Published By: Factiva
Published Date: Dec 01, 2015
When compliance managers think about the good old days, they do not have to look back too far. In fact, prior to 2008, the world was a much simpler place: the U.S. Department of Treasury’s Office of Foreign Assets Control (OFAC) published a list of sanctioned companies and individuals, and as long as their company was not doing business with any person on that list, they seemed to be in good shape. This was definitely not an easy task. However, after 2008, it became more complicated when OFAC guidance stated that an ownership interest of 50% or more by a sanctioned subject was blocked or otherwise limited.
For many companies, language barriers increase as business
globalization becomes the norm rather than the exception.
Perhaps a call center agent cannot handle customer contact
in an unfamiliar language. Or a manager travels to a face-toface
meeting only to sit across a conference table from clients
wanting to speak in their own native language. Even within
your organization, teams across global geographies must
collaborate to achieve collective goals, but language barriers
often stand in their way.
Meanwhile, HR leaders are tasked with recruiting and
retaining top talent and L&D managers must align programs
with business goals. Each of these scenarios and areas of
responsibility have something in common: A clear need for
company-sponsored training to develop employees’ language
proficiency so they can engage successfully with colleagues
and customers anywhere.
Thousands of learners were surveyed about the impact of
language training with Rosetta Stone® business solutions.1