How to create a training plan for employees

All organizations, big and small, need to provide a certain level of training for their employees.  Training begins with the onboarding process and ideally continues throughout a person’s tenure with the company.  At a minimum, it conveys the policies and procedures people must know to properly do their jobs, but many organizations offer higher-level professional development specific to individual roles and industries.

Managing the dissemination of this knowledge requires a well-developed training plan for employees.  These plans take effort to create since each organization’s needs are different, but when implemented effectively, they improve employees’ performance and satisfaction, two things that are key to achieving company goals.

Importance of a training plan for employees

Starting with a solid plan makes it easier to navigate the complex process of training.  It provides a template for determining what information needs to be delivered, who needs to receive it, how it will be conveyed (video, in person, in print, etc.), and how the outcomes will be measured.  The plan should also contain contingencies for conflicts that may arise, such as an employee missing a session due to another meeting, or an instructor canceling a training session.

Planning these things in advance improves the training that the company can provide, which benefits both the company and the employees.  The company benefits from having a skilled workforce with a thorough understanding of the standards required of them.  Meanwhile, employees gain new skills, which allow them to be promoted faster and receive better compensation.

Another reason to be well prepared to provide quality training is that it leads to increased employee retention rates.  Employees who feel like their companies are investing in their career development report higher levels of satisfaction with their employer. Conversely, people leaving jobs often cite a lack of sufficient training opportunities as a major factor in their decision.  Considering the high costs associated with replacing team members, the return on investment (ROI) from developing quality training programs becomes apparent.   

Types and models of an employee training plan

Deciding what model to use when planning training depends on the needs of the organization.  A model of training that works for one company may not work for another due to its structure, hours, culture, etc.  Also, companies may consider combining different types of training methods, or pivoting among different methods as circumstances change.

With that in mind, here are some of the most common types of employee training methods:

Courses – Material is presented by an instructor through a series of lessons.  This type of training is similar to a traditional academic class.

Seminars/Webinars – The presenter (or presenters) explains a subject to a larger group.  This type of training is delivered as a lecture, with limited interaction between presenters and participants, although there is frequently a Q&A session.

Workshops – Workshops are interactive training sessions in which participants practice what is being taught under the guidance of a more experienced trainer.

Simulations – For complex job functions, particularly those in which user error could lead to dangerous or costly situations, simulations are often developed to recreate real-life scenarios in a safe environment.

One-On-One Training – A new hire may be assigned to “shadow” a more experienced colleague to understand the nature of the work or a supervisor may be assigned to monitor a less experienced worker and provide on-the-job training.

Other questions to consider when developing a training plan for employees:

In-person or virtual?  Training sessions can be delivered in person, remotely, or a hybrid of both.  There are advantages and disadvantages to each model. One major advantage of remote training is that it can be accessed from anywhere.  This is convenient for employees and reduces costs for employers. Remote training can be synchronous, meaning that the lessons are live, or it could be recorded and viewed later.  This, too, allows for more flexibility and convenience for those undergoing the training and makes it possible for businesses to reuse training materials.

Internal or outsourced?  Companies may decide to develop their own training material and use company employees to deliver it, or they may choose to collaborate with external professional instructors who are experts in their field.  Again, this depends on the nature of the instruction as well as the budget available for training.

Who receives what training? Information that may be indispensable for some staff members may not be relevant to others.  For example, managers will need different training than entry-level personnel. Training plans need to take into account the variations in needs among different departments and ranks.

Tips for a successful employee training plan

The first step of planning anything is determining the end goal.  What outcomes is the training meant to achieve?  What new skills and knowledge should those undergoing the training possess by the end of it?  What KPIs (Key Performance Indicators) can be measured to determine if the training was successful? Starting with clear, specific answers to these questions will make it much easier to devise a training plan.  Importantly, the stated outcomes should be aligned with the strategic goals of the organization.

It is beneficial to include employees in the planning process.  Employees have valuable insights to share regardless of how long they have been with an organization. New hires should be asked what sort of training they expect to receive and what new skills they would like to learn.  Those who have been with the company longer and have already undergone training should be surveyed on their experience.  Even those leaving the company should be asked for their feedback as they may be in the best position to provide a candid assessment of the company’s training methods.

Once a training plan is in place, companies should evaluate the results to identify areas for improvement.  This allows organizations to refine their training plan over time and continuously adapt to the needs of their employees and other stakeholders.

Meet Kaltura’s solution for employee training

Kaltura’s Training Platform makes it easy to plan and execute every aspect of employee development.  It offers brandable video templates that can be scaled and customized for any type of instructional session.  Everything from invites, registration, reminders, and the sessions themselves are managed from one place, which is accessible through a browser, so there is no need for participants to download anything or register on multiple sites.  Moderators have access to interactive tools including live polls, Q&A, whiteboard, and multimedia, as well as an analytics dashboard for viewing attendee engagement, audience behavior, and more. Plus, all the sessions are recorded to the cloud and made available on demand for repeat viewing, catching up, or for the benefit of future employees.

The platform is suitable for live or prerecorded content and is powered by Kaltura’s sophisticated video technology which delivers high-quality picture and sound, adheres to strict security requirements, and includes full technical support.

Summary

The need for a strong employee training plan is clear.  Providing quality professional development opportunities greatly benefits both employers and employees. A well-trained staff increases a company’s efficiency and competitiveness in the market, while employees value the training they receive, leading to lower turnover rates and higher engagement levels.

When developing a plan, it is useful to remember that good training plans improve employees’ job performance in their current roles. Great training plans also give them the skills and knowledge they need to move ahead in their careers.