All big organisations have a Learning Management System.
It’s used to track and record the training that the employees do. In practice, it tends to be used to administer compliance training, though it can be much broader than that.
And this is a good thing. Despite the scorn that LMS’s attract, we should be tracking and recording the training that our employees do – especially compliance training.
But here’s the rub…
Let’s say I work at Bank A. I do all my compliance training within the first 3 months of starting at the company, and I keep those certifications up to date every 2 years. That’s normal.
Then I get a job at Bank B. But because my training records are locked up in Bank A’s LMS, I have to do my compliance training all over again.
This does not make any sense, because the laws governing privacy, anti money laundering, OH&S, and all the other topics, are the same for both banks! If I’m compliant at Bank A, odds are I’m compliant at Bank B as well.
I see re-doing my compliance training as a problem, not just because it’s an inconvenience for me personally, but also because the financial services sector alone employs half a million people in Australia. That’s a lot of people, a lot of movement, a lot of training hours, and a lot of wastage.
There has to be a better way, and as I explain in the video below, I propose the accreditation of compliance training with open badges as the solution.
Now some people misunderstand this idea, and they’ll say it’s not the role of the regulator to train a company’s employees. And I agree, but that’s not the idea.
The idea is that the regulator accredits the training that is delivered by the company to its employees, and authorises the issuing of the official badges for that training.