How to Create a Training Module: A Step-

by-Step Guide
14 minutes

133554 views

Helen Colman
Helen ColmanAll articles by this author

Want to showcase your company as a great place for employment? Ditch

the over-the-top amenities like game rooms and nap pods for something
employees really want.

A Deloitte survey of young professionals found that “opportunity to

learn” was one of the most desirable benefits an employer can offer. To
make corporate training effective, it’s crucial to provide learners with
relevant content.
In this article, we’ll show you how to create a training module that will
keep your employees motivated and engaged.

Amritanshu Prasad 1
 Contents

1. What is a training module?

2. Types of training modules

3. How to develop the best training module, step by step

4. Step 1: Define the problem

5. Step 2: Write a SMART objective

6. Step 3: Create the right type of training module

7. Step 4: Collect feedback and revise

8. Step 5: Run a pilot training module with a test audience

9. Step 6: Create a final version, upload, and launch

What Is a Training Module?

A training module is a component of an online course that focuses on a
specific objective and is designed to teach on a learning topic. Each
module is like a chapter of a book, leading to the next. When seen as a
whole, training modules make up an entire layer of knowledge and tell a
complete story.

Amritanshu Prasad 2
Types of Training Modules
Offering a variety of content types allows you to create a richer training
experience for all of your learners. Here are some examples of online
training modules and tips on how to utilize them:

1. Informational e-course
An informational eLearning course is a popular online training module
that typically represents a set of slides with text, pictures, and “Next”
buttons. This provides learners with information on a specific topic. When

Amritanshu Prasad 3
you create such an online training module, focus on its clarity of look and
optimal length to help learners focus on the learning topic better.

Example of an informational e-course

A ‘Work from Home’ course made with iSpring Suite

Check out a online training module→

Best suited for

 Delivering standardized knowledge, such as onboarding, safety,

security awareness, or compliance training.
 Providing information on a new product, technology, or policy
update.

2. Interactive assessment
Interactive assessments are a type of online quiz that incorporates a
variety of question types, custom branching, and scenarios. The more

Amritanshu Prasad 4
these quizzes engage learners by prompting them to move, compare, or
choose objects, the better it is for learning experience. So, it may be a
good idea to use multiple-choice, true or false, fill-in-the-blank, drag-and-
drop, matching, and sequencing question types.

Example of an interactive assessment

Check out a complete learning module →

Best suited for

 Measuring your learners’ level of knowledge relevant to their work

and/or ability to apply knowledge.
 Challenging tasks that require certification or credentialing.
 Proof of completion of learning activities.
 Identifying learners who may need additional support.

Amritanshu Prasad 5
3. FAQ interaction
An FAQ interaction is a layout that gives users one-click access to
reference information and frequently asked questions on a specific topic.
You can present an FAQ interaction as a series of questions and answers
or a list of topics and details. You can also add keywords to your FAQ
interaction to enhance search functionality within your online course.

Example of an FAQ interaction

An FAQ ready-made template in iSpring Suite

Best suited for

 Creating a standard format to organize and present basic

information.
 Glossaries, definitions, or other basic knowledge-level facts.

Amritanshu Prasad 6
  Providing information that is additional to the main content of the
course.

4. Video lectures and screencasts

If you opt for a video-based format of training, chances are it will be
video lectures and screencasts. A video lecture is an instructional video
that has been recorded and saved for viewing at a later date.

Example of a video lecture

Check out a complete learning module →

A screencast is a video recording which captures the actions that take
place on a screen, like accessing programs or navigating certain features.

Amritanshu Prasad 7
Tutorials to demonstrate basic business tasks, such as how to access
programs, how to navigate through an online system, or how to fill out
forms.

Best suited for

 Providing a large audience of learners with access to a particular

portion of knowledge, like a lesson.
 Creating an effect of presence and enhancing comprehension.

5. Role-play scenarios
Role-play scenarios help your learners build communication skills by
applying their knowledge in conversations with colleagues and customers
and measure their performance. They are basically dialogue scenes with
branching scenarios that immerse learners into practicing in a realistic, yet
risk-free environment, which is perfect for sales training.

Amritanshu Prasad 8
Example of a dialogue simulation

Check out a complete learning module→

Best suited for

 Customer service and sales teams, for developing customer

relationships and closing sales.
 Educating coaches and instructors who have to communicate
information systematically to individuals or audiences.

6. Microlearning module
A microlearning module is a bite-size lesson that provides a focused
answer to a single problem or question. It can usually be completed in
about five minutes at the point of need. If it is too long, it’s better to break
it down into smaller pieces.

