Abstract:
A computer-based method for use in managing training of employees includes storing data that correlate employee characteristics with training requirements, obtaining information about employee characteristics through computer interaction with the employees; and determining training schedules by applying the obtained information to the stored data. The employee characteristics may include information such as job functions and experience. The method may translate the employee characteristics into risks that correspond to needed training.

Description:
BACKGROUND OF THE INVENTION  
         [0001]    This invention relates to computer-based training.  
           [0002]    Computer-based training may be provided to individuals using interactive multimedia software to supplement or replace other modes of training. Effective training is important for aspects of jobs that entail high liability or damage risks. For example, a lending officer of a financial institution must be trained to comply with all applicable federal regulations. The timing, breadth, and effectiveness of such training may affect the risk.  
         SUMMARY OF THE INVENTION  
         [0003]    In general, in one aspect, the invention features a computer-based method for use in managing training of employees. The method includes storing data that correlate employee characteristics with training requirements, obtaining information about employee characteristics by computer interaction with the employees, and determining training schedules by applying the obtained information to the stored data.  
           [0004]    Embodiments may include one or more of the following features. Computer interaction with employees may occur over a user interface. The computer interaction may include processing HTML and/or Java instructions. The computer may further provide interactive computer-based training as determined by the training schedule.  
           [0005]    The computer may store training information that represents a level of required proficiency in a training session. The computer may also store the level of proficiency attained by an employee. The computer may further determine employee compliance with the determined training schedule.  
           [0006]    In general, in another aspect, the invention features a computer-based method for use in managing training of employees whose job functions entail liability risks to their employer. The method includes storing data identifying types of the liability risks, storing data representing types of job functions that entail the associated risk, interactively obtaining information about the employees job functions, and managing training for the employees based on applying the interactively obtained information to the stored data.  
           [0007]    Embodiments may include one or more of the following features. Managing training may include determining a training schedule, providing interactive computer-based training, and/or determining employee compliance with the determined training schedule. The types of risk may include antitrust liability, insider trading, and ethical business practices. The job functions may include, for example, pricing decisions and client contact.  
           [0008]    Advantages of the invention may include one or more of the following. By interactively producing a tailored training schedule based on assessed training needs, a business can reduce its risk and liability. Additionally, compliance managers can quickly track the progress of employees through the training schedule. Further, by providing interactive computer-based training sessions, the system offers an integrated training system that identifies and provides the training needed by an employee at the employee&#39;s convenience.  
           [0009]    Other advantages and features of the invention will become apparent from the following description and the claims.  
       
    
    
     BRIEF DESCRIPTION OF THE DRAWINGS  
       [0010]    [0010]FIG. 1 is a diagram of a computer-based training system.  
         [0011]    [0011]FIG. 2 is a diagram of employee profile data.  
         [0012]    [0012]FIG. 3 is a diagram of assessment data.  
         [0013]    [0013]FIG. 4 is a flowchart of training assessment.  
         [0014]    FIGS.  5 A- 5 C are screenshots illustrating training assessment.  
         [0015]    [0015]FIG. 6 is a flowchart of employee training.  
         [0016]    [0016]FIG. 7 is a flowchart of compliance management.  
         [0017]    [0017]FIG. 8 is a diagram of a computer platform suitable for running the training system.  
         [0018]    [0018]FIG. 9 is a diagram of a networked training system.  
     
    
     DESCRIPTION OF THE PREFERRED EMBODIMENTS  
       [0019]    Referring to FIG. 1, a computer-based training system  10  includes training software  18  that interactively trains and tests employees  12  based on each employee&#39;s training needs as determined by assessment software  16 . “Employee” is intended to be a broad term encompassing contractors, etc. The system  10  also includes compliance management software  30  that notifies management  32  (e.g., human resource and legal departments;) of an employee&#39;s  12  training progress. Integration of these functions provides training tailored for each employee  12  and ensures that employees undertake job training in a timely fashion.  
