How To Design a Employee Training Program That Actually Work?


Human Resources

There is no denying that– not every small or a large enterprise have their training and development programs in place.

According to a Gallup Poll, only 39% of the employees agreed that they have not learned something new in their job in past 30 days and 1/3rd of them agreed that their learning opportunity was not worth their time.

Well, hiring the employees is no easy feat (Ask an HR!). According to the Business expert, Jason Hesse says a typical business roughly pays 21,800 pounds to a skilled worker. You may pay wages, pay raises, spend on assets and more, but with this being said, do you plan on maximizing the investment.

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Is “Training” a part of your orientation process or do you consider regularly training your employees? Whether you want to expand your employee’s knowledge or want to keep them updated on the latest trends, a training program approach will help your business and employees stand out.

So, how to create a training program for employees that will work? Here is a roadmap that will help you-

Assess The Training Needs

The first step in designing a training program is to determine the needs of your employees. It is a three-step process, which includes employee, organizational, and job assessment.

  • Employee Assessment: This assessment checks the performance of each employee and determines what plans will suit his needs the best.
  • Job Assessment: It takes an idea of the skills, knowledge, and expertise that is required to perform jobs in an organization.
  • Organizational Assessment: This type of assessment determines the abilities and knowledge that are required to meet its objectives.

But ensure that the training plan you choose should match and work for your job expectations. You also need to see that you do not provide training if it’s not clear why you are doing it or if it does not support your business goal.

Consider The Types Of Training Programs

When you know what your goal is, it’s imperative to figure out what kind of training programs will work for it. It is also important to have the resources and programs that will keep them both engaged and focused.

Here are the programs that you can consider-

  • Individual or Group Training Programs

Incorporating individual programs in your training plan will give your employees liberty to shape their learning, while a group one is a “one-size-fits-all” approach that will benefit the entire department at once.

  • External Resources or On The Job Training

On-the-job training includes training that will work for the new hires. It requires some time away from work duties and is used to teach the practical tasks. While, the external resource approach includes the professional, quality, and safety training plans for enhancing their skills.

Make A Detailed Blueprint Of Your Training Plan

As you have assessed the needs and defined the goal metrics, make a detailed blueprint that focuses on your program.

Before you write the plan, make sure that you know-

  • What is important to the employees?
  • What do they need to learn from training to meet the objectives?

Once you know the exact requirements, create an outline with the steps that will lead you towards your goal. Determine the hierarchy of the steps and how are you going to present each topic. Along with this, list the people who need to be trained from that plan.

Moreover, set up a training schedule using efficient staff rota software and make sure that there are no significant gaps between the two. Also, choose the appropriate methods and add flexibility in the resources and materials you use.

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Understand Various Learning Styles

Depending on the information being taught, everyone has a different learning style. To meet the standards of your training program, these are the three learning styles that you can consider-

  • Auditory Learning Style

An auditory learner tends to grasp the information through sound. So, they will simply learn by listening to a presentation or something that you will speak to them.

  • Kinesthetic Learner

A kinesthetic learner learns by developing a feeling towards a plan. They learn things by doing and will only learn the things that feel right to them.

  • Visual Learning Style

A visual learner learns when he can see what you are actually trying to say. He can also learn when someone explains- how to do something.

According to research quoted at, 38% of the L&D experts say that ‘Improving Employees Performance’ is the focus of their programs in 2018. So it is best to consider the learning styles for the best results.

Implementation Of Training Plans

Once you know the needs, types of training programs that you are going to use, make sure you implement them properly.

  • Take help from a professional trainer as a proper interaction and presentation play a major role in the effectiveness of a program.
  • No! You don’t have to rely only on the presentations. You can use various media tools, question and answer session or perform a simple role pay to keep the participants engaged yet focused.
  • Collect feedback after every program as the most effective modules are the one, which is altered when needed.

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Measure The Success Of Your Program Regularly

Once your training program is in full swing, monitor the effectiveness, engagement, and stay prepared for the next time. You can also use the reporting feature, tool, and analytics to measure what is working for your organization and what not.

Later on, you can transform your insights into action and make improvements to your plan.

Apart from this, ask employees for their feedback as the one who is taking your program are the one who best knows how to improve it.

The Bottom Line

As an enterprise, you spend a major amount of finances on new hires and bringing them on-board. So, design an exclusive training program for employees and be certain that you will maximize the investment.

Moreover, when you implement it efficiently, the training programs will make your employees efficient and increase revenue, while decreasing the costs and inefficiencies.


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