Things to Keep in Mind While Developing an Employee Training Course

Do you want to provide adequate training for your employees?

Do you know how to do it right?

40% of employees who leave their job in the first year of service do so for the lack of proper training and development.

This simply indicates the need for designing a spot-on training course, which you can do keeping the following things in mind.

1. Identify the Need

All employee training programs are meant to provide a solution to a problem. How will this happen if the problem isn’t known?

Start with this. Identify the problem first. Look into your team. See if all processes are running smoothly. Keep a check on employee performance. Whether they are having any sort of conflicts with their colleagues or if they are not able to focus better for some reason.

Your employee training course can be designed to provide all sorts of training to your employees. Be it a series of meditation sessions to help them stay calm and focused under crunchy deadlines or a motivational training for your sales force.

2. Prior to designing, have a word with your target Employees

As you are planning to develop a training course for your employees, talking to them before laying down the design will be a good idea.

This will help you know about their expectations against the training program.

One simple approach for doing this is creating a training program layout and sharing it with your concerned employees. And then, based on their feedback, you will be able to improvise accordingly.

3. Select the Training methods

Once you know the problem that you need to address, you’ll need to know how you want to address it. Now, hold on a second. You already know you want to do it with an employee training course, but have you yet decided the mode of providing training?

Here’s a bunch of options that you can go with.

  • Instructor-led training: The traditional classroom method that we’ve all heard of and learned a lot with.
  • Online LIVE classes: Instructors hold live classes online in virtual classrooms. Learners can interact with the trainer and fellow learners.
  • Online On-Demand courses (eLearning): Pre-recorded lessons, lectures, and quizzes. Perfect for those who want to go at their own pace.
  • Mentored Learning: Focused learning combined with one-on-one mentoring. This offers the learners flexibility to work around their schedule.
  • Learning-as-a-Service: This new training method combines online training, mentored learning and on-demand resources.

    Qualified staff is hired and the learners are provided with the right tools and guidance to resolve all issues, the moment they arise.

4. Design it in a way that it’s easy to Monitor Results

Like any other investment that you’d monitor results for, employee training process results also matter a great deal.

How much ROI you are enjoying for your investment? What’s the average attendance for several training programs? How many employees per course are you getting to sign-up? All these numbers matter.

These will help you further optimize your current programs and enable you to create way better training programs in the future.

Also, this will enlighten you of the poorly performing training programs and the features that are making them perform that way.

So, take this seriously and make sure that the training method that you are using, lets you analyze and manage results properly.

Final words

While carrying out employee training can get you in sweat, weak implementation of the processes can result in poor ROI. In both cases, life can become tough for you.

For that reason, this post was about helping you craft your employee training courses better than ever.

Hopefully, this helped you.


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