Para 3.21.32 — MSO (Audit)
Original Rule Text
3.21.32 In evaluating an organisation’s performance, it may be determined whether:
(i) short-term and long-term training plans were formulated and training courses designed only after assessing the needs;
(ii) programmes developed for training of personnel are job and development oriented;
(iii) the training function is balanced and cost effective;
(iv) an inventory of personnel trained in various disciplines is maintained so as to ensure the optimum use of the training imparted to them; and
(v) the organisation has a system for a periodical review and revision of training courses through classroom evaluation, evaluation by participants and post- training evaluation.
# Use of computerised data base
What This Means
When evaluating an organization's training performance, the auditor should check five things: whether training plans (both short-term and long-term) were based on actual need assessments; whether training programmes are job-oriented and development-oriented; whether the training function is balanced and cost-effective; whether an inventory of trained personnel is maintained to ensure their skills are actually utilized; and whether there is a system for periodically reviewing and revising training courses through classroom evaluation, participant feedback, and post-training evaluation.
This explanation was generated with AI assistance for educational purposes. Always refer to the official gazette notification for authoritative text.
Key Points
- 1Training plans must be based on actual needs assessment, not ad hoc
- 2Training programmes should be job-oriented and development-oriented
- 3The training function must be balanced and cost-effective
- 4An inventory of trained personnel must be maintained to optimize skill deployment
- 5Training courses need periodic review through classroom, participant, and post-training evaluation
Practical Example
An auditor reviews a department that spent Rs. 2 crore on training last year. The audit reveals that training nominations were based on seniority rather than need assessment. Several officers trained in advanced IT were posted to non-IT roles where they could not use their skills. The department has no system for post-training evaluation — they cannot demonstrate whether the training improved performance. The auditor recommends needs-based training, a trained-personnel inventory for appropriate deployment, and mandatory post-training impact assessment.
This explanation was generated with AI assistance for educational purposes. Always refer to the official gazette notification for authoritative text.
Frequently Asked Questions
What is the difference between job-oriented and development-oriented training?▼
Why is a trained-personnel inventory important?▼
What does post-training evaluation involve?▼
This explanation was generated with AI assistance for educational purposes. Always refer to the official gazette notification for authoritative text.