HR regulations govern everything from working conditions to discrimination and finances. And for today’s businesses to remain compliant, they need to be aware of ongoing changes and maximize their efforts to stay ahead of them. That can mean turning to accredited professional training programs for help. These programs give HR managers and high-level employees opportunities to pursue additional certifications that can result in a stronger, more nimble workforce. Best of all, they can become part of a company’s broader strategy to be compliant with government regulatory requirements.
Stay with us to learn how your businesses can make accredited training programs count toward HR compliance.
Choose Training Programs That Cover Required Content
One of the best ways to reap the most benefits from accredited training programs is to choose programs that overlap with required government and internal standards. A company that focuses on accounting, for instance, will require CPAs to take Continuing Professional Education (CPE) credits. As such, employees will need to learn about content including audits, finance, and other less technical topics, such as ethics and communication. HR teams can select training programs that align with these topics, enabling them to meet state and federal compliance requirements while also helping CPAs satisfy professional development goals.
When HR teams can check two boxes with one course, they can operate on a higher, smarter level. It’s best to look for state and federal compliance requirements first for accredited programs. Then, HR leaders can select training programs that meet these requirements, with content that’s clearly relevant to stated goals. Courses may cover contract law, regulatory ethics, and best practices in financial auditing, for example.
Incentivize Employee Engagement with Training Programs
While many employee benefits include stipends to cover costs associated with training programs, employees don’t always take advantage of them. They may not see the larger purpose of devoting time to additional coursework when they’re already busy with other obligations.
Companies and HR teams should consider investing a stronger effort into incentivizing programs that also align with compliance requirements. This may mean working with other internal teams to offer potential salary increases or promotions to accompany the successful completion of certifications. After all, employees who pursue detailed training on topics like data privacy or grant administration deserve recognition for their diligent work.
As one option, a company could provide full financial support for employees seeking Certified Management Accountant (CMA) certification. Or perhaps additional funding could go toward CPE courses designed to help professionals stay current with the latest skills in their field. Sponsoring a CMA certification can help companies ensure their employees have the strategic management skills needed to be successful professionally. This certification also enables companies to stay compliant as long as they are careful with how they structure everything.
HR teams need to determine which certifications meet both internal company goals and external compliance requirements. They should monitor employee progress and track results over quarters and years. Further, they should require employees to pass necessary certification tests and only use reputable educational companies, like Surgent, to administer the training programs. By taking advantage of Surgent special offers, employees can access the essential training they need to be exam-ready.
Use Training As Evidence of Due Diligence
Accredited training can become a critical part of internal audits and HR evaluations. When it’s time to conduct a compliance review, for example, showing that several members of an internal department completed CPE training can show the company’s commitment to staying current and aware of federal or state regulatory changes.
Additionally, companies can lean on their employees’ participation in training courses when faced with a labor law audit or other internal review. To do this well, however, companies must be diligent about gathering data to show an internal culture of continuous learning. This can translate to logging all newly acquired employee certifications in the given departments.
HR teams should create documentation that shows the connection between accredited training programs and compliance regulations. And companies should make a point of regularly evaluating and revising their training programs to ensure ongoing alignment. Staying updated with guidelines from entities like the U.S. Department of Labor (DOL) or American Institute of CPAs (AICPA), for instance, can help companies avoid regulatory challenges down the road.
Building a Better Workforce
Every company wants an informed and motivated workforce. And every company wants to stay compliant with government regulations. Selecting the right professional development certification courses can allow companies to do both of those things effectively. When HR teams work toward aligning professional certifications, like CPA coursework, with stated government mandates, they can keep their workforce prepared for an increasingly complicated regulatory landscape. Incentivizing course enrollment, working with respected course providers, and tracking course outcomes are among the best ways to engage employees in this critical task.
Feature Photo by Tima Miroshnichenko
