Guide to training for companies and how to create a success plan

Between the changing labor market and the ever-growing technological evolution, it’s crucial to develop a team of employees that is skilled and prepared for the future. For this reason, as well as attracting top professionals to your business, it’s essential to implement continuous training plans that prioritize the growth of your existing workforce.

Promoting a culture of continuous training in the workplace not only encourages professional development, which is key to improving performance and productivity, but also creates a flexible and engaging working environment This article explores everything you need to know about developing a successful employee training plan in your company.

1. What is an employee training plan?

An employee training plan is a training strategy or plan that provides employees with knowledge and skills to help them become better professionals. This program is typically part of the business development plan or the L&D strategy. Its main objective is to improve employees’ performance and prepare them to cover different roles.

This plan sets out learning objectives, identifies the training needs of both the company and its employees, and clearly defines the actions and resources required to achieve these objectives. However, in order to properly understand what a training plan entails, it’s important to first differentiate it from other learning strategies.

What is NOT a training plan for companies?

A training plan for companies is not simply a set of courses or learning activities placed together without a clear structure or strategy. Nor does it involve offering employees training opportunities without first considering their specific needs (and those of the organization). And, crucially, it is not just the delivery of content, without first evaluating the effectiveness or impact of training on job performance and business results.

A training plan goes far beyond simply offering training activities in a random fashion. It is a complete, strategic and systematic approach designed to stimulate both talent development and organizational growth.

2. Why is it so important to invest in a training plan?

Undoubtedly, any company that invests in training its employees is investing in its success. In the long term, these training plans help foster company growth in terms of productivity and innovation but employee training programs for companies have a positive impact in many other areas too: 

Combating weaknesses and strengthen skills 

Employee training plans are designed to identify and combat employees’ weaknesses and then get the most out of their current skills through specific training. This way, businesses end up with well-qualified employees capable of performing their tasks successfully, at their own pace, and without sacrificing quality. 

Improving employee morale and satisfaction

It’s very easy for an employee to lose motivation if they are not able to perform their job according to the organization’s expectations. Strengthening skills also has a knock-on effect on employee morale. 

Closing skills gaps and increasing productivity 

In any organization, errors or mistakes happen, but this occurs more often when employees lack the knowledge to fulfill a specific role. An employee training plan creates more competent employees, reduces errors, and closes skills gaps that affect productivity and the company’s profitability, including those caused by changes in trends and the advancement of technology. 

Improving company culture and talent retention

Modern professionals want to belong to companies that foster a culture of constant learning and development. In fact, according to Deloitte, “organizations that emphasize growth opportunities are able to create dynamic and diverse talent pools filled with highly skilled and versatile workers.” As a result of these opportunities, workers feel encouraged to explore new challenges and improve both themselves and their work.

«Organizations that commit to workforce growth enjoy competitive advantages, gaining improved business outcomes and increased adaptability.»

Deloitte

3. What benefits does a training plan have for employees?

As we’ve seen, implementing a training plan not only has a positive impact on the growth and development of the company, but also offers a host of benefits for employees. Here are some of the main advantages:

• Focused professional development: A training plan provides opportunities to improve job-relevant skills and knowledge, empowering employees to advance their careers and take on better roles.

• Enhanced competitive edge: By picking up new skills and competencies, professionals become more competitive in the labor market. This translates into better employment opportunities and improved salaries.

• Improved confidence and self-esteem: Through learning to master new skills and overcome learning challenges, employees develop greater confidence in their abilities and a better sense of self-esteem, contributing to their personal and professional satisfaction.

• Readiness to adapt to change: Continuous training helps workers to keep pace with technological developments and changes in the market. This helps them to adapt more easily to new tasks, responsibilities and work environments, reducing the feeling of frustration that can often come when faced with a new challenge.

• Improved workplace health and wellbeing: Specific training in areas such as stress management, mental health and work-life balance can contribute to the overall wellbeing of employees, lowering levels of stress and burnout at work.

4. How to manage and track a training plan for companies on an ongoing basis

Implementing a training plan is an important step, but ensuring its long-term success requires continuous and careful management of the process. Regularly evaluating the impact of training will allow you not only to optimize its results, but also improve talent retention and team engagement. Below, we take a look at some of the tools and practices that make this follow-up process easier.

