Training Self Audit

Training Self Audit

Exhibit 9.1 Training Self Audit
1. Read the following Case Study. Recreate Exhibit 9.1 on pages 205 and 206 in a Word Document. Answer those questions in
regard to this case study.

Before the Employee Training

In a Mid-Western university, the Director of Human Resource Development (HRD) created a new employee training series for
supervisory staff members. She began the needs assessment process with focus groups that included both prospective
participants and supervisors to identify the key skills and ideas needed from the training.

She consulted with outside experts to determine employee training content. She observed employee training programs and met
with other university HRD Directors to compare notes before developing the employee training. She formed a university-wide
advisory committee to review and assist with the employee training design and delivery.

Then, working with internal and external training and development vendors, she developed the objective-based employee
training sessions. Managers of trainees are required to attend an initial meeting which introduces the employee training
session content. These meetings also teach participants the role of the manager in supporting the training efforts.
Gradually, more and more managers are attending the complete training as well.

During the Employee Training

She piloted sessions with the first couple of employee training groups in a classroom setting. Sessions were redesigned
based on feedback. Trainers present relevant examples and activities during the sessions.

The participants fill out multi-page evaluations that provide feedback about content, learning, and the effectiveness of
the sessions. These are due within a week and not required at the end of the session so participants have time for
thoughtful review.

After the Employee Training

Training redesign is an ongoing process based on feedback.

A couple of months after the sessions, the HRD Director meets with employees who participated to assess their satisfaction
and learning transfer over time. She also meets with their supervisors to assess whether the employees are applying the
skills in the workplace. She is working to provide actual testing and 360 degree feedback to strengthen the training
transfer component of the employee training program.
THIS IS THE ASSIGMENT PART
Wk 7 Exhibit 9.1 Training Self Audit

A training audit’s purpose is to asses training practices and process and, where necessary, develop action plan and
implement changes to ensure that effective training will be an ongoing activity. Seven key areas are listed below. Chose
yes or no and answer each question.

1. Training Needs Identification YES NO
Does the organization have and regularly use a systematic, ongoing training need assessment process, using either a task
analysis or a strategic needs assessment method, to identify specific knowledge skills, attitudes, and/or behaviors
needing improvement?

2. Interactive Training YES
NO
Does training engage the adult learner interactively, whether in an instructor-led classroom environment, self-paced,
blended training delivery, so that knowledge, skills, attitudes , and behavioral change has a greater opportunity to
occur?

3. Qualified Trainers and Content Providers YES NO
Whether performed by in- house training staff, internal subject matter experts, or external content providers and/or
trainers, has a training professional reviewed and approved the qualifications and training materials of all providers to
ensure that they will produce a high quality training experience?

4. Demonstrated Management Support YES NO
Is management clearly committed to supporting the training effort? Is there clear evidence that reinforces this
assumption?

5. Evaluation Processes YES
NO
Are evaluation processes in place and consistently used? Is action taken once evaluation data is collected and analyzed?

6. Training Database YES
NO
Does a training database track targeted and actual employee participation in training programs and other vital training
information? Are reports generated that communicate actionable information for decision makers, training professionals,
and managers?

7. Retraining Opportunities YES
NO
Is employee retraining strongly encouraged and undertaken as needed to ensure trainees possess adequate job knowledge,
skill, attitudes, and behavior subsequent to initial training participation?

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