YOUR FIRST TASK IS
-CONDUCT A TRAINING AUDIT, WHETHER IT IS A IT/ITES CO.
-INCLUDE BOTH TECHNICAL / SOFTSKILLS FOR THE EMPLOYEES/MANAGERS.
ONCE THE TRAINING AUDIT , REST OF THE STEPS SHOWN BELOW
ARE EASY TO FOLLOW.
================================
Training Audit
Overview
In our experience, a training audit or needs assessment is a critical initial step in solving performance problems or introducing new initiatives.
Assessments help determine exactly what the top employee-development priorities are so that training resources are focused and support the achievement of organizational goals and strategies.
Training needs assessment is critical for organizations to improve the ability of individuals to perform their jobs. This approach will analyze and document the developmental needs of the employees within the organization.
Process
The Needs Assessment will:
Identify organizational goals
Define optimal performance
Describe actual performance
Identify performance gaps
Identify barriers
Recommend solutions
The process will involve the following steps:
1. Clarify the purpose of the assessment
2. Decide what to assess
3. Decide how to assess
4. Prepare a project plan
5. Collect the data
6. Interpret and report the results
=====================================
THE TRAINING AUDIT REPORT
[ ITEMS IN ** MARK ---JUST AN EXPLANATION FOR THE TERMS USED.]
Executive Summary
Introduction
Background & context
Objectives
Scope of the project
**Genre of Training
[The training needs assessed by this survey are concisely limited to those which fall into
the category of “existing and emerging technologies”. This is interpreted as job-specific
technological skills and know-how,plus SOFTSKILLS , in that it applies to training which impacts directly on
the aspects of the job role. ]
**Target Staff Group
[The scope of the project has been clearly defined and includes ALL technical /support
staff across ALL departments of the COMPANY.
These will be referred to throughout this report as the “target staff group”.]
**Research Design and Methodology
[A survey comprising two data-gathering consultation techniques could be designed and
implemented. The first technique is a questionnaire, designed specifically for this
project.
second technique , a semi-structured interview designed to tease out deeper views and provoke
ideas. The survey aimed to capture the experiences, perceptions, requirements and
suggestions of as wide a representative sample as possible of the target staff group, and is
designed to lead to formulation of recommendations which will meet the needs of all staff
within the target staff group.
Firstly, “bottom-up” analysis in the form of a questionnaire to be sent to the target staff
group, seeking detailed, personal (but anonymous) experience and opinions.
In addition, training records, job descriptions and other data was accessed from
department records where appropriate and where available.
Secondly, “top-down” analysis – in the form of a semi-structured interview - comprising
consultations with “key” personnel – these were members of staff with some
responsibility or involvement in training, or purely an interest and/or previous
involvement in training and staff development. Key personnel may be within or without
the target staff group, and included Department Managers, Department Training Officers,
senior managers, including CEO.
The information collected SHOULD BE a mixture of qualitative and quantitative data. ]]
Results
Participation
Summary of participation by department
Summary of interviewees
Current trends in training provision
Number of training Activities
Current trends in processes
Impact of training
Unmet training needs
Number of unmet training needs
Impact of unmet training needs
Conclusions and Recommendations
==========================================
ONCE THE TRAINING NEEDS ARE IDENTIFIED,
YOU CAN DEVELOP A TOTAL COMPANY TRAINING PROPOSAL.
Sample Outline [for the total corporatewide program]
1.Introduction [ purpose of this program]
2. Scope of the Training Plan
3 .Organizational Entities
4.Responsibility/ management ownership of the program.
[mention T&D, department management etc]
5. Training/development Objectives
6. Training / development Policy
7. Corporate / Organizational Goals Supported
[ impact on the business]
8. Training / development Benefits
9. Strengths and Areas of improvements of the Organization
[avoid using term WEAKNESSES]
10. How Training Needs Are Identified, Verified, and Prioritized
11. Training Needs To Be Addressed
[ knowledge / skills etc]
12. Course / by Job Category
HERE , PREPARE A MATRIX
COURSES...............JOB CATEGORY>>>>sales ! PRORAMMING/customer service etc etc
V V V
TECHNICAL SUBJECTS [ IF APPLICABLE ]
SOFTSKILLS , LIKE
time management
supervisory skills development
etc etc
IN THE BOXES, ESTIMATE HOW MANY WOULD ATTEND THE COURSE
MY SUGGESTION IS
SPREAD THE PROGRAM OVER 2 YEARS.
