Category: Uncategorized

Assess Corporate Training Solutions Providers

1. Industry Recognition

Almost every sector has its own internal awards these days. It’s a way of ‘game recognizing game’ and it raises overall industry standards. Some of these accolades are commercial, e.g. best-selling LMS or widest global reach. Some are more personal, such as best customer service or fasted implementation process. It could even be a metric such as the highest number of successful compliance candidates. Look through award listings and explore the LMS mentioned. There might be hundreds of these trophies, so you could zone into the aspect that is key for you. Do you value mobile access over sales volumes? Or attrition over franchising? Pick your priorities after which you can make your selection.

2. Online Reviews And Ratings

Ratings and reviews give you a general overview of what the vendor can provide and how they’ve lived up to expectations. Or where they’re lacking. As such, you can use these online recommendations, or warnings, to determine which corporate training solutions provider is a good fit for your organization. For example, you might think twice about a vendor with a low customer satisfaction score. Especially if you value CX and prioritize vendor support.

3. Language Access

I’ve already mentioned franchises but there are lots of other instances where language can be a barrier. You could be a global organization with lots of international branches. Maybe you’re launching a new market where the primary language isn’t English. This automatically excludes any corporate LMS that doesn’t have multiple language options. Again, the lingual format could be a factor. Do you want automated Google Translate type features? Or do you want LMS that has every section transliterated, including voice clips and audio by different voice-over artists? And are you willing to pay premium prices for the latter? That could dictate your choice of corporate training solutions providers.

4. Take Α Τest Drive Or Demo

One of the best ways to quickly vet the corporate LMS is to give it a test drive. Many offer free trials or demos that allow you to try out the tool before making your decision. Make a list of key features and criteria so that you know what to look for. Then invite your team to use the platform to develop a test project. This gives you a clear idea of whether the platform aligns with their skills and experience. If you have any questions at the end, set up a meeting with the vendor to discuss the issues and relieve any possible anxieties.

5. Assess Τheir Αssessment Οptions

For the most part, online training is an individual activity. Employees receive their training materials, then go through the course on their own. They dictate their personal pace and effort. However, when you’re training via a corporate LMS, there’s a little more oversight. The content expert may be in-house, so they can be approached with comprehension challenges. Or maybe the training is blended, now that you’re all in one physical space. Based on that, what methods are used to assess knowledge transfer? Do you want an LMS that has options for essay questions, or customized tests? Would you rather examine trainees in person, or via webcam? Whichever evaluation style you prefer, check your LMS has the tools to enable it so that you can monitor performance. That’s the only way you’ll be able to estimate if your online training program, and your corporate training solutions provider, is a success.

6. Scalability Οptions

Some LMS vendors who provide their services on the Cloud allow you ‘Up to 20 users at $$$.’ So, what happens when, over time, you accumulate 120 users? Can you get a discount if your employees are fewer than 10? If, at a later point, you require some functionality added or removed, how much more would it cost? Is it easier to just buy new LMS altogether? A well-run organization has a five-year or even ten-year perspective. Thus, if you plan to have a new outlet every year, look past LMS that have tightly managed user bases. It may be affordable now but will be a cash drain over time.

There are decisions you can mull over, like picking the right college. Then there are others that can be made more easily such as your lunch order. Of course, these quick-draw decisions can cost millions too so you need the right criteria. And the smart thing is to use them to narrow down your options, rather than applying them to your final decision. In terms of LMS, use factors like industrial awards and foreign language tools to trim your shopping list. You should also find out about scalability, and how knowledge is tested. With these four fields, you can narrow down your prospects. Then get even more specific as you trim it down to one.

Assess Corporate Training Solutions Providers

Things to Consider When Selecting A Training Provider

In particular, there are five key questions I recommend anyone selecting a training provider must answer, before deciding who to work with.

1. Do they understand our industry and “day-to-day reality?”

Many training providers are experts in a particular area and/or industry. The best ones know to stay within that industry. Unfortunately, many don’t, meaning they are perfectly happy to work with an automotive manufacturer today, and a telecommunications firm tomorrow. Same material, concepts and stories – only the people in the room are different.

