Does Your Training Change Behavior?

Author: Dee Mahoney

In her Office of Inspector General update, at the recent Annual Pharmaceutical Regulatory and Compliance Congress and Best Practices Forum, Mary E. Riordan, Senior Counsel Office of Counsel to the Inspector General concluded her presentation with predictions for healthcare compliance trends for the pharmaceutical industry.  They included:

  • Increased number of cases against individuals
  • Continued large number of cases against pharmaceutical manufacturers
  • Increased number of cases against medical device manufacturers
  • Recent corporate integrity trends will continue

Her first prediction of increased number of cases against individuals is proving to be accurate.  On November 9, 2010, a retired attorney from a major pharmaceutical company was charged with obstruction of justice and making false statements. The pharmaceutical company for whom the attorney worked for has not been charged with a crime and was not identified in the indictment.

Clearly, there has never been a more important time for companies to improve the quality and the impact of their compliance training. Organizations must ensure that their compliance training methods are resulting in a successful transfer of training.  Transfer of training may be defined as the degree to which trainees incorporate the attitude, behaviors, knowledge and skills they gained in training to their jobs.  Transfer of training is not easy to achieve.  The most commonly cited estimate is that only 10% of learning transfers into job performance.  The most common factors that inhibit successful transfer of learning are climate, delivery, training design and learner motivation. The September 2010 issue of Pharmaceutical Executive included an article on “Maintaining a Culture of Compliance.” The article offers suggestions on how to improve the impact of your organization’s compliance training.

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One response to “Does Your Training Change Behavior?

  1. one can argue that it can go both ways

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