The most effective employee training programs are built following a systematic, step-by-step

process. Standalone or one-off training initiatives are more likely to fall short of meeting
organizational objectives and participant expectations due to their lack of continuity.

Without ongoing support, employees may struggle to retain and apply new skills, leading to
decreased productivity and frustration. For example, without follow-up resources or
reinforcement, employees might forget key concepts or find them difficult to apply. To
achieve lasting impact, organizations need to invest in continuous, integrated training
approaches.

This blog post will define what makes an effective training program and share five steps to
create initiatives that deliver positive business outcomes and enhance the employee
experience.

What is an Employee Training Program?

An employee training program is an initiative led by an organization’s HR and talent

department to upskill or reskill employees. A vital part of the broader employee experience,
training programs allow employees to develop new skills or refine existing ones to boost
productivity and performance. These opportunities can also be a great way to help an
employee transition to a new position.

When designed effectively, training programs benefit both organizations and employees. For
organizations, well-executed training can lead to improved employee retention, increased
sales, and greater profitability. Training also fosters stronger camaraderie among colleagues,
contributing to a more cohesive work environment.

Employees who undergo a successful training program often get recognized through
promotions or rewards and feel higher job satisfaction. They also gain increased confidence
in their roles, enhanced career prospects, and a greater sense of accomplishment, all of
which contribute to their overall engagement and motivation at work.

How to Create an Effective Training Program

Training programs can have different outcomes, and the key to success often lies in
thoughtful planning and a clear strategy. Well-planned programs are more likely to achieve
positive results for both the organization and its employees.

Creating an effective training program, like everything else in the business world, requires
having a vision, setting clear goals, and following through.

Here are a few steps to start implementing a training program that will last and succeed.

1. Assess Training Needs

The first step in developing a training program is identifying and assessing needs. A needs
assessment helps you determine which teams or employees need training, what training
they need, and the best ways to deliver it.

Employee training needs may already be established in the organization’s strategic, human
resources, or individual development plans. However, if you’re building the training program
from scratch (without predetermined objectives), you must first assess which areas to focus
on.
There are several critical steps involved in assessing your organization’s training needs.

Begin by conducting a thorough assessment of the organization’s training needs. Identify

skills gaps, job-specific requirements, and areas for improvement. Gather input from
employees, supervisors, and HR professionals to determine the training priorities.

Here are a few questions you can start by asking:

• What areas in the organization will benefit from training right now?

• What problems are you trying to solve with the training?

• Who will benefit most from training?

Data points you can look at to answer these questions include CSAT surveys, employee
performance reviews, sales goals vs. achievement, employee engagement surveys, and exit
surveys. These data points touch on most organizations’ primary areas of concern: customer
satisfaction, profitability, and employee experience. Once you have determined your current
needs, it becomes easier to set your training objectives.

2. Set organizational training objectives

The training needs assessment (organizational, task & individual) will identify gaps in your
current training initiatives and employee skill sets/knowledge. These gaps should be
analyzed, prioritized, and turned into the organization’s training objectives.

A training objective should:

• Clearly state the purpose and expected outcome of the training.

• Employ the parameters of the SMART (Specific, Measurable, Achievable, Relevant,

and Time-Bound) methodology.

• Align with the company’s broader objective and contribute to it.

• Offer different options for hybrid, in-person, and online programs.

• Identify additional barriers to training. E.g., Do employees need time off to take
training?

Remember, any training program aims to set the employee up for success. Establish clear
and measurable objectives for the training program. Define what skills and knowledge
employees should acquire and outline the expected outcomes. These objectives will serve as
a roadmap for designing the training content.

3. Create a Training Action Plan

The next step is to create a comprehensive action plan that includes learning theories,
instructional design, content, materials, and other training elements.

Design Engaging and Relevant Training Modules

Start by designing relevant training modules that are engaging and aligned with
organizational goals. Incorporate various instructional methods, such as workshops, e-
learning platforms, and on-the-job training, to cater to diverse learning styles. By tailoring
the content and delivery to the needs of the employees, you can maximize engagement and
knowledge retention.

Assess and Allocate Resources

Next, assess the resources required to implement the training program effectively. This
includes identifying trainers, developing training materials, securing technology tools, and
arranging appropriate facilities. Proper resource allocation and budgeting are crucial to
delivering a high-quality, seamless training experience.

Create a Training Timeline

Create a timeline that outlines the sequence and duration of each training module. Consider
factors such as employee availability, work schedules, and organizational priorities to ensure
smooth integration into daily operations. Clearly communicating this timeline to employees
and stakeholders helps manage expectations and ensures everyone is on the same page.

Pilot and Gather Feedback

Many companies pilot their initiatives and gather feedback to make adjustments before
launching the program company-wide. This allows organizations to identify potential issues,
refine the content, and optimize delivery methods. Incorporating feedback early on ensures
the program is more effective when fully implemented.

4. Implement Training Initiatives

The implementation phase is where the training program comes to life. Program
implementation should consider:

• Timeline: Ensure the training schedule aligns with organizational priorities and
employee availability to avoid disruptions.

• Employee engagement: Develop strategies to keep employees motivated and

engaged throughout the training process, such as interactive sessions, quizzes, or
gamified elements.

• Learning Key Performance Indicator (KPIs) goals: Establish KPIs to measure the
effectiveness of the training and ensure that learning objectives are being met.

• Related resources (Facilities, Equipment, etc.): Verify that all necessary resources,
including training facilities, equipment, and technology, are available and
functioning properly to support the training activities.

Participant progress should be monitored during training to ensure the program is

effective.

5. Evaluate and Revise Training

The last segment mentions that the training program should be continually monitored.
Ultimately, the entire program should be evaluated to determine if it was successful and
met training objectives. Assess the effectiveness of each training module through learning
evaluations like Explorance Metrics that Matter (MTM). MTM offers best-practice KPIs,
Smartsheet evaluations, and measurement strategies, as well as the world’s largest
validated source of learning effectiveness benchmarks (1.5 billion data points).
The training program or action plan can be revised or reassessed if objectives or
expectations are not met.

Maximize Organizational Success Through Training

Training programs are crucial for an organization’s success. They help employees gain the
skills and knowledge needed to perform their jobs well, leading to better productivity and
job satisfaction. Investing in training also shows a commitment to employee growth and
helps the organization stay competitive.

To create an effective training program, start by assessing training needs and setting clear
objectives. Develop a training action plan, implement the training, and regularly evaluate
and update the program to ensure it continues to meet your goals.

With a well-executed training program, your organization can drive success and foster a
culture of continuous improvement and learning.