How to avoid the costs and consequences of poor training

Renowned management consultant Peter Drucker once said: "If you think training is expensive, try ignorance."

He's highlighted the potential risks of a failure to invest in training.

In industries such as manufacturing or construction, the cost of not properly training employees can be injuries, illnesses, or even fatalities which, in addition to the human cost, can have significant financial and reputational consequences.

Compliance training is a critical part of ensuring that employees in high-risk industries like construction, manufacturing, and transportation services are aware of the hazards they may encounter on the job, and how to work safely and effectively in these environments. However, keeping up with compliance training can be challenging for heads of L&D, particularly when there are new regulations, standards, or technologies that need to be addressed.

Here are three of the key challenges that face heads of L&D when it comes to compliance training:

1.????Changing regulations and standards: Compliance regulations and standards can change frequently, which can make it difficult to keep up with training requirements. For example, in the construction industry, there are constantly evolving OSHA regulations that require new training and certification programs.

2.????Lack of resources: L&D teams may not have the resources they need to create effective compliance training programs or deliver them to employees. This can lead to gaps in training or ineffective training that doesn't adequately prepare employees for the hazards they may encounter on the job.

3.????Limited engagement from employees: Compliance training can be dry and boring, which can make it difficult to engage employees and ensure that they are retaining the information they need to work safely.

The human and financial consequences are well documented. For example:

In 2019, a construction company in Western Australia was fined AUD 160,000 for failing to provide a safe working environment after a worker fell from a height of three metres and sustained serious injuries. The worker had not been provided with adequate fall protection, and the company did not have a proper safety management system in place.

In 2018, a food manufacturing company in New Zealand was fined NZD 371,000 for a chemical spill that injured several employees. An investigation showed the company had not provided adequate training on how to handle hazardous chemicals and had not properly maintained the equipment that caused the spill.

In 2017, a trucking company in Victoria, Australia was fined AUD 154,000 for operating a vehicle that was not roadworthy and had not been properly maintained. The company had failed to ensure that its drivers were properly trained, and had not kept adequate records of vehicle maintenance.

In each of these incidents, lack of certification or accreditation training played a role in the accident and resulted in severe financial consequences for the companies involved. Of course, most companies have well-formed processes and systems to ensure training is scheduled, delivered, monitored and tracked effectively. ?But perhaps it's worth reviewing the effectiveness of Learning Management Solutions on a regular basis to ensure it is up to scratch.

Here are 7 top tips for evaluating your LMS or planning for a new one:

1.????Identify your learning objectives: Start by defining your learning objectives and the specific goals you want to achieve with the LMS. This will help you determine the features and functionalities you need to meet your requirements.

2.????Evaluate ease-of-use: Test the LMS for ease of use by setting up a trial account and exploring its features. Check whether the interface is user-friendly, navigation is intuitive, and the platform is easy to use.

3.????Check for configuration options: Evaluate whether the LMS can be configured or customized to match your branding and organizational needs. Check for options to integrate, course content sourcing, and assessments.

4.????Assess compatibility with existing systems: Check whether the LMS is compatible with your existing IT infrastructure, such as HR systems, content management systems, and other tools used for learning and development. If you have a Microsoft 365 environment for example, LMS365 would be an obvious option.

5.????Analyze reporting and analytics: Evaluate the reporting and analytics features of the LMS to ensure they provide the data and insights you need to measure learning outcomes and track progress.

6.????Check for mobile compatibility: Evaluate whether the LMS is accessible on mobile devices, including smartphones and tablets. Mobile compatibility is essential to support remote learning and ensure learners can access course content anytime, anywhere.

7.????Look for customer support and training: Check whether the LMS vendor provides adequate customer support and training resources in your own time zone to help you and your team get started and address any issues that may arise.

This is not a comprehensive list, but considering these tips, helps indicate whether an LMS is fit for purpose or perhaps supports choosing a new platform that meets your organization's specific learning and development needs.