员工培训是一个被详细研究过的课题。这份ECI的研究报告为培训提供了一个独家的伦理和合规视角。该报告承认与更广泛地研究训练方法的研究有一定程度的重叠。然而，由于ECI的特殊性和设计?该报告提供了与伦理和合规(E&C)培训相关的重要见解。进行了两个互补的调查。第一项调查探讨了接受过公司建设培训的员工的经历。第二部分从建筑与建筑从业者的角度收集有关培训的信息。这两项调查的结果对比了建设与发展培训的预期目标和员工对他们所接受培训的有效性的信念。结果概述了哪些活动与最佳结果相关联。 Important E&C training components emerged. Employees see the need for and have positive views of ethics and compliance training, but stress the need for the training to be applicable and informative. The survey indicates, and the results advocate, the use of in-person or monitored training when organizations are influencing their culture or critical policies. The survey also identified the critical importance of senior leadership?s visible participation during the training process. Whether in person, or by video, the impact and desired results of training are significantly better when senior leaders are a visible part of the training. This aligns with previous research by ECI indicating that employees? perceptions of the tone at the top come from their perceptions of their personal interactions with leadership. Even if by communicated video, employees indicate that they are positively impacted by senior leadership?s endorsement of training.
员工培训是一个被详细研究过的课题。这份ECI的研究报告为培训提供了一个独家的伦理和合规视角。该报告承认与更广泛地研究训练方法的研究有一定程度的重叠。然而，由于ECI的特殊性和设计?该报告提供了与伦理和合规(E&C)培训相关的重要见解。
进行了两个互补的调查。第一项调查探讨了接受过公司建设培训的员工的经历。第二部分从建筑与建筑从业者的角度收集有关培训的信息。这两项调查的结果对比了建设与发展培训的预期目标和员工对他们所接受培训的有效性的信念。结果概述了哪些活动与最佳结果相关联。
重要的建设和建设培训部分出现了。员工看到了道德规范和合规培训的必要性，并对这些培训有积极的看法，但强调培训必须具有适用性和知识性。该调查表明，当组织正在影响其文化或关键政策时，建议使用亲自培训或监督培训。调查还发现了高层领导的重要性。S在培训过程中的明显参与。无论是面对面还是通过视频，当高级领导成为培训的可见部分时，培训的效果和预期结果会显著更好。这与ECI之前的研究一致，表明员工?对高层基调的看法来自于他们对与领导层个人互动的看法。即使通过交流视频，员工表示他们受到了高层领导的积极影响?美国对培训的认可。
