How effective is your Legally Required Training Strategy?
Today, more and more employers understand that providing employee training is necessary to a company's success, yet, sadly, some learn the hard way, especially when it comes to Sexual Harassment Prevention Training.
Typically, businesses today rely on video-based delivery for the required supervisory training every two years and nonsupervisory of at least one hour. Computer-based delivery is efficient, cost effective, and a way to meet the minimum requirements for mandatory legal compliance. Nevertheless, I question whether this method is truly effective in minimizing legal risk and pose the following thoughts to my clients:
1. How did you confirm the current employee completed the training?
2. Are you sure the employee was fully engaged throughout the entire training?
3. Do you have a way to confirm what the employee learned?
4. Do you have a follow-up mechanism in case the employee has questions?
I have found as a best practice for a senior member of HR or an outside professional resource to perform instructor-led training, whether it is on-site or remote. Providing a facilitator lead training has many advantages for open dialogue, connects people to learn, has no distractions, and provides a great time to review the employee handbook policy and internal procedures.
Unfortunately, for those companies that have learned the hard way financially with large insurance deductibles, lost time and wages for those who are involved throughout the litigation process. Let’s not forget about the indirect costs associated, such as low employee morale, absenteeism, reduced productivity, and employee turnover.
Can you afford to take the risk?