Internal Audit question - Training failure of new employees

J

just67horns

#1
In an internal audit, the auditor found a documented training procedure. When questioning new hires, they were asked about how the training was going. They said "not well". The new hires were not able to complete most tasks, didn't have someone they felt they could ask. They were ready to leave this difficult position. The auditor was concerned that they could not write it up as a finding because it could go back to the new hire, causing them more problems. Any advice on how to perform the write up.

Mostly, we want to fix our issues, but not exacerbate the situation.:(
 
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E

Ederie - 2007

#2
No names

Could you leave out names and just state "New Hires".
The training problem needs to be addressed without getting those people in hot water...... or they will never answer truthfully again.
Ed
 

RoxaneB

Super Moderator
Super Moderator
#3
Why would the issue go back to the new hires? Because they weren't doing their jobs properly? I think it falls back to the training process and the competency (or lack thereof) on the part of the trainers, evidenced by the performance of the new hires.
 
L

little__cee

#4
Anonymity

Our internal audit form has a section to write the name or employee number of who the auditor spoke to while performing the audit - If I understand correctly, the internal auditor doesn't want to record "who said what" because it could be traced back to the new hires?

I agree with Ed - you could treat this the way we treat safety meeting minutes and put "an employee" or something generic without reference to gender or department so that the issue could be recorded without a record of the exact new hire that provided information.
 

Coury Ferguson

Moderator here to help
Staff member
Super Moderator
#5
little__cee said:
Our internal audit form has a section to write the name or employee number of who the auditor spoke to while performing the audit - If I understand correctly, the internal auditor doesn't want to record "who said what" because it could be traced back to the new hires?

I agree with Ed - you could treat this the way we treat safety meeting minutes and put "an employee" or something generic without reference to gender or department so that the issue could be recorded without a record of the exact new hire that provided information.

Couldn't you state something like "a consensus of the new hires reflected that there might be a way to improve our training."

Coury Ferguson
 

Coury Ferguson

Moderator here to help
Staff member
Super Moderator
#7
Randy said:
It could be that the trainer was not competent and therefore ineffective.

Randy,

That could be true to. Maybe a 5 Why's CA should be done on the training program.

Coury Ferguson
 

RoxaneB

Super Moderator
Super Moderator
#8
Randy said:
It could be that the trainer was not competent and therefore ineffective.
That's what I trying to say earlier.

Simply put, if dog doesn't sit on command, do you blame the dog for not sitting or the handler for not training it to sit on command. (I'm the exception to that rule...my dog doesn't sit just to spite me...I've met my match when it comes to being stubborn...)

There are usually two sides to a story, and if it was just one new hire who didn't have a clue, I'd wonder about his/her competence...but when there are multiple people saying that their training isn't the best, then the audit trail should lead the team to the training program.

Added later : I'm curious as to whether or not the audit team followed this audit trail or if they stopped with the statements from the new hires and wish to base their nonconformance from the statements.
 
Last edited:
K

Katheryn

#9
Training

OJT seems to be a weak link in a lot of manufacturing facilities. The OJT Trainers do not receive training on how to be a trainer-it is not that they don't know the information-but don't know how to present it in an understandable manner.

OJT Trainers not always given adequate time to work with new hires. It is not enough to just define what new hires should be trained in and make a list for a trainer.

In many facilities, a new hire doesn't necessarily recieve the best quality training.
 
R

ralphsulser

#10
Katheryn said:
OJT seems to be a weak link in a lot of manufacturing facilities. The OJT Trainers do not receive training on how to be a trainer-it is not that they don't know the information-but don't know how to present it in an understandable manner.

OJT Trainers not always given adequate time to work with new hires. It is not enough to just define what new hires should be trained in and make a list for a trainer.

In many facilities, a new hire doesn't necessarily recieve the best quality training.
This is a good point to consider. Typically the top managers procrastinate because they don't really want to hire more people until absolutely necessary. Then when it gets to a critical stage they finally give the go ahead. By that time the production management operations are starving for people to run parts, etc.. So..when a new hire is finally brought on board, they short cut the training time to have a body producing products.
This causes some new hires to get frustrated because they want to do a good job, but don't know how to do all the things required, and get blamed for poor work. So..they quit and the circle starts all over again.
 
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