THINGS TO CONSIDER
WHEN ESTABLISHING
A TRAINING PROGRAM
Workplace training can make employees more efficient—increasing production, revenue, and
profits while decreasing costs, waste and inefficiencies. It can help increase compliance with
regulations. And it can lead to more satisfied workers, reducing turnover and costly onboarding. In
fact, employers need to view training programs as in investment—rather than an expense.
Building an effective training program should support your business goals, and identify the true
purpose of the training. Sometimes there are operational issues that training can’t fix. If that’s the
case, you need to do some sleuthing and find out. Once you’ve identified that a training solution
would be advantageous, here are some steps to take:
1. Perform a training needs assessment
This step is the due diligence you need to do before embarking upon a training program.
First identify a clear business goal that the training will support. Maybe it’s decreasing costs.
Second, determine the tasks the workers need to perform so the company can reach that
goal. Is there a gap in skills? Third, determine the training activities that will help the workers
learn to perform the tasks. Will it require classroom training? Online training? Hands-on
training? And finally, determine the learning styles of the workers that will make the training
more effective. Some people learn best through self-guided and self-paced training. Others,
through instructor-led training.
2. Keep in mind adult-learning principles
Adults share certain characteristics that make training more effective for them. Ignore them
and your training may fail. Keep in mind that adult learners:
• Are self-directed
• Have a lifetime of existing knowledge, experience and opinions
• Are goal-oriented
• Want training that is relevant
• Want training that is task-oriented
• Need to know “what’s in it for them?”
• Want to be and feel respected
3. Set learning objectives
Create a list of things you want workers to be able to do or perform after the training is
completed. Will the training content meet these objectives? Will you be able to measure
employee performance against these objectives? Your objectives can address knowledge,
skills and attitudes. And they should be SMART:
S – specific, or clearly stated and apparent to everyone
M – measurable, or everyone can agree if the worker satisfies it or not
A – achievable, or workers have a real chance to satisfy it
R – relevant, or important for the worker’s job
T – time-bound, or have clear deadlines when the learner must be able to satisfy the objective
4. Choose a training program that best meets your objectives
Some people choose to create their own training program and materials, but the most
efficient course of action is to partner with a reputable training provider that offers an “offthe-shelf” program—one that meets your objectives, is designed for adult learners, and
includes evaluation criteria and/or a path to certification.
5. Use methods other than classroom instruction
Traditional classroom instruction is often not the best way to teach job skills. Hands-on
or computer-assisted instruction, live online learning, on demand web-based training, and
audio or video training are some of the many techniques that enable individuals to work at
their own pace and learn more efficiently than they would in a classroom setting.
6. Implement the training
One of the most important things you can do to ensure training success is to actually inform
your employees that they’ll attend the training. If you give them enough advance notice, they
can work it into their schedules and mentally prepare. Many online training programs use
a learning management system (LMS), a software application, to assign, deliver, track and
report on training. It keeps employees notified and up-to-date with approaching deadlines
and assignments.
Here are some other things to think about:
• Does the workers’ supervisor need to be informed?
• Do you need to buy any necessary supplies?
• Are there scheduling or traveling logistics?
• Do you need to provide food and drinks?
If training is assigned, establish clear expectations for your team as to how much time they
can train each week. Training for just 10 minutes a day will add up to more than 60 hours of
training in the course of a year!
7. Dedicate space
If training is sanctioned during work hours, consider designating a conference room or
other space where training happens for a few hours each day. Consider things like room
temperature, lighting, equipment needed, table and chair set up, visual aid needed, etc.
Interesting side note:
79% of learners prefer to have music playing while studying, while less than 20% of learners
prefer a quiet environment.
8. Provide a resource center
Traditional classroom instruction is often not the best way to teach job skills. Hands-on
or computer-assisted instruction, live online learning, on demand web-based training, and
audio or video training are some of the many techniques that enable individuals to work at
their own pace and learn more efficiently than they would in a classroom setting.
9. Use methods other than classroom instruction
Establish a center and stock it with job-related books, technical manuals, industry periodicals,
and training videos. Allow employees to visit the center on company time. Some online
training programs already have this built in to their LMS.
10. Evaluate training
Assessments during the training should evaluate the workers’ actual learning of the
objectives. Your ultimate goal should be to deliver effective training that changes their
behavior on the job. Are they taking their new knowledge and skills and applying them at
work? Did the training and their resulting performance help you reach your stated business
objectives? If so, congratulations!
11. Celebrate success
Everybody likes recognition. When training goals are met, be sure to celebrate success with
your team and recognize their achievements. Workplaces with a “recognition-rich culture”
show lower voluntary turnover rates by 31 percent.
12. Create an official training policy
Don’t let all the hard work you’ve put into training fall by the wayside. By clearly articulating
your expectations for the team by way of an official training policy, you’re able to use it as
an opportunity to identify goals, limits, rewards, and requirements.
Design, develop and implement a plan around these 12 areas and you’ll be on your way to
building an effective training program for your organization. One that will lead to an increased
training ROI, happier employees, and the attainment of key business goals.
For more information about effective training solutions, contact one of the
friendly success advisors at KnowledgeNet: The live learning company.
Call 877-797-2799 or visit KnowledgeNet.com.
Sources:
https://www.convergencetraining.com/blog/how-to-create-an-effective-training-program-8-steps-to-success
https://www.cbtnuggets.com/resources/infographic/build-your-own-training-program
http://www.amanet.org/training/articles/12-Ways-to-Make-Your-Training-Program-a-Hit.aspx