Employee Training Templates and Checklists
Training & Learning

23 Employee Training Templates and Checklists to Build Better Training Programs

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.

Employee training policy templates

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:

  • The objective or purpose of your program. To build a training program that will get C-suite buy-in, align your goals with the overarching company strategy (see our Chief Learning Officer roadmap for more details).
  • Responsibilities. Outline the roles involved and the expectations. Include duties for program organizers, course creators, and learners.
  • Types of employee training available. You may offer online, in-person, or blended learning programs. They may take place independently on the employee's own time or in groups. Outline each type of training, its scope, and potential availability to employees.
  • Guidelines for participation. Outline the procedure for creating new courses or programs and the guidelines for employee participation.

Check out these training templates for some more concrete examples of how to structure your policy:

Training needs assessment templates

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.

Training needs analysis

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.

Learning needs

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.

Employee development plan templates

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:

  • Guiding new employees through onboarding
  • Boosting performance for struggling employees as a component of a performance improvement plan
  • Managing corporate reskilling or lateral company shifts
  • Helping ambitious employees reach new levels of success

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.

Onboarding overview template and checklist

These templates can help you build your employee development plans:

Training tracking templates

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.

Training ROI templates

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:

  • Start each training program with concrete goals for what success should look like. Whenever possible, attach numbers to these goals. So instead of "improve customer service," try "achieve an average Net Promoter Score of 7." These goals should also tie to larger company initiatives, for example: "Building a better customer experience."
  • Take a baseline measurement before you begin training. Initial measurements will help you measure change over time.
  • Commit to tracking metrics over time. At a bare minimum, you will want to follow course completion rates to make sure employees are finishing their training. But the more data on how employees use and interact with your courses, the better. Choose a training platform that lets you gather as much data analytics as possible.
  • Use integrations when possible. Some online learning platforms will connect with other tools to help you directly measure the impact of training. For example, you can connect 360Learning with your CRM to measure the effect of training on sales performance.
  • Always report on ROI. It can be easy to let ROI reporting slide, but keeping careful records of your program’s impact and overall benefit to the company is crucial for the long-term health and growth of your L&D program.

Here are some helpful training templates for calculating program ROI:

Simplify your training process with the right training tool

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:

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