The importance of evaluating the impact of your training plan

In order for your training plan to remain relevant and effective, it’s essential to conduct regular evaluations to determine how the plan is impacting employee performance and satisfaction. With regular monitoring, you can quickly identify areas for improvement and adapt content according to market needs and changes.

Performing continuous training management allows you to:

1. Improve talent retention: Employees who recognize the value of training in their careers tend to be more engaged and stay with the company.
2. Measure the actual impact on performance: Evaluate if the objectives you initially set are being met.
3. Adjust the training plan: Adapt teaching strategies based on employee metrics and feedback.

Recommended tools for tracking

Using the right tools is key to monitoring training progress and correctly evaluating its impact. Here are several tools that can be useful for continuous management:

1. LMS (Learning Management System) platforms: With features for tracking and progress analysis, an LMS helps to centralize data and make it easier to manage courses and modules. Platforms like isEazy LMS, for example, come with dashboards that offer key insights into employee engagement and development throughout their training.
2. Performance management systems: Integrations with performance systems help link training data to the team’s operational results, giving a more complete picture of the impact of learning.

Ongoing monitoring and evaluation practices

In addition to having the right tools, it’s important to follow some key practices to complete the follow-up process and ensure that the training plan yields the expected results:

1. Post-training feedback: Conduct surveys and questionnaires with participants to gain insights into their strengths, weaknesses, and perception of the training.
2. Semi-annual or periodic reviews: Periodic reviews allow training to be adjusted according to new needs and objectives that arise over time. A biannual review, for example, helps to ensure that the plan is always in line with the company’s goals.
3. Performance and engagement metrics: Tracking indicators such as completion rates, active participation, and the practical application of knowledge can help you to measure the effectiveness of training. Other metrics include increased productivity, reduced errors, and impact on individual goals.

5. How to design a training plan and put it into practice (successfully)

We’ve already discovered what a training plan is all about and what benefits it brings, but how can the strategy be put into practice in your company? Below are 5 key steps to follow that will help you with a successful implementation:

1. Analyze the current situation

In the first stage, you’ll need to carry out a diagnosis of your company’s current situation. This will help you to understand the training needs of your employees, and identify your team’s strengths. A competency assessment is a good starting point which will allow you to acquire this knowledge. Today, there are various tools and techniques at your disposal to collect data on skills and chart employee development.

Recommended Action: Conduct an initial skills assessment among employees to identify strengths and weaknesses throughout the team.

2. Identify the objectives of your training plan

What exactly are you trying to achieve? The answer to this question will constitute your basic goals, which should be both specific and measurable. Naturally, the objectives of any training plan will vary according to the needs of each company. Here are just some of the key objectives that a well-designed and executed training plan can help you to achieve:

• Improved performance and productivity.
• Developing specific, relevant skills.
• Enhancing talent retention.
• Preparing employees to face changes and new challenges.
• Promoting innovation and creativity.
• Ensuring legal compliance and quality standards.
• Contributing to the long-term success and growth of the company.

Recommended action: Establish at least three clear objectives for your training plan, and determine how you will measure their success.

3. Choose a training method

You should not only take care to provide the right type of training content, but also ensure that the format you choose is the correct one. Later, we’ll go into greater detail on the different types of training available for companies, such as e-learning – one of the most attractive and easy to adopt training models, which takes advantage of technology.

Recommended action: Research different training methods, such as in-person courses, e-learning, and online tutorials, and determine which best suits the needs of both your company and its employees.

4. Select the right training tools

If you’ve already decided on online training, then the next step is to determine which tools you will use. For example, if you’re looking to create e-learning courses from scratch, then you’ll need to choose an appropriate authoring tool. Opt for a simple, intuitive tool – one that doesn’t require prior training – with templates to help you create content more easily, and interactive, ready-to-use resources. If you want a tool that covers these options and also includes AI and automatic accessibility features, we recommend isEazy Author.

On the other hand, learning management systems, such as isEazy LMS, are also important in your training plan. They serve as centralized environments to store and offer training content, also providing functionalities to manage and administer the learning process.

Of course, there are other tools that will be useful for your training plan, such as course platforms and catalogues, e-learning content factories or employee apps, among others.

Recommended action: Research and compare different training tools, and request a demo of those that best suit your company’s needs. This article on training tools will help you choose.

5. Implement and measure the results of the training plan

Once the training plan is designed, it is time to implement it and evaluate its results. To do this, it is important to continuously track progress and regularly assess the outcomes achieved in relation to the set objectives. Gather feedback from participants and adjust the plan as needed to optimize its effectiveness.

