TITLE: The training and development audit evolves: Is your training and development budget wasted? The Authors: peter Admason ,and Jim caple
This article evaluates the study of conducting an audit of training and development of different medium and large size of organization. Presents a three level of model that is event/program level, functional level and organizational level.This model is comprehensive and according to the standard of training and development against conventional best practices. This model enables to identify the training and development of an organization could consider successful or some improvement exist. EXPLORATION:
An organization need to adopt “people centered” approach for the long term profitability because the evidence show that putting short term goal of profit could be dangerous to organization. Robert,w(1996). The writer intends to investigate that by combining and integrating all the variety of ideas, opinion to develop a sample of auditing model which represents training and development best practices. The authors rely on organizational level because in this level of auditing seeks the performance, capability of training and development and its interest towards the organization. FINDINGS: EVENT/PROGRAMME LEVEL:
At the event level the approach to training and development shows that there must be some control at bottom level of an organization which thoroughly control and monitor for its proper working. The main purpose of training and development audit at this level is to provide information and in response take a feedback from the employees. The audit has different five phases. Given under. FAMILIRAZATION AND ORIGION OF THE EVENT: To put the existing training in account it is important to refer all the source of information that may vary. AUDITING THE CLIENT: Auditing the client means to evaluate the communication channel between trainee and trainers. AUDITING PROGRAME...