         [0020]    The system  10  software modules  16 ,  18 ,  30  share access to a database  20 , such as an Oracle® relational database. Other implementations may distribute the data across multiple databases residing a different locations. The database  20  stores employee profile data  24  and data used in assessing employee training needs  22 . The database  20  also stores different training sessions  26  such as interactive multimedia presentations and question and answer scripts. Interactive training that provides immediate feedback based on trainee input has been shown to be more effective than more passive instructional media such as videotapes. Computer-based training sessions also can reduce the cost of training since a session can be repeated by different employees as many times as needed, when needed. Additionally, each employee can train at his or her own convenience and pace.  
         [0021]    The database may also store historical data  27  collected during training sessions such as employee responses to different questions. Training development software  28  can compile reports from the historical data  27  that identifies strengths and weaknesses of different training sessions  26 . For example, a training development  28  report might show statistical evidence of problems with a particular question indicating the tested material may require better presentation. Thus, the historical data  27  forms a feedback loop that improves training materials.  
         [0022]    The system  10  uses a client/server architecture  15  and a graphical user interface  14  in the clients to present system training, assessment, and compliance information to different employees  12 ,  32 . This architecture centralizes training information at the server, enabling training developers and compliance personnel to easily modify training sessions and track employee training progress.  
         [0023]    Referring to FIG. 2, employee profile tables  24  stored on the server include demographic information  37  and a training schedule  38  for each employee  34   a - 34   n.  Typically, the demographic information  37  includes data fields for an employee&#39;s name, address, job classification, length of tenure with a business, etc.. The training schedule  38  lists the different training sessions the assessment software  16  has identified as recommended or required for an employee. The training schedule  38  includes data fields that specify a training session identifier  40 , whether a particular session is required or recommended  42 , the proficiency  44  the employee has attained, and the level  46  of proficiency required by the employee&#39;s job. Both an employee and compliance managers can access an employee&#39;s profile to quickly gauge whether an employee requires additional training measures to attain proficiency in different job skills. For example, a training coordinator can identify employees having difficulty with a subject and schedule a live training seminar or prepare additional training materials.  
         [0024]    Referring to FIG. 3, assessment tables  22  store data used by assessment software  16  to determine the training an employee requires. The assessment tables  22  represent analysis of business processes and associated compliance risks. Assessment data  20  can include questions  48 , possible responses  50 , and the legal compliance risks  52  associated by different employee characteristics as indicated by employee responses. For example, an employee may be asked via user interface on the client whether her job entails pricing decisions. A positive response indicates the employee may require antitrust compliance training at a particular level in order to reduce the risk of an antitrust violation. Each risk type has an I.D.  52  associated with it. The risk I.D.  52  acts as an index into a training information table  58  that stores training session identifiers  54  that correspond to training sessions  26  directed toward eliminating a particular risk  52 . The training information table  53  also stores a level of proficiency  56  required by the employee to adequately address a particular risk, and whether such training is recommended or required  58 . For example, the employee making price decisions could benefit from training in antitrust topics such as price discrimination and predatory pricing.  
         [0025]    Referring to FIG. 4, assessment software  16  questions employees regarding their job functions ( 60 ) and analyzes employees responses to determine ( 62 ) whether an employee requires training and what level of training the employee needs. Certain responses indicate heightened risk requiring training (e.g., access to sensitive information) while others may lessen the need for such training (e.g., several years experience with confidential materials).  
         [0026]    Assessment may occur via web-based screen questionnaires. Such questionnaires may be pre-designed or constructed dynamically from assessment data  24 . The assessment software  16  can also read an employee&#39;s profile to acquire information about the employee&#39;s experience and training needs. The assessment software  16  can also modify an employee&#39;s profile based on questionnaire responses. Based on data collected from the employee interactively and the employee&#39;s profile, the assessment software  16  can identify needed training. The assessment software  16  can update an employee&#39;s profile ( 64 ) to reflect the training sessions the employee should undertake.  