One of participant’s major gripes about training is that “the trainer doesn’t know anything about our industry,” causing them to disengage from the content, and discredit the trainer and their expertise altogether.

2. Do they customize their content?

Unfortunately, I still see training that isn’t customized. Generic, one-size-fits-all case studies, or role plays from an entirely different industry are still common practices in classrooms across the globe.

Customization is key to effective learning unless participants have the ability to connect the learning to their day-to-day, and practice in a safe environment before going out into the real world. How can we expect them to perform any better after training has taken place?

When selecting, insist that any training provider you select customizes core elements of their training program like case studies, role plays, examples and terminology.

3. Do they provide a learning journey?

Learning is not an event. Most of what participants learn in a classroom is forgotten with days, if not weeks.

4. Do they offer multi-channel, hybrid learning options?

Learning doesn’t happen in the classroom alone. Virtually everyone prefers different modes of learning. Effective learning needs to take a multi-channel, multi-modal approach.

Classroom sessions, “live” webinars, post-training reinforcement coaching, online learning modules, Q&A sessions, podcasts/audio and e-mail reinforcement need to be combined into a powerful learning journey.

5. Do they measure progress?

What’s the point of training if not to get better? Would a professional athlete or musician even dream of embarking on a training program without putting in place some kind of measurement process?

Top-ranked training providers don’t simply suggest you measure progress over time, they insist on it. They understand that the true value they deliver isn’t in how great their training is, it’s in how great the results are.

Next time you’re selecting a training provider, feel free to use this short list as a checklist. After all, it took me twenty years to build it, might as well take advantage of it.

There’s a long (and we mean long!) list of training evaluation techniques to choose from, and this can be overwhelming. But there are five techniques that are most often trusted by companies today. Some of these techniques are referred to as models, or training evaluation methods, and we’ll use these terms interchangeably.

This method of evaluating training programs might be one of the oldest, but it’s still one of the most well-loved. Why? Because it breaks the evaluation process down into 4 simple levels – or rather, steps. Here’s how it works:

Step 1: Evaluate learners’ reactions to training. This is commonly measured after training. Ask learners to complete a survey about their overall satisfaction with the learning experience.

Step 2: Measure what was learned during training. Use assessments to measure how much knowledge and skills have changed from before to after training.

Step 3: Assess whether or not (and how much) behavior has changed as a result of training. The best way to measure behavior change is through workplace observations and comparing 360-degree reviews from pre- and post-training.

Step 4: The final and most important step is to evaluate the impact of your employee training program on business results. Here, it’s common to measure results like productivity, quality, efficiency, and customer satisfaction ratings.

In modern times, professionals have suggested that this process should actually be reversed. After all, step 4 is the most important one. If you agree with this approach, start by identifying the results you want to achieve, and work backward from there.

Whichever direction you choose to apply the steps toward, the eLearning industry has come to rely on Kirkpatrick’s model for good reason. Its logical, staged approach is easy to apply, and once the evaluation is complete, you’ll have a deep and wide understanding of employee learning during training.

Everyone talks about the benefits of training, but it’s important to identify these benefits in your organization. Then, when you are ready to look at potential training providers, you will know exactly what you should expect to receive from them. Below are the seven biggest benefits of training, followed by tips for selecting and evaluating training providers.

