When it comes to offering employee training programs, your company can’t afford to wait.
Nearly nine out of 10 millennials report that professional development is essential to them. If you can’t provide the career growth opportunities workers want, they won’t hesitate to go elsewhere. The longer you put off creating a robust employee training program, the greater the risk of expensive employee churn.
So what’s holding you back? Many organizations don’t know how to start building a structured and efficient training process from scratch. But you don’t have to. While each company’s training programs will be unique to their needs and goals, you can use prebuilt templates and checklists as a jumping-off point for building a scalable and productive training program.
We’ve gathered some of the most comprehensive and high-quality employee training templates and checklists and paired them with some of our best tips for building a better employee training program. Use these resources as the building blocks to help you design a dynamic, scalable training process for your organization.
Launching a brand-new L&D program involves a lot of decision-making. It can be challenging to know where to start. These training templates can help.
If you're putting together a formalized employee training plan, start by writing a policy that encapsulates the organization's attitudes toward and plans for the training program. Your training policy should include the following essential components:
Check out these training templates for some more concrete examples of how to structure your policy:
At its core, providing valuable training to employees is simply about identifying the most pressing training needs and then fulfilling those needs through courses, seminars, or other learning materials. But how do you pinpoint what your employees need to learn?
Traditionally, managers or L&D leaders have owned the training needs analysis process. They identify areas where they think employees would benefit from training, then push those needs to the appropriate parties. The problem with this top-down approach is that it’s time-consuming and not consistently accurate. Without employee input, managers are simply making their best guess.
Instead, we recommend a bottom-up approach to training needs analysis, where you source potential training needs directly from employees. Employees propose possible training courses based on their experience and the gaps they see in their knowledge. With the right tools (like a learning platform that combines collaborative tools with the power of an LMS), you can even have employees vote on each other’s ideas. This ranking system helps you determine the scope of each potential training need.
After you’ve created a list of employee-sourced training needs, learning managers should prioritize them in terms of their potential impact on employee performance and the cost and effort to fulfill. This skills gap analysis will help you choose which training to create first and which to put on the back burner.
These templates can help you assess and prioritize training needs.
You can build the most impactful learning content the corporate world has ever seen, but it won't matter if your employees don't know how to find and use it. Development plans serve as a roadmap for individual employees to enhance their skills and progress within the organization.
Organizations employ development plans throughout the employee lifecycle:
Ideally, every employee should have an active development plan to guide their training and development journey. It typically falls on managers to set those learning paths in conversation with their employees’ goals and knowledge gaps.
Employees should then pursue these learning goals on their own by taking courses and finding other learning opportunities. This self-directed learning isn't just more efficient; it also encourages employees to take ownership over their career ambitions.
There are many different ways to organize and format an employee development plan. At 360Learning, we use Trello to create a macro view of major training processes, like onboarding.
These templates can help you build your employee development plans:
After you've laid out learning objectives and a training roadmap, you'll want to track each employee's progress toward those goals.
We present these training templates with a caveat: manually tracking training progress is becoming increasingly obsolete. It's far more efficient to invest in a learning platform that automatically tracks employee progress and performance. The right software will make it much easier to keep tabs on each employee's training progress.
It's essential to measure your training programs' ROI to prove their efficacy and get more buy-in and budget. These tools can help you gather the data you need.
Measuring training ROI is notoriously difficult. How do you assign quantifiable value to improvements that are primarily qualitative?
We have a few tips:
Here are some helpful training templates for calculating program ROI:
Templates are great for fleshing out your training programs, but to really create a scalable, professional online training program, you’ll need the right software.
A great learning platform will automate many of the processes described above, eliminating paperwork and potential disorganization and confusion. For example, 360Learning makes it simple to assess training needs, create individualized learning paths, and track employee performance, course completion, and, ultimately, ROI. It even lets employees collaborate and create courses, so they can learn from one another.
Automating these processes saves a great deal of time, eliminates redundancy, and allows L&D leaders to focus on the most critical parts of a great training program: robust goals, impactful content, and innovative thinking. When you’re not bogged down in paperwork, you can focus on the greater purpose of actually helping employees learn, grow, and get results.
Interested in seeing 360Learning in action? Book a demo whenever you like: