Page 179 - DMGT518_TRAINING_AND_DEVELOPMENT_SYSTEM

Training and Development System

Notes Self Assessment

Fill in the blanks:
10. According to Hamblin evaluation can be done at any of the four levels namely : Reaction,
Learning, Job Behaviour and ……………....
11. David Reay has divided evaluation into ….........……… stages.
12. Peter Warr had, for evaluating organisation training, recommended the ………......….
framework of evaluation.

10.6 Training Audit

The rationale of training audit is to study the effectiveness of key training programs in terms of
their program contents, pedagogy, duration and effectiveness. The Methodology of training
audit includes the combination of Focused group, Questionnaire & interview method. The
respondents will be the participants who have attended the program in last two calendar years.
The objectives & scope of the study of training audit are:
1. To determine the effectiveness of the template design of major training programs by
considering the following aspects:

 Match the inputs in light of desired role & competencies.
 Adequacy or inadequacy of program content.
 Program efficacy in terms of its duration, pedagogy.
2. To make suggestions/recommendations on the basis of the study for enhancing the
effectiveness of these programs in terms of:

 Design
 Duration

10.6.1 Process

The following are the steps involved in the process of training audit:
1. Formatting and designing the framework and collecting data for the purpose of training
audit.
2. The next step in the process of training audit is questionnaire deployment.

3. The next step is managing interviews and focused group interviews.
4. After interviews management the analysis of data is required to be done.
5. The final step is writing the audit report of training and presenting it.
Report of the training audit consisting of:
 Efficacy of the training programs in terms of design, duration and pedagogy.
 Recommended design of the 3 programs consisting of design, duration and pedagogy.

10.6.2 Cost-Benefit Analysis

Professional managers for whom training and development is an important part of human
resource management continuously seek answers to questions like:
1. What should be the optimum size of the training department?

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