Biggest Benefits of Training

Measurements. Test scores, grades, class rankings, GPA, SAT, professional certifications, licensing examinations, juried awards. Whether in school or business, we are all measured. Knowledge helps to make and predict society’s measurements, which are expected.
Thinking-Reasoning Skills. What we learn is important. Further, what we do with lessons, how facts are interpreted, how we approach problems and the faculties of common sense are vital to economic, social, and self-betterment success.
Socialization-People Skills. Through trial and error, success and failure and the observation of other people’s strengths and weaknesses, we learn how to live and work with others. Mastering people skills makes for win-win propositions.
Professional Development. Education does not stop after the highest degree completed…it merely begins. Training, professional enrichment, membership in associations, and constructive business interaction are vital for career longevity and economic independence.
Mentorship. Learning from others takes a higher plateau when under the wings of experts. Mentorship (which has seven levels) is a stair-step process of bettering all participants. Meaningful lessons, paying dues, and developing relationships empower those who make the effort to “go the distance.” Learning from different and informed sources is the art of mentorship.
Earning Power. Education (formal schooling, professional development, and enhanced-relationship study) has a direct relationship to financial rewards. It begins with school but bears fruit in the willingness to learn, change, and grow professionally.
Future Life. A truly successful person commits to mentoring others, giving back, mastering change, and never failing to learn. Education is more than confirming one’s held beliefs. It plants knowledge roots, which sprout in ideas, applicabilities, and lifelong insights.

Complete Guide to Choosing a Training Provider

Training is no longer a “nice-to-have” in successful organizations. It has become a critical part of any company’s investment strategy if they want to continue growing long-term. Trainings promote employee loyalty and retention, improve performance levels, and increases employee independence, among many other benefits.

1. Content

In choosing a training provider, one of the most important factors to consider is the content being offered. Great training providers offer customized content and programs that are tailor-fit to the organization’s needs and objectives—not generic, one-size-fits-all materials.

Insist on a provider that customizes program elements such as case studies, role plays, and activities to ensure that they are relevant to your company. The content to be delivered must also be up-to-date.

For example, if you’ll be needing to train to advertising practitioners and media buyers, you want training content not just on traditional media like print ads and TV commercials, but also on digital media buying platforms like Facebook, Google, and YouTube. This principle applies when selecting training providers in almost any industry because of the rapid development in technology. After the program delivery, the provider can measure the success of the training through a post-training component such as a test or presentations from participants. Of course, if you will require training certifications, make sure that your trainer of choice can provide this, too.

Another characteristic of an excellent training provider is the ability to offer end-to-end training processes. Meaning, the provider can perform a training needs assessment for organizations that may only have a tip-of-the-iceberg idea of what their training needs actually are.

When looking at the content, you also need to check with your potential training provider if they can provide training materials and handouts that trainees can use for future reference. Be extra vigilant on this: PowerPoint slides are not handouts. Make sure that the materials provided will support the learning needs of your organization.

2. Experience and Reputation

When you’re hiring a new employee, you interview them, you look at their skills experience, you contact their professional references, and you do background checks on them. This is essentially the same process you should go through when outsourcing a training provider. Do they have experience in training sales and marketing professionals? Do they have leadership development programs? What about technical skill development?

Find out the provider’s depth and length of experience in the topics you need trainings for. Talk to them about the programs they’ve delivered in the past to see if they can deliver what you will need.

It will all depend on your training objectives. Make sure to get information on whether the vendor has offered courses to other organizations within your industry and how long they have been in the training business. If they look great on paper, it may also be a great idea to meet the said individuals before agreeing to anything. This way, you can do an interview and see if they will be good cultural fit for your organization.

If you’re looking to work with a large provider, you also want to learn about the specific individuals that will be delivering or facilitating the training. Ask for the trainers’ CV so that you can personally look into their skill level and experience, and decide whether they have sufficient knowledge in your required topics.

Reputation is also just as important as experience when it comes to training providers. It will also be preferable if you can get at least two client references you can contact for feedback. Go beyond asking if their training was any good by asking what it’s like to work with the vendor, how was their customer service, and how flexible were they. Also, ask for two things you wish they would have done differently so you can get an even better service out of the provider.

3. Delivery

A critical factor in selecting a training provider is everything related to the program delivery.

If you are a large organization who need trainings in various locations, you need to find out if they can deliver consistent trainings across cities. Larger providers with more trainers may be better if this applies to you. It may also be worthwhile to find out the reasoning behind their recommendations. Note that more often than not, no single delivery method can meet all your learning needs effectively.

During your search for a vendor, find out what is their recommended method of delivery. Will it be in a single, classroom-setting setup? Will it be a hybrid solution with some online or e-learning elements?

