What Does an Effective Employee Training Program Look Like?

As organizations evolve, it is important for leaders to examine their employee training programs—or to establish a developing training strategy if none currently exists. While this is often seen as a Human Resources (HR) role, any proactive leader or supervisor can design and implement an effective training program, as the benefits of an effective training program (either conducted online or on site) help the growth of the entire corporate structure, as well as the personal skill sets of each employee. Ready to evaluate your team’s skills and start a training plan? Let’s get started. 

How to Design and Implement a Training Program 

An effective employee training program is well-structured and tailored to the specific needs of the organization and its employees. The goal behind training implementation is to enhance skills and knowledge and improve performance and engagement. Here are key phases to establishing an effective employee training program.

• As-Is Analysis and Needs Assessment

Evaluate the current skills, knowledge gaps and performance issues within your organization and team. Consider both technical skills and interpersonal or relationship-focused skills. Ask questions like:

• What skills do my employees need?
• Where do employees currently go for training? 
• What needs do existing resources address our needs, and where are the gaps? 
• Can existing resources be expanded to cover unmet needs? 

Rarely does an organization start from scratch. Identifying what you have and what you need helps set clear, measurable goals for the training program.

• Define Program Goals and Outcomes

Start by defining what your training program should achieve for your organization. Clearly define performance-based outcomes to demonstrate effectiveness and consider process-based outcomes that outline how employees will engage with the program (e.g., formats, sources and frequency).  

Craft specific, achievable outcomes defining what you want the learner to understand or do, focusing on both short-term and long-term goals. Tailor sub-programs for different audiences, such as leadership, administrative and technical training. Ensure your training program priorities align with your organization’s strategic goals.

• Plan the Project

Translate your goals and outcomes into a concrete project plan. Begin by gathering all available resources and organizing them in a way that reflects a cohesive training program. Collect and combine information to create a clear communication plan for your team. 

For example, your research may reveal that teams use 2-3 online training resources to develop interpersonal and relationship-focused skills, a specific classroom training provider for leadership skills, specialty training providers for technical skills and 3-4 coaching firms for staff development. Gathering those resource listings and the who, what, where, when and why is a practical starting point.  

Decide whether to develop training in-house or outsource to external providers. This strategic choice will significantly impact your program’s designs and implementation.  

• Implement, Evaluate and Improve

Implementation will vary based on your project plan, resources and goals. It may involve extensive content curation, research and resource procurement, and content development. Throughout this process, gather feedback from different audiences to understand their experiences and identify areas for improvement. Regularly evaluate the effectiveness of the training program against your original goals and expand or refine as needed. As part of this, gather both metrics (e.g., data about training engagement) and qualitative feedback (e.g., participant stories) to show improved performance and access success. 

Different Ways to Provide Employee Training 

In today’s world, with the proliferation of hybrid office hours, there’s a variety of strategies you can use to provide employee training. Each approach aligns with diverse needs and learning styles. Common approaches include:

• Classroom Training, Workshops, or Seminars: Traditional in-person or online, real-time training sessions led by an instructor in a classroom or webinar setting. The interactive sessions allow for immediate feedback and discussion. Most are short-term, intensive training sessions focused on specific skills or topics. They are ideal for providing hands-on learning, networking and collaboration. These events can include role-plays and simulations.  
• Self-Directed Learning: Flexible, self-paced training programs are delivered via digital platforms and often accessible from anywhere can accommodate diverse learning styles and schedules. Often, provided in the form of e-learning through a centralized online learning management system (LMS) – your organization may have an internal LMS or pay an external training provider, like Pryor Learning, to offer a wide range of resources. This category can also be broadened to include any self-directed learning, including reading books and articles. 
• On-the-Job Training (OJT): Practical learning under the guidance of an experienced colleague or supervisor allows employees to learn by doing. A cost-effective method that allows employees the ability to immediately apply skills. This approach works best when conducted in a structured way, where there is an actual formal transfer of knowledge or skills.  
• Mentoring and Coaching: Personalized, one-on-one experience with a mentor or coach who provides guidance, advice and feedback. While this training can be more expensive, it focuses on individual development needs, and builds strong professional relationships. This category can also include structured team or group coaching. 
• Job Rotations and Cross-Training. An advanced form of OJT, where employees rotate through different roles or departments to broaden their skills and exposure to the organization. This approach supports versatile skill development and improves collaboration and understanding among departments. This category can also include temporary apprenticeships and internships. 
• Mobile Learning: A variation on e-Learning, this approach delivers on-the-go training through mobile devices, such as smartphones and tablets. It tends to be highly flexible and ideal for busy employees or those in the field. Instructional videos, interactive tip sheets and job aids are an extension of this form of training. 
• Social Learning and Knowledge Sharing Platforms. While not formal training, peer-driven learning emphasizes social interaction in-person and online, collaboration and sharing of knowledge among peers. Examples range from employee-driven book clubs to online resources that present information in an excessive way to support employee learning.  

By following these steps, you can build a training program that not only enhances employee skills but also aligns with your organization’s strategic outcomes.

Training Opportunities  

An effective employee training program is dynamic and responsive, evolving with the needs of the organization and its workforce. It emphasizes clear goals, engaging delivery, thorough assessment and continuous improvement to ensure that employees develop the skills and knowledge needed for their roles. Employees become more motivated and empowered to work towards both shared and personal goals in the workplace. 

Pryor offers many resources to Human Resource (HR) professionals charged with training development and many other tasks. In addition to several blog articles about developing training strategies, check out Pryor’s Training the Trainer seminar, Establishing a Powerful Mentoring Program, Successful Employee Onboarding and Comprehensive Training for HR Managers.