Training Audit

Your training completion rate says nothing about whether it worked.

Most L&D teams can prove people finished the course. Few can prove it changed anything: practice, behaviour, or results.

This 5-minute audit benchmarks your program against how training actually sticks: relevance, practice, workplace application, and measurable impact. You'll get a score across six areas and a clear view of where the gaps are.

Built on four established frameworks (Kirkpatrick, LTSI, COM-B, UTAUT) - 24 questions, 5 minutes, no account needed.

The six audit areas

  • Strategic Relevance. Connect your training to organizational priorities, learner needs, roles, and the challenges people face in the workplace.
  • Learner Value & Accessibility. Help learners understand why training matters while making it easy to access and find the learning most relevant to them.
  • Practice & Skill Development. Give learners the chance to actively practice, experiment, receive feedback, and build practical skills.
  • Engagement & Continued Use. Create learning experiences that encourage active participation, continued engagement, and development beyond initial completion.
  • Workplace Transfer & Reinforcement. Support learners in taking what they have learned into the workplace through opportunities to apply skills, build confidence, and reinforce learning.
  • Behavioral & Organizational Impact. Look beyond completion to understand how learning contributes to skill development, behavior change, and wider organizational goals.

To what extent do you agree with the following statements?

Question 1 of 24

1. Our training is designed around clearly defined organizational priorities and desired workplace behaviors.

2. Our training reflects the situations and challenges learners encounter in their roles.

3. Learners and managers are involved in identifying training needs.

4. We regularly update training to reflect changing roles, priorities and workplace challenges.

5. Learners understand how the training will help them in their roles.

6. Learners can access and begin their training without unnecessary difficulty.

7. Learners are given sufficient time and opportunity to take part in training.

8. Learners are given a clear path through the training most relevant to them.

9. Learners practice applying their skills in realistic situations during the training.

10. Learners can experiment and make mistakes in a safe learning environment.

11. Learners receive feedback that helps them understand how to improve.

12. Learners can repeat activities to apply feedback and improve their performance.

13. Learners actively participate in training rather than simply completing the required activities.

14. Learners return to the training after their initial participation.

15. Learners can see evidence of their progress over time.

16. Learners have clear reasons to revisit training as new needs or workplace challenges arise.

17. Learners have opportunities to apply their training in the workplace soon after participating.

18. Managers actively encourage learners to use the skills developed through training.

19. Learners feel confident applying their skills in real workplace situations.

20. Learners receive follow-up support after completing their initial training.

21. We measure whether learners can demonstrate the skills covered in training.

22. We can identify changes in workplace behavior following training.

23. We connect training outcomes with relevant organizational goals or performance measures.

24. We use engagement and performance data to improve our training programs.