Consider asking the provider how long they expect the training program to be as well. For the program to be effective, however, the length should primarily be determined by the training needs, and not by monetary constraints. Attempting to get your training provider to squeeze a 3-day training into just one day will just be a waste. Observe industry standards when it comes to training duration as some providers offer shorter training hours just to entice potential clients.

It’s also important to ask the training provider everything they expect to deliver—from materials to guides and the program delivery itself. A great vendor will work with you on designing every element of the program to ensure that learning needs are met. If a vendor claims that they can deliver in just three days or agrees to all the dates you propose, you may want to reconsider them. Great providers will often need two-week lead times or more and have prior bookings with other customers.

The anticipated delivery date also needs to be agreed upon between you and the training provider. While you may want to have the training done the soonest possible time, any reputable provider will need time to meet with you and discuss your requirements, as well as design a customized program for you.

Finally, ask the provider if they have any guarantees on the delivery. For example, what arrangements will be in place in case the trainer falls ill on the scheduled delivery date? Will you (and the vendor) be amenable to a replacement trainer or a new schedule? These things need to be discussed ahead of time.

4. Fees

As with most services, trainings offered by different providers will come in various forms—from one-hour learn at lunch programs to customized leadership development courses. Depending on your budget and requirements, you have to find vendors who can meet you on both ends.

Because corporate trainings are important for your employees’ growth, you need to be careful in selecting your training provider. Look at the provider’s content and track record, and see if their program lengths, method of delivery, and fees, meet your training requirements and resources. Here’s a downloadable checklist you can use as a quick guide in comparing training providers. However, it’s important to be realistic. If you need a tailored 3-day course for your organization, expect to pay more than you would for a short two-hour talk. If a provider charges much less than others for the same service, walk away. Remember: you get what you pay for.

Z7 Online Shop South Africa

Shopping online is very convenient, but sometimes it’s difficult to know if the website you’re visiting is legitimate. It’s natural to question whether you’ll be safe when buying from a website for the first time. So, we’ve developed this quick tips list to help you stay safe when shopping online, and hopefully avoid any scams.

Z7 Online Shop South Africa

Contact details

A legitimate store will have contact details on its site. If it is just a web contact form, without an address, email, and phone number you should probably be wary. All genuine online stores will be happy to help with any query you have so, if you are buying for the first time, do get in touch to see if they are real.

Z7 Online Shop South Africa

Customer feedback

Take a look on the website to see if there are any customer reviews about the products or the company. Also, if you are uncertain, run a search for the name of the website and the words “scam” or “fake”. You’ll quickly find out if others have had bad experiences and you should steer clear.

Whois lookup

When you run a website, you typically supply the registration details to the organizations that regulates that domain name. You can enter the website address of the online store you’re browsing at the below link for .com websites, for example. This will let you know who has registered the site. If the details match the contact details listed on the website, then chances are it is safe to buy.

https://www.whois.com/whois/

Website encryption measures

When you’re buying from a secure website you will always see the following in the address bar:

The padlock icon means that the site is using encrypted communications to secure any information you submit to it. The “s” in “https” also means that communications between the website and your computer or mobile are secure and encrypted. You should only buy from sites with “https” on their check-out page.

Google Safe Browsing

Google has developed a quick tool to check if the website you’re visiting is unsafe. Sometimes even legitimate sites have been comprised by hackers. You can visit the following link and enter the website you’re visiting to see if there are any issues with it:

https://www.google.com/transparencyreport/safebrowsing/diagnostic/?

Look and Feel

There are also some simple things you can do when you arrive on a website to check it’s real. The first is how professional the site looks. Is it well laid out? Are the images high-resolution? Is the language free from grammar and spelling errors? It’s down to you, but if you compare the site you’re on with one you already trust, you should be able to see if there are any differences.

With these tips, you should be able to tell whether a site is safe and genuine, or if it doesn’t look legitimate. No-one of these tips alone will guarantee a website is safe, but when combined, chances are you’re dealing with the real thing. If you have any other tips to help, please leave a comment below.

