Complete Guide to Implementing a Continuous Training Plan in Your Company 

Learning is part of our nature as human beings. From a very young age, the desire to absorb knowledge is what drives us to grow and adapt to the challenges of life. It’s an ongoing process, and one that doesn’t end when we finish a degree or achieve a certification. In the world of work it’s no different – continuous training allows professionals to stay up to date and on top of their field, and companies to maintain their competitive edge. 

So, if you’re looking to improve the skills of your team, increase productivity and foster an environment where learning forms a natural part of everyday life, then you’ve come to the right place. In this guide, we’ll be explaining exactly what continuous training is, why it’s so important, and how to implement it effectively in your company. In addition, we’ll give you plenty of advice on what type of training courses to choose, as well as practical examples so you can see how the process works in action. 

What Is Continuous Training and Why Is It Crucial for Companies? 

Continuous training is a key ingredient of active learning, and is essentially the consistent training of an individual or group’s knowledge, skills and abilities over time in order to ensure that they stay relevant. This is achieved through a wide range of techniques and practices. In the workplace, the objective of this approach is to keep the skills and knowledge of professionals up to date according to the needs of the company and market. 

The importance of continuous training lies in its many advantages. The approach helps to close existing and emerging skills gaps, but more than this, also contributes to a culture of continuous learning – a key professional strategy in a  world where the skill requirements for jobs are constantly evolving. In addition, this training style strengthens employability, drives innovation, and contributes to both individual and organizational growth. 

Continuous training or continuous learning? 

Although these two terms are closely related and often used interchangeably, there are several key nuances that differentiate them. 

Continuous learning: This is a broad concept that refers to any type of learning an individual carries out to improve their professional abilities. It involves the constant improvement of skills, knowledge and competencies in a bid to adapt to the needs of both company and market. This type of learning can also take place outside the workplace, and is often driven by individual choice. 

Continuous training: This is a more specific concept that focuses on rigorously training employees in the skills they need to improve their job performance. The key difference here is that continuous training is structured and provided by the company, whereas continuous learning encompasses any action taken by the individual. In this sense, continuous training is a key component of the wider concept of continuous learning.  

A good example of continuous  learning would be a graphic designer who independently chooses to learn about UX/UI, in a bid to expand his skills and open himself up to new opportunities within his company. In the case of continuous training, the company would provide this same designer with a training course, for example on a newly implemented design tool, with the objective of optimizing his daily work. Although the employee is still learning in both cases, the intentionality and scope is what makes the difference. 

The Benefits of Continuous Training for Companies and Employees 

Continuous training is a valuable strategy for both employees and companies for many reasons: 

Enhances productivity and efficiency 

Continuous training drives the acquisition of skills needed to optimize internal processes, and helps keep employees up to date with any new technologies or approaches to work. Both help to increase efficiency and productivity. 

Raises job satisfaction and talent retention 

This type of training raises employee morale and motivation by demonstrating a company’s commitment to professional development. This in turn increases talent retention, instilling an atmosphere of lifelong learning and constant improvement. 

Improves company image and competitiveness 

When organizations integrate continuous training into their culture, they project an image of a  company committed to excellence and progress. This not only helps them maintain their competitive edge, but also positions the organization as a leader in innovation and adaptation. 

Helps to fill skills gap 

Continuous training helps employees to acquire exactly the skills they need to adapt to change in both their company and the wider market, avoiding troublesome knowledge gaps in key areas. 

Boosts resilience and adaptability to change 

The modern workplace is an environment where techniques and technologies are constantly evolving. Employees who benefit from continuous training can adapt to new tools, processes and trends more quickly than those who do not. 

Promotes innovation and creativity 

Continuous training not only keeps knowledge up to date, but also inspires new ideas and solutions, thereby driving innovation within a company. For example, an employee who rigorously develops new skills in an area such as artificial intelligence could be the key to launching innovative projects that improve productivity later on down the line. 

Facilitates compliance and reduces risks 

Finally, within carefully regulated sectors such as finance or healthcare, continuous training helps employees to comply fully with current regulation, reducing risks and avoiding fines and penalties. 

How to Design an Effective Continuous Training Plan 

Now you know what continuous training is, and have an idea of its importance and benefits, it’s time to learn how to properly implement a plan for your team. The first and most important action here is to identify the starting point of your professionals, determine what you want them to achieve, and work out which tools will help them get there. To make the whole process as easy as possible, we’ve prepared a step-by-step guide and a successful example: 

1. Identify needs 

Before implementing your continuous training program, perform a careful analysis of your staff’s existing skills and knowledge, and identify any gaps. Make an effort to discover which areas of knowledge are most important for your company and which your collaborators need to develop most urgently. Additionally, you may find it helpful to consult your employees directly about which topics would be of interest to them. 

