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What Is Employee Training (+ How...

What Is Employee Training (+ How To Develop an Employee Training Program)

Written by Gem Siocon

9 minutes read

Employee training aims to educate the workforce on specific knowledge and skills to improve work performance. It also prepares individuals for career advancement via leadership development training.

Skill shortages, inflation, and talent disruption made companies realize the need to upskill their workforce, and L&D has never been in a better position to help. In the newest LinkedIn Learning Workplace Learning Report, 89% of L&D professionals agree that proactively building employee skills will help navigate the evolving future of work.

Contents
What is employee training?
Employee training benefits
Methods of employee training
7 Steps to develop an employee training program
Employee training systems
Training effectiveness metrics
Employee training plan template

What is employee training?

Employee training refers to structured learning activities that improve employee performance, productivity, job satisfaction, and effectiveness.

Effective training programs can positively impact employee performance. First, it enhances productivity and efficiency. Training programs teach effective work techniques, proper use of tools and software, and good time management practices. Employees become more skilled and efficient and can quickly complete tasks and produce more. Moreover, effective L & D programs train employees to understand and follow industry standards, promoting work consistency and quality.

When productivity and quality grow, profitability also rises. The Association for Talent Development (ATD) revealed that companies offering a formalized training program increase their profitability per employee by 218%. They also found that these companies had a 24% higher profit margin when compared with others spending less on training

Employee training benefits

Benefits for the employee:

It allows you to remain up-to-date with industry and job trends, sharpening key skills and increasing effectiveness in the workplace.
It helps pave the way for career advancement opportunities and promotions, such as leadership training for new managers. Knowing that your employer is investing in your growth can also boost morale and help you feel valued.
Updated technological competencies or newly acquired skills further enhance job performance, leaving employees feeling accomplished and motivated.

Benefits for the organization:

Retention rates significantly increase as employees are likelier to stay with a company that offers career growth. According to The Harris Poll, 70% of employees would be less likely to leave their current roles for an employer investing in employee development. Moreover, retention rates rise 30-50% for companies with strong learning cultures.
Addressing skill gaps within the workforce can keep the organization competitive, especially when responding to business challenges and changing market demands. In Korn Ferry’s “Future of Work,” report the skills gap is a trillion-dollar problem, predicting that the U.S. alone will miss $1.748 trillion in revenue by 2030.

HR’s role in employee training and development

HR plays a crucial role in training and developing the workforce. This involves several key responsibilities:

Assessing training needs: HR identifies training needs within the organization by conducting performance evaluations, analyzing skill gaps, and considering business objectives. They can use surveys, interviews, focus groups, and observation of employee performance to gain insight into specific areas for improvement.
Designing and developing training programs: HR designs training curricula based on employees’ learning needs and goals. This includes selecting appropriate training methods and creating supporting resources such as e-learning materials, audio and visual aids, training manuals, presentations, job aids, and workbooks.
Sourcing and selecting training providers: HR is responsible for researching and selecting external training providers such as educational institutions, consultants, or online learning platforms when needed.
Organizing training logistics: HR manages logistical aspects of the training, including scheduling, venue or platform booking, participant registration, and ensuring necessary resources and materials are available.
Facilitating or coordinating training delivery: HR professionals may serve as trainers or coordinate with internal or external trainers to deliver training sessions, providing support to participants throughout.
Evaluating training effectiveness: HR assesses the impact of training programs by gathering feedback from participants, conducting post-training assessments, and evaluating changes in employee performance and behavior following the training.
Monitoring training compliance: HR ensures employee participation in mandatory training programs, such as safety and compliance training, and maintains records to track participation and completion rates.
Managing training budgets: HR managers create and manage training budgets, covering the cost of developing and implementing learning programs, purchasing books and software, and indirect expenses such as salaries for L&D specialists and logistics.

