Simplifying a complex and sensitive workplace policy training
A leading conglomerate’s brand reputation survey showed that workplace harassment awareness among its employees had declined over time; the business wanted to strengthen its training methodologies to increase awareness and ensure all employees enjoy a safe and respectful workplace.
Raising awareness about workplace harassment among new hires and experienced staff across the board
Training programs are a vital factor in raising awareness among employees about different forms of discrimination and harassment in the workplace. A one-off in-person training event falls short of increasing the needed sensitivities across all its businesses in multiple countries for a large organization.
Bite-sized, simple, engaging & scalable training programs
Employees encounter harassment or discrimination based on gender, nationality, race, religion, or many other factors every day in the workplace.
A large organization with a multinational workforce faces challenges on multiple fronts in consistently delivering impactful training: right from an attitude of ‘check-box’ training compliance to the training’s ability to bring about measurable behavioral changes among employees.
Considering the challenges in delivering the training program, our instructional designers applied cognitive load theory for content structuring to separate policy information from the learning content . They also engaged behavioral learning strategies for producing an effective solution.
The self-paced microlearning solution we delivered had learning content organized into small self-assimilation modules, easily accessible across multiple devices. Each unit was followed by scenario-based questions to ensure learning was effective.
Storyline was used as the authoring tool, to ensure the training program was modularized, SCORM 1.2 compatible, and HTML5-based for future scalability.
The client implemented a focused control group approach and noted a 20% increase in employee awareness of workplace harassment and discrimination in the first two months after the training program’s launch.
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