Remember that the skills required to create a high-performance work team are constantly evolving. Therefore, the only way to stay relevant and succeed in these changes is to commit to constant employee training.

Recommended Action: Implement a tool that allows you to monitor employee progress in their training so you can continually improve the training plan.

6. Types of employee training plans that you should know

The improvement in the productivity of your employees depends on the quality of the training plan you offer them and how it is presented. Below are some key instructional methods to consider when choosing the format of your training: 

• Face-to-face training: A relatively traditional form of training where the teaching program is taught in person and in a classroom environment with the rest of the employees. 
• Mentoring and coaching: In this type of guided training, the employee has a mentor who leads him through a specific area, sharing his experience and knowledge. Mentoring, it is often used as a guidance or counseling activity, while coaching is more geared towards acquiring skills to achieve goals. 
• On-the-job training: A practical learning methodology that teaches teams in a natural environment. Employees learn by watching a peer or leader do a job and then doing it themselves. 
• E-learning: A training method carried out through devices connected to the network, such as computers or smartphones. Its main characteristic is the physical separation between the learner and the trainer. E-learning includes didactic materials such as videos, games, simulations, webinars, or any exercise that generates interaction and participation.
  

7. Employee training plan examples

When it comes to the focus of your training plan, there are various options, each of which has a specific objective. Here are just some of them: 

Orientation training 

This type of training helps new employees understand the company’s basic organizational information and answer any questions. This plan could include, for example, online courses for managing company software, security procedures, or practical use of equipment. 

Onboarding training 

This helps employees become familiar with the company culture, understand their responsibilities, and become part of the team, more important than ever with the rise of remote working. Check out this guide to learn how to develop a successful onboarding process.  

Compliance training 

This type of training is essential for any employee since it informs them of the regulations and policies applicable to their roles. Compliance training minimizes risks, helps maintain a good corporate reputation, and improves the work environment regarding harassment, diversity, cybersecurity, or ethics. 

Product training 

Product training offers information about the company’s products or services, which employees must learn to carry out their work. This type of training can have different objectives according to the business’s activity. For example, it could help a sales team to answer all potential customers’ questions confidently.  

Leadership training 

This training program allows employees to learn the leadership and management techniques needed to successfully lead teams, from communication to emotional intelligence.

Technical training

This gives employees the chance to refresh their knowledge of existing technologies or learn more about them. This training plan is important for developing technical skills that improve the company’s competitiveness. 

Quality assurance training 

This training enables employees to understand quality control processes, ensuring that the final product or service meets company standards. This training builds customer confidence and improves profit margins. 

Diversity training

Reducing the risk of discrimination and prejudice within the workplace is essential to encouraging positive interactions and raising awareness of diversity. A good diversity training plan includes knowledge about sexual orientation, race, nationality, color, religion, gender, etc. 

Sustainability training 

ESG criteria is a set of standards related to the development of sustainability and diversity in companies. This training is essential to meet the Sustainable Development Goals proposed by the UN in the 2030 Agenda. 

Soft skills training 

This type of training focuses on personal attributes and includes conflict resolution and communication. These skills are necessary for employee and business development. If you want to know more about soft skills and skills to power your team, read this article. 

• Objective: To develop interpersonal skills that can improve communication and cooperation between teams.
• Duration: 1 to 3 months, depending on the module.

• Benefits: Increases employee engagement, develops problem-solving abilities, and strengthens organizational culture.

Subsidized training and funding

Investment in training for companies is crucial for the ongoing development of employees and the wider success of the organization. However, many companies are still hesitant to invest resources in this type of initiative due to a fear of high costs. Fortunately, there are a range of training and funding options available that allow organizations to access quality training thanks to financial support. Below, we take a look at how the system works, and how your company can benefit from these schemes.

What is subsidized training?

Subsidized training is a financing model that allows companies to train their employees without having to bear the total cost. In many countries, as part of government schemes to promote career development, companies that contribute to social security are entitled to annual credits. These credits can be used to finance the training of their employees, covering part of the cost or in some cases all of it.