Z7 Online Shop South Africa

MAIL CYBER SECURITY: EMAIL SPAMMING AND COMPLIANCE

COURSE NAME:MAIL CYBER SECURITY: EMAIL SPAMMING AND COMPLIANCE
REQUIREMENTS: Computer and Internet.
ENTRY LEVEL: All levels, basic numeracy and literacy.
MINIMUM TIME: 2 Hours +
PASS RATE: Required 80%, unlimited re-take.
EXAM TYPE: Online QUIZ, True/False and Match.
CERTIFICATE: Instant download on completion.

MAIL CYBER SECURITY: EMAIL SPAMMING AND COMPLIANCE

The most effective way to protect your company’s information is to institute a company-wide security awareness training program that will get everyone up to speed on what to do and what not to do.  Make certain than your staff is not your weakest link in maintain the security of your firm’s data and servers.

Security awareness training is ongoing education that provides employees relevant information and tests of their cyber-awareness by covering all aspects of data security and regulatory compliance. It is a proven way of changing risky employee IT behaviors that can lead to security compromises—including financial, intellectual property, customer trust and other major data losses—and increases businesses’ resilience against attacks.

These may include how to avoid phishing and other types of social engineering cyber attacks, spot potential malware behaviors, report possible security threats, follow company IT policies and best practices, and adhere to any applicable data privacy and compliance regulations (GDPR, PCI DSS, HIPAA, etc.)

MAIL CYBER SECURITY: EMAIL SPAMMING AND COMPLIANCE

COURSE CONTENT:

1. SPAM

WHAT IS SPAM
WHAT IS THE PURPOSE OF SPAM
WHY DO I GET SPAM EMAILS
SPAM vs PHISHING
HOW DO I STOP SPAM

2. EMAIL CONFIDENTIALITY DISCLAIMERS.

INTRODUCTION
COMMON REASONS TO USE EMAIL
DISCLAIMERS
PURPOSE OF EMAIL
CONFIDENTIALITY STATEMENTS?
HOW CAN AN EMAIL DISCLAIMER PROTECT YOU?
IS AN EMAIL DISCLAIMER LEGALLY BINDING?

3. COMPLIANCE

INTRODUCTION
GDPR COMPLIANCE
EUROPEAN COMPANIES
HIPAA
COMPLIANCE – UNITED STATES
COMPANY
POLICIES.

4. NEWSLETTERS

INTRODUCTION
WHAT DOES THE LAY

MAIL CYBER SECURITY: EMAIL SPAMMING AND COMPLIANCE

MAIL CYBER SECURITY TRAINING COURSE: EMAIL SPOOFING AND PROTECTION

COURSE NAME:MAIL CYBER SECURITY: EMAIL SPOOFING AND PROTECTION
REQUIREMENTS: Computer and Internet.
ENTRY LEVEL: All levels, basic numeracy and literacy.
MINIMUM TIME: 2 Hours +
PASS RATE: Required 80%, unlimited re-take.
EXAM TYPE: Online QUIZ, True/False and Match.
CERTIFICATE: Instant download on completion.

MAIL CYBER SECURITY TRAINING COURSE: EMAIL SPOOFING AND PROTECTION

Email continues to be one of the top vectors for cyber attacks. From phishing emails and ransom ware to impersonation and CEO fraud, many of the most devastating security breaches originate with an email. Human error is central to the success of these attacks – it only takes one employee making one mistake to enable a security catastrophe.

One in five workers let family members use the work laptops to access the internet.
Over 50% of them connect their own devices and gadgets to their laptops, 10% of them knowingly downloaded content that they know that they shouldn’t have, and 62% admitted to having very little knowledge of IT.
Over half of them have no idea how to update their antivirus software and 5% of them admitted to accessing areas of the company’s IT system that they shouldn’t have.

MAIL CYBER SECURITY TRAINING COURSE: EMAIL SPOOFING AND PROTECTION

There are dozens and dozens of potential threats that can start through email. They come in many forms and almost all of them include some form of human interaction.

All of the most significant and common threats to your company’s files and your email security happen because of something that someone does.

