training department business plan

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Training structure: examples and downloadable template, share this article.

Think of a training structure as the blueprint for your B2B training business. It’s like an architect drawing up plans for a home – it outlines what materials are needed, where to place them, and how it all comes together.

This article will explore comprehensive training structure examples and templates for B2B training businesses to help you create the perfect program to generate revenue and scale operations. 

We’ll look at how to create an effective learning plan, design the curriculum, select the best delivery methods, and present it in a way that resonates with your audience. 

Skip ahead: 

Understanding the Basics of Training Structure

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Creating a comprehensive training structure for your B2B training business can be daunting. However, understanding the importance of such an undertaking is necessary to ensure success. 

A well-structured training program can help you scale and increase revenue in ways that few other strategies can provide. At its core, a  well-structured training program allows you to plan better and manage resources to maximize profits while delivering quality services. 

This helps you create a bigger return on the time, energy, and money invested in your business.

Overview of Training Structure Examples and Templates

When designing your online course, there are many training structure examples and templates to consider. The proper training structure can significantly impact your B2B training business’s success. 

You have many training options to choose from for your online course, such as self-paced, blended, modular or spiral instruction. Each approach has advantages and disadvantages depending on the type of content being taught and the objectives that need to be met. 

Additionally, templates provide an easy way to create a consistent style throughout your course materials without needing extra effort from you or your team. 

Before diving into examples or templates for your business’s training structure, understanding the basics of this concept is essential.

Defining Training Structure and its Core Elements

A training structure is an organizational framework for your online courses that helps ensure each product functions as intended to reach its goals. Core elements of a training structure include: 

• Defining the learning objectives and outcomes of each particular course or lesson. 
• Establishing the topics and content presented in each lesson. 
• Crafting assessments and quizzes to measure student comprehension. 
• Setting up any additional resources, such as video content, audio recordings, or printable worksheets needed for the course. 
• Integrating feedback mechanisms so students can ask questions or provide comments throughout their journey. 
• Collecting data such as learner engagement and completion rates to determine the effectiveness of your program. 

Incorporating these features in a well-defined training structure can help maximize return on investment while building a loyal customer base through educational content.

Key Considerations for B2B Training Programs

There are several factors to consider when structuring your B2B training programs, some of which are necessary to differentiate them from B2C training programs and courses , including:

• Utilizing a scalable platform that can accommodate larger audiences. 
• Automating processes to streamline the delivery of content.
• Incorporating interactive elements such as quizzes, polls, and case studies.
• Offering personalized coaching or mentorship opportunities. 
• Establishing marketing tactics to attract potential clients. 
• Crafting customer success stories to demonstrate the ROI of training programs. 
• Creating dynamic pricing models based on student needs. 
• Providing tailored material based on industry or company size.

Now that we know the basics let’s examine different training structure examples and templates you can use to create your next educational product.

Explanation and Benefits

This incremental process is an effective way to organize your business’s training program. It involves creating a series of courses that build on each other and provide a logical progression for learners. Doing so creates a clear path or “ sequence ” from novice trainees to advanced experts while helping them make the most of their learning journey. 

The benefits of using this kind of structure include: 

• Encourages learner engagement : When customers can see progress and understand how far they have come, it boosts motivation and keeps them engaged in their learning journey. 
• Easier onboarding process : Setting steps makes it easier for new trainees to understand what to do and how far they have left. 
• More effective training : Structured courses make learning more efficient, as learners can focus on specific topics or skills without feeling overwhelmed by too much information. 
• Improved customer satisfaction : Customers’ satisfaction levels increase as they become more knowledgeable about your product or service.

Step-by-Step Implementation Guide

• Identify the core topics of your course and the desired learning outcomes for each.
• Organize these topics into a logical sequence that builds on previous knowledge and facilitates mastery of skills as learners progress through the course content. 
• Create individual modules based on these topics, ensuring they are concise yet comprehensive in their subject coverage. 
• Develop activities within each module to reinforce key concepts and provide opportunities for learners to practice newly acquired skills interactively.  
• Include quizzes or assessments throughout the course to assess learner progress toward mastery of all objectives. 
• Add a final assessment to the course that requires learners to demonstrate mastery of all topics and objectives. 
• Provide support materials, such as worksheets or reference documents, for learners who need additional guidance throughout their learning journey.

Case Study: Corporate Finance Institute (CFI)

Corporate Finance Institute (CFI) has successfully utilized Thinkific’s online training resources to boost revenue and reach over 7 million students across 170 countries. Co-founded by Tim Vipond, CFI offers comprehensive financial analyst programs for individuals and renowned institutions like Deloitte, HSBC, and Amazon.

Transitioning from in-person classes to online courses with Thinkific Plus, CFI initially launched with a bundle of 10 courses. This allowed them to gather feedback and expand their offerings continuously. 

Now providing over 140+ courses through the Thinkific Plus platform, CFI continues to experience strong yearly growth in both student enrollments and revenue generation while reinvesting earnings back into course improvements and expansion efforts.

A modular training structure organizes and delivers training that allows you to mix and match different elements. It’s helpful for businesses looking to create custom learning experiences that meet their customers’ needs. 

The advantages of this approach include: 

• Flexibility : You can tailor your courses according to customer preferences. 
• Streamlined delivery : It makes managing complex teaching scenarios with multiple instructors, locations, and topics easier. 
• Cost savings . Since each module can be reused in different contexts, companies save time and money by not having to develop entirely new courses each time. 
• Increased engagement : Learners can explore topics in more depth since modules are organized into smaller, digestible chunks.
• Define your goals : Identify the objectives of your training program and how you want to measure success. 
• Organize content : Divide information into logical modules or topics that can be accessed in any order. 
• Determine delivery method : Decide if you will deliver the training through an online platform, a webinar series, or other forms of instruction, such as text-based emails or videos. 
• Create structure : Design a framework for each module, including an introduction, main body with learning activities, and conclusion. 
• Develop content assets : Create relevant materials such as slides, quizzes, tutorials, and other assets to supplement the learning experience. 
• Monitor progress : Track student engagement with metrics such as completion rates and feedback ratings. 
• Evaluate outcomes : Analyze data to understand your program’s effectiveness and identify improvement areas.

Case Study: Blisspot

Blisspot , an online well-being solution, offers resources to support mental, physical, and emotional health for individuals and companies. Referred to as the “Netflix of well-being,” Blisspot provides users with easy access to expert resources like courses, podcasts, meditations, and goal-setting tools. The platform primarily targets small to midsize companies lacking in-house wellness programs or dedicated HR departments.

Initially experimenting with live events and workshops, Blisspot realized that online learning through Thinkific Plus would allow them to reach more people effectively. This seamless integration has enabled the company to offer personalized features such as tailored content recommendations based on user interests and goals. With a monthly membership fee of only $17 dollars per individual user or group subscriptions for employees offered by businesses participating in the program, accessibility is increased for all.

Thinkific Plus has helped Blisspot deliver enriching content while providing exceptional customer support that aligns with their mission of improving personal well-being and team performance across various industries.

A layered training structure is a way to organize online learning into multiple levels or stages. This approach allows learners to progress from basic concepts and knowledge to more advanced skills and understanding at their own pace. 

The pluses of using this learning strategy include the following: 

• Greater comprehension for the learner as they pass through each layer 
• Increased engagement in the learning process due to its progressive nature 
• Ability to tailor content based on learners’ needs and abilities 
• Clear evaluation points along the way so trainers can monitor the success
• Establish the purpose of your training structure : What do you want to achieve (e.g., customer education, revenue generation)? 
• Outline goals and objectives for each layer of the training structure : Consider what you would like to teach customers or how much revenue needs to be generated from each program tier. 
• Create a timeline for implementation : Once you have set your goals and objectives, decide how long it will take to deliver them in line with customer requirements and expectations. 
• Design content that meets the needs of learners at different levels : Structure content so that those new to the subject can easily understand basic concepts. In contrast, more experienced learners can deepen their skills. 
• Develop a system for tracking and measuring progress : Set up metrics for monitoring learner engagement, completion rate, satisfaction levels etc. 
• Establish an assessment process : Create assessments that measure how well learners have understood your training content and how successful they are in achieving goals set out in the program. 
• Assign resources to promote and support your training structure : Make sure you have adequate staff or technology resources available to ensure customers receive quality service throughout their learning journey. 
• Evaluate performance regularly : Review learner data and adjust the program as needed.

Case Study: BankersHub

BankersHub® , co-founded by Erin O’Donnell and Michael Beird, is a leading financial services training company dedicated to supporting and educating financial institutions worldwide. They offer the latest industry best practices, research insights, economic trends, and consumer views through their online education platform. Utilizing Thinkific Plus has allowed BankersHub® to stay ahead of the curve in financial services training while increasing both revenue and client engagement on their platform.

Recognizing the need for accessible online education following the 2008-2009 Global Financial Crisis, BankersHub® used Thinkific Plus to set up their training academy – BankersCollegeTM. This provided an easy-to-use platform for seamless B2B selling with built-in administrative and communication features that improved customer experience without requiring additional headcount. 

Since launching courses on Thinkific Plus, they have experienced steady growth in course enrollments and an 8% increase in revenue last year – attributed mainly to customers’ satisfaction with a more formal learning process.

This format combines in-person and online learning activities to create an engaging learning experience. It is advantageous for B2B training businesses as it provides the following: 

• Flexibility : Learners can access content anytime, anywhere. 
• Cost savings : Reduced travel costs for instructors and participants. 
• Increased engagement : A diverse range of delivery methods engages participants more effectively. 
• Improved reach : More people can join sessions remotely or via video conferencing technology.

Step-by-Step Implementation

• Develop a blended training plan that incorporates both online and in-person components. 
• Decide which topics your customers will learn best from an in-person session and which can be taught effectively online. 
• Outline the objectives of each program component to ensure they are aligned with customer education goals. 
• Create content for each aspect of the blended learning structure, including videos, webinars, and physical materials like workbooks or handouts, if applicable. 
• Select appropriate content delivery platforms, such as Learning Management Systems (LMS) or virtual classrooms, for synchronous online sessions. 
• Assign instructors or facilitators for each program component and provide training as needed. 
• Launch your blended training structure and measure its success over time to ensure it meets customer education needs and generates revenue.

Case Study: Wallbreakers

Wallbreakers, an AI-powered platform co-founded by Andrea Guendelman, Leah La Salla, and Isaac Saldana, aims to bridge the skill gap between recent computer science graduates and top employers’ expectations for software development engineers. The company focuses on recruiting and retaining diverse talent from underrepresented backgrounds in the tech industry.

To manage a growing number of candidates and specialized training programs, Wallbreakers utilized Thinkific Plus to launch its online certification courses. This move enabled them to better monitor student progress while providing valuable certifications that make candidates more marketable to partner organizations like Amazon and Visa. 

By using Thinkific Plus features such as weekly reminder emails, group analysts, multimedia capabilities, and analytics support, Wallbreakers has successfully enhanced both candidate success rates and customer experiences in their program. Consequently, they have witnessed rapid growth through word-of-mouth marketing on social media platforms like LinkedIn.

This strategy presents information in a manner that is both progressive and cyclical. It begins with the most basic concepts, then introduces more complex ideas and builds on them as they are repeated throughout the course. 

With this approach, learners can continually review materials to solidify their understanding without getting overwhelmed by long lists of topics or competing ideas. The advantages for learners include: 

• A greater level of comprehension due to multiple repetitions 
• More straightforward navigation through content as similar subjects are grouped
• Opportunity to quickly master foundational concepts before progressing further 
• A more engaging learning experience as lessons are reinforced through repetition 
• More accessible course updates, allowing content to be cycled out and replaced with new material 
• Greater flexibility in creating different levels of courses or modules based on learners’ existing knowledge or needs 
• Faster delivery times due to fewer topics needing to be covered at once
• Define the key objectives of your educational course 
• Break down your content into modules 
• Designate a pre-requisite for each section 
• Create an assessment to gauge the trainee’s understanding and progress 
• Establish a spiral approach by linking topics from different modules together 
• Implement feedback loops throughout the training program to ensure proper comprehension and retention of materials 
• Monitor learner performance to adjust learning paths as needed 
• Integrate revenue-generating strategies such as upsells or referrals throughout the training program 
• Provide additional resources for self-paced learning or in-depth study 
• Track outcomes to measure and analyze the success of your training program

Case Study: Epoch Education

Epoch Education, a national leader in diversity, equity, and inclusion (DEI) training, offers over 50+ courses to educators, students, and corporations across the USA. Founded by Dr. Nancy Dome, their RIR Protocol™ – recognize it, interrupt it and repair it – forms the foundation of their training courses. Prior to Covid-19, Epoch Education facilitated in-person trainings throughout the US but quickly shifted to online education via Thinkific Plus in March 2020.

Thinkific Plus has enabled Epoch Education to deliver personalized and engaging DEI training content securely while improving learning experiences and increasing revenue. By expanding its focus beyond education towards small businesses and corporations – as well as utilizing multimedia lessons on Thinkific Plus platform for wider reach – they have successfully engaged clients from various sectors across the country with audiences up to 3500 people at once.

Course Outline Template

Overview and Purpose: A course outline template organizes the main topics, objectives, and learning outcomes of a training program to ensure a coherent structure throughout the course.

Key Sections and Subsections: Introduction, Training Objectives, Training Content & Schedule, Training Methodolody, Conclusion.

Sample Format: 

Title & Description

• Course Name: ABC Training Program
• Introduction: A comprehensive training program on XYZ skills.

Training Objectives

• Module 1: Topic A (Introduction to XYZ)
• Subtopic 1: Background and history of XYZ
• Subtopic 2: Importance of mastering XYZ skills in today’s market
• Module 2 etc.

We at Thinkific have put together a comprehensive template for you to use and customize. Download it here to fast-track your session planning.

Lesson Plan Template

Overview and Purpose: A lesson plan template provides instructors with a detailed guide for each session or module of the training program, including specific activities and resources required for effective learning.

Key Elements and Components: Objective(s), Timeframe, Materials/Resources Needed, Teaching Methods and Techniques (e.g., lecture presentation, discussion, group work), Activities and Tasks for Learners.

Sample Format:

Objective(s)

• By the end of this session, participants will be able to identify key components of the XYZ process.

Time Allotted: 90 minutes 

Materials/Resources Required:

• PowerPoint slides for presentation 
• Handout with key concepts and examples 

Instructional Technique(s):

• Lecture Presentation [30 min]

Activity/Task Description:

• Participants will listen and take notes during the lecture.

Training Session Agenda Template

Overview and Purpose: Overview and Purpose: This template helps trainers create an organized schedule for each session of their training program by allocating time to different topics while ensuring smooth progress throughout the event.

Key Sections and Time Allocation: Welcome/Introduction; Lecture Sessions; Breaks; Workshops or Discussions; Q&A and Closing Remarks.

08:30 – Welcome / Introduction [15 min]

09:00 – Presentation topic (Module 1) [45 min]

10:00 – Coffee break [15 min]

10:15 – Workshop activity (Group discussion on Module 1) [60 min]

Assessment and Evaluation Template

Overview and Purpose: The assessment template ensures that learners are evaluated effectively based on their understanding of course material through various assessment methods like quizzes, tests or practical assignments.

Key Criteria and Assessment Methods: Critera could include Multiple-choice Questions, Open-ended Questions, Practical Assignments/Tasks, Self-Reflections.