TIMEWISE / FINANCEWISE/ TRAINING RESOURCEWISE, YOU CANNOT
MANAGE ALL IN ONE YEAR.
13. Course Descriptions
[ just 2/3 lines for each selected ones]
14. Planned Course Development/Acquisition Strategy
15. Estimated Development and Acquisition Costs
16. Course Quality Standards
17. Planned Delivery Schedule
18. staff Selection and Enrollment Procedures
19. Training Evaluation and Tracking
==============================================
NOW USE THIS CHECKLIST ,
TO PREPARE A TRAINING PLAN FOR
EACH COURSE / JOB CATEGORY [ take it from the matrix]
EXAMPLES
1.people management skills course / for managers
2.customer service skills course / customer service staff
etc etc
TRAINING PLAN CHECKLIST
PREPARE THIS FOR EACH TRAINING PROJECT
1. An assessment of the current situation.
2. A statement of purpose, outlining what is to be accomplished.
3.Identification of the training needs.
4. A statement of planning premises -significant asssumptions,
constraints, and parameters.
5. A forecast statement of factors that might help or hinder
the end results.
6. Desired behaviors are specified.
7.Desired competences are identified and specified.
8.Knowledge, skills, and characteristics desired are specified.
9. Constraints like time, budget and participants attitude are identified.
10.Participants' characteristics are identified / listed.
11. Training objectives are defined / listed.
12.Training program contents are outlined.
-identifying topic areas to be covered.
-specific concepts are listed
-key points are specified
-determining the emphasis required on each topic.
-sequencing the topics into a logical progression.
-establishing a learning pace.
13. Selection of instructor(s)
-in terms of scholastic records
-in terms of delivery skills
-in terms of personality
etc etc
14. Physical facilities
-location
-settings
-conference room [ size / layout /light/acoustics/ etc]
-seating arrangements
-case study rooms
etc
15. Conference room facilities
-equipments required
-stationery required
-dining / coffee room facilities
-writing materials
etc etc
16. Training Teaching materials
-training agenda
-trainer's manual
-participants' manual
-case studies
-role plays
etc etc
17. Training Methods
-lecture
-conference method
-management games
-case study
-senstivity training
-programed instructions.
18. Evaluations.
19. Training schedule.
20. Training Budget
===============================================
POST TRAINING EVALUATION,
THESE QUESTIONNAIRE MAY BE OF USE.
PARTICIPANTS EVALUATION OF TRAINING
PROGRAM TRAINING /METHODS/TRAINERS
. Send an email to all your company's participants and
seek a one page feedback on
-conduct of the course
-conduct of the trainers
-their gains
-what will they implement on return/why.
---------------------------------------------------------------------------------
YOU need a questionnaire, which should be filled in ,
ten days after return.
A SAMPLE QUESTIONNAIRE.
1.How did you find the quality of the program
poor/below average/average/good/excellent .
---------------------------------------------------------------------------------------------
2.Briefly give your reasons for the above ratings.
----------------------------------------------------------------------------------------
3.To what extent did this program measure up to your expectation
far least/somewhat less/met expectations/somewhat more/far exceed
4.Do you feel that this program was worthwhile in terms of its cost
and your time away from normal job duties.
5.Would you recommend this program to other peers.
6.Rate this program using the following ratings
5-outstanding,4-good, 3-average, 2-below average,1-poor.
a.Practical value-----------------------
b.Thoroughness-----------------------
c.New ideas gained----------------
d.Helpfulness to self development -------------------
e.Relevance to the job-----------------------------------
7.Which topics did you find most helpful.
8.Which topics did you find lease helpful.
