Employee Education and Engagement and Technology
Employee education and communication about GRC priorities and policies is a fundamental element of the GRC capability. In the OCEG Tech Talk, Jimmy Lin provides advice about how technology can improve your approach.
Defining and understanding GRC.
How GRC ties into capital management and talent management.
The three main tactics organizations can use to drive compliance programs.
The relationship between GRC and employee engagement.
Engaging employees in the extended enterprise through boundaries and proactive thinking.
Where education and communication fit into the picture and the design-deliver-measurement process.
Challenges faced in the design of education in present generations vs. those of decades past.
Being mindful when designing training for different topics (i.e. applying knowledge of adult learning theory).
Range of channels people use in educating and communicating with the work force.
The call to action in dealing with risks or compliance and ethics training.
The connections between education, communication, policy management, hotline, etc.
Importance of communication from internal people (i.e. CEO) vs experts outside of the organization.
Balance between covering training using both internal (within organization) and external (outside organization) sources.
Integration of organization-specific training with general training.
Training in regards to maintaining compliant and ethical practices without losing efficiency in the organization.
The use of a training calendar for compliance and things to consider when issues arise before relevant scheduled training sessions.
What risk-based designs in training look like.
Finding the balance between training based on relevance and overall blanket training across the board.
Advantages and disadvantages of the check-the-box approach.
How to measure education and communication.
Where we are with testing now and where we should be going.
What must be done and what ought to be done.
How to approach training in culturally different units within in organization.
General overview of "triggers" of change in the business environment.
Assessing employee engagement in the employee base as well as third parties.
Improving policies and training following assessments based on the results.
Things to consider when conducting investigations to shift employee perception of compliance from negative to positive.
Anti-harassment and anti-discrimination training applies to organizations big and small, with guidelines and policies at both federal and state levels.
Applying this knowledge when facing anti-corruption and anti-bribery.
Training and how it varies by topic (i.e. Anti-harassment vs. Anti-bribery).