Final answer:
Mandatory training does not provide the ability to audit the work of an individual; this is a false statement. Training is aimed at ensuring employees have necessary skills and knowledge, while an audit is a formal review of performance.
Step-by-step explanation:
When considering if mandatory training provides the organization with the ability to audit the work of an individual, the answer is false. Mandatory training, while an essential component of workforce development and compliance, is not directly linked to the auditing process of an individual's work. Instead, it is aimed at ensuring employees have the necessary skills and knowledge to perform their job functions effectively.
A study from 2003 by Arthur, Bennett, Edens, and Bell suggests that organizational training can indeed be effective, using four types of measurement that include immediate employee response, learning outcomes, behavioral measurements, and company results such as productivity and profits. However, the primary purpose of training is educational and developmental, not evaluative of individual work. Although an individual's performance may improve as a result of training, which could indirectly affect an audit's outcome, the training itself does not constitute an audit.
It's important to differentiate between assessing outcomes of training and auditing an employee's work. Training, as mentioned, provides orientation, organizational culture indoctrination, specific job skills, and continuing education for adapting to new roles or tools. While progress and comprehension during training can be measured, it is distinct from the auditing process, which reviews accuracy, adherence to protocols, and overall performance in a more formal, evaluative manner within an organization's operational hierarchy.