Methods of employee training

Training method	Description
On-the-job training	Training employees while performing actual job tasks.
Classroom training	Traditional training sessions conducted in a classroom setting.
Online or e-Learning	Digital platforms or learning management systems for remote access.
Simulations/VR	Creating simulated or virtual environments for hands-on training.
Job aids/References	Tools/resources providing quick references and support.
Workshops/Seminars	Interactive sessions conducted by subject matter experts.
Mentoring/Coaching	Pairing employees with experienced mentors or coaches.
Team-based training	Training conducted within a team or group setting.
Cross-training	Training employees in multiple roles or functions.
Conferences/External	Sending employees to external workshops, seminars, or conferences.
Case studies/Role-play	Analyzing scenarios and engaging in role-playing exercises.
Gamification	Incorporating game-like elements for increased engagement.

7 Steps to develop an employee training program

Here are the steps for HR when developing an employee training program:

1. Conduct a needs assessment and training analysis

HR conducts performance evaluations for employees, which involves assessing the performance and competencies of individuals against the expectations of their roles and responsibilities. HR compares the targeted skills and competencies for each role with employees’ actual skills. This comparison helps identify skill gaps or areas where employees may need further development to meet their roles’ requirements or improve their performance.

2. Set clear training objectives

HR must collaborate with the managers to develop clear objectives to understand the current and future business goals. From there, they must define the learning outcomes of the training programs to align with company priorities. The alignment of training initiatives and company objectives helps ensure that training programs contribute to the organization’s overall success.

3. Design tailored training curricula

The alignment of training content and curriculum with defined learning objectives, along with the consideration of key topics, ensures that the training program is purposeful, effective, and relevant. Outlining the essential topics, concepts, and skills guarantees that the training focuses on the most critical areas. It also maximizes the potential for participants to gain the targeted skills and apply them in their roles.

4. Incorporate blended learning approaches

Determine the most appropriate instructional methods for training delivery. The methods can include presentations, hands-on activities, group discussions, role-plays, case studies, videos, online modules, or a combination of these approaches. The choice of instructional methods should align with the learning objectives and cater to the preferred learning styles of the participants.

5. Leverage technology for training delivery

Using technology for training delivery can enhance the effectiveness, accessibility, and flexibility of training programs like LMS (Learning Management System), virtual conferencing tools, multimedia presentations, simulations//VR, mobile apps and e-learning modules.

6. Implement the training program

Creating a training schedule and timeline involves planning and organizing the sequence of training activities and allocating timeframes for each task. Here are the steps:

Divide training content into different modules and arrange its sequence
Estimate the amount of time needed to complete each module
Specify the training activities for each module
Build a training calendar to map out training activities over a period of time
Communicate training schedule and time with trainers, participants, and other relevant stakeholders
Regularly monitor the progress of the training program and make adjustments as needed

7. Provide ongoing support and feedback

Continuous monitoring and feedback post-training is critical to reinforce the application and retention of the newly-acquired skills.

Employee training systems

Training systems can vary according to features, focus, and integration with other HR and organizational systems. Organizations often choose the systems that best align with their training goals, resources, and overall HR strategies. Here is an overview of employee training systems:

Training system	Description
Learning Management System (LMS)	A software platform that delivers, manages, and tracks employee training programs. It often includes course creation, content management, and assessment tracking features.
Virtual Learning Environment (VLE)	An online platform that provides a virtual space for training, communication, collaboration, and content delivery. It typically includes features like discussion forums, multimedia content, and assessments.
Learning Experience Platform (LXP)	A digital platform that offers personalized learning experiences, content curation, and social learning capabilities. It focuses on learner engagement, knowledge sharing, and continuous learning.
Talent Management System (TMS)	A comprehensive platform that encompasses various HR functions, including employee training. It facilitates employee development, performance management, career planning, and succession planning.
Content Management System (CMS)	A system used to create, manage, and deliver training content, including documents, videos, presentations, and other learning materials. It enables content organization, version control, and access control.
Gamification platform	A platform that applies game design elements and mechanics to training programs to enhance engagement, motivation, and learning outcomes. It often includes features like leaderboards, badges, and rewards.
Social learning platform	A platform that promotes collaborative learning and knowledge sharing among employees. It facilitates discussions, content sharing, peer-to-peer learning, and networking within the organization.
Mobile learning platform	A platform designed for delivering training content on mobile devices. It enables employees to access training materials anytime, anywhere and often includes features like microlearning modules and offline access.
Assessment and evaluation system	A system used for assessing employee knowledge, skills, and competencies. It may include tools for creating quizzes, exams, surveys, and performance evaluations. It helps measure training effectiveness and identify areas for improvement.
Communication and collaboration tools	Various communication and collaboration tools like video conferencing platforms, chat applications, and project management software facilitate real-time interaction, teamwork, and knowledge sharing among employees.