COURSE CONTENT:

1. EMAIL SPOOFING

WHAT IS EMAIL SPOOFING
REASONS FOR EMAIL SPOOFING
HOW TO DETECT EMAIL SPOOFING
HOW TO STOP EMAIL SPOOFING

2. SELECT, MANAGE AND TEST YOUR VIRUS PROTECTION.

YOUR VIRUS PROTECTIONS
REVIEW YOUR VIRUS PROTECTION
MINIMIZE INCOMING PHISHING EMAILS
TEST YOUR ANTIVIRUS SOFTWARE

3. MALWARE AND HOW IT WORKS.

WHAT IS MALWARE?
HOW DO I KNOW IF I DEVICE IS INFECTED?
SUSPICIOUS EMAIL WARNING SIGNS.
HOW DO I GET MALWARE?
WHAT TO DO IF YOU CLICK ON A SUSPICIOUS EMAIL LINK?
WHAT DOES MALWARE DO?
HOW MUCH CAN A HACKER ACTUALLY SEE ON YOUR MACHINE?

4. ATTACHMENTS AND FILE TYPES.

WHAT IS A DATA FILE?
WHERE ARE DATA FILES STORED?
HOW TO VIEW THE FILE TYPE?
COMMON FILE TYPES AND EXTENSIONS?
HOW TO SPOT UN-SAFE FILES?
FILE SIZE
PROTECTION VIEW

5. EXTERNAL AND INTERNAL URLs LINKS.

WHAT IS A URL?
EXTERNAL URL
LINKS
BREAKING DOWN
THE URL
STRUCTURE
FTP URL
LOCAL NETWORK
URL
CLOUD SERVICE
COMMON TRICKS USED

MAIL CYBER SECURITY TRAINING COURSE: EMAIL SPOOFING AND PROTECTION

LAY COUNSELLING TRAINING COURSE

COURSE NAME: LAY COUNSELLING COURSE
REQUIREMENTS: Computer and Internet.
ENTRY LEVEL: All levels, basic numeracy and literacy.
MINIMUM TIME: 2 Hours +
PASS RATE: Required 80%, unlimited re-take.
EXAM TYPE: Online QUIZ, True/False and Match.
CERTIFICATE: Instant download on completion.

LAY COUNSELLING TRAINING COURSE

This is a generic skills programme for learners in a variety of counselling contexts where clients are enabled to go through the process of finding solutions to their concerns or difficulties. It is intended for learners who counsel people in a variety of situations, but who are not registered professionals such as qualified psychologist and social workers. It will be useful for counsellors in a variety of counselling contexts including, but not limited to, schools, Non-Governmental Organisations, Faith Based Organisations, the South African Police Service, Counselling Call Centres, Hospitals, Clinics and Support Agencies, Sports Centres, Education and Training facilities, Government and Health and Social Services facilities. It should develop learners who know their scope of practice, behave ethically in a counselling context, conform to minimum standards and know when to refer a client.

LAY COUNSELLING TRAINING COURSE

COURSE CONTENT:

1. FUNCTIONS AND LIMITS OF THE COUNSELLOR.

CONCEPTS OF COUNSELLING
QUALITIES AND SKILLS OF A COUNSELLOR
AIMS AND ELEMENTS OF A COUNSELLOR
MODULES OF COUNSELLING
LEGAL AND ETHICAL REQUIREMENTS OF A COUNSELLER

2. COUNSELLING ENVIRONMENT

STRUCTURED ENVIRONMENT
THE ENVIRONMENT

3. PRINCIPALS AND PROCESSES

ACCEPTED PRINCIPALS AND ATTITUDE
PREPARE FOR COUNSELLING
CONDUCT THE COUNSELLING SESSION

4. ATTITUDES AND BEHAVIOUR.

INTERACTION SKILLS

5. APPLY COUNSELLING

IDENTIFY THE NEED FOR COUNSELLING
REFERRALS
DEALING WITH OWN FEELINGS
CONFIDENTIALITY AND STORING RECORDS
ETHICAL CODE OF CONDUCT
DIVERSITY