Assessment Title – Final Exam for ABC Training Program

Section I – Multiple-choice questions (20 points)

Question #1 –

Which one is a component of the XYZ process?

• a) Component A, b) Component B, c) Component C

Training Material Design Template

Overview and Purpose: This template guides trainers in creating visually appealing and engaging training materials that effectively communicate key concepts to learners while maintaining a consistent design throughout the course.

Key Sections and Visual Elements: Visual Elements can include Cover Page; Table of Contents; Headers and Footers with section names; Subheadings; Images & Graphics (charts/graphs/icons); Consistent Fonts & Colors.

Cover page template example:

• [Title] ABC Training Program Workbook [/Title]
• [Logo] Your Company Logo [/Logo]

Table of Contents template example:

• Table of Contents
• Introduction …………………………………………………. Page i 
• Module/topic name …………………………………………… Page ii
•  Subheading(s) ……………………………………………….. Page iii

Headers/Footers with section names template example:

• Header: ABC Training Program Workbook
• Footer: Module # – Topic Name | Page #

Images & Graphics template example:

• [Image] Diagram illustrating the XYZ process [/Image]

Consistent Fonts & Colors template example:

• Font Family: Arial or Calibri, Font Sizes: Titles (24pt), Subheadings (18pt), Body text (12-14pt); Colors: Company Branding colors for title/subheadings and black/grey for body text.

Once you’ve selected your training structure examples and templates for your online B2B learning products, you will add value to your offering when you apply the following strategies.

Customizing Training Structure for Specific Needs

By tailoring content to the needs and goals of a company, you will be able to provide an individualized approach that is more likely to engage customers, help them reach their objectives, and generate revenue for your business. 

Ensuring Seamless Transitions and Flow

Ensuring your modules have a smooth and orderly progression is key to optimizing the learning journey of each user. Best practices for achieving this include mapping out an organized curriculum, breaking it down into logical steps, providing clear objectives at the start of each session, and creating natural pathways that lead users from one topic to another. 

Incorporating Engaging Activities and Interactions

Incorporating dynamic and interactive elements such as quizzes, puzzles and activities can help customers to absorb and retain information in a more effective way. This will provide them with the tools needed to make the most out of their training experience.

Assessing and Adjusting Training Structure Effectiveness

It is essential to continually monitor, assess and refine your training structure in order to ensure that it remains effective. This can include regularly assessing customer feedback, evaluating the performance of employees trained using these measures and making necessary adjustments to stay up-to-date with industry trends.

Online training requires a different approach than in-person training, as the medium is drastically different and requires optimization to be effective. Here’s a look at several virtual learning strategies.

Adapting Training Structure for Virtual Learning

To adapt your educational course to the virtual environment, focus on creating an engaging environment through interactive activities such as polls and surveys, provide more self-guided resources like eBooks or podcasts and utilize customized tracking tools for progress assessment. 

Leveraging Technology and Interactive Tools

Technology has revolutionized the way we learn, offering us an abundance of virtual tools to create a more engaging and effective online learning environment. Here are some popular types of technology you can use for bringing your training online with courses: 

• A Learning Management System like Thinkific to build your courses 
• Video conferencing platforms such as Zoom or Skype 
• Virtual whiteboards for collaboration with course participants 
• Online quizzes with automated grading capabilities 
• An online community for your learners 
• Digital library resources that provide access to ebooks and other reading materials 
• Interactive teaching software that offers multimedia lessons and activities 
• Mobile applications that enable learners to access courses on their phones

Enhancing Learner Engagement and Interaction

When you move your training program online, you gain the ability to engage customers in a more interactive and progressive way. Some of the most inventive and popular methods include:

• Incorporating multimedia such as video, audio, and animation
• Utilizing chat boxes to allow for real-time communication and discussion
• Introducing gamification elements to motivate users
• Allowing customers to collaborate with peers via virtual classrooms, discussion rooms, or project groups

All of these tactics help keep participants engaged and can lead to greater knowledge retention.

Let’s examine a few more training approaches you can use as you develop your educational product.

Gamified Training Structure

Gamified training structure is a method of teaching and learning that uses game-like elements, such as points, badges, leaderboards, and rewards to motivate learners. It can be used to encourage engagement with content and reward progress toward the desired outcome or goal.

Role-Play Training Structure

This form of comprehensive training program encourages participants to simulate scenarios and practice in real-world situations. It focuses on replicating challenges and building skills for dealing with them, allowing employees to gain experience without the risk of failure.

Problem-Based Learning Structure

Instead of simply giving learners information, challenge-based learning immerses them in a problem and allows them to develop skills as they work toward a solution. 

Peer-Learning Structure

This learning approach encourages individuals to learn from each other by sharing their knowledge and experiences. It fosters collaboration between participants, creating an environment of mutual learning and growth.

Simulation-Based Training Structure

Programs built around this training method use virtual environments to simulate real-world scenarios. This process helps learners build skills and experience in safe, risk-free settings by allowing them to practice without consequence.

This article has explored various training structure examples and templates, such as sequential, modular, layered, blended, and spiral approaches. We’ve also discussed strategies for enhancing learner engagement through technology integration and virtual learning adaptation.

It’s essential to tailor your chosen training structure to suit the unique needs of your clients while ensuring a smooth flow between course modules. Regularly assessing your program’s effectiveness allows you to stay current with industry trends and maximize return on investment. 

By implementing these best practices within your online courses or training programs, you can cultivate engaging educational experiences that drive revenue growth for both your business and its clients. 

Download the Training Structure Template

Harness the power of well-structured training. This free template guides you in outlining a cohesive, engaging structure for your training programs or courses. Save time, enhance learning effectiveness, and ensure your training delivery is top-notch. Secure your copy today and elevate your training framework.

Q. Why is it important to have a structured training program for B2B businesses?

It is important to have a structured training program for B2B businesses because with a structured program, businesses can create online educational products that are tailored to their customers’ needs while also generating income from these products. In addition, having a well-defined program helps ensure quality assurance of the product, thereby increasing customer satisfaction and loyalty.

Q. Can I modify the provided training structure examples and templates to align with my business requirements?

Yes, you can absolutely modify the provided training structure examples and templates to align with your business requirements. In fact, it is highly recommended that you tailor these structures to fit the unique needs of your clients and industry. Customizing your chosen training approach helps ensure a more engaging and relevant learning experience for your customers.

Q. How do I determine which training structure is most suitable for my B2B training programs?

To determine which training structure is most suitable for your B2B training program you should consider your program’s goals, budget, and customer needs. Evaluate what type of content you need to create, how long it will take for customers to complete the training program, and if any additional resources or support is needed. Additionally, think about how you can track progress and measure success in order to optimize your B2B training structure.

Daniela Ochoa is the go-to Content Marketing Specialist here at Thinkific Plus! With years of experience in marketing and communications, she is passionate about helping businesses grow through strategic storytelling, innovative digital campaigns, and online learning at scale.On this blog, she shares her expertise in content marketing, lead generation, and more.

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How to Structure a Training & Development Department

• Small Business
• Managing Employees
• Employee Training
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How to Develop Teamwork Skills

How do i create an employee training program, the impact of organization structure on productivity.

• Internal Factors of Marketing Plans
• SWOT Analysis for Organizational Training

Hiring the right workers is only the first step in making sure you have the best team possible for your small business. In order to optimize your profits, you need to make sure your staff continues to grow and expand their skills. That means you’ll need to include regular employee training into your operations.

In addition to deciding what skills and competencies you’ll want your staff members to learn and develop, you’ll need to figure out how you’re going to organize and deliver your training. Reviewing how to set up a training and development org structure will help you get the most out of your team-building efforts.

Decide on Your Training Types

Before decide who is going to manage your employee training and development and which area will oversee it, you’ll need to determine what type of training you’ll be doing, points out jobs website Indeed . Will you be training people primarily on how to use equipment or technology? Will you be teaching people how to sell products, deal with customers or manage employee wellness programs?

Once you have decided on your training programs, you will be able to see if you can assign this new function to your HR managers, or if you’ll need each department to manage the different programs that relate to its employees.

Which Department Has Authority?

A training and development department can be a standalone function like HR, sales, IT, accounting or marketing. Training departments often fall under the HR department’s authority, however, because HR is usually responsible for employee training.

If the training department is going to focus on only one area of your company, such as sales, IT or production, then you can put the training department under that department’s authority, making it a sub-department.

Choose Your Training Tools

Once you know what type of training you’re going to be doing, decide what types of training tools you’ll use. This will help you decide if one or more of your existing departments needs to be involved. For example, if you will be training your sales people to start making video calls, your IT department will be involved. If you will be training salespeople to write proposals and sales letters and answer RFPs, your marketing or communications department will probably need to be involved.

Get Employee Input

Even if you’re a small company, don’t create a top-down training program that doesn’t have input from employees. The people who are going to be trained can provide you with a wealth of information about what they need and what their current capabilities are. If they have worked at other companies, they can give you ideas for training tools, technologies, curricula and materials. Setting up a training department is different than setting up a training program .

Choose Your Trainers and Managers

Once you know what training programs you’re going to offer, which tools you’ll be using and which departments will oversee the training, you can decide who will run your new department. You might have one overall manager or coordinator and several trainers handling different training sessions.

You might choose to outsource some of your training, using training and development specialists come in to teach your staff, such as having a customer service expert come in twice a year to hold a half-day workshop for your CSRs. You might have your production manager give new employees a one-day training session as they are hired. You might have a training department head develop the curriculum for general training programs and create presentations she gives once a month, working with the various department heads to develop the presentations.

Introduce the New Department

Announce your new department to your employees. Let them see where it fits in with your company’s other departments and show where the department employees fit into your organization chart. Employees should see who the department managers and trainers report to, and who falls underneath these new staff members.

• HSI: A Guide to Creating an Employee Training and Development Program
• Indeed: How to Organize Departments (With Steps and Examples)

Steve Milano is a journalist and business executive/consultant. He has helped dozens of for-profit companies and nonprofits with their marketing and operations. Steve has written more than 8,000 articles during his career, focusing on small business, careers, personal finance and health and fitness. Steve also turned his tennis hobby into a career, coaching, writing, running nonprofits and conducting workshops around the globe.

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Training Department Strategic Plan Template

• Great for beginners
• Ready-to-use, fully customizable Subcategory
• Get started in seconds

Are you looking to level up your training department's game? Look no further than ClickUp's Training Department Strategic Plan Template! This template is the ultimate tool for creating a comprehensive roadmap to success for your training initiatives. With this template, you'll be able to:

• Define clear goals and objectives for your training programs
• Align your training initiatives with your organization's strategic objectives
• Develop a plan for ongoing professional development to enhance employee performance
• Track and measure the success of your training efforts

Ready to take your training department to the next level? Get started with ClickUp's Training Department Strategic Plan Template today!

Benefits of Training Department Strategic Plan Template

Creating a Training Department Strategic Plan using ClickUp's template can bring a multitude of benefits to your organization's training initiatives, including:

• Clear alignment of training programs with organizational goals and objectives
• Enhanced employee performance and productivity through targeted training initiatives
• Improved employee retention and satisfaction by providing ongoing professional development opportunities
• Effective resource allocation, ensuring optimal use of time, budget, and training materials
• Streamlined communication and collaboration among training department stakeholders
• Increased accountability and measurable outcomes through defined metrics and evaluation processes.

Main Elements of Training Department Strategic Plan Template

ClickUp's Training Department Strategic Plan template provides a comprehensive solution to effectively manage your training initiatives. Here are the main elements of this List template:

• Custom Statuses: Track the progress of your training initiatives with five different statuses - Cancelled, Complete, In Progress, On Hold, and To Do.
• Custom Fields: Utilize eight custom fields, including Duration Days, Impact, Progress, Ease of Implementation, Team Members, Department, and Project Lead, to capture and analyze crucial information about your training projects.
• Custom Views: Access six different views tailored to your needs, such as Progress view to track the completion status, Gantt view for visualizing project timelines, Workload view to manage team capacity, Timeline view to plan and schedule training initiatives, Initiatives view for an overview of all projects, and Getting Started Guide view for guidance on using the template effectively.
• Project Management: Leverage ClickUp's powerful project management features, including task dependencies, time tracking, and collaboration tools, to streamline your training department's strategic planning process.

How to Use Strategic Plan for Training Department

Developing a strategic plan for your training department can be a daunting task, but with the Training Department Strategic Plan Template in ClickUp, you can streamline the process. Follow the steps outlined below to create a comprehensive and effective plan that aligns with your organization's goals and objectives.

1. Define your training goals and objectives

Before diving into the strategic planning process, it's important to clearly define your training goals and objectives. What skills and knowledge do you want your employees to develop? How will these training initiatives contribute to the overall success of your organization? Take the time to brainstorm and identify the key areas where training is needed.

Use the Goals feature in ClickUp to create and track your training goals and objectives.

2. Assess your current training resources and capabilities

Evaluate your current training resources, capabilities, and infrastructure. What training methods are you currently using? What tools and technologies are available to support your training initiatives? Assessing your current state will help you identify any gaps or areas for improvement in your training department.

Create tasks in ClickUp to conduct a thorough assessment of your training resources and capabilities.

3. Identify training strategies and tactics

Based on your goals and assessment, it's time to develop your training strategies and tactics. Determine the most effective training methods for each goal, whether it's instructor-led training, e-learning modules, on-the-job training, or a combination of approaches. Consider the resources and budget available to you as you plan your training initiatives.

Use the Board view in ClickUp to create a visual representation of your training strategies and tactics.

4. Allocate resources and set timelines

Once you have identified your training strategies and tactics, it's important to allocate resources and set realistic timelines for implementation. Determine the budget, personnel, and technology needed to execute your training initiatives. Set clear deadlines and milestones to keep your team on track.

Utilize the Gantt chart feature in ClickUp to visually plan and manage your training resources and timelines.

5. Monitor and evaluate progress

Regularly monitor and evaluate the progress of your training department strategic plan. Are you meeting your training goals? Are there any adjustments or refinements that need to be made? Collect feedback from your team and stakeholders to ensure that your training initiatives are effective and align with the overall goals of your organization.

Set up recurring tasks and Automations in ClickUp to track and evaluate the progress of your training initiatives.

Get Started with ClickUp’s Training Department Strategic Plan Template

The Training Department Strategic Plan Template is designed for training departments to create a comprehensive plan that aligns their training initiatives with the organization's strategic objectives.

First, hit "Add Template" to sign up for ClickUp and add the template to your Workspace. Make sure you designate which Space or location in your Workspace you’d like this template applied.

Next, invite relevant members or guests to your Workspace to start collaborating.

Now you can take advantage of the full potential of this template to create an effective training department strategic plan:

• Use the Progress view to track the progress of each objective and action item
• The Gantt view will help you visualize the timeline and dependencies of your training initiatives
• Utilize the Workload view to distribute tasks and resources evenly across your team
• The Timeline view allows you to see the chronological order of your training initiatives
• Use the Initiatives view to brainstorm and plan out new training initiatives
• Refer to the Getting Started Guide view for a step-by-step guide on how to use this template
• Organize objectives and action items into five different statuses: Cancelled, Complete, In Progress, On Hold, To Do, to keep track of progress
• Update statuses as you make progress to keep stakeholders informed
• Monitor and analyze your training initiatives to ensure maximum effectiveness and success.

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The 11-Step Guide to Developing a Great Training Program (Plus 9 Practical Examples)

Developing a high-quality employee training program is beneficial for both employees and organizations alike. Employees thrive when they have the knowledge and skills to do their jobs well, and to develop new skills to support them in different roles. 

