Q&A

Thank you for joining the Ethics & Compliance Initiative and True Office Learning for the webcast, "Compliance 3.0: Extracting Advanced Behavioral Data from Compliance Training." Incorporating behavioral analytics from compliance training programs can help organizations see where real risk areas are, helping them to make more informed decisions based on actual employee behavior analysis. Below are questions from the session, click on any question below to view the answer.
 

Are there any proactive or preventive metrics that could be tracked to prevent the wrongdoing from happening?

What are the key metrics you suggest using to measure behavioral analytics?

How are you actually getting this information? Are you interviewing employees to figure out their thought processes in their decisions?

What technologies are required to capture the data to report in the fashion you have illustrated?

What is the name of this tool? Is it Pulse?

In this example can another LMS be used and then the course is run through Pulse Analytics?

How do you get access to the data if not dependent on LMS system if the LMS system is where the training material is housed?

Is the dashboard and e-learning available in other languages or just English? How does this work without data from an LMS? Where does the data originate?

Are the percentages based on questions that participants answered?

Does Pulse have the ability to easily merge these statistics into a narrative form?

Anytime you change a system people ALWAYS change their behavior, so when people know you're extracting data how do you control the way they change their behavior to comply?

People behave the way you pay them to behave = defective pay system = unethical behavior. How does this system connect to pay system not just to detect, but to predict unethical behavior?


Question: Are there any proactive or preventative metrics that could be tracked to prevent the wrongdoing from happening?

Answer: While malicious intent is very difficult to predict, a significant portion of employee wrongdoing can be proactively prevented as it is a result of lack of awareness or an inability to apply policy and regulatory knowledge to work situations. Measuring your employees’ decision making ability through behavioral analytics is the most effective preventive metric as it is indicative of how that particular individual is likely to navigate similar situations in real-life.

Segmenting and Benchmarking these behavioral analytics can help you identify where your biggest risk areas are and what trends and patterns you see across the organization, allowing you to target your resources and attention to specific areas requiring improvements, be it in internal policies, controls or awareness, significantly increasing your effectiveness in preventing wrongdoing.


Question: What are the key metrics you suggest using to measure behavioral analytics?

Answer: Measuring employee decisions through situational simulation is the most important behavioral metric. Unlike completion data or time spent, these metrics are deeply meaningful and should include detailed understanding of which decisions the employee would make, why they are making these choices and even in what order if the sequence of events is important to navigating a situation.


Question: How are you actually getting this information? Are you interviewing employees to figure out their thought process in their decisions?

Answer: Technology innovation in learning, like the Pulse Adaptive Learning & Analytics Solution shown on this webcast, makes it possible to put employees through situational simulations en masse and extract and analyze decision information easily, while meeting your compliance training objectives. Obtaining these analytics through a self-paced, learn by doing journey that adapts to the learner’s role and performance while leveraging advanced game mechanics to reduce response bias, significantly reduces the overhead of manually collecting and analyzing data through interviews or live role plays.


Question: What technologies are required to capture the data to report in the fashion you have illustrated?

Answer: The Pulse Platform is a proprietary technology solution where courses work ‘out of the box’ with any LMS, and the in-depth analytics dashboards and segmentation/benchmarking capabilities are securely delivered through the Pulse Analytics engine, requiring no technology infrastructure upgrade or build out by clients. You can learn more about how this can work in your environment by contacting us for an in-depth demo.


Question: What is the name of this tool? Is it Pulse?

Answer: The name of the solution shown in the webcast is called Pulse. You can learn more about Pulse here or by contacting us for an in-depth demo of the Pulse solution.


Question: In this example can another LMS be used and then the course is run through Pulse Analytics?

Answer: Yes, Pulse is LMS agnostic. You would still be able to leverage the full power of Pulse Analytics, irrespective of the LMS you use.


Question: How do you get access to the data if not dependent on LMS system is the LMS system is where the training material is housed?

Answer: The Pulse platform’s technology has a proprietary method within the course package to securely extract and send the learner’s behavioral analytics from the course irrespective of where it is housed and visualize it for clients within the cloud based Analytics engine for analysis, segmentation and benchmarking. To learn more about our unique methodology that meets the information security requirements of the world’s largest banks, contact us for an in-depth demo.


Question: Is the dashboard and e-learning available in other languages or just English? How does this work without data from an LMS? Where does the data originate?

Answer: The Pulse adaptive e-learning courses support translations in over 50 additional languages, including right to left languages. The Pulse Analytics dashboard and reporting is currently available in English only, making it easy for centralized review and segmentation of the analytics irrespective of the geography they are generated from.

See Questions above on how the data originates from the course, irrespective of the LMS used. Additionally, the Pulse Analytics Engine has a proprietary method for enabling real-time segmentation and benchmarking without requiring any integration to the LMS or HR systems and ensuring the demographics information (ex. PII like Location, function etc.) on a learner never leaves your firewall. To learn more about our unique methodology, contact us for an in-depth demo.


Question: Are the percentatges based on questions that participants answered?

Answer: The behavioral analytics percentages shown in this webcast are from our cross-industry benchmarking database that aggregates user decisions made in navigating situations within our Off-the-Shelf (OTS) solutions for Anti-corruption, Conflicts of Interest and Workplace Harassment.


Question: Does Pulse have the ability to easily merge these statistics into a narrative form?

Answer: The scenarios within Pulse solutions are designed with detail that makes the analytics easy to transform into narrative form. There is still value of adding organizational context of who the learners are, what else is going on within the organization etc. when building the narrative. The True Office Learning Relationship Manager and analytics team help clients develop the right narrative for colleagues, executive teams and other stakeholders.


Question: Anytime you change a system people ALWAYS change their behavior, so when people know you're extracting data, how do you control the way they change their behavior to comply?

Answer: The Pulse Solution on surface is intentionally simple for the learner and closely resembles an e-learning event, making it difficult for people to recognize that data is being extracted unless the client chooses otherwise. Advanced game and learning mechanics are used to reduce response bias but there will indeed always be people that make the right decisions in practice but still behave incorrectly. The beauty of having in-depth behavioral analytics is that in the event of wrongdoing, you have concrete data to prove that the user had displayed the ability to make the right decisions and their actions are an individual choice, not the organization’s inability to train the user on key policy or regulatory requirements. As the adaptive learning logic ensures everyone reaches proficiency on every key topic within the course, you are fully protected either way.


Question: People behave the way you pay them to behave = defective pay system = unethical behavior. How does this system connect to pay system not just to detect, but to predict unethical behavior?

Answer: Most systems, including pay, do not have a set definition of what constitutes as ‘defective’ and often become so out of circumstance and not design. For example, a pay system closely tied to aggressive sales targets in a booming market would not be as detrimental as the same in a struggling market. Therefore, Pulse Analytics does not attempt to assume which other factors or systems should be considered for an organization, but rather allows clients to simulate a high stress situation to see what decisions the employees would make and coach them on how to navigate them. We also ensure the analytics are portable, allowing you to export data and triangulate it with other data sources such as pay, performance ratings, hotline/case management data, culture survey data etc. to create a more complete predictive picture of your organization.