Nomura trains employees to spot money laundering

Citation

(2006), "Nomura trains employees to spot money laundering", Industrial and Commercial Training, Vol. 38 No. 4. https://doi.org/10.1108/ict.2006.03738dab.001

Nomura trains employees to spot money laundering

Global financial-services group Nomura is to provide online training to help its 1,500 UK employees to combat money laundering.

“Money laundering is a major concern for most financial-services organizations, and especially for those that trade globally,” said David Bernardi, Nomura Compliance Officer. “To make sure that our employees are completely up to date with the latest legislation, we decided to create an online course that staff can go through at their own pace and at a time convenient to them.”

Tracking the training was an important factor in Nomura’s choice of e-learning. As with most other legal requirements, organizations have to provide evidence that their employees have taken the training and passed the assessment at an acceptable level. Results and completion levels can be automatically uploaded into a company’s learning-management or human-resource management systems.

“In addition to the fundamental e-learning course, we will also develop interactive scenarios for specific target groups to contextualise the learning,” said Charles Gould, Managing Director of workplace e-learning and performance specialist Brightwave, which is creating the training. “These scenarios will help the learner to understand how the concepts apply in his or her situation, to make the training practical and directly applicable.”

Meanwhile, Brightwave is also developing a multi-layered online induction programme for Bulldog Communications, a UK provider of broadband and telephone services.

“We are growing rapidly, so having a consistent induction programme in place became vital to our ability to compete successfully,” said Simon Daniels, Bulldog Communications head of learning and development. “Being a technology-led company, e-learning is very much in line with our company culture. It helps us to cut down the time of induction and its also seen as an innovative way of introducing people to the organization.”

“In Bulldog’s case, we felt that a phased approach would help to maximize impact and gain continuous buy-in from the new joiners, while their motivation is at the highest level,” said Sambit Mohapatra, Brightwave Director of Sales and Marketing.

“The approach starts at the recruitment stage with a high-impact multimedia trailer designed to keep the potential candidate interested. Apart from reducing pre-joining drop-outs, this is also an opportunity to educate prospective joiners before they join the company, so that the transition to the job role is faster. After accepting a job offer, the new joiner then gets access to a pre-induction course to educate him or her further about the company, and when the person finally joins the company he or she gets access to a full e-learning programme that introduces the company’s processes and policies. By bringing together best practice in communication, learning and performance support, we can deliver a high-quality online solution that has proved very effective.”

Other BrightWave clients include SwissRe, BUPA, ScottishPower, Microsoft, T-Mobile, BT, Procter & Gamble, Pfizer, BOC Gases, Age Concern, PricewaterhouseCoopers, and public organizations such as the Ministry of Defence, the Department of Work and Pensions, the Office of the Deputy Prime Minister and the National Health Service.