How companies can access financing and bonuses

To access these incentives, companies should pursue some general measures. Take a look at the three key steps below:

1. Check eligibility: First of all, it’s crucial to confirm that your company meets the social contribution requirements.
2. Choose a course eligible for bonuses: Not all types of training can earn you bonuses. In general, courses that address urgent market needs or promote skill development, such as digital skills or regulatory compliance, are eligible. For help with this, check out our catalog of accredited courses on isEazy Skills!
3. Look for supporting organizations and funds: Organizations such as government employment agencies, training bodies and career development institutions often manage these resources and can guide companies through the process. In Europe, for example, the State Foundation for Employment Training (FUNDAE) is one of the main institutions that manages access to subsidised training.

Types of training with high bonuses

Some types of training are especially well-supported by these incentive programs, including:

1. Compliance training: Training designed to ensure that employees understand rules and regulations, helping the company to avoid legal risks and maintain an ethical work environment.
2. Digital skills: Training that focuses on the development of digital skills, such as the use of new technologies, tools and cybersecurity, is highly valued and receives robust financial support in many bonus programs.
3. Soft skills training: Training in interpersonal skills, such as communication, conflict management and leadership, is also encouraged by these programs as it can improve team dynamics and performance.

Training in digital skills

As a response to the ongoing digital transformation, companies are investing in training that enables employees to handle a range of digital tools and technologies. This type of training covers topics such as digital security, the use of specific software, data analysis and even basic programming skills.

1. Objective: To develop skills for the use of digital tools, and to increase safety and efficiency at work.
2. Duration: Generally 3 to 6 months, with flexible modules.
3. Benefits: Improves team competitiveness, accelerates adaptation to technological changes, and reduces errors that stem from the improper use of technology.

Continuous training

Continuous training is a model that ensures that seeks to ensure employees are always up to date with the latest technologies, practices and market changes. It’s a long-term strategy, which integrates periodic revisions of content to meet the newest demands of the organization.

1. Objective: To keep teams up to date with skills and promote constant learning.
2. Duration: Permanent, with monthly or quarterly modules.
3. Benefits: Helps to build a versatile team, capable of adapting quickly to new challenges and market trends.

Steps to implement a continuous training plan:

1. Identify areas that need continuous improvement.
2. Select relevant topics and content for each term.
3. Conduct regular performance evaluations and adjust content as needed.

After-hours training

Ideal for companies that cannot interrupt their office hours, this type of training takes place outside of regular working times and, in some cases, offers compensation for employees. It can be a strategic choice for compulsory training, such as compliance and security.

1. Objective: To train employees without interrupting the normal work routine.
2. Duration: Flexible, with weekly or biweekly sessions.
3. Benefits: Offers a practical alternative for businesses with strict schedules, without compromising on customer service or productivity.

Type of training	Objective	Duration	Benefits
Orientation	Equip new employees with basic organizational information and answer initial questions.	1 to 2 weeks	Facilitates quick adaptation and accelerates the integration of new employees.
Onboarding	Help employees become familiar with their new culture and responsibilities.	1 to 3 months	Promotes integration and strengthens organizational culture, especially in remote teams.
Compliance	Offer training on regulations and policies relevant to the role, such as compliance and ethics.	Continuous or immediate	Minimizes legal risks, improves the work environment and strengthens corporate reputation.
Products	Give employees essential information about the company’s products/services.	1 to 2 weeks	Increases sales team confidence and enhances customer service.
Leadership	Train employees in leadership and management techniques to lead their own teams.	2 to 6 months	Helps to develop new leaders, building a more prepared and autonomous team.
Technique	Update employees with knowledge on specific technologies and tools.	3 to 6 months	Increases competitiveness and keeps the team in line with industry innovations.
Quality Assurance	Teach quality control processes to maintain company standards.	1 to 2 months	Improves the quality of products/services and increases customer satisfaction.
Diversity	Promote awareness of diversity and inclusion, addressing issues such as gender and ethnicity.	Continuous	Reduces the risk of discrimination, improves the work environment and fosters an inclusive culture.
Sustainability	Train employees on sustainable practices and ESG criteria to meet sustainable development goals.	1 to 3 months	Aligns the company with ESG objectives and promotes conscious, sustainable practices in the team.
Subsidised training and financing	Facilitate access to full-cost training through government credits and incentives.	Variable	Reduces the cost of training and promotes continuous employee development.
Digital skills	Train professionals in the use of digital tools.	3 to 6 months	Increases competitiveness and reduces technological errors.
Continuous training	Constant improvement of skills.	Permanent	Prepares the team for new trends and challenges.
Soft skills	Improve communication and collaboration.	1 to 3 months	Improves organizational engagement and culture.
After Hours	Train employees without interfering with the working day.	Flexible	Maintains the production routine and allows compliance with mandatory training without interruption.

