How to Meet AB 1825 Training Requirements
7 Keys to Selecting an AB 1825 Training Program
When deciding on the right Anti-Harassment Training Program or any employee compliance training courses, there are a number of key elements to consider. For most organizations, the days of just checking the box with a low-quality compliance training experience on important topics like harassment, ethics and data security are long gone.
As an HR leader or C-level executive, deciding how to train on topics relating to workplace conduct is a decision you want to make both effectively and quickly. To help navigate the decision on how to select the right AB 1825 sexual harassment prevention training program or other online compliance training course, here are 7 key considerations.
1. Training Compliance Standards and Updates: When selecting your AB 1825 training or any compliance training vendor, consider that you’re relying on them not only to deliver a training course and platform that meets compliance requirements, but also to monitor changes to relevant laws and regulations, and to proactively integrate those changes into your online compliance course. To assess this capability, ask specifically how they have monitored changes in the past, how long it took them to integrate the changes into the course or platform, and how they communicated those changes to their clients.
2. Instructional Design of Online AB 1825 Training: In our experience, larger organizations (>500 employees) already hold high standards for employee training— as these trainings can impact productivity, recruiting/retention, and, of course, minimize risk and liability. And while there are hundreds of options in the market for compliance training and online compliance training, very few maintain these high standards with respect to instructional design. Given the importance of harassment training, ethics training, and data security training, effectively deploying this content to your workforce mandates well-designed methodologies for optimal employee engagement and learning. Be sure to evaluate how the course was built to better understand the teaching methodologies that went into its design and development.
3. Reporting/Tracking Platform: Complying with training requirements like AB 1825 is about more than just completing a course— compliance training requirements extend to data storage and tracking. Be sure you understand how the course completion data is being stored, along with any specific acknowledgement forms or other required data fields. Also check on your vendor's data security standards to better understand how any sensitive data is being stored.
4. Training Deployment: Whether you’re preparing to train 20 or 20,000 employees, the administration of an online compliance training program should not be a full-time job. It’s important that the learning management system provided by your AB 1825 sexual harassment prevention compliance training vendor can handle the specific needs of your organization. It should easily manage wide-scale deployments, including email-based auto-reminders that ensure maximum participation without someone from your team chasing down employees who continually fail to complete the courses you’ve assigned.
5. Training Course Updates: Irrespective of whether you see compliance training as a burden or an opportunity, it’s unlikely that you will want to deliver the same training course to your employees year-after-year. Doing so creates a sense of apathy around important conduct related topics: “if my employer doesn’t care, why should I?” Ask your compliance training vendor how regularly they update their courses' overall look and feel. It's important they refresh courses periodically to keep them relevant and engaging.
6. Platform Integrations: The days of using isolated and disparate technology platforms are long gone. When selecting an online AB 1825 training platform for your organization, ask your vendor about integrations with your existing HRIS or LMS platforms.
7. SaaS/Platform Pricing: The mission of any great compliance training company should be to help your organization exceed its compliance requirements and help improve conduct within your workforce. "Per-employee" or "seat" based pricing goes against this mission, as it limits your ability to use the platform and train your employees. Platform-based pricing allows your organization to train your growing and evolving workforce without penalty.
- LMS Integration
- Translatable (Spanish, etc)
- Compliance Updates