How a pharmaceutical market leader used NetDimensions to eliminate compliance risk

Keeping workforces compliant with legislation is a major challenge in the pharmaceutical industry – and failing to do so can be extremely risky. With a seamless integration of NetDimensions technology, one market leader’s L&D team ensured they could face compliance risk and meet the demands of regulators such as FDA and EMA.

The ability to manage compliance risk is expected to become more crucial than ever in the pharmaceutical and life sciences sector by 2020 [1].

Businesses need to protect themselves from the heavy costs of non-compliance. A culture of quality is crucial to reducing and eliminating exposure to risks including financial penalties, rescinded regulatory approvals and reputational damage.

Demystifying the process of complying with 21 CFR Part 11

There’s been a lack of clarity around what’s needed to comply with 21 CFR Part 11, the US Food and Drug Administration’s regulations for inspecting electronic training records held by organizations.

Implementing electronic signatures and being able to clearly audit their use has often been a considerable challenge for businesses in the life sciences and pharma sectors.

This is an essential requirement for companies in these sectors looking to comply with the FDA’S CFR regulations. In-depth and rigorous auditing is increasingly sought-after by organizations in other sectors too, such as healthcare.

A photo of a person sitting at a laptop holding a bottle of manufactured pharma drugs as an illustration of the pharma 21 CFR Part 11 regulation

Manage a global workforce with a multi-language LMS

Is your learning management system (LMS) truly global? In today’s fast-paced global environment, multilingual companies are challenged to deliver training in multiple languages to their global workforce.

Multi-language handling is a must-have for multinational corporations or any company managing learning and performance for a global workforce or a global partner network. Preparing content that targets a diversified audience or an audience that is multilingual is becoming more and more common.

Global LMS multinational companies

Focus on Integration: Connecting Learning to the Right Systems

As the human capital technology landscape expands and solutions become more specialized, integration has become more critical than ever. Not only do we need to think about how each of these talent-focused platforms work together, but how they work together with other systems within and outside of the organization.

According to Brandon Hall Group’s 2016 Learning Technologies survey, integration capabilities are one of the top-three most important criteria organizations have for their learning technology providers, with 46% saying it is essential and 30% saying it is critical these services are available.

In an environment where fewer than half (44%) of companies are looking to get a suite of integrated talent management modules, it is important organizations understand the ins and outs of integration.

Developing a High-Octane Approach to Learning

The new learning audience is dynamic, mobile and highly sophisticated.
L&D teams must push the envelope
to create new blended learning strategies.

 

Organizations today are quickly understanding that their learning strategies need to be restructured. With changes in how work is performed (telecommuting, globalization, decentralized workforces) and in the learning audience itself (Baby Boomers to Gen Me), organizations face the most complex learning environment ever presented.

The fundamental driver for this quickly increasing level of complexity is that learning in all forms must take a blended approach to attract the learner to want to learn and maximize depth and length of retention. Learning that isn’t appealing to the learner (i.e., fun, interesting and highly relevant to their professional and personal development) will go nowhere.

There are two components to making learning appealing:

  • Learning Content Development, which must employ imagery and mixed media with eye-popping graphics that draw the learner into the subject.
  • Delivery, which must be multi-modal to keep the learner’s attention and make the learning easy to apply. Most importantly, the delivery must be done in a way that provides performance support at the time of need of the learner. The days of the one size fits all course have come to a close.

These principles apply to all forms of learning, including mandatory and compliance training. Just because learning is required doesn’t mean that learners will remember it or apply it – and they will go kicking and screaming into having to participate. The most heavily regulated organization must apply a blended learning strategy that compels people to want to learn and offers an engaging way to do so.

We also must realize that learning is happening all around us in the workplace. In today’s need for learning and training that is relevant and available at the speed of business, employees seek out what they need to know, from whomever has it.

Organizations must understand that the new learning audience is dynamic, mobile and highly sophisticated. Learning and Development teams must push the envelope to create new blended learning strategies that embody an instructional, collaborative and formative approach that attracts and motivates the learner. But do we understand how to develop a high-octane blended learning approach? How do we make sure that this approach is aligned with the needs and compliance requirements of the business?

We must develop learning strategies that include:

  • Multiple modalities that promote and encourage a mix of company and learner-generated content
  • Socialization and discussion around the learning
  • Coaching and mentoring to help reinforce the learning
  • Real-world practical application that encourages learners to embrace a new way of thinking and acting.

Without this approach, learning will just be a “check the box” exercise with no discernable impact on individual or organizational performance.

 

Contributor

Michael_Rochelle_Headshot-073Michael Rochelle
Chief Strategy Officer and Principal HCM Analyst, Brandon Hall Group
Twitter: @MichaelRochelle

Michael oversees consulting, strategic services, and advisory support for Brandon Hall Group members. Michael is also one of the company’s principal analysts covering topics such as learning, talent, sales and marketing, and executive management.

Michael will be the keynote speaker at NextSteps 2016, NetDimensions’ Global User Conference, on April 13th – 15th. Learn more at the NextSteps website.