Amritanshu Prasad 9
Example of a microlearning module

Check out a complete learning module→

Best suited for

 Employee training during an idle moment and immediate practice of

the new knowledge.
 Taking courses about a new product or services, updated policy, or
new terms super quick.
 Providing the basics of a learning topic prior to face-to-face training
sessions.

7. Digital job aid

A digital job aid is a document or presentation that is accessible virtually
and can be played, downloaded, saved, or printed by the learner.
Typically, it can be a flipbook made from Word, PPT, or PDF files.

Amritanshu Prasad 10
Example of a digital job aid

Best suited for

 Accessing manuals, guides, instructions on mobile devices, or on an

internal drive.
 Microlearning initiatives within a company.
Also read: → 5 Types of Employee Training

How to Design the Best Training Module,

Step by Step

Amritanshu Prasad 11
Creating the best training module requires careful planning and execution.
In this step-by-step guide, we will walk you through the process of
developing an effective training module.

Whether you are a seasoned instructional designer or new to creating

online training modules, this guide will provide you with valuable insights
and practical tips to create a training module.

Read the text or watch the video below if it’s more convenient at the
moment.

Step 1: Define the Problem

The first rule of training success is: Solve the right business problem!

Ask detailed and probing open-ended questions to find out:

 What is the nature of the problem to be solved?

 What knowledge or skill is needed to bridge this gap?
 What is the level of knowledge or performance that your people
actually do have?
 What is the expected level of knowledge or performance your
people should have on this topic?
The answers you get will ensure a clear understanding of the business
problem and help you set up learning objectives for your module.

Amritanshu Prasad 12
Step 2: Write a SMART Objective
A training goal or objective confirms the reason for learning and
communicates the focus of the module. For the best results, think SMART
and create a goal that is:

 Specific – the learner knows what they will learn or be able to do

after finishing the training course;
 Measurable – learners will leverage this knowledge consistently for
each report;
 Achievable – the learner will be able to perform the tasks you
expect them to;
 Relevant – the content will be focused on job essential knowledge
and skills;
 Timely – the learner will be able to complete it in a timely manner.
Amritanshu Prasad 13
A SMART goal will motivate the employee by showing them “what’s in
it for me” in learning.

Step 3: Decide on the Right Content Format

After you explore the problem and decide on your objective, you’re all set
for the practical part!

Amritanshu Prasad 14
The secret to building great training is to match the right kind of training
module to the learning task at hand. The chart below aligns different
content formats with particular learning needs.

Types of eLearning content for specific learning needs

Learning/Organizational Skill or Need Recommended eLearning Solutions

 Job knowledge
 E-course
 Compliance and safety
 Interactive assessment
 Onboarding

 Townhall meetings  Video lecture

 FAQ interaction
 Processes or procedures  Screencast
 “How to” resources  E-Book
 Hands-on interaction

 E-course
 Product knowledge training  Video lecture
 Webinar

 Screencasts
 Software and systems training  Hands-on interaction
 Video tutorial

 Sales and customer service training  Video lecture

 Soft skills  Dialogue simulation
 Leadership development  Podcast

 Proof of competency or skills achievement

 Interactive assessment
 Certification

Amritanshu Prasad 15
Whether you’ve never worked with any eLearning tool before or you’re
an eLeaning pro looking to expand your repertoire and make courses
quicker, iSpring Suite will help you create awesome training. It’s able to
create varied formats of interactive learning content easily, in the
PowerPoint interface and even from existing ppt, Word, and pdf files.

iSpring Suite provides the near-limitless options to populate your slide-

based course with quizzes, ready-made interactions, and characters, build
role-plays by simply pasting script lines when needed, and record any
type of instructional videos without high-tech video editing tools. Plus, it
allows you to co-create and review eLearning content together with
colleagues in real time, which is great for our next step.

Step 4: Feedback and Revision

After a bit of work on your part, the first version of your training module
is ready! Now, it’s time to forward your first draft to your Subject Matter
Experts (SMEs) and Stakeholders for feedback and approval.
Don’t be surprised if subject matter experts leave a LOT of feedback on
your initial efforts and want to put it all into the training module. This
Amritanshu Prasad 16
may cause an endless feedback loop which you can successfully prevent
with a three-step design protocol, known as alpha/beta/gold:

 The first draft of a training module is known as the alpha draft. For
an experienced instructional designer, an alpha draft should be about
75-80% correct. This is typically where you will get the most
feedback from your SMEs.
 The revised second version of a training module is the beta draft. If
you’ve received quality feedback during the first round, your beta
version should be about 95-98% accurate. So, you should have far
fewer revisions at this point.
 The final draft is called the gold version. Unless your SMEs have
missed vital information in the previous rounds of review, the gold
version should be 99-100% correct. SME and Stakeholder review of
the gold draft should happen quickly, and now you have awesome
training content that’s ready for learners.