Training also increases engagement and employee loyalty because people feel more invested in and prepared for their role. As a result, organizations benefit from increased employee retention, better performance, and higher productivity.

Despite these clear benefits, it can be challenging for organizations to make the switch from highly manual and unstructured training programs (or no training at all) to streamlined, robust learning and development programs. In this comprehensive guide to developing a training program, we'll explore the following:

• What an employee training program is and the signs of an effective program
• Our eleven-step overview of the entire process
• Nine common types of training programs that can benefit your organization

As you read through this guide, you can start identifying how your own training program will take shape, the resources you need, and the actionable steps you can take today.

What is a training program?

Employee training programs provide new hires and employees with general training exercises and access to learning resources. Employee training can develop employees' direct job-related tasks such as handling specific software, technical skills, or soft skills that cross-apply to different roles within an organization. 

Training programs comprise multiple courses or a single class, and they can be part of larger employee development programs. The core purpose of an employee training program is to ensure each employee has the skills and knowledge necessary to adequately perform work tasks and responsibilities. Some common types of employee training programs include onboarding training, leadership training, and compliance training.

9 Tips to Help You Create Great Training Courses

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What makes an effective training program?

Training programs must be carefully designed and managed to ensure effective learning and retention. Some critical aspects that can transform training programs into effective learning opportunities include:

• Starting from a known baseline : Assessing employees at the beginning of each training program or course can ensure that learning material is properly curated to meet learners' needs.
• Personalization : Every employee learns differently. Personalization software and capabilities can match learners' with the materials, exercises, and ongoing learning opportunities that fit their content needs, learning styles, and goals.
• Self-directed learning : Traditional training programs such as all-day seminars, intermittent lectures, and passive access to material is not sufficient. Instead, effective training programs allow participants to learn at their own pace, with online access to learning materials and individual dashboards for tracking performance and completion.
• Integration with role responsibilities : Many employees will be eager to take advantage of training programs, especially if they want to learn new skills or grow their careers. However, not all employees will have the time or drive to learn. Even employees who want to learn may not have time when faced with a lot of other responsibilities. Instead, make ongoing training and development part of each employee's job responsibilities and ensure there is plenty of work time allocated for fulfilling that responsibility.
• Rewards and incentives : Tie ongoing development and training to positive outcomes. This can include access to internal promotions and job opportunities, and compensation. Virtual trophies, recognition, and certificates can also motivate employees to participate.

When you're crafting a training program or series of learning courses for your organization, go the extra mile to ensure the program is personalized, rewarding, and easy to access. Developing your training program will be an iterative project: you can present learning resources, monitor performance, and make revisions over time to continually optimize learning for employees.

Related: 23 Employee Training Templates and Checklists for Better Training Programs

How to create a great training plan in 11 steps

According to Zippia's research , "Companies with comprehensive training programs have a 24% higher profit margin." Start by developing a training program that meaningfully aligns with your organization's knowledge and skills needs, as well as your employees' goals and learning styles. Follow this eleven-step process to create a new employee training program from start to finish.

1. Conduct a training needs analysis

Just like effective employee training starts with baseline assessments, a strong employee training plan starts with an assessment of what your organization needs. This stage can be as simple or complex as you think is necessary, but it should involve these six essential steps of creating and conducting a training needs analysis : 

• Align the business need with the training initiative
• Understand the roles and core competencies in your business
• Identify skills and performance gaps
• Prioritise training and compare your options
• Design learning experiences based on training recommendations
• Measure the success of the training needs analysis on overall performance

Looking to conduct your own training needs analysis? Download our training needs analysis template to identify the core competencies for each role in your organization and the highest-priority training areas.

2. Develop goals for your training program

Now that you have a deeper understanding of your organization's current level of knowledge and skills, as well as the gap between the current level and desired level of skill, you can create key objectives and goals for the training program. This can include specific goals such as:

• Ensuring employees in each role has a sufficient understanding of safety regulations and compliance requirements.
• Providing salespeople with the right tactical knowledge, soft skills, and product information to make more sales.
• Certifying all cybersecurity team employees with a necessary degree of credentials.

You can create these goals either by identifying gaps in knowledge that should be addressed or by considering what training goals best align with specific business goals.

3. Develop success metrics for your training program

This stage is all about building the motivational infrastructure and measurement criteria for your learning program. Different types of success metrics you'll need to develop include:

• Success criteria : At what level of competency will you consider each employee's training to be sufficient, and how will you identify that point?
• Milestones : Larger goals should be broken down into more granular milestones. For example, a complete training course would be broken down into the completion of courses, which in turn are broken down into the completion of modules.
• Feedback : Quantifiable results are not the only feedback that should guide development. Plan for ways to elicit employee feedback, so you can revise future training to include more engaging, relevant, or rewarding content.

4. Confirm the type of training program

There are numerous different vehicles and mechanisms you can use for your training programs. These include:

• In-person training : In-person training involves face-to-face instruction. This may be at off-site seminars, in-person mentoring, on-the-job training, instructor-led learning, and coaching.
• Virtual training : Online courses, recorded lectures, videoconference seminars, and AI simulations are forms of eLearning.
• Blended learning : A hybrid approach involves both in-person and virtual training. You can have equivalent options in either category to meet the accessibility needs and preferences of different employees. Alternatively, some aspects may only be available in person, while others are only virtual. Some learning platforms like 360Learning combine the best of both virtual and in-person learning by simultaneously showing learners taking the same course at the same time.

Robust training programs use a wide array of different types of learning activities in in-person and virtual categories. This ensures learners can move more fluidly through the training program. However, if you are just developing your training program, creating the fundamental materials and then adding more over time may be the best approach.

As you complete this stage, be sure to communicate with other teams, so your program reflects their needs. Many businesses will see the best results with a virtual or blended learning program. Online resources are more accessible for most users. They can also be accessed repeatedly, and training administrators can more easily analyse the results of the training activities.

5. Choose the technology you'll use

Consider the technology that will house your learning and development programs. A learning management system (LMS) is a complete software or cloud-based environment for developing, implementing, and assessing training programs.

For example, your organization could use an LMS that has all the training resources, and access will be granted to each individual employee based on their professional role and learning needs. Their progress throughout the training program can then be monitored and analysed. Most LMSs will have the following functionalities:

• L&D teams and learners can create, revise, curate, and update content (including learning materials, activities, and assessments).
• Users can progress through individualized courses, take assessments, and revisit materials as needed.
• Managers can analyse employee performance and growth to gauge readiness for new opportunities or the need for additional performance improvement interventions.

6. Develop an outline for your training program

Once you have identified the type of learning environment and training methods you will use to achieve priority learning goals, it's time to develop the training program itself, starting with an outline.

Begin by creating a general overview of each topic you want covered; include the fundamentals, actionable concepts, and advanced concepts you want to be covered throughout the program. Each discrete lesson or module should have a goal, or the information or skills users should have by the end of the lesson. 

Along the way, involve stakeholders in related departments or leadership positions to ensure the training program addresses core needs and has buy-in.

7. Design and develop your training program with the help of subject-matter experts

From there, you can pull from a library of learning resources available to you or create your own modules and lessons as necessary. Be sure to work with your subject-matter experts to develop relevant and engaging course material. Learning courses that are created by your experts make the content more nuanced and specific to your company than third-party courses would be.

Leveraging the collaboration between your experts and the L&D team allows you to create and fulfill learning needs together. As a result, employees are more invested in the learning process. They help create quality content that L&D doesn't have to buy or source through expert interviews.

Engaging your in-house experts can help you create a robust learning library tailored to your organization's needs. Even better, some learning platforms can help subject-matter experts create this library quickly and efficiently with the use of Generative AI tools, like 360Learning’s question creator .

8. Implement the training program

You might implement the training program as a pilot program for a test group of employees or release it to all relevant users. During the implementation stage, your program may not be complete or as finished as you'd prefer, and that's okay. This stage is to ensure the program functions, both by having all the technical aspects in place for users and providing educational value to learners.

During this stage, make sure that you or your L&D team is readily available to provide support, answer questions, and make any adjustments necessary for the training program.

9. Evaluate the program

Assess the first run of the training program from multiple angles. These can include:

• Completion and participation rates
• Demonstration of knowledge and skills through assessments
• An uptick in related performance metrics outside of training
• Feedback from managers and employee participants

This information can help you determine what areas of the training program need further revision. As your organization grows, you may need more product information courses or unique courses for different roles. Each module will also need updates over time.

As technology progresses, you might even have a range of assessments extending beyond conventional methods, such as AI-powered training recommendations and content creation. By taking an iterative approach to your program, it will continue to become stronger and stronger over time.

10. Measure the success of your program

Of course, a good training program doesn't just measure itself. There should be standardised processes for evaluating the courses and each learner. For employees, success might be measured in terms of either isolated assessments or improved work performance.

Choosing the right methods to measure success can help you confirm the value of the program with leadership teams and other stakeholders. The data can be invaluable for justifying increased budgets or growing your organization's L&D team.

You should also go back to the second step—creating goals—and resolve those goals. Did you achieve them? Are related business objectives satisfied by the new training?

Your LMS should have measurement capabilities to help you monitor completion, engagement, and other key L&D metrics. Here's what the dashboards look like in the 360Learning platform to give you an example of the metrics you can monitor to measure the success of your training program.

11. Update the program over time

Based on all the metrics, feedback, and success data of your training program, methodically begin to make updates. You can establish these processes to ensure the training program continues to grow and optimise employee performance.

• Internal audits : Information about business processes, products, and organization-specific how-tos should be audited every quarter or annual period to ensure it has up-to-date information.
• Identify gaps : Your training program won't be comprehensive at the start. In fact, your LMS may initially only have courses for a specific team or just for new-hire training. Over time, the use cases for training will expand. You'll also be able to identify smaller and more granular areas where in-depth training makes a significant difference.

Other updates for your program might include migrating to a more robust LMS, building a centralized intranet for internal and third-party learning opportunities, and more.

Nine practical examples of training programs

There are dozens of different employee training programs. Your organization might benefit from role-specific training programs, courses that teach users about legacy software and internal work processes, new hire training, or even resources on how to navigate employee benefits packages and portals. Each one will have different learning objectives, resources, and users, so they will need to be individually curated and organised . 

As you start your new training programs, consider starting with one of these nine common employee training programs. 

1. Onboarding

Onboarding training programs welcome new hires to your company. There are different phases of onboarding, such as preboarding (which covers orientation, HR topics, and company introductions), general induction and meeting team members, department- or role-specific training, and others. Onboarding training should accomplish two goals: preparing participants for new roles and continuing to "recruit" the new hire so they continue to be engaged past the 90-day mark in their new role. 

Effective onboarding training gives new hires the skills they need to contribute effectively, while also teaching them more about the company and company culture.

2. Induction

Induction is a specific subset of general onboarding training, and it's important enough to deserve its own category and attention. If your business has a lot of roles where only one person holds that type of position, then creating a library that holds the knowledge of everyone tangential to the role is essential. 

Good induction training programs allow employees to quickly perform key tasks independently to minimise the window before hiring and transitioning fully into the role.

Related: Induction to Work Checklist

3. Management training

Management training comprises technical and soft skills that will allow new hires, internally promoted employees, or current managers to have the resources they need to thrive. Management training programs can include courses from general third-party management experts, industry-specific courses, or even company-specific material.

4. Leadership training

Leadership training is similar to management training, but it has a different focus, and virtually all employees can benefit from taking part in the training. This type of program prioritises soft skills such as communication, decision-making, conflict resolution, and delegation.

Employee leadership training can help employees develop their own professional skills and make themselves more eligible for internal promotion opportunities. The organization can also use leadership training programs to see which candidates are best qualified for new leadership roles.

5. Compliance training

Industry-specific compliance training is essential for keeping your organization in good standing. Compliance training can cover industry regulations, employee rights laws, safety regulations and requirements, and more. Not only do employees often need to be certified in core compliance areas, but organizations themselves must often provide this training to remain compliant with general or industry-specific requirements.

Compliance courses will often incorporate mandated material from different third-party sources. Having an LMS that can host or deliver curated content from a variety of third-party educational authorities makes it easier for employees to stay on top of mandatory training and for organizations to verify that training is complete.

Related: Compliance Training Checklist

6. Technical skills training

Technical skills training focuses on the "hard" skills that employees will utilize as they perform their job responsibilities, ranging from how to operate different types of machinery to how to perform tasks on company software.

Your organization may need training programs for entry-level technical skills , role-specific skills, and certification programs for professional skills. Some emerging areas of technical skills development include data analysis, AI management and engineering, and people sciences.

7. Customer training

Customer training resources are conceptually very different from other training you develop. Depending on the nature of the products and services you provide, it may be advantageous to provide your customers and product end-users access to training programs. Salesforce, for example, provides free training through its Trailhead program.

If you sell advanced software, complex tools, or even general goods that become more useful for tutorials (such as hair clippers or cleaning products), developing customer training material could widen your market reach, increase customer loyalty, and decrease the risk of frustration or poor user experiences. 

Related: 3 Real-Life Customer Education Examples and What They Can Teach Us

8. Product/software training

Product and software training could be for two different audiences: end-users and customers that need more information to guide their experience, and salespeople or customer success representatives that need an in-depth understanding of every product. For the latter, you can provide employees with in-depth learning programs focused on the following:

• The target market for each product
• Popular use cases
• Features and accessory goods
• Pricing and promotions
• Frequently experienced frustration points or frequently asked questions

9. Sales enablement training

Salespeople need in-depth training sessions to perform at high levels. Not only do entry-level salespeople need the training to learn sales tactics for both cold and hot leads, but salespeople of all experience levels benefit from learning about newly emerging sales trends and practising their skills through simulations. Sales enablement training can cover product details, sales processes, key account management tactics, and modules for using tools in your organization's tech stack.

Standardize your training programs

The best employee training programs start with the right learning platform. Set your team—and your program—up for success by automating many of the processes described above, eliminating admin and time wasting. Automation allows L&D teams to focus on the most critical parts of a great training program: providing training that helps boost employee performance. 360Learning makes it easy to assess training needs, create personalized learning paths, and track employee performance, course completion, and ROI. It also lets your employees collaborate and create courses, so they can learn from one another and upskill from within.

Interested to see 360Learning in action? Book a personalized demo to get started.

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Learning and Development Planning Guide [With Templates]

• Lauren Farrell
• May 18, 2022

As the pace of business increases and unpredictable market forces continue to influence strategy and decision-making, it seems like it’s never been harder to create a plan and stick with it. 

Many organizations are still creating 3-5 year strategies, but they need to be more agile and flexible than ever. Successful businesses (and successful functions within them) are those that can quickly adapt.

Learning and development has steadily carved out a new pathway within the organization in recent years. Executives are sitting up and taking notice of the function’s strategic relevance and potential impact on business success. External forces such as skills obsolescence, global pandemics, and labor shortages have no doubt contributed to the acceleration of this new strategic role for L&D.  

Now that L&D has reached this point, strategic planning is more crucial than ever. Effective learning and development planning is critical to ensuring that employee training can deliver on its promises and directly contribute to business performance. 

So, what should training planning look like for L&D teams in this new, agile business landscape? 

What is included in a training plan?

An L&D plan needs to go beyond a list of courses that you plan to develop throughout the year. It also needs to cover every aspect of the function, from strategy and resource planning to business alignment.