2. Define objectives 

Every training program needs clear and measurable goals connected to the organization’s wider objectives. These goals should also take into account the individual needs of employees. For example, if your organization’s goal is to expand into international markets, then a staff member looking to learn a second language could be the key to making progress. 

3. Design the training plan 

Before developing specific pieces of content, it’s important to properly structure the training program. Start out by defining what learning formats you want to use (microlearning, live sessions, self-guided learning, etc.), setting the frequency of training, and establishing any assessment methods. You could also create a training calendar that synchronizes employee availability with the company’s strategic objectives. This will help make training more coherent as a whole, ensuring that it is not only flexible, but also strategic and effective. 

4. Establish tailored training programs 

Another key factor when implementing your continuous training plan is understanding the different roles, aspirations and experience levels of your employees. This will allow you to create flexible, personalized programs that work for them. 

The most important step here is to properly segment your audience and adapt the training content you provide according to the needs of each group. For example, team leaders will benefit from training in leadership and management, while employees in more technical roles will benefit from focused training on tools or processes. 

5. Select the right e-learning tools and platforms 

Today, there’s a wide range of platforms and apps available to help you train your employees. Amongst these, e-learning platforms offer the greatest scope and flexibility. Learning management systems are generally the most popular, but there are also other options on the market, such as: 

• A comprehensive training catalog featuring content in key development areas, such as: digital skills; sales and customer experience; communication and interpersonal relationships; sustainability; compliance; leadership and more. We’ll look at this option in greater detail later. 

• Self-guided content creation through an authoring tool. If you opt for this method, be sure to include a wide variety of attractive formats such as videos, exercises, games, simulations, tutorials and assessments to keep employees interested. 

An all-in-one platform, combining training management, content creation and a course catalogue. Look for a comprehensive solution that makes it easy to organize and manage access to training, with AI-powered features to personalize learning, automate processes and improve productivity.

ALL-IN-ONE

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6. Monitor and evaluate learning 

In order for your continuous training plan to be truly effective, you’ll need to measure its impact. You can evaluate employee progress through tests, satisfaction surveys and by monitoring on-the-job performance. Use data analysis tools built into e-learning platforms to identify which content is working well and which areas require some adjustment. On top of this, be sure to gather employee feedback to help continually improve the program. 

Ready to learn more about a real success story in continuous training? Discover how Alain Afflelou, one of the optics and audiology sector’s leading companies, managed to successfully organize its continuous training strategy – identifying specific talent areas, grouping training content into unique schools and environments, and creating personalized training plans to match different employee  profiles. 

CASE STUDY

How Alain Afflelou made continuous learning a reality in their organization.

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Continuous Training Catalog: What Type of Courses Should You Choose? 

One of the best ways to offer continuous training is through e-learning courses. Their flexibility allows employees to access training anytime, anywhere, they’re easy to update and, what’s more, they readily adapt to the different learning objectives of companies. 

However, in addition to choosing appropriate topics or development areas for your courses, it’s vitally important to choose the right formats. Let us give you a hand with making the right decision: 

Long courses (50-70 minutes) for in-depth learning 

These courses are perfect for topics that require a deeper level of understanding or the development of specific technical skills. They feature extensive, detailed content that give employees the opportunity to dive deep into difficult subjects. They’re ideal for training in more sophisticated areas, such as project management, advanced technical skills or strategic leadership. Although such courses often demand greater dedication and more time, the format allows for total immersion and leads to a complete understanding of the subject. 

Short courses (15-20 minutes) for microlearning 

Shorter courses are ideal for microlearning, a strategy which administers learning in small doses and allows employees to tackle a focused, specific topic in a brief period of time. This format is perfect for refreshing knowledge, quickly absorbing key concepts, or taking advantage of continuous training without interrupting the workday too much. 

Short courses are a great option for content areas such as regulatory updates, best practices, digital tools or interpersonal skills. Their high flexibility means they can be consumed easily at any time, promoting greater knowledge retention and encouraging the quick application of any learning. 

How can I choose the right format? 

• Long courses are better for more in-depth training and when the topic demands a comprehensive approach. 

• Short courses are better suited to continuous training, specific topics or when you need to update employee knowledge on a regular basis. 

Power Up Your Continuous Training Strategy With isEazy Skills 

Are you looking for a complete catalog of courses to give your team the best continuous training? If so, then isEazy Skills is the ideal solution. Our comprehensive catalog of power skills and digital skills courses will help you take your team’s skills to the next level, through our 100% practical methodology that’s fully adapted to the latest learning formulas. 

Develop your professionals’ talent and multiply their engagement with amazingly addictive resources, guaranteed to get them hooked on learning and enhance their knowledge retention. So what are you waiting for? Request a demo today! 

CONTENT CREATED BY:

Elizabeth Aguiar Chacón

Content Marketing Specialist at isEazy