Step 5: Run a Pilot with a Test Audience

As a best practice, you should run a pilot of any new training before
putting it into circulation across your organization. To get started, select a
test audience that consists of a small group of employees who are not
proficient in the given topic. Then gather feedback from them and find
out what worked best, and what could be improved. If the intended
performance goals are not achieved, think of the gaps that might exist.
Discuss the ways how to fill in these gaps with SMEs and stakeholders.

Step 6: Create a Final Version, Upload, and

Launch
At this stage, you’re ready to create the “final final” version of your
training module and upload it to the learning management system (LMS).
You may want to work with your business partners, change management,
or project management to coordinate a formal roll-out of the new learning
initiative.

Amritanshu Prasad 17
You may also want to provide detailed reporting data about learning
consumption and results 30, 60, and 90 days after your program launches.
Tracking data for on-the-job performance metrics is a great way to show
the training’s impact on employee development and actual work
performance.

FAQ on Training Modules

What is the purpose of this training module?

The purpose of this training module is to provide information and
instruction on a specific topic or skill. It aims to educate and train
individuals to improve their knowledge, skills, or performance in a
particular area. The learning module may include various interactive
elements, assessments, and resources to enhance the learning experience.

What are the components of a training module?

A training module typically consists of several components, including:

1. Introduction: This section provides an overview of the training

module and sets the context for the learning objectives.
2. Learning Objectives: The module should clearly state what
participants will be able to do or understand after completing the
training.
3. Content: This is the main body of the module, where the actual
training material is presented. It may include text, images, videos,
interactive elements, and other multimedia resources.
4. Activities and Exercises: To enhance learning, modules often
include activities and exercises that allow participants to apply the
knowledge and skills they have learned.
5. Assessments: These are used to measure participant’s understanding
and retention of the material. Assessments can take various forms,
such as quizzes, tests, or practical assignments.
Amritanshu Prasad 18
 6. Summaries and Reviews: At the end of each section or module, a
summary or review section is often included to reinforce key
concepts and provide a quick recap of the material covered.
7. Resources and References: Additional resources, references, and
recommended readings may be provided to further support learning
and provide participants with supplementary materials.
8. Conclusion: Training module should conclude by summarizing the
key points and reiterating the learning objectives.
9. Feedback and Evaluation: Participants should have the opportunity
to provide feedback on the module and evaluate their learning
experience.
10. Certificates or Badges: Some training modules may offer
certificates or badges upon successful completion, serving as
evidence of the participant’s achievement.
Overall, these components work together to create a comprehensive and
effective training module.

What is the difference between training module

and training manual?
Training modules are designed to deliver information and instruction
through a combination of multimedia elements such as videos, audio
clips, interactive activities, and quizzes. They often utilize e-learning
platforms or software to provide an engaging and interactive learning
experience. Training modules are particularly effective in scenarios where
hands-on practice, simulations, or demonstrations are required.

On the other hand, training manuals are typically in a written format,

consisting of detailed text-based explanations, diagrams, charts, and
examples. They provide a comprehensive and systematic overview of the
training content, allowing learners to study and reference the material at
their own pace. Training manuals are commonly used in self-paced
learning environments, where learners can read and review the
information independently.

Amritanshu Prasad 19
Ultimately, the choice between a training module and a training manual
depends on the specific learning objectives, target audience, and available
resources. Both formats can be valuable tools for delivering effective
training, and often a combination of both may be used to cater to different
learning preferences and needs.

Takeaways on Creating a Training

Module
 Solve the right business problem!
 Adhere to SMART objectives.
 Try different styles in online learning.
 Use an authoring tool such as iSpring Suite to create engaging
learning materials, and an LMS to manage training.
 Bear in mind SME participation, feedback, and revision.
 “Test drive” this new initiative before making it available
organization wide.
Training is never a one-and-done experience. Organizations always starve
for improvement, so the shelf life of even the best eLearning can be
anywhere from a few months to just over a year. Review all of your
training modules at least twice a year for accuracy; expect that you will
need to either update or completely revise your training modules on an
annual basis.

Still don’t have iSpring Suite Max? Download this course authoring
software for free now and start creating engaging training modules right
away!
If you’re looking for a reliable, easy-to-use LMS, get an iSpring Learn
trial or request a demo!

Amritanshu Prasad 20