9.Which topics would you recommend eliminating
10.Which topics would you recommend enlarging
11.What other topics would you recommend adding
12.Rate the content of each session , in terms of value using
5=very valuable,4=valuable,3=undecided,2=little value,1=no value
a.session 1 ---------------------------------------
b.session 2-----------------------------------------
c.session 3---------------------------------------
d.session 4-------------------------------
e.session 5-----------------------------------------
13. Rate the trainer for each session , in terms of their
teaching [ getting ideas across]
5=very effective,4=effective,3=neutral,2=little effective,1=not effective
a.session 1 ---------------------------------------
b.session 2-----------------------------------------
c.session 3---------------------------------------
d.session 4-------------------------------
e.session 5-----------------------------------------
14. What are the strengths / weaknesses of each trainers
15.Which of the teaching / training methods very effective
16.Which of the teaching / training methods ineffective
17.How satisfied were you with
a. quality/quantity of case studies
b. quality/ quantity of reading materials
c. quality/ quantity of assignments
18.How satisfied were you with the following services/facilities
5=very satisfied,4=satisfied,3=neutral,2=dissatisfied,1=v ery poor.
a.conference room
b.case study rooms
c.bed rooms
d.quality of food
e.quantity of food
f.recreation facilities
g.transportation
h. others
19. Overall organization and coordination of the programs.
20. From each session , list one or two key ideas you
gained from each session.
================================================== =
TRAINER'S EVALUATION
1.TOTAL EDUCATIONAL QUALIFICATIONS.
2. TRAINING QUALIFICATIONS.
3.TOTAL WORK EXPERIENCE.
4. TRAINING EXPERIENCE.
5. ANY SPECIAL TRAINING WORK EXPERIENCE.
6. ANY SPECIAL TRAINING COURSE ATTENDED
7.TRAINING JOB KNOWLEDGE
-demonstrable knowledge of training / development
8.WORK ACCOMPLISHMENT
-shown ability to accomplish
9. INITATIVES
-took initiatives to be effective
10.ORGANIZATION SKILLS
-organize training / development programs
11.WORK QUALITY
-demonstrated ability to achieve standards
12.WORK ATTUDE
-demonstrate through personal characteristics
13.SELF APPRAISAL/DEVELOPMENTS
-attended course to improve oneself
14.COMPETENCES
-training skills, knowledge, attitude etc
15.CULTURE COMPTENCES
-ability to understand/ appreciate.
=========================================
YOU CAN EVALUATE THESE ELEMENTS
-BY rating 5=exception
4=very good
3=good/ acceptable
2=satisfactory
1= unsatisfactory
================================================== ==============
This should be completed by participants right after the instructor finishes her or his session. .
Instructor‑evaluation form.
Name Subject
Date Course
Check the appropriate rating for each item listed
Excellent. Very good. Adequate. Needs improvement. Poor.
1. How well did the individual "break the ice"‑get the group warmed up to him or her?
2. How well did the individual introduce her or his topic and generate interest and enthusiasm?
3. How well did the individual outline goals and purposes?
4. How well did he or she keep the session alive and interesting?
5. How well did the individual encourage group participation?
6. How well did she or he clarify key points?
7. How well did he or she welcome and answer questions?
8. How well did he or she come across personally?
9. How well did the individual summarize and wrap up at the end of his or her
session?
10. To what extent was her or his presentation clear and logical?
11. What is your overall rating of this teacher?
Excellent. Very good. Average. Below Average. Poor.
12. Was there a good balance between instructor inputs (lecture) and participant inputs (involvement via discussion and case‑study reports)?
Yes -------------- No -------------------- Undecided---------------------
13. Explain the ways in which this instructor could have been more effective in
a) public speaking:
b) organization:
c) responses to questions:
d) attitude toward participants:
14. What other suggestions do you have to help this instructor improve?
HOPE THIS USEFUL TO YOU.
REGARDS
LEO LINGHAM
From India, Mumbai
260-CONDUCT A TRAINING AUDIT, WHETHER IT IS A IT/ITES CO.
