to deliver the full training. 

Your local learning team should be trained and assembled to alleviate any learning concerns and offer support when there are questions. It is important to meet with the local team before deploying any training to go over key roles and procedures during training.  

Provide the facilitators with any training necessary to understand the learning platform and offer simulations to better prepare the team. 

Global compliance can help empower your team across borders and solidify your work environment. Personalisation is the key to delivering effective and engaging compliance training throughout all regions of your organisation. Training should cater to specific needs and assist all employees in improving the workplace and their own roles within it. 

To make the compliance process easier, plan ahead and aim for a globally compliant workforce from the start. Understanding key areas of customisation saves time, money and will improve employee satisfaction. 
 

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