Archive for December, 2012


This short post is an edited excerpt from the updated Spicy Learning Guide, an essential compendium of 101 tips to improve your learning strategy. We’ll be releasing the new Spicy Learning Guide at Learning Technologies 2013, so visit us at Stand 33 to collect your free copy!

  1. The Tin Can API stores data in a Learning Record Store (LRS) which can be shared across multiple environments. This gives you the freedom to record any learning experience, whether it takes place on an LMS, via mobile devices, in games or as participation in collaborative learning activities.
  2. Each learner is equipped with their own portable LRS called a Personal Data Locker. This gives learners the freedom to start an activity on one device (such as a smartphone or tablet) and continue on another (like a desktop PC). Even social interaction on forums, wikis and blog posts can be tagged and contribute towards scores and learning objectives.
  3. Tin Can doesn’t require a browser in the way that SCORM does. Thanks to the LRS, Tin Can allows you to host learning content anywhere and still report on it. In other words, your content is no longer trapped in an LMS. It’s free to roam the social web!
  4. How does Tin Can record such a diverse array of information? The big change is the way it understands data. Tin Can reads ‘statements’ based on an actor, verb and object formula: ‘I did this’ … ‘Dave completed that’… Known as ‘representational state transfer’, this new level of semantic depth allows for highly complex events to be tracked.
  5. Finally, Tin Can is able to store data in the absence of an internet connection. This makes your learning even more mobile (and it means that taking the tube isn’t a problem).

Interested in using Tin Can to liberate your learning content? Talk to Saffron today!


This article was originally published on eLNinsights

As an early Christmas gift, our instructional designers have gathered together some of our favourite tips for L&D people like you!

Let the learner objectives mould your content

Luke Helgesen – @luke_saffron

Step one for any e-learning course should be to draft out the behavioural outcomes that any learner should be able to do following successful completion of the course. Don’t let your instructional design get carried away by the amount of information that you get from your Subject Matter Expert; constantly review your work at all stages and ensure that it contributes to and tests the desired behavioural change throughout.

Watch your optimism and don’t be shackled by the plan!

Nick Baum – @nick_saffron

It’s natural to be optimistic and to believe that everything will go right. Try to keep a lid on this and keep asking yourself, what could go horribly wrong and how will I manage the situation if this happens?

You should also remember that project management is a people business. Don’t spend all your time updating the plan and documenting the process. Spend your time working with your team, understanding their issues and managing the risks

Try a randomised control trial

Moira Nicolson – @moira_saffron

How can you tell if a training programme is working? How about using randomised control trials. Imagine that you’ve introduced a new performance management scheme for people who are under-performing. How will you know whether those receiving the extra support might not have improved anyway? And if their performance does improve, how would you know it wasn’t something other than your training that improved it (such as a change in their personal circumstances outside work)?

What makes RCTs different from other methods of evaluation is that they involve randomly assigned control groups – groups of people who aren’t given the training – which allows you to compare the effectiveness of a new intervention against what would have happened if you’d done nothing.

To find out more, read my blog post and look out for our upcoming Advance article about implementing RCTs in your organisation.


This year the Serious Fraud Office (SFO) tightened up its guidelines to prosecuting the Bribery Act 2010. This means that as Christmas gifts begin to arrive, so does the threat of unwelcome legal action. Saffron Interactive, a provider of premium Bribery Act training, is warning businesses not to be complacent.

In guidelines originally published on its website the white collar crime agency had told companies that ‘reasonable and proportionate’ corporate hospitality would not be prosecuted. Companies who self-report corruption were also assured that they would be punished with civil, rather than criminal penalties. In September both sets of guidance were withdrawn.

‘What was a reasonable Christmas gift last year may be a criminal offence this year,’ says Saffron CEO, Ms. Noorie Sazen. ‘By removing guidelines which softened the tough penalties of the 2010 Act, the SFO has reminded UK businesses not to get caught out this year.’

If an organisation is found to have breached the Act, a full defence can only be launched if it’s demonstrated that you had adequate procedures’ in place to prevent bribery. Employees must understand the specific risks that they are exposed to as part of their role, rather than a general policy.

