The most vital part of a marketer’s training is the use and protection of their customer’s data. Risk to strong customer relationships is the misuse of data. Though the headlines are bold in talking about intentional misuse of data, the number one cause of data breaches is employee error.
Unintentional errors have an immediate financial impact due to costly data fines, but it has an ongoing financial implication due to damage to a brand’s reputation.
Whether you are a one-person marketing team for a small startup or running a team in a large corporation, staff data training is essential. However, there is a range of GDPR or data regulation courses and training to choose from. In this article, we cover whether to choose in-house or online training, what budget would work for your team size, and how to measure if training is working.
1. Deciding on the type of training
Training can range from in-house training which you need to block out a day for, to online courses that your team members an spend a couple of hours each week. To decide which one is right involves being realistic about your team’s needs.
Here is the checklist:
- Has the trainer worked in your field or able to provide relevant examples or templates
- Does training need to be is schedule flexible (i.e. not a set time/place)
- Is the training specific to your department
- Is there the capacity to add new people to training at any time
- Does your team have a learning preference or any accessibility needs
- Are updates provided when data laws change or are these an ongoing costs
- Is the course easy to understand and jargon-free
- Is your team aware of the importance of training and have set time allocated to doing course content
- What local regulation protects your customers (e.g. CCPA for Californian residents)
- Is there course certification
2. How much of my budget should be allocated to GDPR training?
Employee training is exempt when reporting to HMRC or paying tax and National Insurance. As GDPR is work-related training, it can be claimed as a tax deduction and this does make a difference when calculating your budget outgoings.
HR experts recommend that for employee development and retention, training should be 1 to 5% of an employee’s salary. This is why the average training budget per employee is largely dependent on their role and income.
It’s also important to note that companies that properly train staff members have an increased retention rate and there are decreased costs to businesses due to common mistakes. Employees with training are more proactive to raise issues and increase company profits by 24%.
For the above reasons, 5% of your employee’s wage should be the minimum spend on training. Team training should be divided as a cost per person when measuring the effectiveness of spend.
3. Assessing your training choice
The key to seeing if training is working is to set up metrics from the beginning. You’ll want to compare both at the start and six month after training is implemented.
Measures could be (but are not limited to):
- The number of potential data breaches being flagged by the team
- Proactive ideas or contributions during data handling discussions
- Ideas being implemented into the business
- Employee feedback about the course and their confidence with handling data
- Employee retention
It is important to remember preventative costs will be small compared to the large data fines that can come with data negligence.
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