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.





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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