From Zero to Hero: How to Create a Training Plan for Employees in 5 Steps
The European Journal of Business and Management published an article about the research on the effect of training on employee performance. It concludes that training has a positive impact on employee achievements. Namely, training plays a vital role in building the competencies of all employees so that they can perform their jobs well and also help prepare workers for potential higher positions within the company. A correct training plan is an essential part of that strategy. If you are a newbie – don’t worry. In this article, we will walk you through the process of creating a training plan, which takes just five steps!
1. Conduct a training needs analysis
Training Needs Analysis (TNA) is a process through which a company identifies its employees’ training and development needs. At first glance, the process is quite simple: define the problem or opportunity, collect the data about the problem or opportunity, and analyze the data to identify the training needs. However, you would need to do some digging.
Some of the questions that might help you on your way:
- What are the problems that you want to solve through staff training?
- Which departments or areas within the organization will benefit from that?
- What are the potential areas for growth through learning?
You can find answers to these questions by conducting employee engagement surveys and analyzing performance and CSAT reviews. In addition, you can study your industry and competition to see what problems they are solving and how.
2. Set training goals and objectives
When you have completed your TNA, it’s time to set training goals and objectives because they will determine your success. The main difference between training goals and objectives is that goals are broader statements that define what the organization hopes to achieve through the training program. In contrast, objectives are specific, time-bound, and measurable statements of learners’ goals.
Below are some examples of the training goals:
- Onboard new employees faster
By providing new employees with thought-through onboarding training divided into daily sections, we will improve the clarity and structure of the course, thereby speeding up the onboarding process. - Decrease the number of workplace accidents
We will minimize possible accidents by training all employees on workplace hazards and how to prevent them. - Increase the CSAT by 25%
By delivering product knowledge training to customer support department employees, we will ensure they know the product from the ground up and can provide customers with the best support possible.
After you have set the training goals, it’s time to introduce the training objectives. Here are some tips on what to keep in mind when defining them:
- Follow the SMART criteria (Specific, Measurable, Achievable, Relevant, Time-Bound).
- Align training objectives with broader company objectives and contribute to them.
- Keep the objectives more specific, attainable, and actionable.
- Identify possible training challenges and address them.
When writing down the goals and objectives, remember that any training program aims to set the employee up for success.
3. Design the training plan
A training plan is a comprehensive document that details how the organization will approach a specific training initiative. It plays a central role in advancing employee performance. You can divide a plan into the following sections for a clearer picture.
Type of training
First of all, you have to decide how the training will be held:
- In-person training. This is live training with face-to-face meetings, seminars, and instructor-led learning.
- Online training or e-learning. Those can be self-led online courses and pre-recorded webinars.
- Blended learning. The best of both worlds. This hybrid option allows you to combine the two approaches in a way that would be more comfortable for your company. Some training would include offline participation, and other topics would be covered by e-learning.
Then you should detail the type of training you want to provide:
- Case study. It can be real or imaginary. Learners read the case study, analyze and then solve it. Case studies develop critical and analytical thinking and problem-solving skills.
- Roleplaying. It can be either online or offline. The coordinator manages the process of acting out different work-related scenarios. This training puts the participants close to real situations where they can work on their soft skills safely.
- On-the-job training. Hands-on training is all about performing practical skills under supervision. Those can be internships, shadowing, and rotations. The employee gets to learn the skills required for their job much faster.
- Mentoring/coaching. Mentoring is a more individual type of learning. One of the main things here is the establishment of the mentor-mentee relationship. When an experienced employee dedicates their time and energy to new staff, it creates a supportive atmosphere in which newcomers feel valued.
- Group discussions and activities. This training is about collaboration and communication. It is a brainstorming session where the participants solve the problem through teamwork.
- Simulators. They use software to create realistic scenarios to train the skills needed for the job. Simulators are great for more complex industries such as aviation or medicine.
Choose the technology
Choosing the right technology is key to providing valuable training. If you decide to include online learning in your training plan, choosing the right learning management system (LMS) plays a huge role. LMS is software designed to help create, manage, and assign learning and development courses.
You can read more on how to choose the right LMS for your company from our blog.
By the way, if you use Confluence, that can also be one of the deciding factors when choosing the right LMS. Luckily, we have a solution called IZI for Confluence (LMS, Training Courses, Quizzes). Simply put, this is an app that transforms Confluence into an LMS. You can create courses and quizzes, manage them, and overview the reports.
Establish how to measure success and define the timeline
Without measurement, there are no results. You have done most of the work when setting the training goals and objectives. Finalize the KPIs, and you are good to go!
The timeline heavily depends on the goals and objectives you have set. Use a Gantt chart to visualize the project better; it could help you better understand the scope of the training plan.
4. Implement the training plan
You can first test the training with your colleagues. Then, try running a pilot program for a group of staff and collect their feedback for improvements. The program may be partially incomplete at this stage, but don’t worry; it doesn’t have to be fully ready yet. Ensure that the L&D team knows how to answer any questions and be there to help the testers.
5. Evaluate the training plan
After the training plan is properly implemented, it is time to evaluate the performance of both trainers and trainees. It is best to assess and compare the results right after the program and a few months later. The program goals and objectives you established earlier come into play now. These will help you understand the strengths and weaknesses of the training and plan improvements for future L&D strategies.
Objectives achieved
If the program succeeds, you can introduce some incentives to both training admins and participants. Moreover, if something works, then why not reuse it? Analyze the success of that specific strategy and utilize the knowledge in the following projects.
Objectives not achieved
If something did not go as planned, analyze what went wrong and act on it. Identify the weaknesses and drawbacks and introduce changes that will level them out. Then, test whether the improvements helped.
That’s it! Now, you are a step closer to being a training creation champion. All you have to do is to use this knowledge in practice. And just as a small reminder, you can do that with the help of IZI for Confluence (LMS, Training Courses, Quizzes).