Without this granularity, L&D departments will struggle to move beyond order-taking from the business for ineffective learning interventions and towards a strategically aligned performance influencer. 

Comprehensive L&D Strategy

All learning and development planning should begin with a detailed, comprehensive learning strategy for the organization. A well-developed strategy encompasses everything from your learning and development goals to how and when you plan to execute them within a given timeframe. 

While it can take some time and a fairly extensive level of collaboration with business partners, your L&D objectives should align with the needs and goals of the organization. Once you have clearly defined objectives in place, it becomes much easier to devise training plans that add value and make the best use of your resources.

As part of your training strategy development, you might consider processes such as a detailed learning needs assessment within the organization.

Learning and Development Resource Planning

It’s good to be ambitious with your L&D strategy. But very few teams have an unlimited amount of resources available. So, another key element of successful L&D planning is prioritization.

First, you need to understand what resources are available to you and your team. How many FTE hours will you have throughout the year? What size budget are you working with? 

Next, analyze your resource availability against the demand any planned initiatives will place on these resources. Prioritize initiatives, learning development time, and budget allocation against the impact you expect initiatives to have. 

Cognota has Capacity Planning and Resource Allocation features specifically designed for L&D teams, so you can balance the demand for training against the capacity and availability of your team at any given time. Try a free trial or book a demo to see for yourself.  

What makes a good training plan?

Aside from building out your planned training initiatives, successful learning and development plans also have some core focus areas and characteristics. These items are the difference between creating a well-structured plan and being able to effectively execute it.

Effective Frameworks and Learning Operations

Learning and development strategies are complex and comprise a lot of moving parts. Bringing your objectives to fruition requires the structure, workflows, and processes needed to implement tactics and initiatives effectively.

From the way you work with business partners to how you schedule and track your learning projects, the operations behind your L&D team are the engine room of your strategy implementation. This includes processes and operational considerations such as:

• The structure and skills base of your L&D team
• Training intake and needs assessment
• Project prioritization and planning
• Collaboration with team members, stakeholders, and SMEs
• Project tracking and task management
• Course toryboarding, design, and development
• Content management and updates
• Budget allocation and tracking
• Resource management and capacity planning

Regardless of the size and structure of your L&D department, operational efficiency increases the capacity of your team and the impact they can have on the organization. 

Learning Technology Ecosystem

Mature L&D operations need the right technology behind them to ensure these processes run quickly and smoothly. Many areas of learning operations are also interconnected. But without the right technology in place, processes, documentation, and collaboration remain siloed and disjointed. 

Many L&D teams continue to rely on email, spreadsheets, shared files, and generic tools to manage and run their operations. This leaves team members struggling to collaborate efficiently. Important tasks and documentation slip through the cracks, work is often duplicated, and hours are wasted moving from one tool to another throughout the learning lifecycle. 

For plans to be executed well, learning and development needs a mature and streamlined learning tech stack. Starting with a learning operations platform and including authoring tools and learning delivery technology, the learning tech stack needs to integrate, both from one L&D tool to another and with wider business technology. 

Not only does this provide data and insights needed for informed planning and decision making, but it also elevates the productivity and efficiency of the entire learning lifecycle.  

Business Alignment

As a support function within the organization, learning and development needs to wear multiple hats. While L&D should take the lead from the business in terms of training needs (preferably in a data-driven environment), they must also act as advisors to business partners.

Taking on both these roles is the difference between operating as a department that takes orders blindly from the rest of the business and becoming a strategic influencer and partner that contributes directly and deliberately to business success.

Many L&D teams have successfully positioned themselves as strategic influencers in the organization, and there are many ways to achieve this. For example, some establish learning advisory committees to engage business partners and executives so that learning interventions add value and align with business objectives. 

Regardless of how you achieve it, business alignment is critical to a successful L&D plan. Without it, L&D are left to take last-minute training requests form the business. Or, other departments take training into their own hands without guidance from the team that knows best when it comes to learning interventions.

Buy-In From Stakeholders and Executives

Getting buy-in for training from department managers is one thing. They see the day-to-day need for learning intervention and are naturally more in touch with the performance goals and career aspirations of individual employees. 

However, when it comes to budget approval, increasing headcount, or implementing large scale training programs, you need buy-in from higher up the chain. Championship from executive and senior stakeholders is also critical to smoothing the path with any corners of the organization who may be resistant to training or partnership with L&D. 

From getting your learning plans approved to support for implementation, 

Measuring L&D Success

When you get buy-in from senior management within your organization, it’s imperative that you can prove the results of learning investments. The ability to prove the impact of L&D, especially when that impact can be tied directly to the bottom line of the business, ensures that your department receives the resources it needs. 

When it comes to future learning and development planning, the ability to measure L&D success also enables you to:

• Validate past decisions
• Eliminate training initiatives that lack impact
• Focus resources on effective learning solutions and investments
• Understand where extra resources or capabilities are needed within the department

How to Create a Successful Training Plan

Whether you’re overhauling an existing strategy or starting from scratch, it can be difficult to know where to begin with training and development planning. Best practice is to start as broad as possible and narrow down the focus of your strategy as you go. 

Start with the overall objectives and needs of the organization and steadily work down towards the needs and preferences of individual teams or employees. If you’re starting with a training needs analysis (try this template ), these two areas of focus can work in tandem, so you create an L&D strategy that combines corporate objectives with grassroots input from employees and their managers.

Assess Business Training Needs

At this stage of the training planning process, the first priority is to ensure the L&D strategy is aligned with overall corporate objectives. If your organization does a good job of communicating corporate objectives to individual business units, you’ll have a much easier time understanding how to create and prioritize resources and initiatives for your internal department strategy. 

Other learning leaders may find themselves needing to hunt down information and collaboration with business partners to understand their goals and priorities for the months ahead. This is where ongoing partnerships such as a learning advisory committee come in useful.  

While corporate objectives are an essential part of planning for learning and development, things can change and change quickly. So, while your strategy should align with organization-wide objectives, be prepared to remain agile and flexible.

Determine Learner Needs and Preferences

The C-suite and department leaders may have one idea of the learning initiatives needed. Employees and their line managers may have another idea entirely. While impacting the performance of the business is top priority, employee buy-in and engagement is essential for the success of any learning intervention.

So, whether it takes place alongside an analysis of corporate strategy or after, a comprehensive needs analysis of training and skills development ensures that:

• Employees feel listened to and engage with learning initiatives
• Grass-roots skills gaps are bridged effectively
• Learning content that is appropriate for existing and desired skill levels is developed

Many L&D teams perform a needs analysis like this through detailed questionnaires from both managers and employees. By including questions such as priority level, business impact, and the size of the audience for a potential learning solution as part of these questionnaires, L&D can better select and prioritize projects to include in their planning.

Assess L&D’s Capabilities and Capacity

Last but certainly not least, L&D must assess the demand for training that emerges from corporate goals and needs analysis and balance it against their available resources. Initiatives must be carefully planned for and scheduled to ensure that your team has the capacity to create learning interventions on time and to a high quality. 

Understanding the capabilities and capacity of your team also helps you to create a business case for learning and development workforce planning so you have the budget, headcount, outsourcing, and resources needed to fulfill demand.

Centralize the Planning and Tracking of Your L&D Projects

There’s a lot that goes into effective L&D planning, and spreadsheets don’t quite cut it when it comes time for implementation and tracking. With Cognota, you can plan and manage team capacity, track project progress, and gain insights and visibility into L&D’s resource management, training demand, and more. Check out what Cognota can do for your L&D team’s efficiency and impact with a free trial or by booking a demo .

• Tags: L&D planning , Learning and Development Strategy , Training Plan

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11 powerful training plan templates and examples for your business.

Your company can get ahead of labor shortages and the ever-evolving skills requirements of the market by investing in employee development.

Training your workers will help you resolve common workplace issues like lack of motivation, poor productivity, inadequate domain knowledge, and confusion or uncertainty about their role.

"Creating a successful employee training plan requires ongoing assessment and adaptation . You must frequently analyze your team's skills and assess any gaps that need to be filled, then design training programs to address those needs and provide ongoing support for growth and development." Sarah Watson, Chief Operating Officer at BPTLAB, personality testing solutions provider .

But if it's your first time designing and executing a structured training program, you might need guidance on how to begin or what to include in your plan.

We've put together some of the best employee training plan examples, templates, and checklists. Use them as a starting point when building robust training programs for your organization.

❗️ 7 Must-haves in an employee training plan template

There are different kinds of training opportunities that you can offer your employees. And templates tend to come in different shapes, forms, and structures because they are made by people with varying organizational needs and goals.

However, whether you're creating your own or building upon someone else's, here are some essential elements that any good training policy template should have.

Training objectives 

List out how you hope the training program will benefit your workforce and company. Your goals must be specific, measurable, and relevant. Learn more about soft skills and hard skills . Employee training assessment can also be helpful to understand your employees needs.

Type/method of training

How do you intend to deliver the training? Will it be instructor-led, self-paced, virtual, in-person, or blended training? Or maybe you want to use a role-playing, virtual training , gamification , on-the-job training and mentoring approach? Think about your options and note them down in this section.

➡️ Check out our new hire training plan for the ultimate training for your new hires.

Training curriculum and materials

This column in your training plan template should cover what employees will learn during the training. Mention the learning resources and materials you'll need or provide and any regulatory guidelines that employees and course creators must follow. 

Audience and stakeholders

This template section is for defining who needs the training, who will be creating courses, conducting, or overseeing the training, and the expectations for each of the roles. 

Learning outcomes 

What specific knowledge, skills, or competencies do you want employees to take away from the training?

We recommend first filling a skills matrix , to understand your people's current skills levels and identify any gaps.

For instance, your marketing team has a training objective to improve their social media advertising skills. The learning outcome you should see after training is a strong understanding of Facebook Ads.

What is the duration of the training program? What dates and times will training sessions take place? What are the deadlines for completing performance milestones? When will you check in with employees to see how they are progressing?

KPIs for effectiveness

Finally, every training plan template must have a field where you can define how you will measure the effectiveness of your training efforts. 

Tip: Note the KPIs or metrics you will use as a benchmark.

📝 11 Examples of employee training plan templates

We've put together these ready-to-use training templates and checklists that you can customize to suit your company's learning and development needs.

1. Training needs assessment template

What this template includes: This training survey helps you uncover insights about gaps in employee performance, knowledge, and skills. It tells you what your workers want to learn, their preferred learning methods, and their schedule.

When to use it: To assess your organization's training needs and know where the skill gaps are for each department and individual employee before you begin planning a training program.

Why it matters: This information will enable you to identify your business case for training and design targeted learning and development experiences that produce better outcomes for you and your workforce.

2. New-hire training template

What the new-hire training template includes: This template covers everything that new hires need to know to help them settle into their role and do their jobs to the best of their abilities.

It contains essential knowledge, training, and skills that you want to equip new hires with, such as:

• company policies;
• role descriptions;
• starter projects; 
• chain of command;
• standard operating procedures;
• orientation, integration, and performance review timelines.

When to use it: Use your training plan to set new employees up for success from day one and guide them through their first few months or year on the job.

Why it matters: How you onboard and train new hires can make or mar their experience and performance at your company.

"Investing in employees at the start with a well-thought-out and comprehensive training program demonstrates a willingness to invest in their growth, which leads to enhanced loyalty, meaning you won't have to fill the position again anytime soon." — Mitch Chailland, President of Canal HR . ‍

Tip:💡 Make sure to check out our blog post on how long onboarding should take and the best practices.

3. New hire training checklist

What the new hire training checklist includes: You'll find all the logistical items, preboarding activities, and action plans you will need to manage to guide new hires through your onboarding and training process from the moment they accept your job offer to their first annual performance check-in.

When to use it: Start ticking off items from your checklist to prepare your new hire for their first day and acclimate them to their new role, team, and company in the early months.

Why it matters: The strength of your new hire training will determine: - the employee's experience with your company;  - their speed to productivity;  - how well they perform in their role.

A checklist keeps things from falling through the cracks, guaranteeing all new hires a uniform onboarding and training experience.

➡️ Check out the new hire training checklist .

4. Pre-training checklist template

What the pre-training checklist template includes: This template breaks down the materials, schedules, tools, tasks, and activities you'll need to create, arrange, track, and execute to conduct a training session successfully.

When to use it: Create a training curriculum, prepare a memorandum, invite instructors and trainees, get feedback from participants, and disaster-proof upcoming training schemes by working through the checklist.

Why it matters: The last thing you want is to pour your time and energy into planning a training only to realize on D-day that you forgot essential elements.

You want to ensure that you remembered to:

• Book a conference room. 
• Send out email invites to some employees.
• Print out enough assessment forms.

Preview of Pre-Training checklist template

☑️ Prepare training memorandum and email invite.

• Determine which employees are mandated or free to attend.
• Provide training agenda. 
• Provide training date, time, location, and other pertinent information.

Completion date: 2 weeks before training day.

Assigned to: HR.

☑️ Confirm attendance.

• Make sure all mandated attendees have signed up.
• Book a suitable conference room.

Completion date: 1 week before training day. 

➡️ Download the complete training checklist in excel .

5. Individual employee training plan template

What the individual employee training plan includes: This template gives you an overview of where a specific employee currently is regarding skills and performance and where they need to be. It details the following:

• Employees' skill gap ;
• Training goals;
• Development actions;
• Training methods and materials;
• Learning outcomes;
• Progress metrics;
• Training timeline.

When to use it: Use this template to sharpen an employee's existing skills or prepare them to transition into a different role. Or as a component of your performance review process to support staffers who seem to lag behind before their performance becomes a severe issue.

Why it matters: A proactive training approach boosts employee productivity and efficiency by pinpointing the skills they are lacking and helping them develop those areas.

Tip: Sit down with the employee who needs the training and work with them to develop their training plan.

➡️ Get the individual employee training plan template.

6. Employee development plan template

What the employee development plan template includes: This template acts as a guide for documenting and nurturing each employee's professional growth plans. It covers:

• their career goals;
• the skills and knowledge they need to reach their goals;
• the training and actions they will take to gain these skills;
• the timeline for completing the training and hitting milestones.

When to use it: Create development plans to:

• Speed up time to productivity for new hires as part of the onboarding
• Improve performance of underperforming employees
• Help members of your team grow their skills and advance their careers, whether that means progressing toward a management role or making a lateral move.

Why it matters: Hiring new employees, especially at a higher skill tier, is far more costly and time-consuming than providing upskilling and career development opportunities for your current employees.

➡️ Get the employee development plan template.

7. 70-20-10 development plan template

What the 70-20-10 development plan template includes: A 70-20-10 training plan gives you a framework for structuring your development programs using:

• experiential, 
• peer-to-peer, and 
• formal training methods

To maximize engagement and performance.

When to use it: Use this template before launching your program to divide your training into sections, so everyone knows which skills trainees will learn on the job, from their peers, or through formal training sessions like seminars, presentations, and courses.

Why it matters: Offering employees the 70-20-10 blended learning experience supports better knowledge retention and the development of practical skills.

➡️ Download the 70-20-10 development plan template.

8. Training matrix template

What the training matrix template includes: This template supplies all the data you'll need to get a comprehensive view of the state of your training initiatives, such as:

• employee names, roles, and departments;
• active training courses and topics;
• learner progress;
• course completion rate;
• failure rate.

When to use it: Keep track of specialized and company-wide past and present training efforts and the individual employees or teams that have participated in them with this template.

Why it matters: Building a training matrix is a great way to monitor your active training programs, how trainees progress through the program, and the training needs you should be working towards meeting.