8. Mistakes to avoid when implementing your training plan

Despite the benefits that a training plan can bring, it’s common to make mistakes that can hinder its effectiveness. Here are some of the most common errors made when designing and implementing a training plan:

• Not involving employees: omitting employee participation and feedback in the design of the training plan can lead to a lack of interest and commitment from the final recipients.
• Not tailoring the plan to individual needs: it’s important to customize the training plan to meet the specific needs of each employee, taking into account their skill level, experience, and professional goals.
• Lack of evaluation and monitoring: not incorporating evaluation and monitoring mechanisms to measure the progress and effectiveness of the training plan can make it difficult to identify areas for improvement and make necessary adjustments.
• Information overload or irrelevant content: providing an excessive amount of information or irrelevant content in the training plan can overwhelm employees and hinder their ability to absorb and apply the knowledge acquired.

9. How company training supports business strategy

Business training is a highly strategic tool that drives organizational growth and strengthens competitiveness. When aligned with business objectives, a well-structured training plan allows companies to keep up with market trends, innovate, and develop a strong, adaptable organizational culture. Below, we explore how training can be a key competitive differentiator, by directly contributing to an organization’s strategic goals.

How training can improve strategic objectives

1. Innovation
   Investing in capacity building is essential to drive innovation. Employees with access to training on new technologies, tools and methodologies have more opportunities to develop creative ideas and apply new approaches in the workplace. Business training fosters an environment in which innovation becomes an integral part of the organizational culture, ensuring that the company is constantly at the forefront of new trends.
2. Adaptation to change
   The market is constantly changing, and the ability to adapt quickly is a key competitive advantage. Training that addresses issues such as flexibility, problem-solving and digital skills helps employees to cope with change more effectively, whether by adopting new tools or adapting to improved processes. Companies that prioritize continuous training can respond with agility to market changes, while remaining relevant and resilient.
3. Competitiveness
   Training to improve employees’ technical and interpersonal skills is essential to enhance the quality of products and services offered by a company. By investing in team development, an organization can strengthen its market position and develop a solid reputation based on experience and quality. This advantage is particularly important in highly competitive markets, where the human touch makes all the difference.

Examples of training as a strategic differentiator

Companies that see training as part of their business strategy have used this approach to strengthen their position and transform their organizational culture:

• Cultural transformation: Many organizations are now adopting training designed to foster a culture of innovation and continuous improvement. For example, a technology company might invest in digital skills development programs to ensure that its team is always up to date. This will have a positive impact on the brand’s position as an industry leader.
• Strengthening employer branding: Companies that prioritize employee development are seen as employers of choice, who can better attract and retain qualified talent. A robust training program can be a key differentiator for professionals seeking continuous learning environments, transforming training into a pillar of strength with the potential to enhance corporate image.

Preparing the company for the challenges of the future

An effective training plan not only improves employees’ existing skills, but also prepares them to face the challenges of the future. Here’s how training can help companies stay ahead of change:

• Adapting to technological changes: In the face of rapid technological evolution, it’s vital for companies to keep their staff up to date so they can cope with an influx of new tools, software, and trends. Training in emergent technologies, such as artificial intelligence and data analytics, prepares staff to adapt to these innovations quickly and efficiently.
• Resilience to market changes: Continuous training in strategic skills gives companies greater agility and flexibility in the face of market crises and changes. Well-trained employees can rapidly adjust their strategic approach and help overcome challenges, ensuring the continuity and growth of the organization.

In short, business training, when properly aligned with business objectives, provides a solid foundation for professional growth and competitiveness. It transforms training into a strategic lever, empowering a company to respond proactively to change and strengthen its position in the market.

10. Design and implement your training plan with isEazy

Now that you know how to develop an employee training program and what you need to achieve it correctly, it’s time to discover isEazy: A one-stop shop for e-learning solutions.  

isEazy offers you everything you need to start a training program and go further, from a course authoring software, a powerful LMS platform, a catalog of power skills courses, a training app for your frontline workers, and more. Find the perfect tool for every training need, or combine them for even more extraordinary results. Boost your training plan with the latest e-learning technology!