(July 2008-June 2013) : In-House Training Impact Study Report

In-house Training Impact Study Report
(July 2008-June 2013)

“You are your greatest asset. Put your time, effort and money into training,
grooming, and encouraging your greatest asset”
~Tom Hopkins
Background
With the endorsement and implementation of the Continuing Professional Development Policy
(CPDP) in July 2008, the Human Resource and International Relations Division (HRIRD), Royal
Audit Authority had coordinated and delivered 60 courses on various audit related subject matter
with a total expenditure of approximately Nu 9,915,479.00. Data analysis, budgeting procedures
and techniques, risk-based financial audit, revenue audit, team management, stores and stock
audit, environmental impact assessment, quality assurance, performance audit, geographical
positioning system and geographical information system, report writing and communication skills
are some of the courses delivered during the last five years.
The above courses were delivered based on the individual and organizational needs as shown in
figure 1:
Objective
In-house training courses (08-13) To study the impacts created by the
Organization
al need &
in-house training programmes
Individual initiated by the Royal Audit
Individual
needs Authority from July 2008 to June
needs
13% 2013.
40%
Methodology
The HRIRD had developed and
Organization distributed two sets of
al needs questionnaires in which the first set
Figure 1 47% required the individual
subordinates to fill up or answer
themselves and the second set required their immediate supervisor to fill up the questionnaires.
The provision to illustrate their instances and examples as to the applicability of knowledge and
skills gained from training availed were also provided in the questionnaires. A copy of
questionnaire was uploaded on
the RAA website for easy access Graph showing no.of respondents
to all the employees.
Questionnaires were distributed 20
15
No. of Respondents
and collected within the month 15 11 11

13
of August-October 2013 and the 10 8 9
6 6
final responses were analyzed 4 5
5
with the help of Microsoft excel. 1 1
0
Of the total questionnaires
distributed, only 90 employees
have responded. From the 90
respondents, the HRIRD could Division/ Region
Figure 2
consider only 70 samples for
Human Resource and International Relations Division Page 1

In-house Training Impact Study Report
(July 2008-June 2013)
analysis as more than 20 questionnaires were incomplete. The details of the respondents are
shown in figure 2.
Findings
As inferred from the responses of the subordinates and supervisors, the in-house training course
objectives were accomplished and it indeed contributed in enhancement of employees’ skills and
knowledge, which in turn contributed to the overall productivity. The current impact assessment
also indicated that the in-house training courses have multiple impacts such as improvement in
decision making, enhanced confidence level, improved quality of work and output. The courses,
which they attended also facilitated them in time management and prioritization of audit work
and gained confidence in problem solving. The majority of the employees are of the view that the
training courses designed in-house were based on the utility at work place. Moreover, the
environment in which the employees assigned were adequately conducive for them to apply
knowledge and skills gained from the trainings. Overall the courses have contributed to the
personal development such as improved communication skills, auditing knowledge and skills,
and other relevant skills necessary for performing daily roles and responsibilities.
Although the respondents had indicated positive impacts of the in-house trainings delivered over
the past five years they have also recommended future training needs such as training on
financial statement analysis & interpretation; financial market analysis (relevant for bank audit);
debt analysis (relevant for debt audit); certification of accounts; application of business
mathematics in analyzing audit findings (eg: Regression, Correlation, etc.); Hardware &
Networking; system used by agencies; tender evaluation using E-tool ; construction norms, acts
& rules and procurement & public utilities.
Lastly the assessment also found out that majority of the employees of RAA uses internet on a
daily basis and the least number of employees uses at-least once in a week. These responses
indicated that there is possibility of delivering the future in-house training courses online
wherein the employees can access to the course materials at any time.
Hence, the analysis and findings based on the responses of supervisors and subordinates
indicated that the overall impact of the in-house training courses was impressive and
remarkable.
Conclusion
The in-house training impact study was carried out for the first time in RAA and it was felt
necessary to carry out frequent assessment for further improvement in course delivery.
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In-house Training Impact Study Report

(July 2008-June 2013)

and collected within the month 15 11 11

Human Resource and International Relations Division Page 1

Human Resource and International Relations Division Page 2

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