-INCLUDE BOTH TECHNICAL / SOFTSKILLS FOR THE EMPLOYEES/MANAGERS.
ONCE THE TRAINING AUDIT , REST OF THE STEPS SHOWN BELOW
ARE EASY TO FOLLOW.
================================
Training Audit
Overview
In our experience, a training audit or needs assessment is a critical initial step in solving performance problems or introducing new initiatives.
Assessments help determine exactly what the top employee-development priorities are so that training resources are focused and support the achievement of organizational goals and strategies.
Training needs assessment is critical for organizations to improve the ability of individuals to perform their jobs. This approach will analyze and document the developmental needs of the employees within the organization.
Process
The Needs Assessment will:
Identify organizational goals
Define optimal performance
Describe actual performance
Identify performance gaps
Identify barriers
Recommend solutions
The process will involve the following steps:
1. Clarify the purpose of the assessment
2. Decide what to assess
3. Decide how to assess
4. Prepare a project plan
5. Collect the data
6. Interpret and report the results
=====================================
THE TRAINING AUDIT REPORT
[ ITEMS IN ** MARK ---JUST AN EXPLANATION FOR THE TERMS USED.]
Executive Summary
Introduction
Background & context
Objectives
Scope of the project
**Genre of Training
[The training needs assessed by this survey are concisely limited to those which fall into
the category of “existing and emerging technologies”. This is interpreted as job-specific
technological skills and know-how,plus SOFTSKILLS , in that it applies to training which impacts directly on
the aspects of the job role. ]
**Target Staff Group
[The scope of the project has been clearly defined and includes ALL technical /support
staff across ALL departments of the COMPANY.
These will be referred to throughout this report as the “target staff group”.]
**Research Design and Methodology
[A survey comprising two data-gathering consultation techniques could be designed and
implemented. The first technique is a questionnaire, designed specifically for this
project.
second technique , a semi-structured interview designed to tease out deeper views and provoke
ideas. The survey aimed to capture the experiences, perceptions, requirements and
suggestions of as wide a representative sample as possible of the target staff group, and is
designed to lead to formulation of recommendations which will meet the needs of all staff
within the target staff group.
Firstly, “bottom-up” analysis in the form of a questionnaire to be sent to the target staff
group, seeking detailed, personal (but anonymous) experience and opinions.
In addition, training records, job descriptions and other data was accessed from
department records where appropriate and where available.
Secondly, “top-down” analysis – in the form of a semi-structured interview - comprising
consultations with “key” personnel – these were members of staff with some
responsibility or involvement in training, or purely an interest and/or previous
involvement in training and staff development. Key personnel may be within or without
the target staff group, and included Department Managers, Department Training Officers,
senior managers, including CEO.
The information collected SHOULD BE a mixture of qualitative and quantitative data. ]]
Results
Participation
Summary of participation by department
Summary of interviewees
Current trends in training provision
Number of training Activities
Current trends in processes
Impact of training
Unmet training needs
Number of unmet training needs
Impact of unmet training needs
Conclusions and Recommendations
==========================================
ONCE THE TRAINING NEEDS ARE IDENTIFIED,
YOU CAN DEVELOP A TOTAL COMPANY TRAINING PROPOSAL.
Sample Outline [for the total corporatewide program]
1.Introduction [ purpose of this program]
2. Scope of the Training Plan
3 .Organizational Entities
4.Responsibility/ management ownership of the program.
[mention T&D, department management etc]
5. Training/development Objectives
6. Training / development Policy
7. Corporate / Organizational Goals Supported
[ impact on the business]
8. Training / development Benefits
9. Strengths and Areas of improvements of the Organization
[avoid using term WEAKNESSES]
10. How Training Needs Are Identified, Verified, and Prioritized
11. Training Needs To Be Addressed
[ knowledge / skills etc]
12. Course / by Job Category
HERE , PREPARE A MATRIX
COURSES...............JOB CATEGORY>>>>sales ! PRORAMMING/customer service etc etc
V V V
TECHNICAL SUBJECTS [ IF APPLICABLE ]
SOFTSKILLS , LIKE
time management
supervisory skills development
etc etc
IN THE BOXES, ESTIMATE HOW MANY WOULD ATTEND THE COURSE
MY SUGGESTION IS
SPREAD THE PROGRAM OVER 2 YEARS.
