What’s the difference between a system focused on learning and one that manages workforce compliance? Although the distinction may seem nebulous at first, the two systems are actually quite different, and your approach depends entirely on the problem you have at hand.
Let’s start this conversation by making a quick diagnosis. There are three important questions to ask, and your answers will help shape the path you take and the tools you use.
Do you have compliance requirements?
More than one?
Do they apply to certain groups in your organization?
Or to everyone?
You probably wouldn’t be reading this post if your answer was “no.” A “yes” answer here can lead you to diagnose your problem as either one: learning or compliance. But your answers to the next two questions will be much more revealing.
Do you need to prove you’re meeting your obligations?
Can you show you’re taking care of issues as they arise over time?
No? That’s great! Make sure everyone learns the requirements, and move on to more pressing issues.
A “yes” answer, on the other hand, takes you far beyond a learning problem. Compliance involves demonstrating that you’re doing something, not just learning it.
Do you face repercussions if you don’t follow these requirements?
Will you get fined?
Will your reputation be dragged through the mud?
This question is the clincher.
A “yes” here indicates that you need to evaluate your program under a much higher level of scrutiny. Because there’s money on the line at all times. Your personnel need to learn about these requirements but equally important: they need to follow them.
After your quick diagnosis, which do you have: A compliance problem or a learning problem? If you answered “yes” to any of the above questions, chances are it’s a compliance issue.
Note your answer and come back soon for Part 2 in this series, where you’ll learn how to move forward with your diagnosis, and why you’re lucky if all you have is a learning problem.