Corporate Compliance Design

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Broadcat SWOT Analysis

Broadcat is top in its field as it incorporates a behavioral approach in training employees on compliance. The company has partnered with True Office Learning to provide e-learning software, which has helped it improve its brand. Lack of risk-task assessment tools by Broadcat has led to many managers questioning its effectiveness in compliance training. Broadcat has an opportunity to venture into in-house training programs, a trend that is being adopted by big companies. The introduction of apprenticeship levies, the development of the Martini model in compliance design, and the merging of renowned compliance companies threaten the continuity of Broadcat.


  • Broadcat has developed a strong, simple, and understandable product offering such as visual tools, job aids, and infographics that allow their clients to concentrate on core business functions.
  • Broadcat brand portfolio has helped them develop a customized compliance training curriculum in areas such as code of conduct, anti-corruption, and workplace harassment, which has helped reduce employee misconduct in companies.
  • Broadcat has adopted a behavioral approach in compliance training, which has enabled them to craft everyday behavioral tools that enlighten employees on the benefit of compliance and ethics. These tools have enabled Broadcat to fill behavioral gaps and foster a compliance knowledge culture, in organizations.
  • The company has also provided bolt-on and fully integrated solutions design to suit their client specifications, which has enabled customers to not only design the resources as compliance newsletters but also translate them to policies and procedures.
  • Another one of Broadcat strengths lies in its provision of a Broadkit communication that facilitates online training that has enabled learning time maximization, thus delivering on building a compliance culture.
  • Its resources have been designed by experts and have been distributed across the globe; hence, their suitability in application across diverse employee groups. Also, its partnership with True Office Learning has enabled it to offer creative e-learning solutions.
  • The introduction of a Broadcat podcast series has enabled them to shed light on the compliance initiatives to a broad audience globally.


  • Broadcat has developed a task-specific checklist for employees in their compliance strategies. However, it has failed to create a risk- specific checklist, which is essential for ensuring employees apply learned knowledge in risky job tasks.
  • Broadcast only relies on one technique in creating teaching compliance tools despite the diversity of the different clients they serve.
  • Broadcat has several strategies to educate employees on compliance, such as checklist and infographics and job aids. However, it lacks an effective monitoring tool, to be able to gauge the effectiveness of these compliance strategies. Additionally, Broadcat products fail to provide an all-inclusive compliance tool that evaluates both management and the employees as management tool commit violations.


  • In-house training of employees has become common. According to a 2018 report by Training Magazine, training expenditure on external services and products declined by 6.4%, with company revenues shifting to in-house training. Broadcat can develop tools that measure the effectiveness of models used to train employees on compliance.
  • Broadcat can also train individuals in an organization to become professionals who offer compliance training within the company.
  • Currently, Broadcat's strategy is to design compliance programs and present them to companies for integration. The majority of individuals in managerial positions are pragmatists and question the effectiveness of compliance programs in their organizations. Broadcat can link compliance initiatives with company objectives to achieve meaningful results.
  • Company resources and competing demands may affect compliance efforts, while designing compliance programs according to institution objectives will lead to the company's long-term success.


  • The introduction of apprenticeship levy in 2017 in the United Kingdom has led to uncertainty in the market. Employers in the UK can only choose to train providers who are listed in the Register of Apprenticeship Training Providers (RoATP). This poses a threat to Broadcat as it has to indulge in more marketing, ensure they are up-to-date with new apprenticeship standards, and stay responsive to employers as a means of being competitive.
  • Broadcat offers paid training, and its content is not accessible online. The Martini model developed by City & Guilds Group has become more common among businesses worldwide. The model is learner-driven and takes into account their needs and expectations.
  • Learners can access content anywhere, anytime, and anytime allowing them to create personalized blends to achieve compliance.
  • City & Guilds Group partnership with Makewaves and Digitalme, renowned not-for-profit organizations, poses a threat to the existence of Broadcat. They work directly with training providers and employers and have big clients such as the BBC, O2, and Mozilla providing competition for Broadcat.

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Corporate Compliance Training Case Studies

Case Study: Innovative Approaches in Corporate Compliance Training

1. Google

  • Gamification is the strategy of applying game-oriented thinking to non-game applications, resulting in a more engaging experience. "Salesperson of the year" and "employee of the month" are both traditional examples of gamification.
  • Google's travel expense game encouraged employees to keep track of travel expenses related to business trips. Every penny the employees ultimately save from the designated trip fund is paid back to them as an addition to their salaries. They may also give out the amount as a charity.
  • Google's travel expense compliance was at 100% after six months.
  • Applying gamification to compliance training motivates competition and rewards learners for their training achievements. This creates a healthy dose of competition to get training done and engages learners around important topics.