TIMEWISE / FINANCEWISE/ TRAINING RESOURCEWISE, YOU CANNOT
MANAGE ALL IN ONE YEAR.
13. Course Descriptions
[ just 2/3 lines for each selected ones]
14. Planned Course Development/Acquisition Strategy
15. Estimated Development and Acquisition Costs
16. Course Quality Standards
17. Planned Delivery Schedule
18. staff Selection and Enrollment Procedures
19. Training Evaluation and Tracking
==============================================
NOW USE THIS CHECKLIST ,
TO PREPARE A TRAINING PLAN FOR
EACH COURSE / JOB CATEGORY [ take it from the matrix]
EXAMPLES
1.people management skills course / for managers
2.customer service skills course / customer service staff
etc etc
TRAINING PLAN CHECKLIST
PREPARE THIS FOR EACH TRAINING PROJECT
1. An assessment of the current situation.
2. A statement of purpose, outlining what is to be accomplished.
3.Identification of the training needs.
4. A statement of planning premises -significant asssumptions,
constraints, and parameters.
5. A forecast statement of factors that might help or hinder
the end results.
6. Desired behaviors are specified.
7.Desired competences are identified and specified.
8.Knowledge, skills, and characteristics desired are specified.
9. Constraints like time, budget and participants attitude are identified.
10.Participants' characteristics are identified / listed.
11. Training objectives are defined / listed.
12.Training program contents are outlined.
-identifying topic areas to be covered.
-specific concepts are listed
-key points are specified
-determining the emphasis required on each topic.
-sequencing the topics into a logical progression.
-establishing a learning pace.
13. Selection of instructor(s)
-in terms of scholastic records
-in terms of delivery skills
-in terms of personality
etc etc
14. Physical facilities
-location
-settings
-conference room [ size / layout /light/acoustics/ etc]
-seating arrangements
-case study rooms
etc
15. Conference room facilities
-equipments required
-stationery required
-dining / coffee room facilities
-writing materials
etc etc
16. Training Teaching materials
-training agenda
-trainer's manual
-participants' manual
-case studies
-role plays
etc etc
17. Training Methods
-lecture
-conference method
-management games
-case study
-senstivity training
-programed instructions.
18. Evaluations.
19. Training schedule.
20. Training Budget
===============================================
POST TRAINING EVALUATION,
THESE QUESTIONNAIRE MAY BE OF USE.
PARTICIPANTS EVALUATION OF TRAINING
PROGRAM TRAINING /METHODS/TRAINERS
. Send an email to all your company's participants and
seek a one page feedback on
-conduct of the course
-conduct of the trainers
-their gains
-what will they implement on return/why.
---------------------------------------------------------------------------------
YOU need a questionnaire, which should be filled in ,
ten days after return.
A SAMPLE QUESTIONNAIRE.
1.How did you find the quality of the program
poor/below average/average/good/excellent .
---------------------------------------------------------------------------------------------
2.Briefly give your reasons for the above ratings.
----------------------------------------------------------------------------------------
3.To what extent did this program measure up to your expectation
far least/somewhat less/met expectations/somewhat more/far exceed
4.Do you feel that this program was worthwhile in terms of its cost
and your time away from normal job duties.
5.Would you recommend this program to other peers.
6.Rate this program using the following ratings
5-outstanding,4-good, 3-average, 2-below average,1-poor.
a.Practical value-----------------------
b.Thoroughness-----------------------
c.New ideas gained----------------
d.Helpfulness to self development -------------------
e.Relevance to the job-----------------------------------
7.Which topics did you find most helpful.
8.Which topics did you find lease helpful.
