I would like to assess our HRD (training and development) department to see whether its capacity is adequate. Has anyone ever done this before? Please do share the tools you used.
From Kenya, Nairobi
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From Kenya, Nairobi
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Hi I would like to assess our HRD (training and development) department to see whether its capacity is adequate, has anyone ever done this before, please do share the tools you used. Thanks jemayi
From Kenya, Nairobi
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From Kenya, Nairobi
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Dear Jemayi,
I am ready to do the audit of your training department. However, my services would be paid. Please obtain permission from your management, and then we will proceed accordingly.
Thanks,
Dinesh V Divekar
Hi,
I would like to assess our HRD (training and development) department to see whether its capacity is adequate. Has anyone ever done this before? Please do share the tools you used.
Thanks,
Jemayi
From India, Bangalore
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8072I am ready to do the audit of your training department. However, my services would be paid. Please obtain permission from your management, and then we will proceed accordingly.
Thanks,
Dinesh V Divekar
Hi,
I would like to assess our HRD (training and development) department to see whether its capacity is adequate. Has anyone ever done this before? Please do share the tools you used.
Thanks,
Jemayi
From India, Bangalore
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The Training & Development may be a cumbersome undertaking due to the following reasons and non-availability of records and training modules.
1. Audit of the employees attended during the audit period, i.e., schedules.
2. Frequency of Training programs conducted.
3. Number of trainees attended, by program-wise.
4. Modules and its relevance.
5. CVs of the trainees.
6. CVs of the Trainers.
7. Assessment reports of the trainers and
8. Assessment reports of the individual trainees on the training programs.
9. Opportunities given to the trainees to apply the training knowledge in their day-to-day work.
10. Re-training initiatives by the Trainers.
11. Assessment reports written by the HR Head on the training programs completed periodically.
12. Views and reviews of the Top Management.
13. Any other evaluation reports.
14. Utilization of Training Budgets.
As mentioned earlier, without possessing the basic records mentioned above, you cannot conduct an HR Audit on T & D.
If you have the necessary records, you may proceed with the audit.
From India, Pune
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1. Audit of the employees attended during the audit period, i.e., schedules.
2. Frequency of Training programs conducted.
3. Number of trainees attended, by program-wise.
4. Modules and its relevance.
5. CVs of the trainees.
6. CVs of the Trainers.
7. Assessment reports of the trainers and
8. Assessment reports of the individual trainees on the training programs.
9. Opportunities given to the trainees to apply the training knowledge in their day-to-day work.
10. Re-training initiatives by the Trainers.
11. Assessment reports written by the HR Head on the training programs completed periodically.
12. Views and reviews of the Top Management.
13. Any other evaluation reports.
14. Utilization of Training Budgets.
As mentioned earlier, without possessing the basic records mentioned above, you cannot conduct an HR Audit on T & D.
If you have the necessary records, you may proceed with the audit.
From India, Pune
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Training Assessment Worksheet.doc
Training Need Assessment Form.pdf