How to Develop an Effective Training Program (2024)
- Published: October 27, 2021
- Updated: April 22, 2024
As organizations navigate the complexities of a globalized marketplace and the transformative impact of technology, the ability to adapt and thrive hinges upon their workforce’s skills, knowledge, and capabilities.
When thoughtfully designed and executed, training programs hold the key to unlocking employees’ full potential, elevating their performance, and driving organizational success. This article explores how to create an employee training program based on L&D best practices that drive training ROI and enables your employees with the support and skills they need to be successful in their day-to-day responsibilities.
What Are Employee Training Programs?
Employee training programs are structured initiatives within organizations aimed at enhancing the knowledge, skills, and competencies of employees. These programs allow employees to acquire new skills, gain knowledge, and improve their job performance. Training can cover a wide range of topics, from technical skills specific to job roles to soft skills like communication and leadership. The ultimate goal of employee training is to increase individual and collective proficiency, leading to higher productivity, improved job satisfaction, and better organizational performance.
How to Create an Effective Training Program in 7 Steps
Now that you know all about the goals and challenges, let’s get to creating the employee training process.
1. Assess training needs
Assessing training needs identifies employees’ current level of competency, skill, or knowledge in different areas and compares that competency level to the competency model established for their roles. The difference between the current and required competencies helps determine employee training needs. Training needs assessment is often conducted after hiring, during performance reviews, for performance improvement, for employee development plans, or during organizational changes.
Here are some steps to get you started on assessing the training needs of employees:
- Skill gap analysis: Identify the gap between the actual and desired knowledge and skills. A skill gap analysis results in a list of skills your employees already have, need to improve, and need to develop. From there, you can fill the skill gap using training programs to build a team of skilled workers that meet your company’s needs.
- Figure out what employees know: Give employees a chance to show what they know (and identify gaps) before you start designing your training programs. This information can be collected via questionnaires, surveys, observing employees and examining their work, or conducting formal assessments.
- Talk to your employees: Encourage open communication and feedback with your employees. Ask them if they lack any skill sets that could help them do better at their jobs. This helps leaders decide on the right methods of employee training that will be the most effective for each individual employee and learning type.
- Evaluate current training resources: Determine what training resources are already in place and what needs fine-tuning (or scrapping altogether). This will help you identify training gaps in your L&D strategy.
2. Set objectives
Employee training objectives define what learners will be able to do at the end of the training. Here’s how to create effective, realistic, and measurable objectives for employee training:
- Make the purpose of your training program clear: Identify what you want to accomplish with this training – improve employee performance, bridge a knowledge gap, teach new employee skills, etc. Whatever the case, make sure that the purpose of training is clear.
- Define expected training outcomes: Training outcomes are the measurable goals employees are expected to achieve at the end of training. When writing down the expected training outcomes, be specific and leave nothing to interpretation.
- Consider different conditions: Consider different parameters that might affect the design and delivery of your training program. For instance, the availability of a qualified instructor or venue, your budget, training timelines, and prerequisites such as baseline knowledge of a subject or familiarity with a skill to join a course.
- Align training objectives with business goals: The fundamental goal of training is to produce business results. An effective and relevant training program must align with business goals.
- Write SMART goals: The SMART format is the go-to standard when it comes to setting training goals:
- S – Specific: Training goals need to be specific and narrow.
- M – Measurable: Learning outcomes need to be measurable.
- A – Attainable: Training objectives are realistic, given the required amount of time and resources.
- R – Relevant: Your training goals answer the “What’s in it for me?” question for learners.
- T – Time-bound: The goals need to have a deadline.
3. Identify suitable training methods
To find the employee training method that works best for your workforce, L&D teams need to understand the different learning styles of their workforce and build personalized flows. There are also other factors that influence the choice of your training delivery method. For instance, for smaller companies, in-person training is more cost-effective, whereas larger enterprises or distributed companies might benefit from online self-paced training that requires less coordination. Some of the most common employee training methods are:
- eLearning: enables employees to learn in the comfort of their homes, according to their individual learning styles and needs.
- On-the-job training: enables active participation for employees by allowing them to learn in the flow of work.
- Instructor-led training: This face-to-face learning style mimics physical classroom spaces with an instructor present to lead the training session.
- Coaching: involves an experienced professional – a supervisor, mentor, or veteran employee – who mentors or coaches an employee on specific job tasks and responsibilities.
- Simulation training: lays out different scenarios that allow employees to practice tasks that mimic the actual work of their specific job’s role.
- Video training: engages employees and delivers sophisticated learning experiences at a lower cost than traditional training.
To find the employee training method that works best for your workforce, L&D teams need to understand the different learning styles of their workforce and build personalized flows. There are also other factors that influence the choice of your training delivery method. For instance, for smaller companies, in-person training is more cost-effective, whereas larger enterprises or distributed companies might benefit from online self-paced training that requires less coordination. Some of the most common employee training methods are:
- eLearning: enables employees to learn in the comfort of their homes, according to their individual learning styles and needs.