9.Which topics would you recommend eliminating
10.Which topics would you recommend enlarging
11.What other topics would you recommend adding
12.Rate the content of each session , in terms of value using
5=very valuable,4=valuable,3=undecided,2=little value,1=no value
a.session 1 ---------------------------------------
b.session 2-----------------------------------------
c.session 3---------------------------------------
d.session 4-------------------------------
e.session 5-----------------------------------------
13. Rate the trainer for each session , in terms of their
teaching [ getting ideas across]
5=very effective,4=effective,3=neutral,2=little effective,1=not effective
a.session 1 ---------------------------------------
b.session 2-----------------------------------------
c.session 3---------------------------------------
d.session 4-------------------------------
e.session 5-----------------------------------------
14. What are the strengths / weaknesses of each trainers
15.Which of the teaching / training methods very effective
16.Which of the teaching / training methods ineffective
17.How satisfied were you with
a. quality/quantity of case studies
b. quality/ quantity of reading materials
c. quality/ quantity of assignments
18.How satisfied were you with the following services/facilities
5=very satisfied,4=satisfied,3=neutral,2=dissatisfied,1=v ery poor.
a.conference room
b.case study rooms
c.bed rooms
d.quality of food
e.quantity of food
f.recreation facilities
g.transportation
h. others
19. Overall organization and coordination of the programs.
20. From each session , list one or two key ideas you
gained from each session.
================================================== =
TRAINER'S EVALUATION
1.TOTAL EDUCATIONAL QUALIFICATIONS.
2. TRAINING QUALIFICATIONS.
3.TOTAL WORK EXPERIENCE.
4. TRAINING EXPERIENCE.
5. ANY SPECIAL TRAINING WORK EXPERIENCE.
6. ANY SPECIAL TRAINING COURSE ATTENDED
7.TRAINING JOB KNOWLEDGE
-demonstrable knowledge of training / development
8.WORK ACCOMPLISHMENT
-shown ability to accomplish
9. INITATIVES
-took initiatives to be effective
10.ORGANIZATION SKILLS
-organize training / development programs
11.WORK QUALITY
-demonstrated ability to achieve standards
12.WORK ATTUDE
-demonstrate through personal characteristics
13.SELF APPRAISAL/DEVELOPMENTS
-attended course to improve oneself
14.COMPETENCES
-training skills, knowledge, attitude etc
15.CULTURE COMPTENCES
-ability to understand/ appreciate.
=========================================
YOU CAN EVALUATE THESE ELEMENTS
-BY rating 5=exception
4=very good
3=good/ acceptable
2=satisfactory
1= unsatisfactory
================================================== ==============
This should be completed by participants right after the instructor finishes her or his session. .
Instructor‑evaluation form.
Name Subject
Date Course
Check the appropriate rating for each item listed
Excellent. Very good. Adequate. Needs improvement. Poor.
1. How well did the individual "break the ice"‑get the group warmed up to him or her?
2. How well did the individual introduce her or his topic and generate interest and enthusiasm?
3. How well did the individual outline goals and purposes?
4. How well did he or she keep the session alive and interesting?
5. How well did the individual encourage group participation?
6. How well did she or he clarify key points?
7. How well did he or she welcome and answer questions?
8. How well did he or she come across personally?
9. How well did the individual summarize and wrap up at the end of his or her
session?
10. To what extent was her or his presentation clear and logical?
11. What is your overall rating of this teacher?
Excellent. Very good. Average. Below Average. Poor.
12. Was there a good balance between instructor inputs (lecture) and participant inputs (involvement via discussion and case‑study reports)?
Yes -------------- No -------------------- Undecided---------------------
13. Explain the ways in which this instructor could have been more effective in
a) public speaking:
b) organization:
c) responses to questions:
d) attitude toward participants:
14. What other suggestions do you have to help this instructor improve?
HOPE THIS USEFUL TO YOU.
REGARDS
LEO LINGHAM
From India, Mumbai
Community Support and Knowledge-base on business, career and organisational prospects and issues - Register and Log In to CiteHR and post your query, download formats and be part of a fostered community of professionals.