➡️ Get the training matrix template .

9. Leadership training plan template

What the leadership training plan includes: Get an overview of your company's current leadership abilities and the areas where there's room for improvement. This template addresses the following:

• training needs assessment;
• training objectives;
• your leadership training topics ;
• the core leadership skills your (future) leaders will obtain from the training;
• the training methods and formats you'll use to facilitate this; 
• your use of facilities and stakeholders.

When to use it: Provide your workers with leadership training to develop and improve the skills they'll require to manage a team effectively. Plus, use leadership training to teach about your organization's code of conduct for supervisors.

Why it matters: A leadership training plan example allows you to transform your newly promoted employees and staffers with management potential from "actors" to "directors."

➡️ Get the leadership training plan template .

10. Product training template

What the product training plan includes: This template makes it easy to train your employees and other stakeholders on new or existing products. It presents information about the following:

• the product's benefits and features;
• product use cases;
• how the product works;
• why it is better than that of your competitors ( product comparison ).

When to use it: Break out this template whenever a new team member starts in your company to get them up to speed with your products. Alternatively, use product training to help current employees learn everything there is to know about newly launched offerings.

Why it matters: To convincingly sell your product to customers, your employees must first understand its WHAT, WHY, and HOW.

11. DEI training plan template

What the DEI training plan template includes: This diversity, equity, and inclusion template is designed as a microlearning journey. It touches on everything from why DEI matters to your company's DEI policies and aspirations, as well as actions employees can take to tackle bias and foster inclusivity.

When to use it: Put this ready-to-use course to work to educate new and existing employees about DEI topics so that everyone feels respected, safe, welcome, and empowered in the workplace.

Why it matters: A lot goes into designing an effective diversity training initiative. Work from a structured template to keep track of all the moving parts and ensure you deliver consistent messaging about the importance of cultivating a healthy and inclusive workplace culture.

➡️ Get the DEI training plan template .

💪 Why use a training plan template?

A training plan template is a document that outlines how you intend to carry out your training initiatives. It breaks down what has to happen to ensure the success of your training efforts.

Here are some advantages a good training plan template can offer you.

1. Saves you time

The more time you use in creating your training plan, the longer it will take to launch your training program and start upskilling your workers .

Rather than spending days or months strategizing and building your training plan from scratch, you can fill out a template or modify it to suit your needs. Again, this frees up time you can spend on other important tasks.

2. Makes the training process less stressful

A training plan template streamlines your company's training journey by providing a roadmap outlining the steps you need to take to achieve specific goals.

It takes the pressure and worries out of analyzing training needs, preparing strategies and objectives, and developing a curriculum to support individual learning goals. 

Templates help you address your organization's present and future skill gaps.

3. Keeps things on track

Without a training plan template, it's easy for things to fall through the cracks because you may not be able to remember or keep track of all details.

You can invest a lot of money and time only to end up with a training program that doesn't deliver on its promises or meet the expectations you set for it. 

A template helps you stay on schedule and manage all the components of your training process so that everything flows smoothly.

4. Helps anticipate employees' training needs

To create successful skills development programs, you first need to know what areas your workers need upskilling or reskilling to remain competitive in their careers. And to ensure the continued survival and profitability of your business.

A training plan template takes the guesswork out of the equation, empowering you to design and execute engaging training programs that help your employees grow as individuals and as a team.

➡️ Learn how to create an effective employee training plan in 9 steps.

➡️ Plan your training with Zavvy

Training plan templates can be a helpful guide for standardizing your training initiatives and mapping out how you will empower your workforce with the skills they need to grow and perform better.

But to build sustainable and scalable training initiatives, you also need the right training tool.

Zavvy's training solutions are ideal from onboarding onwards to create a continuous learning culture for your company.

Zavvy makes it easy to:

• Plan, create, distribute, and manage your learning and development content in one place.
• Automate your entire training program to reach people with the right content at the right time with ready-to-use training courses .
• Deliver effective and engaging learning experiences with creative training solutions like microlearning, peer learning, and learning in the flow of work.
• Develop leaders and everyone else based on data with precision.
• Track course completion, engagement, learner performance, and training ROI.

Ready to build a worry-free training program? Book a free demo anytime.

Berfu is an Employee Experience Specialist at Zavvy. She has a background in learning psychology and helps our customers get the most out of their people enablement programs.

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Corporate Training Business Plan [Sample Template]

By: Author Tony Martins Ajaero

Home » Business Plans » B2B Sector

Do you want to start a corporate training business? If YES, here is a sample corporate training business plan template & FREE feasibility report. 

If you are a business coach or someone who has background in training, and you want to start a business, then you should consider starting your own corporate training firm. There are many corporate organizations, executives, entrepreneurs and even startups that will be more than willing to patronize your services.

Being a corporate trainer means that you will help your clients handle everything that has to do with training of their employees. That is, your goal as corporate trainer is to improve overall productivity. Starting a corporate training firm is not too expensive except for the money required to rent and furnish an office space.

Running this type of business requires that you should be trained as a brand business coach and a peak performance specialist, and it is indeed a very lucrative business in the United states because every company wants to establish themselves as a world leader in their industry.

If you are truly convinced that starting a corporate training firm is the right business for you to do, then you need to write your own business plan. Below is a sample corporate training firm business plan template that will help you successfully write yours with little or no stress.

A Sample Corporate Training Business Plan Template

1. industry overview.

This industry includes companies that offer short duration courses and seminars for management and professional development.

Training is provided through public courses or through employers’ training programs, and the courses can be customized or modified. Instruction may be provided at the company’s training facilities or educational institutions, the workplace or the home and via television or the internet.

A close study of the Business Coaching industry shows that the industry is heavily reliant on demand from its largest market, the middle and senior management of US corporations. After rebounding from a period where businesses cut back on non-essential expenses, including employee business coaching programs, the industry is expected to flourish over the five years to 2017.

Although some companies will use internal resources for training, industry revenue is forecast to increase albeit at a slightly slower rate over the five years to 2022. In the future, the adoption of online training is expected to bolster the industry.

This alternative is a more affordable and flexible option for customers and offers lower operating costs for training providers.

The business coaching industry is in the mature phase of its life cycle and luckily for the industry, the advent of digital media has provided an opportunity for the industry to explore and experience vibrant growth. Of course, the industry is becoming more concentrated, as seen by a few large global firms dominating the market and gaining huge market share.

The Business Coaching industry is indeed a very large industry that is pretty much thriving in all parts of the world especially in developed countries such as United States of America, Canada, united kingdom, Germany, Australia, France and Italy et al.

Statistics have it that in the United States of America alone, there are about 51,532 licensed and registered business coaching cum corporate training firms responsible for employing about 88,222 employees and the industry rakes in a whooping sum of $11 billion annually with an annual growth rate projected at 3.5 percent.

It is important to state that no establishment has a lion share of the available market in this industry. A recent report published by IBISWorld shows that the rapid pace of technological change and overall shorter product life cycles have altered the skills required to be an effective manager.

To keep up with these changes and develop the skills of senior employees, many companies use business coaching seminars, such as the ones offered by the Business Coaching industry.

Large corporations have placed a greater value on seminars and workshops, resulting in higher industry demand. Courses related to new skills such as information technology and change management, have been growing areas for the industry.

As acceptance of the value of professional development and continuing education classes, the industry has benefited immensely because companies looking to host these courses often seek out industry operators.

As a corporate trainer, the key attributes needed to be able to make good success from the trade is patience, enthusiasm, passion about the specific subjects / skills to be tutored, and constant positivity. You are also expected to be highly proactive, be good at planning, preparation, and certain other organizational skills.

It is one thing to have a skill and it is another thing to know how to teach people the skills which is why you must constantly get feedback from your clients to be able to measure their progress and your performance.

2. Executive Summary

Jules Atkinson & Co® Corporate Training Firm, Inc. is a U.S based corporate training firm that will be located in Lake Street, Petoskey – Michigan. We have been able to secure a standard office facility in a central business district in Lake Street.

We are a corporate training firm that is set to compete in the highly competitive business coaching cum corporate training industry not only in the United States market, but also in the global market because our clientele base will not be restricted to just businesses and organizations in the United States but in the international market.

Jules Atkinson & Co® Corporate Training Firm, Inc. will offer robust corporate training to both corporate organization and individuals. Our core training areas will revolve around management development training, professional development training, quality assurance training and business coaching.

Our business goal is to become one of the leading corporate training firms in the United States of America with high profile corporate clients scattered all around the globe. Our workers are going to be selected from a pool of talented business coaches and corporate training experts in and around Petoskey – Michigan and also from any part of the world as the business grows.

We will make sure that we take all the members of our workforce through the required training that will position them to meet the expectation of the company and to compete with leading corporate training firms in the United States and of course throughout the globe.

At Jules Atkinson & Co® Corporate Training Firm, Inc. our client’s best interest will always come first, and everything we do will be guided by our values and professional ethics. We will ensure that we hold ourselves accountable to the highest standards by meeting our client’s business needs precisely and completely.

Jules Atkinson & Co® Corporate Training Firm, Inc. is founded by Jules Atkinson and she will run the business with other partners.

Jules Atkinson is a renowned business coach and corporate trainer. She has over 10 years of experience as a business coach and corporate trainer both in the United States of America and Canada. She has several business coaching and corporate training certifications and is a certified NPL practitioner.

3. Our Products and Services

Jules Atkinson & Co® Corporate Training Firm, Inc. is going to offer varieties of corporate training services within the scope of the corporate training and business coaching industry in the United States of America.

Our intention of starting our corporate training business is to help in developing our clients in any skills and knowledge of their choice as it relates to specific useful competencies; we want to help our clients develop their capability, capacity, productivity and performance and of course to also make profits from the corporate training industry and we will do all that is permitted by the law in the US to achieve our aim and business goal.

We will work hard to ensure that Jules Atkinson & Co® Corporate Training Firm, Inc. do not just work for clients in the United States of America, but also for clients in other parts of the world. Our service offerings are listed below;

• Providing management development training
• Providing professional development training
• Providing quality assurance training
• Providing business coaching
• Leadership skills
• customer services skills
• Financial management skills
• Management skills
• Interpersonal and Relationship management skills
• Online business Coaching Services

4. Our Mission and Vision Statement

• Our vision is to build a highly competitive and effective corporate training business that will become the number one choice for both individuals and corporate organizations in and around Petoskey – Michigan and the whole of the United States of America
• Our mission is to provide affordable and highly effective corporate training services to a wide range of clients that cuts across different divides. Our overall business goal is to position Jules Atkinson & Co® Corporate Training Firm, Inc. to become one of the leading corporate training brands in the industry in the whole of Petoskey – Michigan within the first 5 years of operation.

Our Business Structure

Jules Atkinson & Co® Corporate Training Firm, Inc. is a world class corporate training firm that intends starting small in Lake Street, Petoskey – Michigan, but hopes to grow big in order to compete favorably with leading corporate training firms in the United States and of course throughout the globe.

We are aware of the importance of building a solid business structure that can support the kind of world class business we want to own. This is why we are committed to only hiring the best hands within our area of operation.

At Jules Atkinson & Co® Corporate Training Firm, Inc. we will ensure that we hire people that are qualified, hardworking, and creative, result driven, customer centric and are ready to work to help us build a prosperous business that will benefit all the stakeholders.

As a matter of fact, profit-sharing arrangement will be made available to all our senior management staff and it will be based on their performance for a period of five years or more as agreed by the board of trustees of the company. In view of the above, Jules Atkinson & Co® Corporate Training Firm, Inc. have decided to hire qualified and competent hands to occupy the following positions;

• Chief Executive Officer
• Corporate Trainer cum Business Coaching Specialist

Human Resources and Admin Manager

• Sales and Marketing Executive

Client Service Executive

5. Job Roles and Responsibilities

Chief Executive Officer – CEO:

• Upsurges management’s effectiveness by recruiting, selecting, orienting, training, coaching, counseling, and disciplining managers; communicating values, strategies, and objectives; assigning accountabilities; planning, monitoring, and appraising job results; developing incentives; developing a climate for offering information and opinions; providing educational opportunities.
• Responsible for fixing prices and signing business deals
• Responsible for providing direction for the business
• Creates, communicates, and implements the organization’s vision, mission, and overall direction – i.e. leading the development and implementation of the overall organization’s strategy.
• Responsible for signing checks and documents on behalf of the company
• Evaluates the success of the organization

Corporate Trainer/Business Coaching Specialist

• Responsible for providing management development training
• Delivers professional development training
• Provides quality assurance training
• Affords business coaching
• Provides leadership skills training
• Provides customer services skills training
• Provides financial management skills training
• Provides interpersonal and relationship management skills training
• Provides Online business Coaching Services
• Handles other related corporate training, advisory and consulting services
• Responsible for overseeing the smooth running of HR and administrative tasks for the organization
• Defines job positions for recruitment and managing interviewing process
• Carries out induction for new team members
• Responsible for training, evaluation and assessment of employees
• Oversees the smooth running of the daily office

Sales and Marketing Manager

• Manages external research and coordinate all the internal sources of information to retain the organizations’ best customers and attract new ones
• Models demographic information and analyze the volumes of transactional data generated by customer
• Identifies development opportunities; follows up on development leads and contacts; participates in the structuring and financing of projects; assures the completion of development projects.
• Writes winning proposal documents, negotiate fees and rates in line with organizations’ policy
• Responsible for handling business research, market surveys and feasibility studies for clients
• Responsible for supervising implementation, advocate for the customer’s needs, and communicate with clients
• Develops, executes and evaluates new plans for expanding sales
• Creates new markets cum businesses for the organization
• Empowers and motivates the sales team to meet and surpass agreed targets

Accountant/Cashier:

• Responsible for preparing financial reports, budgets, and financial statements for the organization
• Provides managements with financial analyses, development budgets, and accounting reports; analyzes financial feasibility for the most complex proposed projects; conducts market research to forecast trends and business conditions.
• Responsible for financial forecasting and risks analysis.
• Performs cash management, general ledger accounting, and financial reporting for one or more properties.
• Responsible for developing and managing financial systems and policies
• Responsible for administering payrolls
• Ensures compliance with taxation legislation
• Handles all financial transactions for the organization
• Serves as internal auditor for the organization.
• Ensures that all contacts with clients (e-mail, walk-In center, SMS or phone) provides the client with a personalized customer service experience of the highest level
• Through interaction with clients on the phone, uses every opportunity to build client’s interest in the company’s products and services
• Manages administrative duties assigned by the manager in an effective and timely manner
• Consistently stays abreast of any new information on the company’s products, promotional campaigns etc. to ensure accurate and helpful information is supplied to clients when they make enquiries
• Receives Visitors / clients on behalf of the organization
• Receives parcels / documents for the company
• Handles enquiries via e-mail and phone calls for the organization
• Distributes mails in the organization

6. SWOT Analysis

Jules Atkinson & Co® Corporate Training Firm, Inc. engaged the services of a core professional in the area of business consulting and structuring to assist our organization in building a well – structured corporate training and coaching business that can favorably compete in the highly competitive corporate training industry in the United States and the world at large.

Part of what the consultant did was to work with the management of our organization in conducting a SWOT analysis for Jules Atkinson & Co® Corporate Training Firm, Inc.. Here is a summary from the result of the SWOT analysis that was conducted on behalf of Jules Atkinson & Co® Corporate Training Firm, Inc.;

Our core strength lies in the power of our workforce. We have a team of experts in the industry, a team with excellent qualifications and experience in corporate training and business coaching.