2. Walmart

  • Walmart, one of the largest distribution networks in the world, wanted to create a safety culture to decrease risks, accidents, and injuries and make sure workers were compliant in the workplace.
  • Walmart worked with Axonify, an eLearning platform, to create a microlearning program that was not only engaging, but would boost knowledge retention.
  • The pilot program spanned six months, involving eight distribution centers and 5,000 logistics workers.
  • Instead of having a comprehensive online training program, microlearning delivers modules in small doses. This creates, in general, 50% more engagement.
  • At some point in every shift, Walmart associates access the Axonify Microlearning Platform using their log in credentials and take between 3-5 minutes to participate in an exciting game and answer questions surrounding safety.
  • The platform also includes a Behaviors module to help determine whether employees are applying the details they acquire through the job by comparing optimal performance behaviors with employee performance. The behavior data is then inputted back to Axonify and training is adjusted accordingly.
  • Performance feedback gathered this way allows Walmart associates to be able to spot potential safety opportunities and become more comfortable raising safety concerns.
  • Recordable incidents at eight of Walmart's distribution centers decreased by 54% during the pilot, with morale elevated and injury expenses mitigated.
  • Voluntary participation on the Axonify platform averages 91%.
  • The Axonify eLearning software is unique in allowing Walmart to simplify training while adapting it to employees' individual learning needs and making it fun.
  • Ken Woodlin, VP of Compliance for Walmart at the time, reports seeing that safety training and compliance has become a continuous loop driven by good behaviors and fed by corporate culture, instead of being a one-way top down approach.

3. Comscore

  • Comscore, a media measurement and analytics company, won Corporate Secretary's 2019 Corporate Governance Award for best compliance and ethics program.
  • The company initiated a company-wide compliance training in August 2018 that was applied through Workday and delivered using Skillsoft's learning platform.
  • Ray Williams, the VP of compliance at Comscore, says that the implementation process involved building relationships across teams. The company made sure everyone in the firm was signed up to the new system.
  • Comscore was able to automate the assignment of compliance training to new hires, existing employees, and contractors.
  • In effect, Comscore combined Skillsoft Compliance content and platform with a central learning management system, enabling automation.
  • Comscore's compliance team is also able to run complex data analysis in 10 minutes or less, giving fast insight into noncompliance in different parts of the company.
  • Comscore has been reported to have a much more "aware employee base that expresses interest in the training topics and appreciation for the knowledge."

From Part 01
  • "Apprenticeships are a devolved policy. This means that authorities in each of the UK nations manage their own apprenticeship programmes, including how funding is spent on apprenticeship training."
  • "The City & Guilds Group has today announced the creation of a new digital credentialing services business, following the acquisition of Makewaves. Its sister organisation Digitalme – a not-for-profit organisation – will also become part of the City & Guilds Group. The new business will be known solely as Digitalme."
  • "We’re seeing a greater focus on learning revolving around the learner and driven by not just the learners’ needs but their expectations. We’re calling it the Martini model – learners want to access content anytime, anyplace, anywhere."
  • "Total 2018 U.S. training expenditures—including payroll and spending on external products and services—declined 6.4 percent to $87.6 billion."
  • "We address that by crafting job aids that let employees understand what to do at the right moment, making it clear how compliance and ethics applies to regular job duties like financial approvals, hiring and firing, managing vendors, closing deals, and more."
  • "They cover substantive topics, with actionable advice, in an easy-to-read infographic, checklist, or flowchart format that our employees can use over and over again. "
  • "True Office Learning is a leading enterprise education and analytics company that connects e-learning to advanced behavioral data through an adaptive technology platform to drive business results."
  • "Broadcat offers companies a number of means of deploying their resources based on customer need, from bolt-on to fully integrated solutions."
  • "Compliance training is a big investment, both from the compliance team and employees, and Broadcat’s communication toolkits pick up where online training leaves off to help you maximize learning and truly deliver on the maxim of “building a culture of compliance”. "
  • " This is episode one of our series: Compliance Lies"
  • "Another simple behavioral compliance best practice is to create risk-specific task checklists for employees. This sounds easy enough, but the vast majority of companies either do not do it, or they do it incorrectly. "