By Michele Cordova
We learn, basically, in three important ways: through seeing, hearing, and touching.
Unique and superior to other training forums, eLearning provides an interactive experience incorporating these three distinct learning modalities; understanding these elemental mental stimuli is essential in developing and implementing an effective training course:
Visual— Learning by seeing; the visual cortex of the brain is larger than all other sensory cortexes of the brain, collectively. Today’s “generation-X” learners have grown up in a media-based, visually attuned culture. Bearing this in mind, the use of visual images is a large element of Compliance Training Group’s teaching methodology.
Auditory— Learning by hearing; aside from the added sensory stimuli provided by the spoken word, audio lectures can engage visually-impaired learners with information they would otherwise not have been able to read. Compliance Training Group’s courses can be played through computer speakers or over a headset.
Kinesthetic/Tactile— People learn better when they are forced to be interactive; this is “Learning by doing. Those who commit information to memory by first-hand experience or touching tend to remember it and apply it better. This is the best possible way for many to be trained, implementing all their sensory processes to take in and retain information. Enjoyable interactive games and quizzes that reinforce previously explored content are a part of all Compliance Training Group’s eLearning course materials.
Development of the most successful eLearning programs require a combination of industry-specific software and instructional design. The best providers of eLearning systems have developed successful eLearning modules through the use of a Learning Management System (LMS), specialized software used for the delivery, tracking and management of the training module. These successful eLearning platforms are nearly always developed with the usage of a Sharable Content Object Reference Model (SCORM), a collection of standards and specifications for web-based eLearning. SCORM exchanges information between the content on the consumer-side and the run-time environment (normally called the host system), which is a common function of LMS. SCORM also defines how content may be packaged into transferable ZIP files for distribution. Under the best circumstances an Instructional Designer, with expert-level experience relating to the module’s subject matter, develops instructional tools and content to facilitate stimulating, interactive learning.
The new online training platform was specifically designed to help employers control costs while remaining in compliance with either their own organization’s regulations or State and Federal requirements (in some cases both), especially regarding state-mandated sexual harassment training. With the U.S. in a recession, it’s imperative that employers discover alternative ways to cut costs without sacrificing quality. In-person workplace training can be almost twice as expensive as Compliance Training Group’s online training, which is why we launched our new eLearning platform.
Training can be developed into a simple one-hour session, such as “general harassment in the workplace” or can be developed as comprehensively as to meet or exceed the stringent standards of California’s legally-mandated sexual harassment training course. Some corporate education providers, including Compliance Training Group, have already developed and are furnishing clients with legally compliant online modules currently fulfilling all the requirements in California regarding training for managers and supervisors on the subject of Sexual Harassment so employers in California can effectively, economically and quickly comply with California Assembly Bill 1825.
A growing number of states other than California also require this training, such as Connecticut [Connecticut Agency Regulation § 46a-54-204(c)(1) and ((2)] and Maine [Section 4572 of the Maine Human Rights Act], but the majority of U.S. states only require sexual harassment training to be completed by state employees; however, all states and court jurisdictions, each in their own way, “encourage” companies to train employees. Given the choice, especially upon “third-party review,” it is very desirable for any company to have substantial proof it did its best to train its supervisors, managers and all employees about sexual harassment and its consequences in the workplace.
Employee training is a major key to reducing employer liability. Defending these claims costs American businesses very dearly; the average jury award for sexual harassment now exceeds $1 million, not to mention six-figure attorneys’ fees. Small businesses have literally been bankrupted due to sexual harassment claims, and large businesses have been severely impacted by the cost, distraction, divisiveness and aggravation of sexual harassment litigation. “Recurring workplace training is the only solution to minimizing this controllable employer liability,” said Michele Cordova, Compliance Training Group’s Director of Business Development.
Compliance Training Group is a division of Employers Choice Online, Inc. ., headquartered in Downey, California.
It offers a broad range of specialized employee training programs, ranging from on-site, bilingual, instructor-led training to very efficient, economical and streamlined online learning programs for executives, supervisors and employees.
Contact Compliance Training Group to learn more about training workshops which can be customized to meet your organization's educational and compliance needs. You may visit them on the Internet at ComplianceTrainingGroup.com and DRMinc.us, to learn more about their service offerings, or telephone them directly at (800) 591-9741.
Media Contact:
Michele Cordova
Public Relations Director
Compliance Training Group
office (800) 591-9741
mcordova@drminc.us