1 e-learning training
+ 1,000 targeted employees
An e-learning training program for compliance with the Sapin II law
The context of the company
The company in question has more than 1,000 employees, a third of whom are based abroad. As part of its compliance with the Sapin II law, it has decided to implement a program to raise employee awareness of the risks of corruption. This initiative falls outside the usual scope of the company’s training policy and has been allocated a specific budget.
The issue
Among other obligations, the Sapin II law requires training for employees exposed to corruption risks. For an international company, this requirement poses specific challenges, particularly in relation to the extraterritoriality of French law compared to local legislation. It was therefore essential to design a training program that was tailored, multilingual, accessible remotely, and compatible with the logistical constraints of the group’s various entities.
The company's specifications
The company wanted to implement a fun and interactive training program that did not require a lot of bandwidth. It also wanted the training to be accessible remotely, without the need for group sessions, available in several languages to suit the needs of its international subsidiaries, and, finally, to offer content rooted in real-life professional situations.
Another requirement for the company was to provide the AFA with evidence of the training completed (statistics, final test).
The expectations
It was therefore crucial for the company to have an intuitive, user-friendly, and easy-to-deploy training tool. It had to be appreciated by users, even those unfamiliar with digital tools, and effective in conveying key messages in an engaging way.
The identified needs
The main objective was to train and raise awareness among employees about the concept of corruption, particularly those in so-called “sensitive” positions.
The chosen solution
The company chose Daesign e-learning training. This immersive, scenario-based module allows employees to face realistic situations where decisions must be made.
The deployment of the system
The project was rolled out in two phases:
- The first phase involved 140 employees in France;
- The second phase targeted 90 people, including 70 from international subsidiaries.
The teams were informed of the launch via management meetings and also via internal channels (emails, communication platform). Regular reminders were sent to ensure that the modules were completed, with each employee required to complete the training.
The context of use
Each participant could follow the training at their own pace. The system allowed them to save their progress. The remote format facilitated access for all target populations, regardless of their time zone or workplace.
Employee feedback
The feedback has been overwhelmingly positive. The platform was found to be intuitive and user-friendly. The fun nature and pace of the modules contributed to a high level of engagement. Employees appreciated the case studies, which they found to be realistic. Many said they had learned or discovered concepts they had not been aware of before.
Satisfaction and lessons learned
The implementation of the system was deemed satisfactory overall. A few areas for improvement were identified, particularly regarding the clarity of the materials provided to administrators, which sometimes lacked precision regarding the steps that could be taken directly via the interface.
