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Implementing & Managing Training Programs in Business

EZRA
Oct 03 2024 | Insights
A man conducting a training session with colleagues.

Training programs are a workplace must-have – they promote development opportunities, they motivate and engage employees and their effects can be felt across the business. But only if they’re operated effectively and align with organisational values and goals!


Taking some key steps to ensure that any training is managed and implemented efficiently can improve their effectiveness considerably - which is why we’ve collated a comprehensive guide to help your process of implementing and managing training. 

A step-by-step guide to running successful training programs 

  1. Identify training needs within the business

This is best placed through a needs assessment. A needs assessment analyses skills gaps within the organization, using 360 surveys, interviews and performance reviews to identify where the biggest opportunities for development lie. The need for training could lie within the general workforce for example, or there could be opportunity in C-suite management.  Make sure to pair this needs assessment with your organisational goals, to ensure that training aligns with the business’s strategic objectives. 

  1. Set clear learning objectives aligned with business goals

Setting clear objectives and expected outcomes around what you want and need employees to learn will help to ensure that any training has clarity and direction to achieve the best outcomes. Defining how these will contribute to organisational success can not only motivate but also help achieve buy-in from key stakeholders.

  1. Select a relevant training program with qualified trainers 

Decide on what the most effective training methods, content and material will be, and ensure you do your research to find qualified trainers and training providers with the proper accreditations. Ensuring you get the very best training, so you have the best possible outcomes. This is an ideal time to determine whether you'll implement virtual training or host an in-person event.

  1. Promote the training program internally

Use internal communication streams to promote the training program and the benefits it can bring for both employees and the business as a whole. Encourage employees to participate, potentially through incentives, to actively help build a culture that values continuous learning.  

  1. Get the training program up and running 

Be sure to make arrangements for the right resources, rooms and any technical support you need to ensure implementation is smooth. 

  1. Evaluate and collect training feedback 

Feedback is vital to any training or mentoring program. Without it, how do you know its benefits and pitfalls, or where it can be improved? Or even if it was useful at all? Use surveys, questionnaires and even informal discussions to gather feedback from the participants. 

  1. Measure the results of the training 

Measure the results of the training. Were training objectives met? Did performance improve? Measuring the results of any training program should be ongoing, because it’s likely you won’t see all the results to begin with. But, measuring good results can lead to stakeholder buy-in for additional, future training, as well as provide a platform to motivate and engage employees to continue participating, developing and upskilling themselves. 

  1. Provide post-training support to reinforce learning

Offer participants resources like reference materials or additional training aids to help support and reinforce any learning they experienced from the initial training program. This will help to create a culture of continuous learning, keeping employees engaged and driving the application of their new skills in real-life workplace scenarios.  

  1. Analyse the feedback and data to continuously improve the program

Regularly reviewing feedback and performance data can be useful for continual improvements to training, which will make programs more effective, more engaging and better their outcomes. Keep on top of training materials and ensure they don’t become outdated – whether that be through time, technological advancements or changes in industry trends

  1. Report on the impact of training 

Collate the outcomes of the training program. This will act as a report on the impact, the success and any other relevant metrics of the program to analyse whether the training was effective and, if it was, provide evidence to stakeholders and senior leaders to promote the relevance and need for future training programs and gain their support. 

Additional tips to effectively manage your training programs:

  1. Take advantage of technology 

  2. Encourage continuous learning 

  3. Be open to adapting programs based on feedback 

By following these steps, you’ll not only provide more effective training for your organisation, but you’ll also learn from it and help shape future training programs. With effective training management, you can foster a positive culture of continuous learning and development.

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