- On-the-job training: enables active participation for employees by allowing them to learn in the flow of work.
- Instructor-led training: This face-to-face learning style mimics physical classroom spaces with an instructor present to lead the training session.
- Coaching: involves an experienced professional – a supervisor, mentor, or veteran employee – who mentors or coaches an employee on specific job tasks and responsibilities.
- Simulation training: lays out different scenarios that allow employees to practice tasks that mimic the actual work of their specific job’s role.
- Video training: engages employees and delivers sophisticated learning experiences at a lower cost than traditional training.
4. Develop effective training material
While developing your training content, start with a detailed outline to make the writing process easier and organize your information in a way that best serves your trainees. There are many ways to organize training materials, but a job or task-based system works the best. For example, a process documentation on a sales process can be organized as:
Once you have your training goals, a plan for delivery, and a detailed outline, you can start creating your training content. A variety of training materials must be created using different tools, such as:
- Word, Excel, and PDF documents to create handouts for employees
- Powerpoint decks for in-class projections
- Flip-charts, posters, transparencies, and/or computer-generated graphics to present visual materials
- eLearning SCORM authoring tools to create computer-based eLearning modules
While designing training materials or modules, focus on the learning needs of the employees. A few tips for designing your training materials are:
- Develop your materials in a way that puts employees in control of their learning
- Include interactive elements to engage employees
- Invite feedback throughout the training
- Approach each topic chronologically
- Present information in an immersive, emotive, and engaging way
- Make conversational videos for video training
- Avoid being too wordy while creating a written training manual
5. Invest in training technology
Manually creating individual training programs that align with your employees’ training goals is time-consuming and inefficient—and if your company has over 100 people, likely impossible. Organizations need to invest in online course authoring tools and employee training software to create a relevant training program for modern learners:
- Digital Adoption Platform: A digital adoption platform (DAP) is an employee training solution that integrates with digital tools to provide automated, personalized training in the flow of work. DAPs assign each learner a contextual task list containing interactive walkthroughs and other in-app content based on the learner’s profile. Walkthroughs are a series of step-by-step prompts that show users how to complete a certain process by guiding them through each step, showing them relevant training videos, or providing informative articles. DAPs work hand-in-hand with learning management systems (LMSs) and eLearning software like xAPI and SCORM for you to track learners’ progress and build more relevant content in the future.
- Learning Management System: LMS provides personalized learning paths for both mandatory and non-mandatory courses based on that employee’s actions taken within the LMS. Corporate LMS solutions track what courses your employees commonly access and complete within the LMS database, as well as suggest similar courses that the employee might be interested in. It’s a completely automated process that requires little time investment from your L&D team outside of the initial setup and content creation.
6. Engage and motivate participants
Engaging and motivating participants in employee training programs is essential to ensure the effectiveness of the learning experience. To achieve this, trainers and instructional designers should employ strategies such as:
- Establishing relevance by clearly outlining how the training will benefit participants in their current roles or future career paths.
- Encouraging active participation through interactive activities, discussions, and group exercises to maintain interest and stimulate learning.
- Incorporating real-world examples and scenarios to help participants see the practical application of what they’re learning, making the content more relatable and engaging.
- Setting clear expectations, defining achievable goals, and providing regular feedback and positive reinforcement to create a sense of accomplishment and motivation.
- Allowing opportunities for participants to express their ideas and ask questions.
7. Evaluate and monitor your training program
Ultimately, the entire training program is evaluated to check if it was successful and met the objectives. Consider using the following metrics to measure your training effectiveness:
- Employee feedback: Post-training employee feedback helps determine whether or not the training helped them learn new things, what their overall opinions or suggestions are, and more. Employee feedback can be conducted via interviews or anonymous online surveys.
- Knowledge gained from training: Tests, quizzes, or demonstrations help evaluate the learnings gained by employees after the training sessions.
- Post-training job proficiency: Observe your employees to figure out whether or not they’re using the new knowledge in their day-to-day tasks.
- Data analytics: Use your training software’s data analytics dashboard to determine how your employees interact with your courses. With a DAP analytics dashboard, for example, you can track which courses your employees interact with, how many times they interact with the course, the average course completion rate, and where employees are dropping off. Based on those numbers, you can infer which courses are most effective or ineffective, useful, interesting, or confusing.
- Quantifiable business results: After a month or a quarter, analyze your training results by determining whether the training corresponds with a rise in revenue, a decrease in costs, changes in employee productivity, etc.
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Benefits of Implementing Effective Employee Training Programs
Here are some of the most significant benefits of effective training programs.
1. Enhanced productivity
Effective employee training programs contribute significantly to enhanced productivity within an organization. When employees are well-trained and equipped with the necessary skills and knowledge, they can perform their tasks more efficiently and with fewer errors. Training helps streamline processes, reduce downtime, and improve the overall workflow. As a result, employees can complete their work more quickly and effectively, increasing productivity levels across the organization.