Aside from the synergy that exists in our carefully selected faculty members and our strong online presence, Jules Atkinson & Co® Corporate Training Firm, Inc. is well positioned in a community with the right demography and we know we will attract loads of clients from the first day we open our doors for business.

As a new corporate training and business coaching school in Petoskey – Michigan, it might take some time for our organization to break into the market and gain acceptance especially from top profile clients in the already saturated corporate training and business coaching industry; that is perhaps our major weakness.

• Opportunities:

The opportunities in the corporate training industry is massive considering the number of individuals and corporate organizations who would want to acquire business skills and new soft skill sets in order to perform excellently in their jobs and personal life. As a standard corporate training firm, we are ready to take advantage of any opportunity that comes our way.

Every business faces a threat or challenge at some part of its cycle. These threats can be external or internal. This shows the importance of a business plan, because most threats or challenges are to be anticipated and plans put in place to cushion what effect they might bring to the business.

Some of the threats that we are likely going to face as a corporate training firm operating in the United States of America are unfavorable government policies that might affect business such as ours, the arrival of a competitor within our location of operation and global economic downturn which usually affects spending / purchasing power.

There is hardly anything we can do as regards these threats other than to be optimistic that things will continue to work for our good.

7. MARKET ANALYSIS

• Market Trends

One thing is certain, the trend in the corporate training industry is such that if you want to be ahead of your competitors, you should be able to acquire as much certifications as possible and you should be able to have loads of testimonies from your clients.

The truth is that, if your clients experienced huge difference in their business as a result of contracting their corporate training and business coaching needs, then they will be compelled to help promote your organization.

Another notable trend in this industry is the influence of technology; the advent of technology is responsible for the increase in income generated by corporate trainers all over the world.

With technology, it is now easier for corporate trainers to train students that are thousands of kilometers away from them. Tools like video calling / Skype, YouTube, DVDs and Webcast et al are being used by corporate trainers to train students in different parts of the world.

8. Our Target Market

Jules Atkinson & Co® Corporate Training Firm, Inc. is specialized in empowering corporate executives with robust business skills that will help them improve their capacity, capability, efficiency and productivity at work and in their private life.

As a standard corporate training firm, Jules Atkinson & Co® Corporate Training Firm, Inc. offers a wide range of corporate trainings hence we are well trained and equipped to service a wide range of corporate clients. Our target market as a corporate training firm cuts across people of different classes and people from all walks of life.

We are coming into the corporate training industry with a business concept and company’s profile that will enable us work with clients at different learning stages and different status. Below is a list of the clients that we have specifically design our services for;

• Banks, Insurance Companies and other related Financial Institutions
• Blue Chips Companies
• Corporate Organizations
• Manufacturers and Distributors
• Real Estate Owners, Developers, and Contractors
• The Government (Public Sector)
• Celebrities, Politicians, Public Figures and Public Speakers
• Sport Organizations
• Religious Organizations
• Political Parties and Politicians
• Television Stations
• Printing Press (Publishing Houses) and Authors
• Aspiring celebrities
• Entrepreneurs and Startups

Our Competitive Advantage

The corporate training industry is indeed a very prolific and highly competitive industry. Clients will only hire your services if they know that you can successfully help them acquire a new skill set that will help them to be effective at work and in their organization.

It is the practice for corporate trainers and business coaches to acquire as much certifications as it relates to their area of specialization; it is part of what will make them stay competitive in the industry

We are quite aware that to be highly competitive in the corporate training and business coaching industry means that you should be able to deliver consistent quality service, your clients should be able to experience remarkable difference and improvement and you should be able to meet the expectations of your clients at all times.

Jules Atkinson & Co® Corporate Training Firm, Inc. might be new in Petoskey – Michigan, but our management team and the owner of the business are considered gurus in the industry.

They are licensed and highly qualified corporate trainers that can successfully build corporate skills in people with zero proficiency to an 8 or 10 on a scale of 10 within a short period of time. These are part of what will count as a competitive advantage for us.

Aside from our robust experience as corporate trainers, we have a very strong online presence that will enable us train clients in different parts of the world from our online portals.

Lastly, our employees will be well taken care of, and their welfare package will be among the best within our category in the industry. It will enable them to be more than willing to build the business with us and help deliver our set goals and achieve all our business aims and objectives.

9. SALES AND MARKETING STRATEGY

• Sources of Income

Jules Atkinson & Co® Corporate Training Firm, Inc. is established with the aim of maximizing profits in the corporate training industry and we are going to go all the way to ensure that we do all it takes to attract clients on a regular basis. Jules Atkinson & Co® Corporate Training Firm, Inc. will generate income by offering the following corporate training services;

• Online Business Coaching Services

10. Sales Forecast

One thing is certain, there would always be corporate organizations, government agencies, non – profits and individuals who would need the services of corporate training firms to help train their staff.

Jules Atkinson & Co® Corporate Training Firm, Inc. is well positioned to take on the available market in the corporate training and business coaching industry and we are quite optimistic that we will meet our set target of generating enough income from our first six months of operation and grow our firm to enviable heights.

We have been able to critically examine the corporate training marketing space, we have analyzed our chances in the industry and we have been able to come up with the following sales forecast.

Below are the sales projections for Jules Atkinson & Co® Corporate Training Firm, Inc., it is based on the location of our business and of course the wide range of our corporate trainings and business coaching we offer and our target market;

• First Fiscal Year: $200,000
• Second Fiscal Year: $500,000
• Third Fiscal Year: $750,000

N.B : This projection was done based on what is obtainable in the industry and with the assumption that there won’t be any major economic meltdown and there won’t be any major competitor offering same corporate training as we do within the same location. Please note that the above projection might be lower and at the same time it might be higher.

• Marketing Strategy and Sales Strategy

We are mindful of the fact that there are stiff competitions amongst corporate training firms in the United States of America; hence we have been able to hire some of the best marketing experts to handle our sales and marketing.

Our sales and marketing team will be recruited based on their vast experience in the industry and they will be trained on a regular basis so as to be well equipped to meet their targets and the overall goal of Jules Atkinson & Co® Corporate Training Firm, Inc.

We will also ensure that our clients’ becomes experts with the skills they acquire; we want to build a first – class corporate training firm that will leverage on word of mouth advertisement from our satisfied clients.

Our goal is to grow Jules Atkinson & Co® Corporate Training Firm, Inc. to become one of the top 10 corporate training firms in the United States of America which is why we have mapped out strategies that will help us take advantage of the available market and grow to become a major force to reckon with not only in Petoskey – Michigan but also in other cities in the United States of America.

Jules Atkinson & Co® Corporate Training Firm, Inc. is set to make use of the following marketing and sales strategies to attract clients;

• Introduce our corporate training and business coaching firm by sending introductory letters alongside our brochure to corporate organizations, government agencies, NGOs and key stake holders in and around Petoskey – Michigan.
• Print out fliers and business cards and strategically drop them in offices, libraries, public facilities and train stations et al.
• Use friends and family to spread word about our corporate training and business coaching firm
• Post information about our corporate training and business coaching firm on bulletin boards in places like schools, libraries, and local coffee shops.
• Place a small classified advertisement in the newspaper, or local publication about our firm
• Use referral networks such as agencies that will help match clients with our corporate training firm
• Advertise our firm in relevant educational magazines, newspapers, TV and radio station.
• Attend relevant educational expos, seminars, and business fairs et al
• Engage direct marketing approach
• Encourage word of mouth marketing from loyal and satisfied clients

11. Publicity and Advertising Strategy

We have been able to work with our in – house brand and publicity consultants to help us map out publicity and advertising strategies that will help us walk our way into the heart of our target market.

We are set to become the number one choice for both corporate clients and individual clients in the whole of the United States and beyond which is why we have made provisions for effective publicity and advertisement of our corporate training firm.

Below are the platforms we intend to leverage on to promote and advertise Jules Atkinson & Co® Corporate Training Firm, Inc.;

• Place adverts on both print (newspapers and magazines) and electronic media platforms
• Sponsor relevant community based events / programs
• Leverage on the internet and social media platforms like Instagram, Facebook, twitter, YouTube, Google + et al to promote our services
• Install our billboards in strategic locations all around Lake City Petoskey – Michigan
• Engage in roadshows from time to time in targeted neighborhoods
• Distribute our fliers and handbills in target areas
• Contact corporate organizations, non – profits and government agencies by calling them up and informing them of Jules Atkinson & Co® Corporate Training Firm, Inc. and the services we offer
• List Jules Atkinson & Co® Corporate Training Firm, Inc. in local directories / yellow pages
• Advertise Jules Atkinson & Co® Corporate Training Firm, Inc. in our official website and employ strategies that will help us pull traffic to the site.
• Ensure that all our staff members wear our branded shirts and all our vehicles are well branded with our company logo.

12.  Our Pricing Strategy

At Jules Atkinson & Co® Corporate Training Firm, Inc. we will keep the prices of our services below the average market rate for all of our customers by keeping our overhead low and by collecting payment in advance from corporate organizations who would hire our services. In addition, we will also offer special discounted rates to all our customers at regular intervals.

We are aware that there are some one – off jobs or government contracts which are always lucrative, we will ensure that we abide by the pricing model that is expected from contractors or organizations that bid for such contracts.

So also, there are some clients that would need regular access to corporate training and business coaching consultancy and advisory services, we will offer flat rate for such services that will be tailored to take care of such clients’ needs.

• Payment Options

The payment policy adopted by Jules Atkinson & Co® Corporate Training Firm, Inc. is all inclusive because we are quite aware that different customers prefer different payment options as it suits them but at the same time, we will ensure that we abide by the financial rules and regulation of the United States of America.

Here are the payment options that Jules Atkinson & Co® Corporate Training Firm, Inc. will make available to her clients;

• Payment via bank transfer
• Payment with cash
• Payment via credit cards
• Payment via online bank transfer
• Payment via check
• Payment via mobile money transfer
• Payment via bank draft

In view of the above, we have chosen banking platforms that will enable our client make payment for our services without any stress on their part. Our bank account numbers will be made available on our website and promotional materials.

13. Startup Expenditure (Budget)

It is a known fact that in setting up any business, the amount or cost will depend on the approach and scale you want to undertake.

If you intend to go big by renting a place, then you would need a good amount of capital as you would need to ensure that your employees are well taken care of, and that your facility is conducive enough for workers to be creative and productive.

The materials and equipment that will be used are nearly the same cost everywhere, and any difference in prices would be minimal and can be overlooked. As for the detailed cost analysis for starting a standard corporate training and business coaching; it might differ in other countries due to the value of their money.

However, this is what it would cost us to setup Jules Atkinson & Co® Corporate Training Firm, Inc. in the United of America;

• Business incorporating fees in the United States of America will cost – $750.
• The budget for Liability insurance, permits and license will cost – $3,500
• Leasing / renting an office space in a good location in Lake Street Petoskey – Michigan that will accommodate the number of employees for at least 6 months (Re – Construction of the facility inclusive) will cost – $150,000.
• The cost for furnishing and equipping the office (computers, printers, projectors, markers, servers / internet facility, furniture, telephones, filing cabinets, and electronics) will cost – $30,000
• The amount required to purchase the needed software applications – $3,500
• Launching an official website will cost – $500
• The amount need to pay bills and staff members for at least 2 to 3 months – $70,000
• Additional Expenditure such as Business cards, Signage, Adverts and Promotions will cost – $5,000
• Miscellaneous – $5000

Going by the report from the market research and feasibility studies conducted, we will need about two hundred and fifty thousand ( 250,000 ) U.S. dollars to successfully set up a medium scale but standard corporate training and business coaching firm in the United States of America.

Generating Funding/Startup Capital for Shae’s Touch Studios Business

Jules Atkinson & Co® Corporate Training Firm, Inc. is a private registered business that will be owned, financed and managed by Jules Atkinson and other partners. They are the financiers of the business which is why they decided to restrict the sourcing of the startup capital for the business to just three major sources.

These are the areas we intend generating our startup capital;

• Generate part of the startup capital from personal savings and sale of his stocks
• Generate part of the startup capital from friends and other extended family members
• Generate a larger chunk of the startup capital from the bank

N.B: We have been able to generate about $100,000 ( Personal savings $85,000 and soft loan from family members $15,000 ) and we are at the final stages of obtaining a loan facility of $150,000 from our bank. All the papers and documents have been duly signed and submitted, the loan has been approved and any moment from now our account will be credited.

14. Sustainability and Expansion Strategy

It is an established fact that, the future of a business lies in the number of loyal customers they have, the capacity and competence of their employees, their investment strategy and the business structure. If all of these factors are missing from a business, then it won’t be too long before the business close shop.

One of our major goals of starting Jules Atkinson & Co® Corporate Training Firm, Inc. is to build a business that will survive off its own cash flow without the need for injecting finance from external sources once the business is officially running.

We know that one of the ways of gaining approval and winning customers over is to offer our services a little bit cheaper than what is obtainable in the market and we are well prepared to survive on lower profit margin for a while.

Jules Atkinson & Co® Corporate Training Firm, Inc. will make sure that the right foundation, structures and standard operating processes are put in place to ensure that our staff welfare are well taken of. Our company’s corporate culture is designed to drive our business to greater heights and training and retraining of our workforce is at the top burner of our business strategy.

As a matter of fact, profit-sharing arrangement will be made available to all our management staff and it will be based on their performance for a period of five years or more as determined by the board of the organization. We know that if that is put in place, we will be able to successfully hire and retain the best hands we can get in the industry; they will be more committed to help us build the business of our dreams.

Check List/Milestone

• Business Name Availability Check: Completed
• Business Incorporation: Completed
• Opening of Corporate Bank Accounts various banks in the United States: Completed
• Opening Online Payment Platforms: Completed
• Application and Obtaining Tax Payer’s ID: In Progress
• Securing a standard office facility in a good location in Lake Street, Petoskey – Michigan: Completed
• Application for business license and permit: Completed
• Purchase of Insurance for the Business: Completed
• Conducting Feasibility Studies: Completed
• Generating part of the startup capital from the founders: Completed
• Writing of Business Plan: Completed
• Drafting of Employee’s Handbook: Completed
• Drafting of Contract Documents: In Progress
• Design of Logo for the business: Completed
• Secure trademark for our products: In Progress
• Printing of Promotional Materials: Completed
• Recruitment of employees: In Progress
• Purchase of the needed furniture, office equipment, software applications, electronic appliances and facility facelift: In progress
• Creating Official Website for the business: In Progress
• Creating Awareness for the business: In Progress
• Health and Safety and Fire Safety Arrangement: In Progress
• Establishing business relationship with vendors and key players in various industries: In Progress

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What does the future hold for L&D departments?

When it comes to the way we work, the future is already here.

No, this is not an exaggeration: our work environment and the tools we use to collaborate with our coworkers have changed dramatically within the past decade. Remember what meetings used to look like just a couple of years ago? Or, how we’d beat our brains out trying to calculate numbers through complex formulas?

Now, lots of those meetings have been replaced with a quick chat on Slack or a Zoom catch-up call. And analytics tools collect data that we couldn’t even imagine getting in our hands. Digital transformation and the rise of remote work have indeed revolutionized business functions, like employee performance and communication.

But does this hold true for  all business functions? Not quite. When it comes to employee training, we still have a ways to go.