         [0027]    Referring to FIGS.  5 A- 5 C, one implementation of the training system  10  uses “hyperlinks” to enable employees to quickly navigate through training system functions. As shown, in FIG. 5A, a central home page may offer hyperlinks to a training assessment menu  110 , a library of training materials  112 , and a list of training contacts  114 . Selecting a hyperlink advances an employee to the selected function. For example, selecting the training assessment hyperlink  100 , the system  10  can display the training assessment menu of FIG. 5B.  
         [0028]    As shown in FIG. 5B, the assessment page enables employees to access an on-line assessment questionnaire in a variety of areas such as complying with antitrust laws  116  and ethical business practices  122 . Selecting a link navigates a user to the corresponding on-line assessment questionnaire.  
         [0029]    As shown in FIGS.  5 C, an assessment questionnaire includes different questions  120  and possible responses  118 . As shown, the questionnaires use graphical user interface controls (e.g., buttons and check boxes) to receive user responses  118 . Assessment software  16  processes the entered responses and consults the assessment data  24  to determine training suited for an employee.  
         [0030]    Referring to FIG. 6, when an employee  12  accesses the training system  10 , the system  10  can determine ( 66 ) whether the employee&#39;s  12  training needs were previously assessed. If not, the system  10  can initiate ( 68 ) an assessment session. Otherwise, the system  10  can display ( 70 ) a menu listing training sessions for which the employee  12  has not yet attained an adequate level of proficiency. The training system  14  can also display a master menu of all available training sessions for employees eager to develop skills beyond their current job requirements.  
         [0031]    After selecting a training session, training software  18  uses training information  38  to provide ( 72 ) interactive computer-based training and testing to an employee. The computer-based instruction typically includes multimedia presentations or animated computer graphics that explain different concepts followed by questions regarding the concepts. The computer-based instruction can provide appropriate feedback based on different answers to questions and respond to problems with additional explanation.  
         [0032]    As noted, different employees may be required to attain different levels of proficiency in a subject. The training software can skip in-depth training for employees who need only generally awareness of a topic, but explore subjects more fully for employees that must exhibit mastery.  
         [0033]    After interactive training ( 74 ) the training software  18  can record the employee&#39;s proficiency in answering questions in the employee&#39;s profile. Additionally, the training software can download or initiate shipment of additional training materials such as printed manuals or instructional videos to the employee.  
         [0034]    Referring to FIG. 7, compliance management software  30  provides management with a quick snapshot of an employee&#39;s training progress by comparing the level of proficiency attained by an employee with the required level. The compliance management  30  software may also notify management via e-mail when an employee has achieved sufficient proficiency in a subject or failed to do so after repeated attempts or within a predetermined timeframe.  
         [0035]    Referring to FIG. 8, though the system uses a client/server architecture, a single computer platform  80  can act as both client and server. The computer platform  80  includes a monitor  82  and input devices  84 ,  86  that display and permit interaction with the graphic user interface  14  provided by the training system  10 . The computer platform  80  includes a digital computer  90  that connects a processor  94  to memory  90  and a mass storage device  96  (e.g., a hard drive, CD-ROM, and floppy disk). The mass storage device  96  stores the system  14  data and software instructions and, typically, an operating system such as Microsoft Windows  95 ®. During operation, the digital computer  90  transfers system  14  data and instructions to memory and the processor. Of course, the system  14  could be implemented in firmware or hardware, rather than software as described above. The computer platform  80  preferably offers a network connection  88  that can transmit and receive information from other computer platforms.  
         [0036]    Referring to FIG. 9, the computer platform  80  can form part of a network of computers  100   a - c,    102   a - b,    104   a  connecting different business employees. As shown, the network forms a business intranet though any type of network (e.g., WAN, LAN, Internet) can provide the necessary communication between the server  80  and other computers  100   a - c,    102   a - b,    104   a.  The training system  10 , preferably, offers information as HTML web-pages or Java applets, enabling network browsers such as Netscape Communicator® to provide a uniform and familiar user interface. The system  10  can also download information for execution by a destination system independent of the training system  10 .  
         [0037]    Other embodiments are within the scope of the following claims.