The implementation of corruption prevention measures should be followed by a well-planned staff training programme. Anti-corruption training should target all employees, but the content of the training could differ, depending on the particularities of units and specific positions and the risks encountered by them in their activities. The content and scope of the training programme can also differ, depending on the size of the organisation, the type of its activities and the level of risk of corruption.
The training should include all anti-corruption measures and demonstrate what each requirement means in employees' daily activities. It would be very useful to provide specific examples that the organisation has encountered, cases made public in the media or court decisions. The training can also benefit from using dilemmas, where ambiguous situations are discussed, by encouraging employees to participate in discussions and to search for decisions acceptable to all. This forms high organisational culture, common understanding and contributes to the application of high ethical standards in the organisation.
Anti-corruption training should be adapted to specific groups of employees and may be conducted in the form of meetings, seminars, on-line training or by combining these methods variously depending on the needs of each group. Anti-corruption training could also be included into other periodical training programmes.
The employees that encounter greater risks of corruption — operate in countries or sectors of high risk of corruption, or those who are expected to show high financial results — should receive special attention. For those employees seminars, discussions of practical situations should be organised by invoking internal (from the organisation itself) and external lecturers/moderators. Generally, high-risk positions need more than only on-line training, for them more individualised live training should be organised. After the end of the training it would be expedient to conduct knowledge tests or examinations of the employees.
Organisations should keep track of their anti-corruption training, when they took place, who attended them and what was the content of the training. Further training should be organised in case of changes in the requirements of legal acts, changes in the organisational structure of an organisation, transfer of employees to other positions, the organisation launches its activities in new markets, countries or sales of new products and services.
Anti-corruption training should not be a one-time training, it should be continuous. How often the training should be organised depends on the risk of corruption in the specific business organisation, its unit or position. Basically, anti-corruption training is usually repeated every second year. The training should be mandatory for all employees.
If during the corruption risk assessment it was found that the certain risks are related to agents, consultants, suppliers and business partners of the organisation, they should also be included into the training. This is of major importance if such persons carry out their activities in high corruption risk countries or act on behalf of the organisation by communicating with the government officials, for example, e.g. in obtaining permissions or making arrangements.
One of the good examples of anti-corruption training could be the anti-corruption training prepared by Poland's Central Anti-Corruption Bureau and available on the internet. This training consists of three blocks of topics: corruption in the public sector, corruption in the private sector and the social consequences of corruption. Anyone interested in it can register and undergo online anti-corruption training under the chosen topic, to pass a test and, in case of success, print out the training completion certificate.
 Training platform of the Central Anti-Corruption Bureau is available here: https://szkolenia-antykorupcyjne.edu.pl/