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Employee Training Program Checklist by 360learning

This document provides checklists and tips for building an effective employee training program. It includes elements that should be covered in a training policy, such as objectives, responsibilities, and guidelines for participation. It also lists tips for conducting a training needs analysis through collaborative approaches like asking for employee input. Additionally, it outlines what should be included in employee development plans and training tracking sheets, such as goals, strengths, and course completion tracking. Finally, it provides tips for calculating return on investment through measurable goals and assessments.

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Theraja Hilda
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Download as PDF, TXT or read online on Scribd
64 views

Employee Training Program Checklist by 360learning

This document provides checklists and tips for building an effective employee training program. It includes elements that should be covered in a training policy, such as objectives, responsibilities, and guidelines for participation. It also lists tips for conducting a training needs analysis through collaborative approaches like asking for employee input. Additionally, it outlines what should be included in employee development plans and training tracking sheets, such as goals, strengths, and course completion tracking. Finally, it provides tips for calculating return on investment through measurable goals and assessments.

Uploaded by

Theraja Hilda
Copyright
© © All Rights Reserved
Available Formats
Download as PDF, TXT or read online on Scribd
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Employee Training

Program Checklist
Employee Training Program
Checklists and Tips
Not sure how to build a scalable training program for your com-
pany? Here’s our curated list of elements you need to include
in your foundational documentation, plus several tips that will
make your training programs more effective.

Employee training policy checklist


☝

Training policies outline how training at your company should


be organized, contextualized, and delivered to your employees.
They describe how your company approaches and plans its
training programs and should include the scope and objective
of your programs, responsibilities, expectations of learners,
and guidelines for participation.

In order to achieve success with your training and develop-


ment programs, it's important to document your goals and
priorities. The length of your policy will depend on the size
and structure of your company, and it should include the
following elements:
F Introduction: Include a short description of your training and
development policy and its purpose, as well as a description
of the principles on which it is based.

F Your objective or scope: Explain your organization's goals and


objectives over a specified period of time, along with how those
goals will be met through training and development. Tie these
goals to your company's overall strategy.

F Responsibilities: Communicate the roles involved and the


expectations. Include duties for program organizers, course
creators, and learners.

F Definitions: Define any specific terminology used in your train-


ing or materials to make your policy easier to understand.

F Budget: Determine your budget allocation and how often it’s


set (usually monthly, quarterly, or annually).

F Types of employee training available: Describe each type of


training you offer, including its scope and employee accessibility.

F Trainer roles and responsibilities: Identify each party involved


in satisfying training and development requirements, including
the L&D team, managers, and any third-party trainers.

F Guidelines for participation: Include the steps you’ll take to


create new courses or programs and detail your employee
participation guidelines.

F Assessment and evaluation: Determine how employees will be


assessed during and after they complete a course or program.
Training needs analysis tips
☝
A training needs analysis is the best method for identifying
what your employees need and want to learn. The key to
providing valuable training for employees is to identify their
most pressing training needs, then provide courses, workshops,
and other learning materials to meet those needs.

When analyzing training needs, we recommend taking a


collaborative approach by asking your employees what kind
of training they’re looking for based on their experiences
and knowledge gaps. Here are some tips for conducting a
training needs assessment for your employees:

F Ask employees for their input when creating courses: Allow


your workers to declare their Learning Needs at any time. A
Collaborative Learning platform can centralize the process of
collecting information from your employees.

F Turn your L&D team into facilitators: Your employees should


play an active role in creating new training content. One way
to do this is to empower your subject-matter experts by giving
them the ability to create and manage learning content on
topics in their domain of expertise.

F Prioritize training needs by business impact: The training


needs with the highest impact should be developed first.

F Choose a Collaborative Learning platform that handles train-


ing needs analysis: A learning platform that combines collabo-
rative tools with the power of an LMS helps you determine the
scope of your needs and lets employees vote on training needs.

F Perform a skills gap analysis: After you’ve created your list of


training needs, do a skills gap analysis to help you prioritize
needs and decide which courses to develop first.
Employee development plan checklist
☝
Development plans lay out a path for employees to optimize
their skills and advance within a company. Provide a template
for managers to collaboratively fill out with each of their team
members. That way, every employee has a personalized and
adaptable plan to develop the skills they need to achieve their
unique advancement goals.

Gathering the following information will help you build your


employee development plans:

F Short-term professional goals: Determine where the employee


wants to be within your company a year from now.

F Mid-term professional goals: Determine where the employee


wants to be within your company 3-5 years from now.

F Long-term professional goals: Determine where the employee


wants to be in 10 years, even if outside your company.

F Strengths and talents: Identify the tasks the employee is most


capable and confident doing.

F Motivators: Figure out the tasks and projects that energize


rather than drain them.

F An action plan: Detail the specific steps and activities the em-
ployee will need to take to meet these goals.

F Specific courses needed


F Target completion date
F Actual completion date

F Check-in dates: Set times when you’ll check in with the em-
ployee to evaluate progress toward their goals.
Training tracking sheet checklist
☝

Once your employees have their learning objectives and a


training or development plan, it’s important to track their
progress. Tracking employee training lets you assess its
effectiveness and gives you clues on how you can iterate to
help your teams achieve their goals.

Include the following information when creating a tracking


training sheet:

F Employee name

F Job Title

F Employee department

F Training subject and course

F Date training completed

F Type of training (online, in-person, instructor-led, Hybrid, etc.)

F Instructor or trainer name

F Notes or comments section

*Note: Manually tracking your employees’ training progress is


becoming obsolete. These days, it’s more efficient to invest in a
learning platform that tracks employee progress and performance
automatically.
Tips for tracking your training ROI
☝
Calculating your return on investment (ROI) can be a useful
way of assessing your training program's effectiveness and
value. It's also vital for securing more budget and support for
your programs.

Measuring ROI can be challenging. Here are some tips to help:

F Set measurable and specific goals: Make sure you know what success
looks like before you start building your program. As an example, one of
your goals could be to complete a needs analysis for every department
by the end of the fiscal year.

F Tie your goals into your company’s objectives: Your goals should tie
into your company’s initiatives. For example, your training can be linked
to a company goal of increasing revenue by a certain percentage over
a set period of time.

F Measure your baselines and perform post-training assessments:


Before you start training, take initial measurements like pre-course
assessments so you can measure changes over time. When training is
complete, conduct a post-course assessment to compare scores.

F Follow your course completion rates: Keep an eye on your completion


rates to make sure employees are completing their training.

F Use integrations when possible: Many online learning platforms can


connect with your existing software and communication tools to help
you measure your training’s impact. For example, you can connect
360Learning with your CRM to measure the effect of training on sales
performance.

F Use a calculator: Enlist the help of a training ROI calculator to more


accurately track your metrics.

F Use the Kirkpatrick Model of training evaluation: The Kirkpatrick Model


is a common training evaluation method that can be used to assess your
ROI by connecting quantitative metrics directly to learning outcomes.
About

360Learning
360Learning empowers Learning and Development teams to drive
☝

culture and growth through Collaborative Learning. Our Learning


Platform combines collaborative tools with the power of a Learning
Management System, enabling high-growth companies to unlock
learning based on collective expertise, instead of relying on traditional
solo-based eLearning. 360Learning is the easiest way to onboard new
employees, train customer-facing teams, and develop professional
skills–all from one place.

360Learning powers the future of work at 1,500 organizations. Founded


in 2013, 360Learning has raised $240 million with 300+ team members
across New York, Paris, and London.

Want to see how Collaborative Learning


can help your organization?

Request a demo with 360Learning today. 💡

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