Learning and development trends evolve fast but many companies are still playing catch-up, while others are reluctant to update the ways they deliver training. A printed manual when onboarding new hires or a single presentation for cybersecurity threats… are not going to cut it anymore. The same “online-first” mentality we’ve started implementing in how we work needs to become the norm in how we approach employee training.

So how do you innovate and re-design your L&D departments so they’re prepared for future needs? And what does the future of training and development look like?

Hop on board, we’ll take a look.

The L&D departments of today

Although eLearning is becoming increasingly popular, companies still rely on older technologies to deliver online training. However, there are some hints that things are about to change.

Here’s how the L&D landscape looks like today:

The need to invest in training has become clearer

There are several studies that connect continuous learning with company growth . And companies seem to be getting the message: training matters . Employee training helps build trust and ensures consistent customer service. It also helps unlock your team’s full potential — which in turn, decreases employee turnover.

For the most part, CEOs and HR departments understand that to get all these benefits, they’ll have to make an investment. Getting the right tech, tools, and personnel to create and implement a solid training plan is not necessarily cost-prohibitive, but many companies don’t know where to begin when preparing their training budgets.

The differences between in-person and online training are sinking in

As more and more companies explore permanent remote work or hybrid working options, online training gains ground. And although the pandemic outbreak may have forced us to shift from in-person to online training, it’s now becoming clear the latter comes with benefits.

In-person training may better replicate the classroom experience — but that’s not necessarily a good thing. In classrooms, people who are not very vocal will have a different learning experience than those who are. Instructors tend to engage more with active learners and leave the rest behind. Plus, in-person training means instructors need to physically attend the lessons, which is both more expensive and more limiting for companies.

With online training, it’s easier to personalize each learner’s experience and play to their strengths. And you can choose from a much bigger pool of experts since physical presence is not a prerequisite.

… and the L&D departments of tomorrow

Wondering what the future L&D departments will deal with? Let’s a look at some upcoming trends:

A shift in mentality

Far from being just a means for compliance or learning the basics to get the job done, employee training is poised to become a strategy that adds business value . As this Training Industry article points out, training will have to start with the outcome.

Designing onboarding and training programs will require working backward from the desired outcome to create the architecture that will support and measure the learning needed to reach it. This will have to cover training content, duration, modality, and how all these components work together.

New technologies will disrupt traditional learning

In many ways, the disruption of traditional learning has already begun. Online learning relies a lot on asynchronous communication, as learners are watching instructional videos and answering quizzes in their own time. But apart from delivery methods, the content itself is changing.

New technologies like volumetric videos can help remote learners retain information. The ability of such tools to create immersive scenarios means that you can now cater to  different learning styles , making the process more sustainable. Visual, auditory, and kinesthetic learners can all benefit equally and learn from the same content.

Training will become more personalized

One of the leading trends in corporate training is having a growth mindset. Training will become more focused on long-term career goals and professional development instead of specific tasks to master the job at hand. This makes sense if you think about how fast technologies are changing. A successful employee is no longer one who has achieved narrow specialization, but one who’s flexible and willing to learn many different things.

Likewise, a successful learning and development program is not one that helps employees tackle current issues, but one that prepares them for future challenges.

And to do so, you need to create custom learning paths. AI will play a key part here. AI bots can study a learner’s patterns and preferences, and deliver more relevant content for them to study. The AI bots of the future can also act as digital learning assistants, guiding learners in their personalized journey.

Informal learning will take on a bigger role

We’re already seeing a transition from formal to informal and continuous learning. This transition is bound to become more prominent in the future, as non-linear career paths will make even more employees seek greater diversity in what they learn.

Up until now, employers used to focus strictly on job-related training. But, following employees’ tendency to expand their training to multiple disciplines, they’ll start creating more learning opportunities — even informal. Companies will rely more on social learning, cross-team training, microlearning, and gamification: people just learn better when they learn together — and through play.

Agility will be key

As the overall focus shifts from “ what ” to “ how ” we learn, it makes sense that agility will play a big part in the future of training and development. Employees will no longer train to imitate past successes — because past successes will become irrelevant very quickly. Instead, employees will need to learn to be agile: to innovate, and adjust to future challenges.

We already know that 85% of the jobs that will exist in 2030 haven’t been invented yet . Being able to “think on their feet” and make the best in-the-moment decisions in unfamiliar situations is probably the most important trait employees of the future will need to succeed. And learning and development plans will be re-designed to address this need.

Stepping into the future of training and development

Whatever the future of learning may hold, there are some steps you can take now to ensure your L&D department is well poised to handle the latest training trends. Or, even better, be among those who lead those trends.

Opt for a data-driven approach

Your L&D department doesn’t need to prove the importance of training. It needs, though, to demonstrate how learning impacts business performance. Setting training objectives that are tied to employee performance, behaviors, and business goals means that no one is going to wonder anymore whether your investment is paying off .

You can collect data to measure training effectiveness and adjust your training program so that it helps you reach these objectives. Focus on tangible training KPIs like attendance rate, average training completion, and test scores. Then, you can compare these to sales quotas, efficiency increases, and overall growth rate to see if training makes a dent.

Make room for agility and resilience

We’ve already seen how agility will be one of the most crucial learning and development trends. Instead of teaching best practices for situations we know and can predict, your L&D departments should build training around unpredictable situations.

Thankfully, agility is a teachable skill so you can start preparing your team for whatever tomorrow may bring.

Allow “learning by doing”

To add to the above: making room for agility means accepting you can’t train people for every possible scenario. Most of the things employees need to learn about their current job, they’ll learn by doing.

It’s better to offer more soft skills training and social learning to ensure you have a strong team that can tackle anything that comes their way.

Make your training vertically available

Training should not be a luxury reserved for managerial positions — but it also shouldn’t be seen as an “entry-level” necessity employees will outgrow. Everyone in your company should have access to at least some facets of it. This goes for leadership and upskilling/reskilling training as well.

Allowing people from different departments and different hierarchy levels to learn together helps in the long run with everything, from cross-department communication to overall company culture and morale.

Consider the needs of the leaders of tomorrow

And by that, we mean Generation Z. Gen Z employees are independent self-starters. Practically born online and always on their mobile phones, Gen Z will struggle sitting through long Zoom lectures that don’t allow for much participation.

Instead, you should create a training program that includes gamification, microlearning videos, social elements and is highly personalized. It will go a long way towards keeping your younger (and future) employees engaged.

From employer training to learning and development

If there’s one thing you can start doing today to make sure you don’t fall behind, it’s changing your mindset. So far, we’ve been treating employee training as something tactical: a way to cover current skills gaps and reach short-term goals.

L&D departments have now an opportunity to get a strategic role in organizations by planning for the training trends of the future and investing in their people. Training should not be an afterthought; something your employees do before taking on a new task. Training can and will shape how your business grows in the future.

Improve your employee, partner and customer training with our enterprise-ready learning management system. Book a demo now and see why our diverse portfolio of customers consistently give us 5 stars (out of 5!)

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Free Training Plans Templates for Business Use

By Kate Eby | May 31, 2018

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A training plan holds you accountable for your actions by providing documentation to track and monitor progress toward a goal. To save you time, we’ve provided the top free, downloadable training plan templates for business use .

You'll also find details on what a training plan is , the benefits of using one , and tips on how to write one .

Free Training Plan Templates

In this section, you’ll find training plan templates available in Microsoft Excel and Word formats, as well as PDF. Download all of the following templates for free, and customize them to meet your organizational needs.

Staff Training Plan Template

‌   Download Excel Template

Try Smartsheet Template   ‌

A team or department manager can use this template to document their entire staff’s progress at once. You’ll find multiple charts to track knowledge areas, award competency scores, and list formal trainings and meetings (as well as who has attended them or completed the necessary tasks). This template enables you to monitor both hard and soft skills so that you can get a composite view of each employee’s progress.

Monthly Training Plan Template

Try Smartsheet Template  

This template provides a useful schedule to help you plan your training over the course of a month. List details such as department, training contact, topic, and location, and then complete the prebuilt schedule with training dates and times. To track your progress, use the provided columns to mark milestones. Use this template as a high-level monthly planning tool to ensure you’ve organized training sessions and met your goals.

Weekly Training Plan Template

Download Weekly Training Plan Template

Excel | Word | PDF

This simple training plan template is designed to track team or department progress on training activities over the course of a week. List the employee, activity, and desired outcome, and use the weekly calendar either to plan training sessions or to mark whether or not the employee completed the training work. Finally, leave remarks on each employee’s performance and sign off for approval at the end of the week. This template is especially relevant for a manager or a lead who needs to oversee multiple team members’ development over a short period of time.

Daily Training Plan Template

Download Daily Training Plan Template

Use this template to plan and track daily training tasks for a single team member. At the top of the template, list employee and training contact info, the department, and the goals or desired outcomes. In the chart below, list time, task, and duration of training, and sign each row as the employee completes an activity. Create a separate daily training plan for each team member to track their progress individually.

Annual Training Plan Template

‌   Download Word Template

This comprehensive annual training plan template is available as Word and PDF files. Create a narrative-style training plan with separate sections for background information, critical needs, goals, performance metrics, estimated budget, milestone schedule, and revisions. This template is best for teams that need to formally document their training efforts. For those who need a quick visual overview of progress, check out the simple annual calendar templates in this article .

Employee Training Plan Template

Download Employee Training Plan Template

Excel | Word | PDF  | Smartsheet

Use this Excel template to create a training plan for an individual employee. List employee information, including ID number, position, department, and reviewer credentials, and then create a list of activities for Week 1, and for 30, 60, and 90 days out. The template includes columns for you to note whether the activity is active or on hold, the point of contact for each growth area, status, and observations — all of which will help you measure employee progress and keep them accountable.

New Employee Training Plan Template

‌ Download New Hire Training Plan Template - Excel

This template is designed as an onboarding plan you can use to ensure new hires complete all the necessary training, paperwork, and activities as they acclimate to their new role. The template includes sections for activities completed through management, HR, IT, and peers, and it lists sample activities that a new employee might need to accomplish. Track the new hire’s orientation and integration from the first day through the first year with this easy-to-use template.

Project Plan Template

‌ Download Project Plan Template - Excel

Sometimes, training can occur on the job. One way to ensure that you stay on track — in time, on budget, and within resources — is to create a project plan that outlines all the tasks, activities, and milestones you need to accomplish en route to your objectives or deliverables. Download this project plan template in Excel to list all tasks, assign team members and due dates, and note progress with the built-in Gantt chart , all the way through to project completion.

What Is a Training Plan?

A training plan is a document that details the strategy and specific steps needed to accomplish a goal or an objective. You can create a training plan for nearly any undertaking, such as a business or creative project, team development, staff or new hire training, or a personal endeavor (such as a running a marathon ). Regardless of the objective, training plans hold you accountable for intentions, actions, tasks, or activities that must be completed en route to a larger goal.

Many different business roles can make use of a training plan, including trainers and instructors, managers, staff, employees, IT, support representatives, or the entire organization. Colleges and universities also frequently use training plans to track their progress toward a goal.

What Is a Training Action Plan?

A training action plan is a document that you create prior to the training plan, and lists only the actions necessary to achieve a particular goal. As opposed to a training plan, a training action plan does not include strategy or scheduling information. To learn more about action plans and to download action plan templates, read this article .

Benefits of a Training Plan

Building a training plan can help ensure the success of the project, onboarding , skill building, or other objectives you aim to achieve. By providing a road map to success, a training plan ensures that you accomplish tasks and meet milestones along the way to your overarching goal. In addition, a strong training plan can offer the following underlying benefits:

• Aid you in preparing objective, needs, strategy, and curriculum to be addressed when training participants
• Improve trainer and training participants’ experience by providing a clear plan of action
• Ensure that each training session is well planned, helpful, and inspiring
• Gain much needed expertise and experience, which can help you achieve your goal

Ultimately, these benefits can make it easier to accomplish your goals. Training plans play a vital part in making your organization more profitable, beating the competition, and creating a thriving work culture.

How Do You Design a Training Program?

Before you write your training plan, you’ll need to do some strategic thinking and create a program structure that reflects both the needs and abilities of your workforce and your goals. Designing a training program will vary based on the industry and type of undertaking, but some general tips can apply to any workforce training:

• Identify Training Needs: In order to design an adequate training program, you need to know your needs. Perform a training needs assessment in which you identify your goals, the tasks required to reach them, and the training activities that will support them.
• Set Learning Objectives: Once you have identified your needs, define what you want your workforce to achieve from an educational perspective. What do you want your employees to learn? How will you tangibly test knowledge growth?
• Create Training Materials: In most cases, providing your trainees with materials of some sort (be it physical or online documentation, or quizzes, games, etc.) will greatly enhance their learning and retention. Get creative and find useful ways to increase the “stickiness” of your training curriculum.
• Implement the Training Plan: Next, you have to execute the plan you’ve designed. Make sure to document progress, and note any problems or inconsistencies that arise. Use a training plan template (included above) to document and support implementation.
• Repeat Steps as Necessary: The goal of any training plan is to increase knowledge and skills, and you can’t rush the learning process. Take your time and ensure that everyone is getting the deep learning and practice that they need to be successful.
• Evaluate Training: This is a key element to the long-term success of your training plan. Elicit feedback from participants and managers, and refine your design for future use.

How Do You Write a Training Plan?

Just as the design of your training plan will vary based on your organization and specific goals, so will the documentation of your training plan. The templates included in this article offer a range of structures and styles, but you can customize all of them to fit your needs.

If you want to create your own document, here is a basic list of what to include in your written training plan:

• Objectives: List your goals, and make sure they are measurable and specific.
• Duration: Ideally, your training plan should be flexible, offer an approximate, realistic duration of the plan to give participants an idea of what to expect, and aid managers in evaluating performance. Some training plans include multiple future dates at which to measure performance (for example, 30, 60, and 90 days).  
• Venue/Facility: If you are hosting a workshop, include details about the venue and facility, such as directions and special instructions.
• Dates/Times: If there are specific meeting times that staff needs to attend, make sure to list them on the plan.
• Activities and Learning Strategies: Depending on how comprehensive your training plan is, consider including a section where you detail the activities and knowledge areas in which you hope to see improvement. However, not all training plans require this level of detail.
• Milestones: Include room to mark key milestones, as well as space for dates and a signature if applicable. You might also want to include a section to rank accomplishments or competencies along the way.
• Approval Signature: Include a space for the manager or lead contact to sign off once the training program is completed.

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The Smartsheet platform makes it easy to plan, capture, manage, and report on work from anywhere, helping your team be more effective and get more done. Report on key metrics and get real-time visibility into work as it happens with roll-up reports, dashboards, and automated workflows built to keep your team connected and informed. 

When teams have clarity into the work getting done, there’s no telling how much more they can accomplish in the same amount of time.  Try Smartsheet for free, today.

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How to develop a training plan for employees

Developing the right  training and development plan can completely transform your company, both inside and out. It directly impacts employees’ motivation, and, as a result, their productivity, as well as being a useful tool for talent retention. So, you shouldn’t underestimate the value of a good company training plan.

We’ll go on to explain what this is, what it aims to do, and how to create a training plan , step by step. 

What’s the definition of an employee training plan?

To answer this question, we could say that a training plan refers to all actions aimed at improving the knowledge and skills of the company’s workforce.

These plans are usually tailored to the employees’ and the company’s goals. The main goal is to remain competitive in the changing world in which we live.

What are the objectives of a training plan?

The objectives of a training plan are to directly improve employees’ motivation and performance, allowing the business goal to be achieved. In this way, a training plan can play a strategic role for the company .

