What are employee training programs?

Employee training programs are designed to help new or existing employees improve their skills and knowledge so they can do their jobs more efficiently, productively or safely.

Companies create training and development programs to improve employees’ skill sets in a range of topics, including:

• Corporate policies
• Customer service
• Computer skills
• Diversity and inclusion
• Conflict resolution
• Safety
• Quality assurance

Training can take place in an on-site or off-site classroom setting, via online education (e.g., virtual onboarding) or through on-the-job training or mentoring.

Continuous education is now a regular part of most jobs. Leaders of growing companies understand that well-trained employees are key to increasing productivity and success.

How to create a training program

Here are a few steps to plan for and implement a staff training and development program.

1. Perform an assessment

Assess gaps in your company’s productivity, quality assurance and employee satisfaction.

You could interview supervisors and workers or send anonymous surveys to identify areas where employees need more support. Are new employees taking a long time to find their stride? Are bottlenecks affecting your bottom line?

Read more: Training Needs Assessments (TNA): A Guide for Employers

2. Identify the necessary competencies

Competency is a general term that refers to the groups of skills, knowledge, behaviors and abilities that are necessary for your organization’s success. Examples of competencies are:

• Building effective teams
• Business acumen
• Customer service

Once you pinpoint key competencies, you can define the training needed to develop them.

3. Consult with experts

Training professionals can assist with developing an employee training program and producing appropriate materials.

You could hire an instructional designer, for example, or work with a local public school or community college. Another option is to partner with a governmental agency that provides the training you need.

4. Develop a targeted training and development plan

Your training and development plan should specify learning objectives that align with your company’s goals and needs. Include an analysis of problem areas, and specify how the program addresses each. Your plan may also:

• Describe the training programs
• Include a budget
• Define awards or certifications for completing training
• Explain how results are measured

5. Incorporate mentorship and coaching

Mentorship is valuable to any training and development program because it encourages your team to build relationships. Here are a few tips to build a successful mentoring program:

• Match individuals based on personality type. When mentees and mentors have similar personalities and communication styles, it often results in a more successful experience for both parties. Personality assessments, such as the Myers-Briggs assessment, can help with this process.
• Make sure both parties understand the purpose, responsibilities and expectations.
• Match employees with a mentor who has enough experience to educate and challenge the mentee.

After you’ve identified potential matches, create a mentoring agreement that states the guidelines for the mentorship program. This document helps clarify expectations and formalize the relationship.

6. Conduct a test program

Once your plan is approved—before you set it into motion—conduct a pilot training session to see what works and which areas need tweaking. It’s easier to work out bugs with a small group. Consider having participants fill out a survey to evaluate the training and suggest improvements.

7. Measure training results

Once training is underway, you can measure the results. Interview supervisors and employees to learn whether the desired changes are being produced. Are managers seeing improved behaviors? Have there been reductions in turnover rates? Are employees feeling more confident?

Where possible, measure changes using metrics such as:

• Productivity
• Throughput
• Met deadlines
• Overtime rates
• Employee satisfaction

Compare these results to your baseline and track them over time to determine if employee training has been successful.

Benefits of employee training and development programs

Employee training programs can benefit individual employees and improve the performance of an organization, but they require a financial investment. Many organizations find the benefits of these programs are worth the cost.

• Increased productivity and adherence to quality standards: A trained, knowledgeable workforce is essential to achieving high productivity, consistency and increased efficiency.
• Reinforced skills: A solid employee training and development program helps employees strengthen their skills and weak areas.
• Improved employee satisfaction, performance and retention: Training programs show employees you value them and are willing to invest in their future, which can make them feel appreciated and motivated. Plus, enhancing employees’ skill sets can boost their confidence. According to an Indeed survey, 39% of job seekers who left their jobs within the first six months said more effective onboarding and training could have helped them stay longer.*
• Higher innovation: Effective training and development programs help your company stay vibrant, creative and forward-thinking, which helps foster innovation.
• Reduced skill gaps: Training closes skill gaps by addressing organizational weaknesses and helping every employee reach the desired capability level. Effective education helps employees work efficiently and independently.
• Strong employer value proposition: Training programs add to your organization’s employer value proposition (EVP), which includes the benefits your company offers employees. Training can help your business attract and retain high-performing workers.
• Improved operational efficiency: When workers are trained in tools, theory and processes, they’re better equipped to spot areas of improvement within your company.

*Indeed survey, n=438

Examples of effective employee training methods

Employers typically use five common training methods. The right option for you may depend on the topic and employees’ needs.

1. Classroom-based

In this format, certified facilitators lead classroom-based employee training and development sessions. They may use audiovisual materials, presentation slides, handouts and other materials.

This type of training can be effective for large groups that need to be trained simultaneously. Because attendees are confined to a limited space, this setup is generally used for information-based training rather than hands-on education.

2. Interactive

Interactive training involves employees in the learning process with games, quizzes, simulations and other techniques. It enables employees to practice their skills or new knowledge in realistic work scenarios.

This type of training may be conducted in person or online. It can be a cost-effective way to educate larger groups or remote workers.

3. On-the-job

With this employee training method, employees learn skills and concepts as they perform their duties. The process is largely self-directed, though you might assign a mentor or a partner as a guide.

On-the-job training is effective for new employees because it immerses them in the work environment. They can learn from coworkers and quickly develop an understanding of the operation, standard practices and customer needs.

4. Online training

Online training can be an effective and flexible training method. Employees can access videos, webinars, e-books and assessments using their phone, tablet or computer.

If you choose a platform or course with multiple delivery modes—video, audio and text, for example—it can adapt to different learning styles. Because employees aren’t limited to a rigid class schedule, they can adjust their training sessions to fit into slow periods during the work day.

This type of employee training works for on-site and remote employees and adapts easily to shifting customer or production demands.

Types of employee training and development programs

Consider the following options before developing your employee training program.

• Internal or outsourced training: You can create a training program or hire a professional to do the job.
• Classroom-style or workshop-style: For topics that involve storytelling, classroom-style is generally best. If you prefer brainstorming and role-playing sessions, the workshop-style might be best.
• Individual or group training: Individual training is typically more flexible and adaptable, while group training may be more cost-effective.
• In-house seminars vs. industry conferences: Conferences can be costly, but they provide access to experts and topics that might be out of the budget for in-house training.
• Skills-based training or management training: Training can revolve around hard skills, such as technology or equipment operation, or soft skills, such as leadership and communication.
• On-the-job training or external resources training: Training can happen as part of an employee’s duties or outside the scope of their normal responsibilities.

FAQs about employee training and development

What makes a successful employee training program?

A training program is generally successful when employees emerge feeling confident, capable and empowered. They should be able to apply their new skills or concepts after the training.

Successful programs are also relevant to the company’s needs, adaptable to different schedules or learning abilities and taught in a way that resonates with employees.

Which employee training method is best?

The best employee training method for your company depends on the situation and the topic. If you’re teaching a practical skill, such as operating a specific piece of equipment, hands-on instruction may be most effective. For complex concepts that are likely to inspire questions, a classroom session could be a better choice.