Saffron Interactive has developed bespoke Bribery Act and ant-corruption courses for a number of companies including BT, Sir Robert McAlpine, SPI Lasers and KPMG. The company also offers an off-the-shelf course that offers three tiers of guidance to front-line staff members, mid-level and senior management.

‘Given the tougher guidelines, it’s better to prepare now than to pay later,’ advises Ms. Sazen. ‘It’s time to look at the training you have in place and assess whether it’s still adequate given the increased exposure to criminal prosecution by the SFO.’


It’s that time of year again. Good food, apocalyptic weather, spending time with the family and finally getting the tablet you’ve been dreaming about. But it can also be a risky time for many organisations. Putting the office party compliance ‘nightmare before Christmas’ to one side, there also is the issue of bribery.

Corporate corruption and malpractice has never been so high up the political agenda, and the Bribery Act 2010 enforces strict distinctions between acceptable Christmas gifts and illegal bribes. 2012 is a very different place compared to two years ago, so to jog your memory, here’s a short guide to the Bribery Act 2010:

  • It’s tough. In fact, it’s been described as ‘the toughest anti-corruption legislation in the world’. As a result, it’s easier to breach than previous legislation. For example, ignorance or the lack of corrupt intent is no excuse.
  • The results of such breaches impact individuals. Alongside reputational damage and fines for the organisation, this means criminal prosecution and jail sentences for individuals at all levels of the corporate hierarchy.

If your organisation is found to have breached the Act, a full defence can only be launched as long as you can show that you had ‘adequate procedures’ in place to prevent bribery. So what does this mean?

  • What counts as ‘adequate procedures’ varies. Of course, large organisations and those that operate overseas face a bigger risk of bribery than a small company or one that only operates within the UK. As such, your bribery prevention measures and due diligence need to be more thorough.
  • Your commitment to preventing bribery needs to be demonstrated from the top, with senior leaders ensuring that everyone understands you don’t tolerate bribery. This is a serious responsibility and it’s much easier to slip up than you may think. Don’t just assume it goes without saying.

Effective training is a key part of the ‘adequate procedures’ you need to undertake. So what does it need to cover? We’ve pulled out some key points from the Bribery Act guidance, hefty 45-page document published by the government back in 2010 (emphasis included in original):

  • ‘Training provides the knowledge and skills needed to employ the organisation’s procedures and deal with any bribery related problems or issues that may arise.’
  • ‘General training could be mandatory for new employees […] but it should also be tailored to the specific risks associated with specific posts.’
  • ‘Training ought to achieve its objective of ensuring that those participating in it develop a firm understanding of what the relevant policies and procedures mean in practice for them.’

Based on the guidelines, our advice is that if you have Anti-Bribery and Corruption training in place, it should do more than tick the boxes by making employees wade through page after page of legalese. Will that actually prevent your employees giving or taking bribes? We recommend:

  • Focusing on the practical application of the Act. What situations should employees be aware of as potentially risky? What action should they take if they find themselves in such a situation?
  • Providing an element of role-based tailoring. All staff need a basic level of training, but some of your staff, for example those in procurement, will be higher risk where bribery is concerned.
  • Including both corporate and individual perspectives. You’ve got to go beyond talking about reputational damage. For example, illustrate how that can translate to a decline in business, which in turn can lead to cutbacks in salaries or even in staff.

In the spirit of the season, we’ve slashed the price of our Bribery Act 2010 course, which can be customised to your organisation. Click here if you’d like to demo the course and find out more.

 


Do your people understand the difference between an acceptable gift and an illegal bribe?

Does your senior management understand the consequences of the corporate offence of failing to prevent bribery?

Saffron’s Bribery Act 2010 e-learning course:

  • Complies with Ministry of Justice guidelines
  • Requires quick-decision making and uses realistic scenarios
  • Explains exactly how the Bribery Act 2010 is relevant to you
  • Short enough to fit into a single lunch break
  • Detailed reporting for compliance requirements
  • Customised with your logo and branding
  • Senior manager, mid-level and front-line staff versions included

For your free demo, register now!

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