6. REFLECTION ON COUNSELLING.

IDENTIFY STRENGTHS AND WEAKNESSES AND SELF REFLECTION
DEBRIEFING SESSION
SUPERVISION OF THE COUNSELLOR

LAY COUNSELLING TRAINING COURSE

ANTI-MONEY LAUNDERING TRAINING COURSE

COURSE NAME:ANTI-MONEY LAUNDERING COURSE
REQUIREMENTS: Computer and Internet.
ENTRY LEVEL: All levels, basic numeracy and literacy.
MINIMUM TIME: 2 Hours +
PASS RATE: Required 80%, unlimited re-take.
EXAM TYPE: Online QUIZ, True/False and Match.
CERTIFICATE: Instant download on completion.

ANTI-MONEY LAUNDERING TRAINING COURSE

This Anti- Money Laundering  and Counter Financing of Terrorism course seeks to equip participants with knowledge pertaining to regulatory and structural requirements needed to comply with Anti-Money Laundering/Counter Financing of Terrorism requirements.

COURSE CONTENT:

1. INTRODUCTION TO MONEY LAUNDERING

MONEY LAUNDERING HISTORY
KEY TAKEAWAYS
MONEY LAUNDERING A MASSIVE PROBLEM
REGULATION REQUIREMENTS

2. ANTI-MONEY LAUNDERING LEGISLATION AND REGULATORY FRAMEWORK

INTRODUCTION
UNITED NATION CONVENTIONS
ANTI-MONEY LAUNDERING LEGISLATION IN THE UK

3. ANTI-MONEY LAUNDERING ORGANISATIONS RESPONSIBILITIES

INTRODUCTION
COMMON TERMINOLOGY USED
COMPANY COMPLIANCE
REPORTING OFFICER
EMPLOYEE SCREENING
EMPLOYEE RESPONSIBILITIES
ANTI-LAUNDERING POLICIES

4. ANTI-MONEY LAUNDERING RISK BASED APPROACH

COMMON TERMINOLOGY USED
TYPES OF BUSINESS TO BE IDENTIFIED
YOUR CUSTOMERS
LOCATION
SECTOR
DEVELOPING A RISK BASED APPROACH

5. CUSTOMER DUE DILIGENCE

INTRODUCTION
COMMON TERMINOLOGY USED
CUSTOMER DUE DILIGENCE
SITUATIONS TO APPLY TO
CUSTOMER IDENTIFICATION OF BENEFICIAL OWNERS
CUSTOMER DUE DILIGENCE MEASURES
ENHANCED DUE DILIGENCE (E.D.D.)
SIMPLIFIED DUE DILIGENCE (S.D.D.)
POLITICALLY EXPOSED PERSONS (P.E.P.)
RECORD KEEPING
HIGH RISK COUNTRIES

6. RECORD KEEPING

INTRODUCTION
COMMON TERMINOLOGY USED
DUE DILIGENCE RECORDS
SUSPICIOUS ACTIVITY REPORTS (S.A.R.)
TRAINING RECORDS AND AWARENESS
GENERAL RECORDS OF INTERNAL A.M.L. CONTROLS
USE OF ELECTRONIC DATA
DELETION OF PERSONAL DATA

7. IDENTIFYING AND REPORTING SUSPICIOUS ACTIVITY

IDENTIFYING SUSPICIOUS ACTIVITY
SUSPICIOUS ACTIVITY REPORTING
INCLUDED IN EXTERNAL SAR
CONFIDENTIALITY
CONSENT NEEDED
BUSINESS OPERATION AFTER SUBMISSION OF SAR
REPORTING SUSPICIOUS ACTIVITY
WHISTLE-BLOWING

8. STAFF TRAINING

RELEVANT BUSINESS
TRAINING PROGRAMS
TRAINING REQUIREMENTS
NOMINATED OFFICER
WHEN TO TRAIN
WHEN SHOULD TRAINING BE COMPLETED?
CPD TRAINING

ANTI-MONEY LAUNDERING TRAINING COURSE