Identifying and measuring employees’ skills

Before developing employee training plans, you need to establish a baseline; that is, to identify and assess the employees’ current skills.

A performance assessment software can help you to easily determine each employee’s strong points and areas for improvement. In this way, we’ll be able to design specific actions for each of them and achieve real results.

Improving the company’s performance

Strengthening an employee’s weakest areas through training will improve their individual performance, but also that of their department, and, ultimately, of the entire company. Each employee is part of a complex machine in which each component is important. If the company has ambitious goals, promoting employees' performance through training could be a good strategy to achieve them.

A study showed that a 10% increase in staff training can lead to an 8.6% increase in their productivity.

Developing the employees’ skills

One of the main goals of any company training plan is to help professionals to develop specific skills that could be key for them and for the organisation. This has a positive impact, obviously, on their work performance, but also on their motivation and commitment. This, in turn, reduces staff turnover and attracts new talent.

Improving the working environment

An employee who feels that the company cares about their development and professional growth and that it gives them the tools necessary to achieve their goals will be happier and more motivated and committed. This affects the entire organisation’s working environment.

A study by Gallup showed that companies with committed employees are 21% more profitable than those without.

Retaining talent

Another important aspect that stems from training is talent retention. Employees who feel “trapped” in the organisation and don’t see any opportunities to grow or evolve within it are more likely to accept another offer if given the chance.

According to a study , replacing an employee could cost a company the equivalent of 6 or 9 months’ salary. If, for example, the employee earns €60,000 per year, the cost of recruitment and training could reach up to €30,000 or €45,000.

6 steps to create a training plan in your company

How is a training plan created? We’ve looked at its definition and goals, so now it’s time to get down to work. We’ll go on to explain the six key steps to create your own plan .

1. Identify the needs

Before starting to design a training plan, it’s important to assess the staff’s needs . A good starting point is to analyse the strengths and weaknesses of each of the employees in order to identify common trends.

As we said before, a performance assessment programme could be a great help here as it will give us qualitative and quantitative data upon which we can base our work.

2. Set objectives for the programme

Any project needs to start with clear objectives . To identify them and set them out in writing, you can answer these questions:

• Why use this programme?
• What problems does it solve?
• How will the employees’ performance improve with this program?
• How will the employee achieve the business’ goals?
• Will the training prepare the employee to take on new roles?
• How will the program improve the rate of talent retention?

3. Involve the employees

In this early stage of brainstorming the company training programme, don’t hesitate to ask the staff what they’d like to learn. This kind of program works better when the employees are involved.

An easy way to gauge their opinion is to carry out an anonymous survey. Here are some questions to ask:

• What would make you feel more secure at work?
• Which learning methods work for you?
• What would improve your team’s performance?
• What are your interests outside of work?

4. Create useful, personalised and attractive experiences

If the employees don’t find the training useful, it will be difficult to get them involved and for them to get the full benefit from it. This is why it’s important to create experiences that take into account their needs , interests and how they learn best.

5. Plan the training

With all this information, you already know how to make a training plan. It’s best to use Human Resources software that will help you to  shape   and organise the different actions that will be carried out.

One the one hand, it can create general training that all of the company’s employees must attend. These can be on the subject of a brand, product or company culture.

On the other hand, it works to create specific plans to work on the weaknesses picked up in each employee in the initial analysis. It’s important that, in this section, we set clear goals and create a follow-up plan together with the employee.

6. Monitor the results

A training plan for employees is never static; on the contrary, it must constantly be evolving . It’s important to watch how the employees interact with the training, as well as to assess its effectiveness. In this way, we can improve, little by little.

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Department of Employment, Small Business and Training

Queensland skills strategy.

To keep Queensland's economy powering and good jobs in reach of Queenslanders, we've developed Good Jobs, Great Training: Queensland Skills Strategy 2024–2028 .

Read Good Jobs, Great training: Queensland Skills Strategy 2024–2028 .

Read the summary .

How we are delivering

Read how we are delivering on our 5-year strategy, including initial actions across our 5 focus areas.

How we listened

Learn about consultation undertaken as part of the most significant review of the state's training system in almost a decade.

Information sessions

Join an information session online or across the state to learn more about the strategy.

About the Queensland Skills Strategy

Good Jobs, Great Training will provide pathways into good jobs for Queenslanders while delivering priority skills in traditional and emerging industries so our communities, industries and economy can thrive.

The strategy further strengthens our TAFE and training system while guiding billions in annual investment in skills over 5 years – funding 1 million subsidised and Free TAFE training places between 2024 and 2028.

It is also Queensland's roadmap to deliver on the National Skills Agreement , tackling national priorities like critical skills growth, delivering TAFE Centres of Excellence, improving course completions and greater access to foundation skills.

The strategy is an action under the Good people. Good jobs: Queensland Workforce Strategy 2022–2032 .

Queensland is a job-creating economic powerhouse driven by skilled Queenslanders.

Our focus areas

• Skills for good jobs – Get more Queenslanders into highly skilled jobs quicker.
• Training that has the power to change lives – Support Queenslanders to access the lifelong benefits of training for good, highly skilled jobs.
• TAFE for all Queenslanders – Deliver training across Queensland and skills for local economies by putting TAFE at the heart of the training system.
• A training system backing Queenslanders – Build on the strengths of our world-class training system by working with our partners, promoting opportunities offered by training and standing up for Queenslanders.
• Quality and results driven – Focus on economic priorities, local needs and student outcomes so our training system delivers for Queensland.

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• Read the frequently asked questions .
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• Download promotional materials to help share the strategy across your channels and networks.
• Email [email protected] or phone 1300 369 935.

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Disability and Carers

Employment services for people with disability

The Australian Government is committed to ensuring people with disability, injury or a health condition have equal opportunities to gain employment. There are a range of employment programs that support people with disability who need, or would like, help to find and maintain employment. Employers can also access free help to recruit, support and retain employees with disability.

Disability Employment Services (DES)

Disability Employment Services (DES) is the main employment service for people with disability, injury and/or health condition. The current DES program will run until 30 June 2025 when a new specialist disability employment program will commence.

People with disability may be eligible for one of two different parts of the DES program:

• Disability Management Service is for job seekers with disability, injury or health condition who need assistance to find a job and occasional support in the workplace to keep a job.
• Employment Support Service is for job seekers with permanent disability who need help to find a job and who need regular, ongoing support in the workplace to keep a job.

Providers of DES — called DES providers— are a mix of large, medium and small for-profit and not-for-profit organisations experienced in supporting people with disability, as well as helping employers to support employees with disability in the workplace.

To find a DES provider:

• visit the DES provider search page on JobAccess
• contact a JobAccess Advisor on 1800 464 800
• talk to a Centrelink representative by calling the Centrelink employment services line on 132 850 or by visiting a local service centre
• view the List of current DES providers .

Support for participants

The DES program gives participants flexibility and choice in the services they receive and how they receive them, with participants able to choose their preferred provider when they first enter the program.Job seekers may be able to register for DES through Centrelink or directly with a provider.

DES providers can help those looking for work to:

• get ready to work
• train in specific job skills
• write a resume
• practice interview skills
• look for jobs that suit them.

Once in a job, DES providers can help with specific on-the-job training and support that suits their needs. This includes help under the Work Assist program . Work Assist provides support to eligible employees who have difficulty fulfilling the essential requirements of their role due to their injury, disability or health condition. A DES provider will work with the Work Assist participant and their employer to provide support that maximises the chance of maintaining employment.

Support for employers

DES providers offer recruitment support and guidance to employers. This may include help to:

• post job vacancies
• shortlist candidates
• interview people with a disability
• access available financial support (if eligible).

Information for providers

Operational information for DES providers is available.

• Disability Employment Services Grant Agreement
• Disability Employment Services Guidelines
• Disability Employment Services Charter of Contract Management

JobAccess is the national hub for workplace and employment information for people with disability, employers and service providers.

JobAccess provides free, confidential and accessible information and advice through the JobAccess website and a telephone advice line. It offers help and workplace solutions for people with disability and employers.

JobAccess also plays a coordinating role with the National Panel of Assessors to conduct free workplace assessment, and advise on workplace modifications and support which may be eligible for reimbursement through the Employment Assistance Fund (EAF) .

The EAF gives financial help to eligible people with disability and mental health conditions and their employers to buy work related modifications, equipment, Auslan (Australian Sign Language) services and workplace assistance and support services. The EAF is available to eligible people with disability who are about to start a job, are self-employed or who are currently working. It is also available to people with disability who need Auslan assistance or special work equipment to look for and prepare for a job.

Under JobAccess, a National Disability Recruitment Coordinator (NDRC) can offer assistance to employers across Australia to:

• increase their knowledge of support available through DES
• implement employment practices
• provider disability and training for staff.

More information on support available for staff with disability is available the JobAccess website . Employers can also call JobAccess Advisor on 1800 464 800 to connect with a National Panel of Assessor provider or NDRC account manager (if eligible).

Disability Employment Reforms

As part of the 2024–25 Budget, the Government announced a number of measures that will improve employment and career outcomes of people with disability, injury or illness.

• Read the media release and learn more information about other Department of Social Services’ Budget measures .

A new specialist disability employment program

A new specialist disability employment program will replace the current DES program from 1 July 2025.

The new program will focus on assisting people with disability to find and maintain sustainable employment. It will improve the quality of service for participants by ensuring the support provided is tailored to their circumstances. There will be a greater focus on quality providers, with staff and leadership that reflects the diversity of the communities they are working with. Providers will place clients and employers at the centre of their service design and build meaningful relationships with both clients and employers.

In line with the new specialist disability employment program, The National Panel of Assessors program will continue to deliver assessment services from 1 July 2025.

• Read more about the new specialist disability employment program .

Disability Employment Centre of Excellence

A Disability Employment Centre of Excellence (Centre of Excellence) is being established to develop best practice, evidence-based information to help providers deliver high-quality effective employment services and supports to improve disability employment outcomes. The Centre of Excellence will support the introduction of the new specialist disability employment program from 1 July 2025.

• Read more information about the Centre for Excellence .

The Complaints Resolution and Referral Service and Hotline

The Complaints Resolution and Referral Service (CRRS) and Hotline will be continued to 31 December 2026. Through continued support for the Hotline and CRRS, the Government is keeping in place a robust complaints framework that protects the rights and safety of people with disability. This will ensure continued coverage and support for people with disability with concerns or complaints, while the Government considers future arrangements in the context of the broader reforms within the disability sector, including the response to the Royal Commission into Violence, Abuse, Neglect and Exploitation of People with Disability and the National Disability Insurance Scheme Review.

• Read more information about the Hotline and CRRS .

Further information about reforms to disability employment announced as part of the 2024- 25 Budget is available in the following factsheets:

• A new specialist disability employment program – Factsheet
• A new specialist disability employment program – Participant Factsheet
• A new specialist disability employment program – Employer Factsheet
• A new specialist disability employment program – Provider Factsheet
• Disability Employment Centre of Excellence - Factsheet
• National Panel of Assessors - Factsheet

Workforce Australia Employment Services

Workforce Australia is the employment service delivered by the Department of Employment and Workplace Relations. It includes an online service and a network of providers that deliver support to job seekers on income support, including those with disability, to find a job or create their own job.

The Workforce Australia website is a place employers can post their current vacancies and all Australians can search and apply for jobs.

As part of Workforce Australia, Self-Employment Assistance can help participants turn their business idea, or existing small business, into a viable business. The program allows participants to choose the level of support that meets their needs and the needs of their business.

More information about Workforce Australia is available on the Department of Employment and Workplace Relations website .

Supported Employment

Supported employment refers to jobs where people with high support needs (i.e. those who, because of their disabilities, need substantial ongoing support to obtain and/or keep paid employment) can receive extra support while they are at work.

If an individual is eligible for the National Disability Insurance Scheme (NDIS), supports for employment could be funded through their NDIS Plan. Further information about supported employment under the NDIS, including information on the pricing framework, can be found on the NDIS website .

Participants can use their supported employment funding in any workplace they choose, including mainstream employment, social enterprises, micro-businesses, or supported employment services (including those traditionally known as Australian Disability Enterprises or ADEs).

The Supported Wage System (SWS) is set up for employees with disability who are not able to perform jobs at the same capacity as any other employee. Under SWS, special workplace arrangements are created so that employers can pay wages to a person with disability based on how productive they are in their job. 

An employer or DES provider may make an application under the SWS. The SWS assessment will be conducted by an independent assessor. 

• Learn more about supported employment and the SWS . 
• DES Quality Framework

In July 2023, the Australian Government announced a new Disability Employment Services (DES) Quality Framework. The Framework is designed to ensure the delivery of high quality, tailored services for people with disability. It will ensure providers are listening and responding to the needs of individuals and employers to drive meaningful and sustained quality improvement.

• Media release – Disability Employment Services Quality Framework

Following the release of the Framework the Department has continued to consult with providers, peaks, and disability representative organisations to inform and support implementation and development. The Framework has been updated to support this development.

DES Quality Guidelines complement the Framework.

• DES Quality Guidelines

National Panel of Assessors

The National Panel of Assessors (NPA) program provides independent assessments to support people with disability in the workplace. NPA providers conduct the following: 

• Ongoing Support: to ensure that DES clients receive the Ongoing Support they need in the workplace to retain their job. 
• Supported Wage System: to determine productivity-based wages for eligible people with disability. 
• Workplace Modifications Services: to assess the suitability of modifications (such as equipment or assistive technology) that will support people with disability to undertake their employment duties. 

From 1 July 2025, in line with the new specialist disability employment program, NPA providers will continue to deliver these assessment services.

A list of current organisations that deliver NPA is available.

Operational information for NPA providers is available.

• NPA Grant Agreement
• National Standards for Disability Services – audit requirements for NPA providers

Last updated: 15 May 2024 - 11:01am

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Geographic coordinates of Elektrostal, Moscow Oblast, Russia

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Coordinates of Elektrostal in decimal degrees

Coordinates of elektrostal in degrees and decimal minutes, utm coordinates of elektrostal, geographic coordinate systems.

WGS 84 coordinate reference system is the latest revision of the World Geodetic System, which is used in mapping and navigation, including GPS satellite navigation system (the Global Positioning System).

Geographic coordinates (latitude and longitude) define a position on the Earth’s surface. Coordinates are angular units. The canonical form of latitude and longitude representation uses degrees (°), minutes (′), and seconds (″). GPS systems widely use coordinates in degrees and decimal minutes, or in decimal degrees.

Latitude varies from −90° to 90°. The latitude of the Equator is 0°; the latitude of the South Pole is −90°; the latitude of the North Pole is 90°. Positive latitude values correspond to the geographic locations north of the Equator (abbrev. N). Negative latitude values correspond to the geographic locations south of the Equator (abbrev. S).

Longitude is counted from the prime meridian ( IERS Reference Meridian for WGS 84) and varies from −180° to 180°. Positive longitude values correspond to the geographic locations east of the prime meridian (abbrev. E). Negative longitude values correspond to the geographic locations west of the prime meridian (abbrev. W).

UTM or Universal Transverse Mercator coordinate system divides the Earth’s surface into 60 longitudinal zones. The coordinates of a location within each zone are defined as a planar coordinate pair related to the intersection of the equator and the zone’s central meridian, and measured in meters.

Elevation above sea level is a measure of a geographic location’s height. We are using the global digital elevation model GTOPO30 .

Elektrostal , Moscow Oblast, Russia