How to Create an Employee Training Plan in 10 Steps

An employee training program has the ability to be an extremely successful and useful resource — and continuing education is something that the workforce seems to value. In fact, according to TalentLyft, “90% of employees would stay with a company longer if there was an investment in learning.” 360Learning explains that “employee training programs and, by extension, learning and developing departments are powerful tools in hiring, retaining, and retraining employees.”

Employee training programs can focus on everything from onboarding new employees to addressing general or specialized skills, topics, etc. for current employees. Whether you’re looking to create one (or multiple) programs or just want to refresh your current training content, read on to discover steps to creating a successful training course or program — plus examples of training programs from top companies and tips for choosing the right instruction model.

What Is an Employee Training Program?

An employee training program is a structured plan to develop and enhance employee skills, knowledge and capabilities. These programs aim to improve job performance, foster growth and help employees meet evolving role requirements.

Employee training programs vary widely, from onboarding new hires to providing ongoing education on specific skills or compliance. Organizations can tailor training programs to their needs, using methods such as in-person workshops, online courses, hands-on training and mentoring.

Developing a training program that addresses organizational goals and employee needs can enhance engagement. Additionally, employees who feel supported in their development are more satisfied in their roles. By investing in employee training, companies can support their employees and safeguard against turnover. Consider these key findings that highlight the importance of employee training programs:

• A recent Pew Research Study found that 63% of employees quit due to a lack of growth opportunities.
• Julian Lute, senior manager and strategic advisor at Great Place To Work®, notes that training supports a human need for growth, leading to better performance and retention.
• According to Harvard Business Review, 86% of employees would switch jobs for better growth opportunities. Moreover, retention rates are 34% higher among employees with access to professional development.

Employee Training vs. Employee Development

While employee training and development are often mentioned together, they serve distinct purposes within an organization. Understanding their differences can help companies implement more effective strategies for workforce improvement.

Employee training is job-specific and focuses on equipping employees with the skills and knowledge needed to perform their current tasks efficiently. It is immediate, results-oriented and addresses current skills gaps.

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Employee development is broader and more future-focused, aimed at long-term growth and preparing employees for future roles and challenges. It emphasizes personal and professional growth beyond current job requirements.

The following chart shares a comparison of the two approaches:

What Makes An Employee Training Program Successful?

The success of an employee training program will largely depend on whether the objectives and goals are met according to the predetermined timelines. But there are many other factors that can make or break a training program. According to BizLibrary they include: 

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• Program management — Is the program being managed effectively? 
• Leadership/stakeholder buy-in — Does the program have support from the top down? 
• Relevancy — Does the program contain real-world applications? 
• Marketing and communication — Are employees aware of program developments and related opportunities?
• Post-training reinforcement — How can you reinforce the material throughout the year? What kind of refresher courses or materials do you need?

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15 Common Employee Training Program Models

Employee training plans allow for flexibility and creativity, and there are a variety of options, depending on the goals of the program, objectives and audience. Here we list some of the most popular training models compiled from eLearning Industry, Indeed and Edgepoint Learning. 

• Classroom-based training
• Interactive training 
• On-the-job training
• Social learning
• Online training
• Technology-based learning
• Simulators
• Coaching/mentoring
• Instructor-led training
• Role playing
• Films and videos
• Case studies 
• Group discussion and activities
• Management/leadership-specific activities
• Lectures

What Are the Benefits of Employee Training Programs?

Employee training programs offer a wide range of advantages that can positively impact both the organization and its workforce. According to sources such as Emeritus, Forbes and Indeed, these benefits include the following:

How to Create an Employee Training Program

So, how can an organization go about creating an employee training program? First, it’s important to consider the kind of training that’s required. Each organization has unique objectives, and choosing the right training model is crucial for success. Consider the following options:

1. Classroom-based training: This model involves a facilitator leading in-person sessions using presentations and activities. It’s good for sharing large amounts of information, but it can be expensive and sometimes boring for participants.
2. Interactive training: Interactive training uses activities such as simulations, role play, quizzes and games to engage learners. This method helps employees remember what they learned but can take a lot of time if done in person.
3. On-the-job training: With on-the-job training, employees learn by performing their job tasks under supervision. This approach is great for practical learning but can be stressful and requires regular guidance.
4. Social learning: Social learning involves employees learning by observing and interacting with others. This method encourages teamwork and new perspectives but is hard to measure and organize.
5. Online training: Online training enables employees to learn through online courses, webinars and videos at their own pace. It is flexible and scalable but requires a reliable learning management system (LMS).
6. Technology-based learning: Technology-based learning uses digital tools such as apps and virtual reality for interactive learning experiences. This method allows for self-paced learning but can be costly to set up and maintain.
7. Simulators: Simulators use software to create realistic scenarios for practicing skills. This training method is effective for developing complex skills, but implementation can be expensive.
8. Coaching/mentoring: Coaching or mentoring involves experienced employees or external coaches providing one-on-one guidance. This approach helps build strong relationships but takes considerable time and resources.
9. Instructor-led training: Instructor-led training is traditional classroom training with an instructor leading the session. This method allows for immediate feedback and interaction but is less flexible and scalable.
10. Role playing: Role playing involves employees practicing scenarios to improve their skills in a controlled setting. This method is effective for developing soft skills but requires time and coordination.
11. Films and videos: Trainers can use films and videos to deliver information and demonstrate techniques. They are engaging and easy to access but can be time-consuming to create.
12. Case studies: Case studies involve employees analyzing real or hypothetical situations to develop problem-solving skills. This method encourages critical thinking but may not suit all training needs.
13. Group discussions and activities: Group discussions and activities involve employees working together to share ideas and solve problems. This method encourages teamwork and communication skills but requires good facilitation.
14. Management / leadership-specific activities: Management and leadership-specific activities focus on developing strategic planning and team management skills. This training addresses the specific needs of managers but must be customized to be effective.
15. Lectures: Lectures involve an expert talking about a topic to share knowledge quickly. This method is useful for large groups but may fall short when it comes to employee interaction and engagement.

Integrating the Right Training Model

Selecting the right training model depends on your organization’s goals, the specific skills needed and the learning preferences of your employees. As you weigh the model that is right for you consider these questions:

• What is the purpose of the training program?
• Who is the intended audience?
• Are there any constraints, such as time or resources?
• Would the audience benefit more from an instructor-led program or a self-paced online course?
• Is hands-on, practical experience necessary, or would theoretical knowledge suffice?