Training effectiveness metrics

You can use various training evaluation metrics to measure employee training effectiveness to know if you are achieving your training goals and getting your return on investment. These include the training cost per employee and the training ROI.

Collecting and analyzing training data is essential in making data-driven decisions. Here are some tips to help HR professionals gather and analyze data:

Apply different data collection methods pre and post-training evaluations, surveys, performance assessments, and learning analytics from online training platforms.
Gather quantitative data (e.g., scores, completion rates) and qualitative data (e.g., participant feedback, testimonials) to assess the training program’s impact.
Analyze training data at various levels (individual, group/team, and organizational) to comprehensively evaluate the program’s impact and identify patterns or trends.
Track and compare training data over multiple iterations of the training program. This helps identify improvements or areas that require further attention and refinement.
If your organization uses an LMS or similar technology, use the built-in tracking and reporting features which give valuable insights into participant progress, completion rates, engagement levels, and assessment results.
Use the insights from analyzing training data to continuously improve training programs.

HR can assess the impact of a training program on employee performance through various methods and approaches:

Monitor and measure employee performance metrics over time to assess any changes or improvements in employee performance as a result of the training.
Gather supervisor feedback and performance reviews to see any positive changes in employee performance, like an uptick in productivity levels, quality of work, or customer satisfaction
Compare the performance of employees who received the training with those who did not participate. Analyze differences in performance metrics, quality of work, or customer satisfaction between the two groups to assess the training program impact.

Employee training plan template: Example template

Section	Description
Training program overview	Program name: Objective: Target audience: Duration: Training location: Training method(s):
Training needs assessment	– Identify specific skills, knowledge, or competencies to address<br>- Determine skills gap
Training goals and objectives	– Clearly define overall goals and specific objectives<br>- Ensure measurability and alignment with organizational goals
Training methods and activities	– List training methods and activities<br>- Describe how they address training needs
Training resources and materials	– Identify required resources and materials<br>- Determine need for external sourcing
Training schedule	– Create detailed schedule with dates, times, and durations<br>- Allocate sufficient time for each activity
Training delivery and logistics	– Determine training delivery approach. – Arrange logistics (venue, equipment, materials, IT support)
Training evaluation	– Define methods and criteria for evaluating training effectiveness. – Plan feedback collection and analysis process
Monitoring and follow-up	– Establish mechanisms to monitor progress and implementation – Plan support and follow-up activities
Budget and resources	– Estimate training budget – Identify available resources and potential funding sources
Roles and responsibilities	– Define roles and responsibilities of key stakeholders involved in the training program
Communication and marketing	– Develop communication plan for informing employees about the training program – Determine promotional channels
Risk assessment and contingency plan	– Identify potential risks or challenges – Develop a contingency plan to address risks
Approval and sign-off	– Obtain necessary approvals from relevant stakeholders

To sum up

Organizations interested in maximizing their employees’ potential should prioritize employee training. By designing and implementing effective training programs, HR professionals can provide employees with the knowledge and skills to do their jobs properly.

A well-designed employee training program enhances employee engagement, reduces employee retention and addresses skills gap. When HR professionals work on delivering training programs that align with business goals, they build the foundation for the long-term success of the organization.

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