When you think about compliance training, do you think it’s about knowing something or doing something? In previous opportunities to speak on the subject of taking compliance beyond read and agree, I introduced the concept of Performance Based Compliance Training or PBCT. This concept is about expecting the learner to go beyond just knowing something. It’s about expecting them to actually do something.
The concept of PBCT always brings a lot of questions, not so much about what it is, but more about how do you do it. How do you create training that actually results in improved performance? The challenge is to do the following:
- Pick a compliance topic (one that could be a performance improvement opportunity)
- Determine terminal objective (what you want them to be able to do when they are finished)
- Develop enabling objectives that have the side benefit of improving job or task performance
- Think of one creative way to help the learner apply what they have learned (interactivity)
Let’s consider an example: Say you need to train someone on the topic of how to interact with vendors. You have specific policies and guidelines on this subject, but there can be many gray areas, so it’s just not good enough to tell them that whenever they have contact with a vendor who is related to them, they must report it. They may actually need to be placed in the situation so that they can make the best decisions.
Notice how I use the term "best" decision. Not all decisions are completely right or completely wrong, but some are better than others. In the end (note: "terminal objective") you want the learner to use her best judgment to comply with the policy, and that means you have to enable her (note: "enabling objective") to make that decision in a safe, virtual environment rather than when they are put on the spot in real life.
We can all benefit from sharing how we would turn a compliance training need into a performance improvement opportunity. Please feel free to post your responses and ideas here.
Recursos relacionados
¿Desea seguir formándose? Explore nuestros productos, las historias de nuestros clientes y las últimas novedades del sector.
Hoja informativa
Cornerstone Performance
Tanto si realiza evaluaciones del rendimiento una vez al año como si cuenta con un proceso sólido y continuo de gestión del rendimiento, con Cornerstone Performance podrá fijar objetivos, orientar a los empleados, recibir feedback, guiar el desarrollo y otorgar reconocimiento. Vincule los datos de rendimiento y habilidades con oportunidades de formación interna para que sus empleados asuman la responsabilidad de su propio crecimiento, siempre con el apoyo de los responsables. Porque la mejor manera de invertir en el crecimiento y los logros de la empresa es invirtiendo en el crecimiento y los logros de sus empleados con Cornerstone Performance.
Historia de cliente
Carreras profesionales basadas en las habilidades y en IA
DHL Group es la compañía logística líder a nivel mundial. DHL está compuesta por un conjunto de divisiones de negocio estrechamente entrelazadas que trabajan juntas para satisfacer las necesidades de los clientes.
Historia de cliente
El objetivo de RPS: simplificar lo complejo
RPS es una empresa global de servicios profesionales especializada en entornos naturales y construidos con presencia en 125 países.La empresa tiene un personal muy heterogéneo, con asesores, profesionales académicos, científicos, arquitectos e ingenieros, entre muchos otros. Hasta 2018, el departamento de RR. HH. permanecía descentralizado, y la empresa carecía de una agenda global o un director de personal. Además, coexistían diferentes procesos y sistemas manuales.