learnandteachonline.com

Still noodling with this online sexual harassment compliance course.

The California lawmakers did a smart thing by not allowing me to just write up some content and call it a qualifying course. They require that a lawyer or trainer experienced in discrimination be on hand to answer questions within two days. That's a good thing. I think a lot of times online courses are seen as the easy way out for trainees -- and for the corporate types contracting for it. Buy it, forget about it, and maybe it's all too easy to be worth much.

So... what if, instead of hiring or partnering with qualified trainers to enable this kind of hand-it-off thinking, I made an online course with which the organization's HR folks remained involved, and acted as the question answerers?

On larger HR staffs, there would be a qualified expert in discrimination. They could even do it as a team with a training specialist and an employment law specialist. It even seems like having the staff remain involved would be a plus if it came down to proving the company really tried to inform an employee who caused a harassment suit, wouldn't you think?

The social constructionist learning philosophy behind Moodle would lend itself perfectly to interaction in the built-in forums. I'd set up a section for each organization, and maybe think how to allow some interaction among the groups, or at least aggregate the fruits of previous discussions somehow.

I don't see any courses like this. Google searches are jammed with competing offerings (with all those California employees to train), but on a cursory review they look quite similar and not too inventive. What do you think? Would HR folks go for staying involved?