compliance

Attention over time

7-day rolling share of analyzed posts/comments mentioning this entity · 90 daily points ending 2026-10-13

Final complete day: 2026-10-13. Attention was 1.6% — this entity appeared in 5 of 313 analyzed posts/comments in the seven days ending that day (5 mentions).

Each point is a seven-day rolling window of complete UTC days; a point is comparable only when at least 100 analyzed posts or comments fall inside it. A day with no analyzed records counts as zero; missing coverage is marked and never shown as zero. The series ends at the latest complete analyzed day — it never extends into the current incomplete day. How attention is measured.

Recent mentions

1. 2026-10-10 16:47 UTCComment

   Depends on the training need. In my role, it’s typically either compliance or new technology. Analysis typically consists of learning about the impacted end users, what’s their current state, what’s changing, what’s the new workflow, what are their personas, what knowledge/skills are needed, etc. We might have to train different stakeholders on different objectives like staff who will use the product/tech and leaders who need awareness.

2. 2026-10-10 16:22 UTCComment

   I did a bit of performance improvement training at my previous job. For corporate scenarios, I always leaned heavily on backwards design. Aside from that, it was largely attestation. The business wanted evidence that employees were aware of something for compliance and liability reasons.

3. 2026-10-10 16:00 UTCPost

   What is corporate needs analysis really like? - I'm an educator who is looking to change to ID. I know about theories and how people learn. I have software skills. I can communicate difficult concepts into easy to understand language. What I don't know is what the stuff prior to creating looks like. I just bought Map It! by Cathy Moore, so I'm hoping that will give more insight, but as someone outside of corporate, I feel like any job I see I'd be going in blind, which keeps me from applying. So, what kinds of things do organizations actually need? I know they need compliance training related to their jobs, but that's about it. What are some "hey I need you to do training on this" scenarios you've had and how do you actually gather data to determine the impact your training should have (for example: this training will lower XXX by YYY%)? Every thing I come up with in my head is more of an "information dump" rather than a behavior change scenario.

4. 2026-10-09 15:03 UTCComment

   This sounds really amazing, but there is an employment law issue. Making this adaptive and learner-centric can cause learners to have a different learning experience or not see all the same information. If someone is on corrective action or in jeopardy of termination, they may say I didn't get the same training as everyone. Also heavily regulated industries, like banking and insurance, have their raining materials audited for compliance. An auditor may flag training for being inconsistent. The trick will be to ensure overall consistency while providing an personalized experience.

5. 2026-10-07 22:54 UTCComment

   They should be separate. Human Resource Management focuses on making sure the right assets are in place and follow company policies. L&D should be focused on developing skills, knowledge, and attitudes. It’s too easy for them to be refocused (reduced to) compliance and enforcement, not skills development.