2. Increased employee engagement
Employee training programs play a vital role in boosting employee engagement. When employees have opportunities for personal and professional growth through training, they feel more invested in their roles and the organization. Engaged employees are enthusiastic about their work, take initiative, and are more likely to go the extra mile to achieve goals.
3. Reduced turnover
Effective training programs contribute to reduced employee turnover. When organizations invest in employee development areas, employees are more likely to feel a sense of loyalty and commitment. They recognize that the company is dedicated to helping them grow and advance in their careers. This sense of purpose and opportunity for advancement often leads to greater job satisfaction and, in turn, lower turnover rates. Reducing turnover not only saves on recruitment and training costs but also maintains institutional knowledge and continuity.
4. Adaption to change
In a rapidly evolving business landscape, the ability to adapt to change is crucial. Effective training programs prepare employees to embrace change, whether it’s related to technology, industry trends, or organizational shifts. Employees with up-to-date skills and knowledge are more resilient and better equipped to navigate transitions, ensuring that the organization remains agile and competitive in an ever-changing environment.
5. Competitive advantage
Implementing effective training programs gives organizations a competitive advantage in the marketplace. Well-trained employees are more skilled, innovative, and customer-focused. They can provide better products or services and adapt to emerging trends and customer needs more effectively. This advantage helps the organization stand out from competitors, attract top talent, and retain customers, ultimately contributing to long-term success and growth.
4 Challenges to Creating a Successful Training Program
Here are some common employee training challenges faced by L&D teams while creating employee training program:
- Employee Buy-In: When introducing a new training program, it is crucial to gain employee buy-in to ensure everyone is on board and completely aware of what is expected of them. Without the buy-in, the impact of your training is diluted, and it might become an inconvenience for your employees.
- Accurately Measuring Success: L&D teams need to provide a quantitative assessment of how training programs are impacting the organization. However, it is challenging and takes a lot of effort to figure out the metrics to use, incorporating them into post-training assessments, following up, and adjust future training based on the results.
- Remote and Hybrid Workforces: A rise in remote work and a geographically dispersed workforce has introduced new L&D challenges. With a geographically dispersed workforce, employee training is hard to manage because of a lack of face-to-face communication, misunderstandings, cultural differences, time differences, etc.
- Balancing L&D Training with Day-to-Day Work: Maintaining a satisfactory work-life balance already takes a lot of time and effort from your workforce. Having to spend spare time attending the training sessions makes them resist the training altogether.
Examples of Effective Employee Training Programs
Effective employee training programs are implemented by many organizations to enhance skills, improve performance, and drive success. Here are some real-life examples:
1. Google's "Googleplex" University
Google is known for its innovative approach to employee development. The company offers a wide range of training programs, including “Googleplex University,” which provides courses on various subjects, from leadership to coding. Google encourages its employees to spend 20% of their work time on personal projects, which often involve learning and skill development.
2. Cooley
Cooley, a global law firm, runs a virtual mentoring program called Cooley Academy Mentoring Program (CAMP). The program is geared towards improving the firm’s onboarding process. The purpose is to pair new employees with experienced individuals and bring them up to speed more quickly and efficiently.
Through this program, mentors get to teach, train, and support new hires through mentoring sessions and prepare them for their job roles. The company uses reporting tools to better understand how mentoring relationships are performing through mentorship progress and feedback.
3. IBM's "Think Academy"
IBM’s “Think Academy” offers a vast array of training and development programs for its employees. These programs cover technical skills, leadership, and innovation. IBM recognizes that the rapidly changing technology landscape requires continuous learning and skill development to remain competitive.
4. Amazon
Amazon runs multiple training programs under the Amazon Technical Academy to prepare nontechnical employees to move into software engineering careers. These training programs help employees feel confident and take on different roles. One such program is Associate2Tech, where front-line employees are trained to move into technical roles, even if they have no previous IT experience. All training programs are voluntary.
Create effective training programs with Whatfix digital adoption platform
If you’re confused about where to start with your journey of creating effective training programs, harness the power of digital adoption platforms (DAP).
The seamless integration of digital adoption platforms, such as Whatfix, into an organization’s training arsenal empowers employees with on-demand, interactive, and personalized learning experiences that foster engagement, knowledge retention, and immediate application. The platform’s user-centric design, robust analytics, and automation capabilities have the potential to revolutionize training, ensuring that employees are not just educated but fully adept in leveraging the digital tools and systems critical for their roles.
To learn more about Whatfix training, schedule a free demo with us today!
Disha Gupta
Disha is a Senior Content Marketing Manager at Whatfix. Her writing focuses on HR, L&D, and technology enablement topics - from employee onboarding, training and development, employee performance support, knowledge management, workforce transformation, HCM, LMS, and emerging trends in enterprise L&D.
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