PROJECT OVERVIEW

In order to enhance the efficiency of compliance training, an upfront assessment option has been introduced for existing employees. This allows individuals to either demonstrate their pre-existing knowledge in AML or undergo the complete training course. Scoring 80% or higher allows skipping the training, while a lower score mandates a full retake. This approach minimizes training time, ensuring efficiency and proficiency. 

I conducted an in-depth analysis to identify the necessity of AML training for existing employees and understand their prior knowledge levels. Specifically, I examined the profiles of existing employees, recognising that some of them already possess significant background knowledge in AML.

During this phase, I also assessed the existing AML training content to identify areas of improvement and alignment with the upfront assessment. 

Clear, measurable (based on Bloom's taxonomy) learning objectives were established focusing on key AML principles, regulations and best practices. 

In partnership with SMEs, I designed the upfront assessment, ensuring it accurately evaluates learners' knowledge on AML and aligned with the 80 percent threshold. 

I designed the training with two learning paths, specifically upfront assessment option and the entire training option allowing existing employees tailor the training to their own preferences and needs.  

As for the technology integration, I made a decision to design a completely new training with Articulate Storyline 360 (the training was originally built with ADAPT tool) which enables to create different branching scenarios and learning paths to tailor to learners' needs and preferences. 

The pilot phase included a reference group of existing employees who had previously completed the AML training. They were given the option to take the  upfront assessment. 

As for the training rollout, for employees who opted upfront assessment, successful candidates were allowed to skip the training, while those who did not meet 80 percent threshold, were directed to complete the entire trainig.  

After the completion of the pilot phase and the full rollout of upfront assessment approach, I conducted a summative evaluation. This involved a thorough analysis of data collected, including learner performance, completion rates and overall satisfaction. I also assessed the impact on the organisation, including time and resource savings.
The evaluation revealed positive outcomes, with a significant reduction of training time for employees. 

One of the challenges was the technical aspect, specifically Workday's Learning Management System (LMS) behavior. This involved ensuring that Workday correctly recorded the pre-assessment result and marked the training as completed upon receiving a grade of 80 percent or higher 

The introduction of upfront assessment was a major achievement allowing employees the flexibility to opt for the option tailored to their own preferences. By allowing employees to bypass the training, we significantly reduced the time required to complete annual AML training. 

We achieved enhanced engagement, since learners appreciated the flexibility of upfront assessment, which positively impacted their engagement and satisfaction with the training process.